ALIGARH MUSLIM UNIVERSITY

Murshidabad centre
Session 2021-22

1st Assignment

Submitted by :
Mohammad Mohsin khan (21BAMMW179)
MBA – Part I semester I
Human Resource Management (MBA 1C04)

Submitted to : Dr. Aminul Haque

Department of Business Administration
Aligarh Muslim university, Murshidabad
Ques 1 : Define Human Resource Management and list 10 most important functions
of HR Managers.
Answer : Human resource management (HRM) is the practice of recruiting, hiring, deploying and
managing an organization's employees. HRM is often referred to simply as human resources (HR). A
company or organization's HR department is usually responsible for creating, putting into effect and
overseeing policies governing workers and the relationship of the organization with its employees.
The term human resources was first used in the early 1900s, and then more widely in the 1960s, to
describe the people who work for the organization, in
aggregate.

HRM is employee management with an emphasis on those

employees as assets of the business. In this context, employees
are sometimes referred to as human capital. As with other
business assets, the goal is to make effective use of employees,
reducing risk and maximizing return on investment (ROI).

The role of HRM practices are to manage the people within a

workplace to achieve the organization's mission and reinforce
the culture. When done effectively, HR managers can help
recruit new professionals who have skills necessary to further
the company's goals as well as aid with the training and development of current employees to meet
objectives.

HR has many important functions in the organization. These include recruitment, performance
management, learning and development, and many more.

Important Functions of HR managers :

1. Human resource planning : The first HR function is all about knowing the future needs of the
organization. What kind of people does the organization need, and how many? Knowing this
will shape recruitment, selection, performance management, learning and development,
and all other human resources functions.
2. Recruitment and selection : Recruitment and selection involves attracting people to work
for the organization and selecting the best candidates. Attracting people usually starts with
an employee brand. Being an attractive employer has plenty of advantages – just as it is the
other way around. With a strong employer brand and the right sourcing strategies, you’re
already halfway there. Once candidates apply, the selection process is an HR instrument to
pick the best qualified and highest-potential candidates. Technological developments in
recruitment have gone very fast and as a result, there are different types of recruitment
tools for each part of your recruitment funnel. 
3. Performance management : Performance
management is essential in ensuring that
workers stay productive and engaged. Good
performance management involves good
leadership, clear goal-setting, and open
feedback. Performance management is also an
instrument to close the gap between the
workforce you have today and the one you
want to have tomorrow. One of the best ways
to build your future workforce is through
learning and development (L&D).
4. Learning and development : Enabling
employees to develop the skills they need for
the future is an essential responsibility for HR.
Traditionally, organizations have a set budget for learning and development. This budget is
then distributed among its employees. In some countries, this fee is mandatory. In the UK,
for example, companies with an annual pay bill of more than £3 million pay a mandatory
rate of 0.5% designated for the professional education of their employees.
5. Career planning : Showing employees how their ambition can align with the future of the
company helps to engage and retain them. For the organization, there are the benefits of
better succession planning, higher productivity, and a stronger employer brand.
6. Function evaluation : function evaluation involves comparing various parts of the overall HR
operation. This can include the quality, and availability of workers, job location, working
times, the economic situation, job responsibilities, and how much value a job adds to your
organization. The idea behind function evaluation is that similar jobs should be rewarded
similarly.
7. Rewards :  Compensation and benefits are integral to attracting the right kind of candidate
for the role, and company. These will vary across different fields, countries, and cultures.
Rewards include salary but also growth and career opportunities, status, recognition, a good
organizational culture, and a satisfying work-life balance. 
8. Industrial relations : Maintaining and cultivating relationships with labor unions and other
collectives, and their members.
9. Health and safety : HR plays an important role in creating and implementing health and
safety regulations. Making these regulations part of the company culture is one of the main
functions of HR.
10. Personal wellbeing : HR has a function in assisting and taking care of employees when they
run into personal problems. Personal wellbeing is about supporting employees when things
don’t go as planned. Problems in the workplace and outside can negatively impact employee
performance, engagement, and productivity. This, in turn, harms a company’s bottom line. 
Ques 2 : Briefly explain the contrast between scientific management theory and
administrative theory.
Answer : Scientific management focuses on observing the workflows and evaluating its efficiency
and effectiveness. Moreover, the developer of this theory was F.W.Taylor. Therefore, this theory is
also called as Taylor management theory.

Administrative management theory focuses on achieving the most rational organization for
managing different tasks specified within a complex division of labour. Moreover, the developer of
administrative management theory was Henry Fayol. Therefore, this theory is called
Fayol management theory.

Relationship Between Scientific Management and Administrative Management :

There is a common goal in both the theories; that is, to enhance the efficiency levels of the
organizations. They share common principles such as divided and specialized work, responsibilities
of managers, unity within the group etc. In overall, both management theories are important in
modern manufacturing organizations.

Difference Between Scientific Management and Administrative Management :

Scientific management theory considers employee efficiency, whereas administrative management
theory considers human and behavioural determinants of the organization. Furthermore,
administrative theory emphasizes on activities like planning and controlling, whereas scientific
theory emphasizes on work study and time of study of workers. So, this is the key difference
between scientific management and administrative management.

Moreover, a further difference between scientific management and administrative management

theory is that administrative management theory has more emphasis on top management, whereas
scientific management theory has an emphasis on low-level management in an organization.
Besides, administrative management theory can be applied to any organization, because it is
universally applicable, but scientific management theory is applied only to specialized organizations.

Although both management theories help to enhance a positive workplace, there is a significant
difference between scientific management and administrative management. The key difference
between scientific management and administrative management is that scientific management
theory considers the workflows and operator efficiency improvements in an organization whereas
administrative management theory considers management styles and activities that help to achieve
maximum output. In overall, the balance of both theories will bring a successful organization.
Picture showing difference between Scientific management and admin Administrative
management.
Ques 3 : Profile present day Indian CEOs with examples in support of your profiling
criteria.
Answer : For decades now, Indians have been playing a focal role in the success of technology
powerhouses globally. Producing the leaders of the world’s most influential companies, who are
playing a vital role in their growths is something not many nations can boast of!

Here are the Indian origin CEOs who are leading the most successful companies in the world.

1. Sundar Pichai
 Company Name: Google and Alphabet
 Market Cap: Alphabet ($1,924 billion in 2021)
 Term of Office: Google (From 2015 - Present); Alphabet (From 2019 - Present)

Sundar Pichai, CEO Google and Alphabet

Pichai Sundararajan, also known as Sundar Pichai, was born in Tamil Nadu, India. He earned a
degree from IIT Kharagpur in metallurgical engineering and is a distinguished alumnus of that
institution. He holds an M.S. from Stanford University and an MBA from the Wharton School of the
University of Pennsylvania where he got the name of a Siebel Scholar and a Palmer Scholar. Pichai
began his career as a materials engineer and joined Google as a management executive in 2004 and
became the CEO of Google in the year 2015. Pichai was also named as the CEO of Google parent,
Alphabet in December 2019, when he replaced Larry Page.

2. Satya Nadella
 Company Name: Microsoft
 Market Cap: $2,527 billion (2021)
 Term of Office:  From 2014 – Present

Hyderabad-born Satya Nadella has a BE from

Manipal Institute of Technology, MS from the
University of Wisconsin–Milwaukee, and MBA from the University of Chicago Booth School of
Business. He became the CEO of Microsoft succeeding Steve Ballmer in 2014. He also succeeded
John W. Thompson and was named the Chairman of Microsoft in 2021.

3. Parag Agrawal
 Company Name: Twitter
 Market Cap: $38.5 billion (2021)
 Term of Office: 2021 - Present

Born in Ajmer, Rajasthan on May 21, 1984, Parag

Agrawal was schooled at Atomic Energy Central School
No.4., where he studied with the renowned singer Shreya
Ghoshal. Agrawal sat for the Joint Entrance Exam, where
he was placed 77th, thereby seizing a chance to be admitted at the IIT Bombay. He completed his
B.Tech. degree in Computer Science and Engineering from the same institute in 2005. Parag then
decided to pursue a Ph.D. in computer science from Stanford University, US.

Parag served several leadership positions at Microsoft Research and Yahoo! Research before he
joined Twitter. Parag Agarwal joined Twitter as a software engineer in 2011 where he is currently
serving as the CEO, after the former CEO, Jack Dorsey stepped down. Agrawal was promoted to the
post of Chief Technology Officer (CTO) in October 2017, when he replaced Adam Massinger. This
was the last designation that he served prior to being named as the Chief Executive Officer of the
company on November 29, 2021. He was selected to be in charge of Project Bluesky back in
December 2019, which is an initiative to develop a decentralized social network protocol by the
then CEO, Jack Dorsey.

4. Shantanu Narayen
 Company Name: Adobe Inc.
 Market Cap: $325 billion (2021)
 Term of Office:  From 2007 – Present

Born in Hyderabad, India, Shantanu Narayan started

his career at Apple. He holds a Bachelor in Science
from Osmania University, an MBA from the University
of California, Berkley, and an MS from Bowling Green
State University. Narayen joined Adobe in 1998 and
got promoted to CEO in December 2007, at the age of
45. Narayen also represented India in sailing at an Asian Regatta and got his name among the
world's best CEOs by Barron's Magazine in the year 2016.

Ques 4 : Write short note on:

a) Systems Approach of HRM.

It is truly suitable to think of human resource management as a system. A system is an inter-related
set of variables functioning together as a whole. A human resource management system (HRMS) is
an integrated and interrelated approach to managing human resources that fully recognizes the
interdependence among the various tasks and functions that must be performed.

The basic premise of this approach is that every variable of the human resource
management system must be designed and implemented with full knowledge, understanding, and
integration with the various other elements. For example, poor recruiting practices may affect the
morale and teamwork of the
existing good employees, resulting
in frequent employee turnover.

Even if the organization has

sophisticated selection techniques
available, it will not make much
difference without a pool of truly
qualified applicants from which to
choose. As a result, to supply
necessary skills to a new employee before he starts his work, training is required. Subsequent
performance appraisals will also be more difficult because it may take a longer time before these
employees are truly skilled in their jobs, and this condition will affect how much they are paid.

As the figure shows, the human resource management sub-system both affects and is affected by
the other functional sub-systems throughout the organization. This perspective can help reinforce
the idea that human resource management must be approached from the same strategic vantage
point afforded the other areas within the organization. Failure to do so can result in unanticipated
consequences, poor coordination, and less effective performance.

b) List a few HR modules with brief description of their functions.

The basic function of HR software is to make your HR processes more efficient. A software system
with integrated modules can automate many of the processes that take up the bulk of your HR
department’s time. HR system modules can: 

1. Human Resource Information  : The Human Resource Information System (HRIS) or Human
Resource Information Management (HRIM), as it is also called, helps HR keep employee
information in one place. Instead of fishing around in endless folders and cabinets of
employee information or confusing spreadsheets, data is centralised in one easily accessible
location within the software.

2. Employee Onboarding  : The onboarding module on SeamlessHRMS, allows you to send out
and track acceptance of offer letters, allow employees to begin documentation, and even
create a custom flow of trackable onboarding activities to engage your new hires and help
them settle into their role, whether they are resuming remotely 
3. Leave Management : It’s a given that your employees will always go on leave. However,
paper forms or spreadsheets can make leave management a challenge for HR and line
managers who are left trying to figure out who will go on leave when, and even for the
employees who wish to have time off from work.  

4. Time and Attendance : A standard time and attendance module like the one in the
SeamlessHRMS allows HR to track employee attendance, view attendance reports and
trends in one dashboard, and even integrate it with payroll based on company policies.

5. Recruitment Management : With a recruitment module in your HRMS, HR can post job
advertisements online, track applicants, sort applications, administer tests virtually, keep in
touch with the talent pool, and generally make the recruitment process easier by holding all
relevant information in one place and automating the process based on set criteria.

6. Performance Management : The performance management module in the HRMS allows

employers to track how their employees are contributing to the achievement of the
organisation’s goals.
7. Disciplinary Management : With a disciplinary management module, your HR can ensure
compliance to the organisation’s disciplinary policies, develop escalation steps for
disciplinary cases, give appropriate sanctions, track ongoing cases, and reference past cases
at the same time, all without a single spreadsheet or piece of paper.