INTERNAL ASSIGNMENT

NAME RHISAV MUKHERJEE

ROLL NUMBER 2414517198

PROGRAM MASTER OF BUSINESS ADMINISTRATION

SEMESTER 1

COURSE NAME HUMAN RESOURCE MANAGEMENT

COURSE CODE DMBA112

SESSION JUL - AUG 2024

 SET-1
Q1. Define the term ‘Recruitment’. Explain the various sources of recruitment.

Ans. Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and

onboarding employees. In other words, it involves everything from the identification of a staffing

need to filling it. Depending on the size of an organization, recruitment is the responsibility of a

range of workers. It includes the entire hiring process from identifying a need to onboarding the

new employees. There are two sources of recruitment internal and external sources of recruitment.

Recruitment is referred to as the process which involves searching for potential candidates and

influencing them in order to fill the vacant positions in the organisation. The purpose of recruitment

is to find qualified candidates for the development of the organisation.

Internal Sources of Recruitment:

1. Promotions: The promotion policy is followed as a motivational technique for the employees

who work hard and show good performance. Promotion results in enhancements in pay, position,
responsibility and authority.

2. Retirements: The retired employees may be given the extension in their service in case of non-

availability of suitable candidates for the post.

3. Former employees: Former employees who had performed well during their tenure may be

called back, and higher wages and incentives can be paid to them.

4. Transfer: Employees may be transferred from one department to another wherever the post

becomes vacant.

5. Internal advertisement: The existing employees may be interested in taking up the vacant jobs.

As they are working in the company since long time, they know about the specification and
description of the vacant job.
External Sources of Recruitment:

1. Press advertisement: A wide choice for selecting the appropriate candidate for the post is

available through this source. It gives publicity to the vacant posts and the details about the job in

the form of job description and job specification are made available to public in general.

2. Campus interviews: It is the best possible method for companies to select students from various

educational institutions. It is easy and economical. The company officials personally visit various

institutes and select students eligible for a particular post through interviews.

3. Placement agencies: A databank of candidates is sent to organizations for their selection

purpose and agencies get commission in return.

4. Employment exchange: People register themselves with government employment exchanges

with their personal details. According to the needs and request of the organization, the candidates

are sent for interviews.

5. Walk in interviews: These interviews are declared by companies on the specific day and time

and conducted for selection.

Q2. Explain the concept of succession planning. State the advantages that a structured

Succession Planning System brings to an organization.

Ans. The term succession planning refers to a business strategy companies use to pass
leadership roles down to another employee or group of employees. Succession planning ensures
that businesses continue to run smoothly and without interruption, after important people move
on to new opportunities, retire, or pass away. The planning process is meant to create a talent
pipeline of successors that will keep the organization running with little to no interruption when
inevitable staff changes occur. Effective succession planning works by assessing staffing needs
that might arise and creating long-term goals and strategies, including leadership development, to
manage those gaps. A structured succession planning system may have many advantages that
includes:

1. Business continuity: Succession planning helps to ensure that an organization is

prepared for the leadership transition and has a pipeline for the future leaders.
 2. Talent retentions: Succession planning can also help an organization to retain the top

talent by providing a clear career path and development opportunities.

3. Improved engagement and morale: Succession planning can improve the engagement

and morale by demonstrating the organization in investing in the employee’s

development.

4. Reduced recruitment cost: Succession planning can help to reduce the recruitment cost

by allowing the existing employees to learn the new skills and transition smoothly into

key position.

5. Competitive advantage: Companies with a strong succession plans are often resilient and

adaptable which may give them a competitive edge in the market.

Q3. Describe Human Resource Planning. Elaborate on the process of Human Resource

Planning.

Ans. Human resource planning (HRP) is the continuous process of systematic planning to achieve

optimum use of an organization's most valuable asset—quality employees. HR planning ensures

the best fit between employees and jobs while avoiding manpower shortages or surpluses.

Employees are the best resources of a company. Hence, HRP is all about finding the ideal

employees and making sure they’re in the right job, that benefits both the individual and the

organization. The process of Human Resource Planning includes:

1. Environmental Scanning: Identify and analyze external factors that may affect the
organization’s human resource needs, such as economic trends, technological changes, and
legislative requirements.

2. Internal Analysis: Evaluate the current workforce, including skills, competencies, and
demographics. Understand the strengths and weaknesses of the existing workforce.

3. Forecasting Future Demand: Project future demand for human resources based on
organizational goals, growth plans, and changes in technology or markets.

4. Forecasting Future Supply: Assess the internal and external sources of human resources.
Internal sources include current employees, while external sources may include recruitment
strategies.
5. Identifying Gaps: Compare the forecasted demand and supply to identify potential gaps in the
workforce. Identify potential areas of surplus or shortage.

6. Developing Action Plans: Devise strategies to address the identified gaps. This may involve
recruitment, training, development, succession planning, or restructuring.

7. Implementation: Put the action plans into practice. This may include hiring new employees,
providing training programs, or restructuring existing teams.

8. Monitoring and Evaluation: Continuously monitor the effectiveness of the human resource
plans. Evaluate whether the organization is achieving its goals and adjust the plans as necessary.

SET-2
Q4. Describe the concept of Competency and its linkage to various HR systems.

Ans. Competency-based human resources planning serves as a link between human resources
management and the overall strategic plan of an organization. Competencies are defined as
observable abilities, skills, knowledge, motivations or traits defined in terms of the behaviors
needed for successful job performance. Competency is a set of demonstrable characteristics and
skills that enable, and improve the efficiency of, performance of a job. Competencies are not
skills, although they are similar. Skills are learned, while competencies are inherent qualities an
individual possesses – collaboration skills, knowledge and ability. During job interviews and
assessments, competencies are used as benchmarks against which assessors can evaluate
candidates. Competency in employees is vital for every workforce to flourish well. Highly
competent people make the workplace energetic, lively and driven. Such environments help in
higher ROI and attract talent from outside. Competency helps in making a work culture and is
the sole source behind a man’s success. Competency also helps in shaping the work culture and
is the prominent reason behind a man’s success.

Linkage to various HR Systems

1. Recruitment and Selection: Competencies help in defining job requirements and creating
job descriptions. They guide the selection process by providing criteria for evaluating
candidates.
2. Training and Development: Competency frameworks identify skill gaps and training
needs. They help in designing targeted training programs to enhance employee capabilities.
3. Performance Management: Competencies are used to set performance standards and
evaluate employee performance. They provide a basis for feedback and development
discussions.
 4. Career Development and Succession Planning: Competencies help in identifying
potential leaders and planning career paths. They ensure that employees are prepared for
future roles.
5. Compensation and Rewards: Competencies can influence compensation structures.
Employees with higher competency levels may receive higher pay or bonuses.
6. Employee Engagement and Retention: By aligning roles with competencies, employees
are more likely to feel engaged and satisfied, reducing turnover rates.

Q5. Define ‘Job Analysis’. Elaborate on the process of job analysis.

Ans. Job analysis refers to a systematic process of collecting all information about a specific job,
including skill requirements, roles, responsibilities and processes in order to create a valid job
description. Job analysis also gives an overview of the physical, emotional & related human
qualities required to execute the job successfully. Job analysis is an important step in ensuring that
the right candidate is selected. Job analysis helps the employer in recruitment and selection,
performance management, choosing compensation and benefits, etc. It helps the employees to have
a clear picture of what is actually required of them. A job analysis is often known as the process
used to identify the tasks, responsibilities, skills, objectives, and work environment for a specific
job. Typically it’s used for crafting the perfect job description - yet it encompasses so much more
than that. What starts with recruiting - when done well - also improves your employee’s transition
into their new role and supports their long term growth.

Job Analysis Process diagram.

▪ Identification of Job Analysis Purpose: Well any process is futile until its purpose is not
identified and defined. Therefore, the first step in the process is to determine its need and
 desired output. Spending human efforts, energy as well as money is useless until HR
managers don’t know why data is to be collected and what is to be done with it.
▪ Who Will Conduct Job Analysis: The second most important step in the process of job
analysis is to decide who will conduct it. Some companies prefer getting it done by their
own HR department while some hire job analysis consultants. Job analysis consultants may
prove to be extremely helpful as they offer unbiased advice, guidelines and methods. They
don’t have any personal likes and dislikes when it comes to analyze a job.
▪ How to Conduct the Process: Deciding the way in which job analysis process needs to be
conducted is surely the next step. A planned approach about how to carry the whole process
is required in order to investigate a specific job.
▪ Strategic Decision Making: Now is the time to make strategic decision. It’s about
deciding the extent of employee involvement in the process, the level of details to be
collected and recorded, sources from where data is to be collected, data collection methods,
the processing of information and segregation of collected data.
▪ Training of Job Analyst: Next is to train the job analyst about how to conduct the process
and use the selected methods for collection and recoding of job data.
▪ Preparation of Job Analysis Process: Communicating it within the organization is the
next step. HR managers need to communicate the whole thing properly so that employees
offer their full support to the job analyst. The stage also involves preparation of documents,
questionnaires, interviews and feedback forms.
▪ Data Collection: Next is to collect job-related data including educational qualifications of
employees, skills and abilities required to perform the job, working conditions, job
activities, reporting hierarchy, required human traits, job activities, duties and
responsibilities involved and employee behaviour.
▪ Documentation, Verification and Review: Proper documentation is done to verify the
authenticity of collected data and then review it. This is the final information that is used
to describe a specific job.
▪ Developing Job Description and Job Specification: Now is the time to segregate the
collected data in to useful information. Job Description describes the roles, activities, duties
and responsibilities of the job while job specification is a statement of educational
qualification, experience, personal traits and skills required to perform the job.

Q6. Explain the concept of Employee Welfare and the benefits of Employee Welfare.

Ans. Employee welfare is a term that encompasses a broad range of benefits and services that an
employer may offer to its employees. It can include things like health insurance, dental insurance,
vision insurance, life insurance, disability insurance, 401(k) plans, and paid time off. Employee
welfare can also include things like on-site daycare, fitness centers, and subsidized meals. The
main objective of employee welfare is to improve employee morale, develop a better image of
the company, develop efficiency, and create a satisfied workforce. Staff welfare is one of the
critical factors of employee retention. The higher the salary for a position, the higher the costs to
rehire and retrain a new employee. There is also a correlation between employee welfare and
higher productivity. For example, Google discovered this correlation and provided numerous
perks, taking a lead on its competitors.

Benefits of Employee Welfare

There are many benefits to employee welfare, including:

1. Improved employee morale and productivity – When employees feel appreciated and
have their basic needs met, they are more likely to be productive and happy at work.
2. Reduced staff turnover – Happy employees are less likely to leave their jobs, which can
lead to reduced staff turnover and increased stability within the company.
3. Enhanced company image – A company that takes care of its employees is often seen as
more compassionate and caring, which can improve its image in the eyes of the public.
4. Cost savings – Investing in employee welfare can actually save the company money in
the long run, through decreased staff turnover and increased productivity.