Question- Briefly discuss the implications of change in the profile of people, technology & environment on managing people in organization. Suggest measures to make HR management in India more effective. Answer- As Human resources means the collection of people and their characteristics at work and these are distinct and unique to an organization in several ways. So any change in the profile of people, technology & environment causes a change in working and managing people in any organization. To make HR management in India more effective, the changing needs and expectations of the customers should be met effectively. There should be clear cut goals, direction and future focus of the entire organization. Proper planning and execution of every program in the organization should be done. Optimum utilization of resources and cost effective engagement of labor should be there. Help in developing, managing and sustaining the skills and knowledge of the human resources. Coordination among various departments and continuous scanning of external environment is required to make HR management more effective. There should not be lack of support from the top management and rigid HR practices in the organization.
Question- Why & how HR is superior to physical resource. Elaborate the function of HRM. Answer- Human resource management is concerned with policies and practices that ensure the best use of the human resources for fulfilling the organizational and individual goals. HR is superior to physical resource as- * HR alone appreciates over a period.
* HR achieves in higher performance output than its actual input. * HR brings value to all other assets.
* Operational flexibility is possible with HR.
Functions of HRM can be categorized into 2 i.e. managerial functions and operative functions. Managerial functions include planning, organizing, staffing, directing and controlling. On the other hand operative functions include procurement, development, compensation, maintenance and motivation, integration and industrial relations. Procurement includes job analysis and design, HR planning, recruitment, selection, placement, orientation and socialization. Development includes career planning and development, workers training, executive development and organizational development. Compensation includes job evaluation, performance evaluation, wages administration, incentives and benefits. Integration includes industrial relations, discipline, grievance redressal, dispute settlement, collective bargaining.
Question- Describe vividly the various models used to discuss the application of strategic management in HRM. Answer- The various models used to discuss the application of strategic management in HRM are as follows- * Business-oriented model
* Strategic fit model
* Strategic Labor Allocation Model (SLAP) model
Business-oriented model aims at value creation by developing a HR system that creates and sustains the competitive advantage through human resources. Strategic fit model focuses on matching the HR capabilities and resources with the external opportunities. It also focuses on developing HR practices in such a way that they complement one another. Vertical fit and horizontal fit are the two types of strategic fit model. Strategic Labor Allocation Model (SLAP) model focuses on the interdependences among HR strategies, business strategies and organizational changes. It also acknowledges HRM as a continuous process of balancing the demand for and the supply of labor.
Question- Discuss the step involved in the strategic management process in detail Answer- Strategic human resource management is a process of aligning HR strategies with the business strategy to accomplish the performance goals through the employees’ competency and commitment. The various steps involved in the strategic management process are as follows- * Determination of vision and mission.
* Analyzing the...
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