HUMAN RESOURCE MANAGEMENT

ASSIGNMENT- I
1. (a) Objectives of HRM.
(b) Job design.
(c) Attitudes.
(d) Discipline.
(e) Transfer policy.
(f) Placement.
2. Explain the environment that influences HRM.
3. Discuss the nature and significance of Job analysis.
4. State the techniques of forecasting employees in an organisation.
ASSIGNMENT - II
5. Enumerate the tests employed in the selection of employees.
6. Bring out the recruitment practices of Indian industry.
7. Explain the need and objectives of a training programme.
8. Case study :
Parekh, a machine operator, worked as a mechanic for Mukesh, the Supervisor. Mukesh told
Parekh’s to pick up some trash that had fallen from Parekh’s work area and Parekh replied,
‘‘I won’t do the janitor’s work’’.
Mukesh replied, ‘‘when you drop it, you pick it up’’. Parekh became angry and abusive, calling
Mukesh a number of names in loud’ voice and refusing to pick up the trash. All employees in
the department heard Parekh’s comments.
Mukesh had been trying for two weeks to get his employees to pick up trash in order to have
cleaner work place and prevent accidents. He talked to all employees in a weekly departmental
meeting and to each employee individually at least once. He stated that he was following the
instructions of the General Manager. The only objection came from Parekh.
Parekh has been with the company for five years, and in this department for six months.
Mukesh had spoken to him twice about excessive alcoholism, but otherwise his record was good.
He was known to have quick temper.
This outburst by Parekh hurt Mukesh badly. Mukesh told Parekh to come to the office and
suspended firm for one day for insubordination and abusive language to a supervisor. The
discipline was within company policy, and similar behaviours had been punished in other
departments.After Parekh left Mukesh’s office, Mukesh phoned the HR Manager, reported
what he had done and said that he was sending a copy of the suspension order for Parekh’s file.
Questions :
(a) How would you rate Parekh’s behaviour? What method of appraisal would you use? Why?
(b) Do you assess any training needs for employees? If yes; what inputs should be embodied
in the training programme?

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