Name of the College : armiet

roll no : armiet/mms 19/gt48

NAME OF THE STUDENT : Tejaswini Gajendra
Gurav
ACADEMIC YEAR : 2019-2020
SUBJECT : Human resource management
Q.1] What do you mean by Job analysis ? Imagine yourself as a job analyst . You are invited by
an automotive company to perform job analysis for one of the job positions in the company ?
What method of job analysis would you use ?

Ans.

Job analysis is a systematic and detailed examination of jobs. It is a procedure for determining
the duties and skill requirements of a job and the kind of person who should be hired for it.

Job analysis is the procedure through which you determine the duties and nature of the jobs
and the kinds of people who should be hired for their goal. It provides to write job descriptions
and job specifications, which are utilized in recruitment and selection, compensation,
performance appraisal, and training.

Job analysis is a formal and detailed examination of jobs. It is a systematic investigation of the
task, duties and responsibilities necessary to do a job.

A task is a distinct work activity carried out for a distinct purpose. Examples would include type a
letter, preparing a lecture, or unloading a mail truck.

A duty is a large work segment consisting of several tasks, related by some sequence of events
that are performed by an individual.

A position refers to one or more duties performed by one person in an organization. There are
at least as many positions as there are workers in the organization.

Job responsibilities are obligations to perform certain tasks and duties. Thus, job analysis is a
procedure and a tool for determining the specified tasks, operations and requirements of each
job.

If company hire me as a hr following method i can adopt

Interview Method:

In this method the I can interviews the job holders and asks questions from them while
observing the following rules:

(i) Interview should be taken in leisure time.

(ii) I must introduce Myself to the job holder first and tell him the purpose of the interview.

(iii) I must take an interest in job holder and his work.

(iv) Job holder must concentrate on the job and not on the HR matters.

(v) The job holder should be motivated to speak more.

(vi) As far as possible, the atmosphere of interview must remain congenial and conversation
must be held in the language of the job holder.

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Q.2] Explain the term Recruitment. Using the internet find out the information on the
recruitment process or loan officers at ICICI Bank ?

Ans.

Recruitment is a positive process of searching for prospective employees and stimulating them
to apply for the jobs in the organisation. When more persons apply for jobs then there will be a
scope for recruiting better persons.

The job-seekers too, on the other hand, are in search of organisations offering them
employment. Recruitment is a linkage activity bringing together those with jobs and those
seeking jobs. In simple words, the term recruitment refers to discovering the source from where
potential employees may be selected. The scientific recruitment process leads to higher
productivity, better wages, high morale, reduction in labour turnover and enhanced reputation.
It stimulates people to apply for jobs; hence it is a positive process.

Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified
personnel and making out selection of requisite manpower both in their quantitative and
qualitative aspect. It is the development and maintenance of adequate man- power resources.
This is the first stage of the process of selection and is completed with placement.

Loan officer Recruitment process

Application: You may apply online against the current job openings that match your profile. If
there are no openings that match your profile you can register in our database and we will
contact you when a vacancy arises.

Shortlisting: Shortlisting of the profile will be done based on age, educational qualification and
work experience and you will be informed once you are shortlisted for an opening.

Personality Profiler: You will be required to complete an online personality profile questionnaire
prior to the interview.

Documentation: You are required to submit certain documents prior to the interview as part of
the process.
Interview: Time, date and venue for the interview and discussion will be shared and it may be
carried out either in person, video conference or I - Studio.

Offer: We will engage with you with regard to the details on the job role, location and
compensation following which you will be made a formal offer to join ICICI Bank.

Joining: A background verification will be conducted based on the documents you have
submitted. You will start your professional journey with ICICI bank through I-Banker a special
induction program.

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Q.3] What do you mean by Remuneration. Using the Internet list down the types of
compensation provided in an IT organization

Ans.

'Remuneration' seems like a tough word to remember. But have you recently gotten paid for
some work by your boss or company? Well, you were remunerated. Remuneration basically
refers to payment. In other words, it is compensation or reward for doing something. More
technically, we can define remuneration as the sum of all the financial and nonfinancial
compensation an employee receives.

But don't get this term confused with 'renumeration', which can be used to refer to the re-
counting something! The 'm' and 'n' are switched in these terms. The correct term,
'remuneration', comes to use from the Latin 'remuneratus', which means 'to reward'.

Financial Compensation

Bob recently signed a full-time employment contract at a marketing agency stipulating that he
was to receive a salary of $75,000 per year as compensation for his work. So, salary is a form of
remuneration. Unlike with Bob's full-time job, Jill recently started working part-time at a local
grocery store. She is being paid $10.00 per hour. Hourly pay is another form of remuneration.
That $10.00/hour job jumps to $15.00/hour if Jill works overtime. So, overtime pay is also a kind
of remuneration.

Non-Financial Compensation

there's more to remuneration than just financial compensation. Remember, remuneration also
includes nonfinancial benefits.
Type of compensation

Direct Forms of Compensation

Salary

This type of wage is customarily a set sum of remuneration over a defined period of time. The
most traditional form is a dollar amount over a period of one year. The frequency of payment is
another part of the compensation and is based on industry standards. Most businesses pay for
services twice a month.

Hourly

This is a dollar amount per hour of service to the employer, more commonly used to
compensate unskilled and skilled laborers in the workforce. This form of compensation comes
with an implied understanding that during times of slow or minimal workloads, the employee
may not be used to provide services. In effect, there is no guarantee of a regular cycle of pay.

Commission

When compensation is based on volume or some form of performance, this is known as

commission based remuneration. Other terms used include piecework or piecemeal. Many
industries used this type of remuneration to get a minimum standard of production in exchange
for compensation. It is used to shift risk from the employer to the employee. There are two
methods to calculate commission. One is based on volume of services and the other is based on
sales.

Bonuses

Bonuses are used to increase performance from the employee. This is a variable type of
remuneration and is more commonly found with salaried staff to incentivize them for a
particular goal whether time or volume based. Other reasons used for bonuses are to increase
or maintain retention of certain skills or the pool of skill-sets needed in the company.
Sometimes bonuses are paid when a company meets certain financial standards or goals over an
extended period of time.

Indirect Forms of Compensation

Benefits

This particular group is traditionally thought of in the form of insurances (health, dental, life,
disability and vision) and retirement. Very few small businesses provide benefits to their
employees due to the cost involved. When small businesses begin providing benefits, they
customarily start out with retirement because of simplicity and low cost. As they grow, they add
health insurance (mandated by law for employers with 50 or more employees) and continue to
expand the benefit package as the number of employees increase and the risk of business
performance decreases. Benefits allow for retention and recruitment.

Equity Based Programs

Rarely found in the small business world for several reasons. These types of indirect
compensation tie the employee to the company via ownership. Due to the complexity and the
legal issues involved, very few small businesses use this tool. This is a sophisticated method to
retain key employees and is discussed in another article.

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Q.4 What do you mean by Performance Appraisal ? Using various sources like Internet ,
magazines . newspaper etc find out the methods used by Hindustan Unilever for performance
appraisal.

Ans.

A performance appraisal is a regular review of an employee's job performance and overall

contribution to a company. Also known as an "annual review," "performance review or
evaluation," or "employee appraisal," a performance appraisal evaluates an employee’s skills,
achievements and growth, or lack thereof. Companies use performance appraisals to give
employees big-picture feedback on their work and to justify pay increases and bonuses, as well
as termination decisions. They can be conducted at any given time but tend to be annual, semi-
annual or quarterly

Because companies have a limited pool of funds from which to award raises and bonuses,
performance appraisals help determine how to allocate those funds. They provide a way for
companies to determine which employees have contributed the most to the company’s growth
so companies can reward their top-performing employees accordingly.

Performance appraisals also help employees and their managers create a plan for employee
development through additional training and increased responsibilities, as well as to identify
shortcomings the employee could work to resolve.

performance appraisal methods at Hindustan Unilever

 360 Degree Performance Appraisal:

 provide feedback from superiors, peer groups and subordinates to provide holistic and
objective evaluation of the employees.

 assessment is communicated transparently to all employees individually

 career paths are shared with them

 Management by Objectives (MBO):

 The MBO focuses attention on participative goals that are tangible, verifiable & measurable

 The superior & subordinates jointly determine goals to be considered during appraisal period
& what level of performance is necessary for subordinates to satisfactorily achieve specific goals

 During performance appraisal period the superior & subordinates update & alter goals as
necessary due to changes in business environment

 If not achieved identify reasons for deviation

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Q.5] Suppose your are the HR manager of an FMCG organization . Some new employees have
joined the organization and you are asked to conduct their induction training . What would be
the goals and objectives of your training programme ?

Ans.

Goals & objective in training programm

Introduction to the industry

This will help the sales people gain basic knowledge about the industry they are entering into,
the kind of competition that exists in the industry, the number of products that are available in
the range, information with regard to demand, supply and pricing and more. Apart from helping
them understand the competition scenario, this will also enable them to recognize the kind of
scope there is for the organization to grow.

Introduction to Our organization

The induction program for FMCG sales people should include an introduction to the vision,
mission and the goals of the organization. It should help the sales people understand the
organizational structure and be aware of its policies and procedures. It should give them a clear
idea about the kind of principles and values the organization believes in. This will help them to
project the right image of the company in front of the customers. After all it is your sales people
who are the face of your company.

Product knowledge

The FMCG sales induction program should definitely focus on making sure the sales people gain
complete knowledge about the products they are going to sell. This should include the
ingredients that go into the manufacturing of the product, the benefits of the product and how
it differs from the products of the competitors. Not only will this knowledge help them in selling
the product, it will also empower them to clarify the queries of the customers with regard to the
product.

Target Audience

Understanding the target audience to whom the product is to be sold is another thing that an
effective sales induction program should focus on. This could be wholesalers, dealers,
distributors, hotels, shops or even manufacturers. If they have to find new customers this
knowledge can come in really handy. At the same time, it also enables them to build an
excellent rapport with the customers that they deal with.

Skill Development

This is probably one of the most important things that a good FMCG sales induction training
program should concentrate upon. The sales people should be given proper training to help
them develop the right soft skills that are needed to sell FMCG products. These skills would
include:

• Prospecting: This includes how to approach a prospect and get him interested in buying the
product.

• Communicating: Apart from talking to the prospects, this is also about actively listening to
them, while they talk about their problems and needs.

• Rapport-Building: This is about adopting the right way to establish long-term relationship
with the customer that can help in future sales.

• Negotiating: The sales person should be able to create a win-win scenario, where the price
would be agreeable by both the customer and the company.

• Winning Accounts: The sales person should be trained on clarifying the queries of the
customers and helping him overcome the barriers that come in the way of closing the deal.

• Account management: Every sales person should be able to effectively manage a couple of
key accounts that bring in a lot of revenue to the company.
Promoting New Products & Offers

Every now and then when the company comes up with exciting offers, special deals and new
products, the sales people should be able to promote the same in the best way possible to the
clients. The emphasis should be on the benefit that the client will gain by taking advantage of
such an offer. If it is about buying the new product, the sales person should be in a good position
to explain such a product and offer an attractive deal that will motivate the client to buy more.

Achieving Targets

Apart from prospecting and selling, the sales induction training program should also focus on
upselling and cross-selling so that the sales people will be able to achieve the targets that the
FMCG company has set for them. It should clearly explain how their contribution will help in
achieving the goals of the organization and what such a contribution would mean to their career
or job. The focus should be teaching them those tactics and strategies that will help them
achieve their targets without taking too much of time or stress.

Customer Service

A sales person’s job does not end with selling. It is about developing long-term relationships
with his clients and taking on the role of an advisor whom the client trusts. The induction
training program should empower such a sales person with the skills and knowledge that he
would need to clarify the queries of the clients, get feedback and valuable suggestions from
them and make sure they are absolutely satisfied with the services of the company.

Analyzing Sales Trends

If a particular product has not been selling as expected, the sales person should have an answer
to it. He should be able to analyze the sales trends, find out why there is a reduction in demand
and come up with a solution as to what needs to be done in order to improve the sales of the
product. Since his work involves client interaction, he would be in a better position to give the
first-hand information about the market. This can help the company in taking informed
decisions with regard to increasing sales.

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Q.6] Explain the term HRP . Collect information on the HRP process of a manufacturing
company, Compute a report explaining the steps in the process in detail

Ans.

Human resource is the most important asset of an organisation. Human resources planning are
the important managerial function. It ensures the right type of people, in the right number, at
the right time and place, who are trained and motivated to do the right kind of work at the right
time, there is generally a shortage of suitable persons.

The enterprise will estimate its manpower requirements and then find out the sources from
which the needs will be met. If required manpower is not available then the work will suffer.
Developing countries are suffering from the shortage of trained managers. Job opportunities are
available in these countries but properly trained personnel are not available. These countries try
to import trained skill from other countries.

In order to cope human resource requirements, an enterprise will have to plan in advance its
needs and the sources. The terms human resource planning and manpower planning are
generally used interchangeably. Human resource planning is not a substitute for manpower
planning. Rather the latter is a part of the former i.e., manpower planning is integrated with
human resource planning.

According to E.W. Vetter, human resource planning is “the process by which a management
determines how an organisation should make from its current manpower position to its desired
manpower position.

steps in the human resource planning process

Step 1: Assess your current human resource capacity

Start by looking at your current human resources state of play. This will involve analyzing the HR
strength of your organization across factors including employee numbers, skills, qualifications,
experience, age, contracts, performance ratings, titles, and compensations. During this phase,
it’s a good idea to gather insight from your managers who can provide real-world feedback on
the human resource issues they face, as well as areas in which they think changes are necessary.

Step 2: Forecast future HR requirements

You will then need to look at the future HR needs of your organization and how human
resources will be applied to meet these organizational goals. HR managers will typically look at
the market or sectoral trends, new technologies that could automate certain processes, as well
as industry analysis in order to gauge future requirements. Of course, there are a number of
factors affecting human resource planning such as natural employee attrition, layoffs, likely
vacancies, retirements, promotions and end of contract terms. Above all of this, you will need to
understand the goals of the organization: are you entering a new market, launching new
products or services, expanding into new areas. Forecasting HR demand is a complex task based
on several dynamics. Being informed and having a seat, or at least an ear, at boardroom level is
essential if you are to make accurate HR projections.

Step 3: Identify HR gaps

An effective human resource plan walks the fine line between supply and demand. By assessing
the current HR capacity and projecting future requirements you should have a clear picture of
any gaps that exist. Using your HR forecast you can better judge if there will be a skills gap, for
example. Should you upskill existing employees or recruit employees who are already qualified
in specific areas? Are all current employees being utilized in the right areas or would their skills
be better suited to different roles?

Step 4: Integrate the plan with your organization’s overall strategy

After you’ve assessed your current human resources capacity, projected future HR demands and
identified the gaps, the final step is to integrate your human resources plan with your
organizational strategy. On a practical level, you will need a dedicated budget for human
resources recruiting, training or redundancies, and you will also need management buy-in across
the business. You will need cooperation and the necessary finances in order to implement the
plan and a collaborative approach from all departments to put it into practice. Learn about the
benefits of strategic human resource management.

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Q.7] What do you mean by motivation ? How does motivation happens for the employees of
Starbucks

Ans.

Motivation is an important factor which encourages persons to give their best performance and
help in reaching enterprise goals. A strong positive motivation will enable the increased output
of employees but a negative motivation will reduce their performance. A key element in
personnel management is motivation.

According to Likert, “It is the core of management which shows that every human being gives
him a sense of worth in face-to face groups which are most important to him….A supervisor
should strive to treat individuals with dignity and a recognition of their personal worth.”

Motivation is a psychological phenomena which generates within an individual. A person feels

the lack of certain needs, to satisfy which he feels working more. The need satisfying ego
motivates a person to do better than he normally does.

motivation for employee of starbucks

• Promote Understanding of Shared Goals

• Promote Understanding of Task Relevance

• Managers & employees both has access in giving opinion

• Equal Treatment

• Flexible Working Hours

• Good Welfare Measure

• Treat as important Asset

• giving reward

• Developing Competency

• Delegating Tasks

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Q.8] Explain the term HR practices . Using the internet find out the information on HR
practices at Amazon

Ans.

The impact of Industrial liberalization in the domestic economy since 1991 has been very strong.
The Indian Pharmaceutical Industry is being nurtured for an exponential growth, since this
period. The Indian Pharmaceutical industry, till the 1990’s was far from external competition.
After the process patent regime in India, companies found it easier to reverse engineer products
and sell them at a low cost. However, the 1990s witnessed multiple crises hitting the industry.
The new industrial policy leads the industry to face increased competition from multinational
corporations (MNCs). Further the Indian Pharmaceutical industries’ were compelled to grow by
product innovation and not reverse engineering, after signing of the TRIPS (Trade Related
Aspects of Intellectual Property Rights). Every company wants to be world class and serve as a
benchmark for this transition efforts where required in various directions.
The Indian Pharmaceutical Industry today is in the front rank of India’s science-based industries.
In the complex field of drug manufacture and technology this industry has various capabilities.
With an annual growth of about 8 to 9 percent it is a highly organized sector, the Indian
Pharmaceutical Industry is estimated to be worth $ 4.5 billion. It ranks very high in the third
world, in terms of technology, quality and range of medicines manufactured. From simple
headache pills to sophisticated antibiotics and

HR Practices

Employee Statistics

• Total Number of employees : 566,000

• Amazon is the second largest private employer in the United States.

• Below chart shows the employee growth over the past years.

Recruitment and Selection Practices

Recruiting at Amazon can be summed up in this famous quote by Jeff Bezos. According to Bezos
setting the bar high in their approach to hiring has been, and will continue to be, the single most
important element their success.

• More than three-quarters of Amazon’s employees are actually warehouse workers who go
through a different interview process to the remaining 25%. Candidates for non-warehouse
roles go through five interviews that last on average two to three hours each.

• Amazon has set its standards sky-high when it comes to recruitment – the interview process is
far from a walk in the park, mainly due to their hiring philosophy

• Amazon might be all about speed when it comes to shipping, but it is more-than-willing to
spend hours of its workers time when it comes to screening candidates.

Anti - Hiring Pitch

• Amazon founder and CEO Jeff Bezos takes a totally different approach to Amazon hiring: he
gives prospects a hiring anti-pitch.

• Rather than tell prospects how happy and amazing Amazon is, Jeff Bezos would tell them that
“it’s not easy to work here.”

• Even in 1997, during the dot-com boom, Bezos’s antipitch was stark and to the point: “You can
work long, hard, or smart, but at Amazon.com you can’t choose two out of three.”

• This practice had a powerful effect — those who chose Amazon in spite of the anti-pitch knew
what they were getting into, and had in fact self-selected for the challenge. Amazon became
known as a company whose engineers were intense and elite.
Internships

• Amazon hire undergraduate, graduate and PhD interns across the company, and give them
ownership over big projects starting on day one.

• Interns at Amazon play an important role on their teams, and have the opportunity to work on
highimpact projects and businesses that are critical to our customers.

Training and Development

• Amazon’s program, called Career Choice, is well known for being ambitious, and one that
prepares low-level workers for higher-paying careers.

• After associates have been employed by Amazon for as little as one continuous year, the
Amazon Career Choice Program will pre-pay 95% of tuition and fees for them to earn certificates
and associate degrees in highdemand occupations.

Pivot Program

• Pivot" program that's designed to retain underperforming employees with additional coaching
and training.

• Pivot is a part of Amazon's dedication to improving the work environment and opportunities at
the company in an effort to retain talent and become a more positive place to work.

Work Environment

• Amazon’s Seattle Headquarters

• There are little surprises scattered throughout the architecture of the office buildings,
everything from nooks to entire floors where Amazonians can leave their desks behind. These
are spots to re-focus, unwind, collaborate, meet friends for lunch, or get the benefit of a fresh
vantage point

Benefits Program

• The company's motto is "work hard, have fun, make history”

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Q.9 What is the difference between training & development ? How does an training and
development happens in Infosys gather information on it
Ans.

Definition of Training

Training is a process in which the trainees get an opportunity to learn the key skills which are
required to do the job. Learning with earning is known as training. It helps the employees to
understand the complete job requirements.

Nowadays, many organisations organise a training program for the new recruits just after their
selection and induction, to let them know about the rules, policies and procedures for directing
their behaviour and attitude as per the organisational needs. Training also helps the employees
to change the conduct towards their superior, subordinates and colleagues. It helps to groom
them for their prospective jobs.

Induction training, vestibule training, apprenticeship training, job training, promotional training,
internship training are some of the major types of training. The merits of the training are given
as under:

It results in higher productivity both quantitatively and qualitatively.

It develops a number of skills in the employees.

Improved performances.

The cooperative environment of the organisation.

It builds confidence in the employees for doing a job.

Decreased employee turnover.

Lesser chances of accidents.

Definition of Development

The training for the top level employees is considered as development, also known as
management or executive development. It is an on-going systematic procedure in which
managerial staff learns to enhance their conceptual, theoretical knowledge. It helps the
individual to bring efficiency and effectiveness in their work performances.

Development is not only limited to a particular task, but it aims to improve their personality and
attitude for their all round growth which will help them to face future challenges. It changes the
mindset of the employees and makes them more challenging or competing.

As the technology needs updating, the manpower of the organisation also needs to be updated,
so the development is a must. Development is an educational process which is unending, as
education has no visible end. It involves training a person for higher assignments. It digs out the
talents of the managerial staff and helps in applying the new knowledge, which is a requirement
of the organisation.

Coaching, mentoring, counselling, job-rotation, role playing, case study, conference training,
special projects are some of the methods of development.

Training and Development in Infosys

Training and development is mainly carried out in Infosys by its HR department. Currently the
whole company has more than 20,000 employees, and training and development has always
been a key function of all HR department in all branches. The company is willing to provide
excellent training opportunities for its employees. Though the leading department of training
and development in Infosys is its HR department, other departments also take part in and
collaborate with HR department. Training and development is carried out by HR personals
according to various requirements of different departments which are located in different
geographic locations. There are training and development specialists who are responsible for
certain training contents, such as technology, business knowledge, company policies, marketing
etc. HR department plans yearly training and development schedule together with experts from
other departments, and is responsible for carrying out these training schedules.

Training courses in Infosys are presented by subject matter experts(SMEs) in the company or by
experts from other organizations and universities. Training specialists need to record teachers’
performance during the training sessions. After training sessions, feedback from employees are
collected and analyzed, in order to better the quality and efficiency of the company’s training
programs.

The company creates its training policies which is part of the company’s HR policies. And
violation of training policies will be reported to the employee’s reporting manager. This ensures
the quality of training and development in Infosys.

Training and development plays an important function in Infosys’ daily operation and strategy
development. The HR department divides training and development mainly into four levels. The
first level is for senior management and candidate senior management; the second level is for
normal employees and normal managers; the third level is for first-line sales personals; the forth
level is for new hires and fresh graduates. According to the needs and requirements of different
levels, training sessions are designed by different teams.

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Q.10] Explain the term appraisal . Using various sources like Internet , magazines . newspaper
etc find out the appraisal process used by TCS

Ans.

An appraisal is a valuation of property, such as real estate, a business, collectible, or an antique,

by the estimate of an authorized person. The authorized appraiser must have a designation from
a regulatory body governing the jurisdiction of the appraiser. Appraisals are typically used for
taxation purposes or to determine a possible selling price for an item or property.

Appraisals are used in many types of transactions, including real estate. If a home appraisal, for
example, comes in below the amount of the purchase price, mortgage lenders are likely to
decline to fund the deal. Unless the prospective buyer is willing and able to come up with the
difference between the appraised value and the lender's financing offer, the transaction will not
go forward.

The appraiser can use any number of valuation methods to determine the appropriate value of
an item or property, including comparing the current market value of similar properties or
objects.

apprisal process in tcs :

A performance appraisal (PA) which is also referred to as a performance review, performance

evaluation, (career) development discussion or employee appraisal is a method with which the
job performance of an employee is documented and also evaluated. Performance appraisals are
an integral part of career development and consist of regular reviews of employee performance
within organizations. Tata Consultancy Services (TCS) is rethinking its appraisal system for its
3,70,000 plus employees after scrapping the Bell Curve model. As the Indian IT sector shifts
away from the relative ranking of its 3 million employees, the leading companies are bringing in
new models. Tata Consultancy Services is rebuilding its appraisal system from the scratch. To
start with, some of the employees will be assessed after a project is completed instead of half
yearly. According to one TCS executive with knowledge of the matter, there will be separate
appraisal systems for IT employees and BPO employees and the company is even looking at how
senior executives should be appraised. This is all in the testing phase now. Nothing firm has
been decided. IT services companies of India and large firms across the globe will keenly watch
how TCS manages its appraisal system, given the scale of the exercise. KPMG, Microsoft,
Accenture and Deloitte have abandoned the Bell Curve, a performance rating system that
requires managers to rank their employees against each other. TCS is looking forward to adopt a
system of continuous feedback, a goal that may be hard to achieve given the number of
employees. Earlier it was reported that TCS was building a technology platform to manage the
process of regular feedback. The TCS executive announced that the company will modify an
existing platform for its IT appraisals, while for the BPO employees it would be more of a social
media system. The same TCS executive added that the system for BPO employe
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Q.11 Explain organization resistance to change in detail ? What causes resistance to change in
an organization ( students can take any organization ) and explain

Ans.

Resistance to change is the action taken by individuals and groups when they perceive that a
change that is occurring as a threat to them.

Key words here are 'perceive' and 'threat'. The threat need not be real or large for resistance to
occur.

In its usual description it refers to change within organizations, although it also is found
elsewhere in other forms. Resistance is the equivalent of objections in sales and disagreement in
general discussions.

Resistance may take many forms, including active or passive, overt or covert, individual or
organized, aggressive or timid.

Causes Resistance to Change in an indiabulls Organization

Lack of Communication

One of the hallmarks of a company that runs like a well-oiled machine is good communication,
which is especially important in a top-down organization in which there are multiple layers of
management above the rank-and-file employees. When you decide to make widespread
changes, proper communication about why you’re making the changes and how you plan to
implement them is essential. If your employees have no idea why you’re asking them to change
protocols that they’re familiar and comfortable with, they tend to resist those changes. It’s your
responsibility to schedule meetings to explain the changes you’re implementing and to provide
a forum for feedback, concerns, and ideas about how to make those changes as efficiently as
possible.

Employees Fear Losing Their Jobs

Employees resist anything that threatens their job security, and nothing screams “You're about
to be fired” louder than company leaders who decide to make changes. For employees, the
word “change” can have the same connotation as the word “downsizing,” which is why
resistance is such a natural response to change in the workplace. In many instances, changes in
a company are accompanied by the elimination of jobs that may become redundant or that are
no longer essential to the company’s success.
Employees Don't Understand Their New Roles

True change in an organization often means that job positions and titles also change, which
means that roles and responsibilities may shift as well. Resistance occurs when employees don’t
understand how they fit in with the new way of doing things. For example, if your company
decides to shift its emphasis from sales to marketing, you may have to retrain some of your
salespeople to become marketing representatives, and that can cause anxiety among those
employees.

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Q.12] Explain the term VRIO Framework . Study and write the VRIO analysis of UBER

Ans.

The VRIO framework is a strategic analysis tool designed to help organizations uncover and
protect the resources and capabilities that give them a long-term competitive advantage. The
framework should be put into play after the creation of a vision statement, but before the
strategic planning process. Why? The differentiators and advantages you identify will determine
how to approach the marketplace and inform strategic decisions that shape the fate of your
company.

VRIO analysis of UBER

Another broad range framework used is the Vrio Analysis of Uber: Changing The Way The World
Moves Case Solution, which offers the remarkable opportunity to the Vrio Analysis of Uber:
Changing The Way The World Moves Case Analysis to acquire the practical competitive benefit
in the market.

The options for addressing the ineffective staff member management and weak reservation
system are as follows:

Intuitive, quicker and powerful appointment system

The Vrio Analysis of Uber: Changing The Way The World Moves Case Analysis can execute the
instinctive, quicker and more powerful booking system, due to which, completion result would
most likely make the procedure of reservation more efficient, so that the amount of time that is
needed by representative to get communicated with consumer would increase, hence
producing more earnings. The brand-new system would lower the steps for making reservation
from 7 to 5, and it would recognize the previous visitor or customers, so that the travel
representative would go through their history of buying.

Pros

The greater marketing and sales synergy.

A contemporary reservation method.

Saves staff time.

Business is readily available for appointment.

Faster payments.

Cons

Requires a web access. It is expensive. An ineffective worker management. The HR group

priorities must be converted to drive the alignment of the Vrio Analysis of Uber: Changing The
Way The World Moves Case Help through enhanced performance management as well as an
improved internal interaction. It should improve the coordination and engagement amongst
workers. It is significantly essential for the Vrio Analysis of Uber: Changing The Way The World
Moves Case Solution to implement the internal communication methods, such as: corporate
listening that would be helped with in the struggling environment. The Vrio Analysis of Uber:
Changing The Way The World Moves Case Help must choose the forward looking corporate
strategy that would fire up the cultural shift. Such strategy would supply the foundation to track
the employees' progress and efficiency with the passage of time.The Vrio Analysis of Uber:
Changing The Way The World Moves Case Analysis can encourage the workers by producing
WISE objectives.

Action strategy

The Vrio Analysis of Uber: Changing The Way The World Moves Case Solution ought to identify
the solution in the long run, which includes the remediation of a better infrastructure. The Vrio
Analysis of Uber: Changing The Way The World Moves Case Analysis should take substantial
steps in the application of the intuitive, effective and an effective booking system, such as; it
must assign the adequate amount of spending plan on improving the consumer loyalty,
bolstering the profit and making the most of the market share, which can be done by permitting
the representatives to utilize the web allowed appointment system as well as the reservation of
more personalized getaways for visitors or clients.

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Q.13] What are the different types of HRM objectives of. Explain the same for an any MNC
Company .

Ans.

HRM objectives are broadly classified into four categories.

(1) Societal Objectives:

HRM is socially responsible for the needs, demands and challenges of the society. All the
resources must be utilized for the benefit and in the interest of the society. HRM should follow
the rules and laws or legal restrictions imposed by the society. It has to develop and maintain
healthy relations between union and management.

(2) Organizational Objectives:

It consist of recognize the role and importance of HRM to bring organizational effectiveness.
HRM has to prepare human resource planning, to recruit, select, place, induct, train and develop
the human resources, to arrange for performance appraisal and to achieve the organizational
objectives like to earn profit, growth and expansion, survival, diversification etc.

(3) Functional Objectives:

It consists of to maintain the department’s contribution at a level appropriate to the

organization needs. Departmental functions are carried out by the human resources. To see the
functions are performed in time or not.

(4) Personal Objectives:

It consist of to assist employees in achieving their personal goals, such as, higher wages and
salaries, job satisfaction, better working conditions, standard working hours, promotion,
motivation, welfare facilities, social security and so on. These objectives of employees must be
met if workers are to be maintained, retained and motivated. Otherwise employees may leave
the organization and join some other organization.

HRM Objectives in capgemini

Create a local appeal without compromising upon the global identity.

Generating awareness of cross cultural sensitivities among managers globally and hiring of
staff across geographic boundaries.

Training upon cultures and sensitivities of the host country.

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Q.14 Using the internet find out the flow of consequences of bad health provisions for
employee working in the IT sector

Ans.

Stress is high in software profession because of their nature of work, target, achievements, night
shift, over work load. 1. To study the demographic profile of the employees. 2. To access the
level of job stress and quality of life of the respondents. 3. To study in detail the health problems
of the employees. All employees working in IT and BPO industry for more than two years were
included into the study. A detailed questionnaire of around 1000 IT and BPO employees
including their personal details, stress score by Holmes and Rahe to assess the level of stress and
master health checkup profile were taken and the results were analysed. Around 56% had
musculoskeletal symptoms. 22% had newly diagnosed hypertension,10% had diabetes, 36% had
dyslipidemia, 54% had depression, anxiety and insomnia, 40% had obesity. The stress score was
higher in employees who developed diabetes, hypertension and depression. Early diagnosis of
stress induced health problems can be made out by stress scores, intense lifestyle modification,
diet advice along with psychological counselling would reduce the incidence of health problems
in IT sector and improve the quality of work force.

Information Technology (IT) industry in India has got a tremendous boost due to globalization of
Indian economy and favorable government policies. IT and IT related professionals are at a
constant pressure to deliver services efficiently and have to be cost effective.

Employees working in IT industry are prone to develop a lot of health problems due to
continuous physical and mental stress of their work. Diseases are either induced, sustained or
exacerbated by stress. The common health problem due to stress are acid peptic disease,
alcoholism, asthma, diabetes, fatigue, tension headache, hypertension, insomnia, irritable bowel
syndrome, psychoneurosis, sexual dysfunction and skin diseases such as psoriasis, lichen planus,
urticaria, pruritus, neurodermatitis etc. Globalization and privatization have brought new work
relationships, job insecurity, insecurity regarding future working conditions and rapid
obsolescence of skills are causes of stress. IT industry has become one of the fastest growing
industries in India. Strong demand over the past few years has placed India among the fastest
growing IT markets in Asia-Pacific region. The reason for choosing particularly IT and ITES
employees is that the level of stress these employees face is comparatively higher than other
employees. Any kind of a job has targets, and an employee becomes stressed when he or she is
allotted with unachievable targets and are unable to manage a given situation. Thus, the main
aim of this article is to bring to limelight the level of stress with IT and ITES employees in
Chennai.
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Q.15] List at least 10 determinants of industrial relations in an organization.

Ans.

1. Institutional Factors:

Under institutional factors are included items like state policy, labour laws, voluntary codes,
collective bargaining agreements, labour unions, employers’ organisations / federations etc.

2. Economic Factors:

Under economic factors are included economic organisations, (socialist, communist, capitalist)
type of ownership, individual, company — whether domestic or MNC, Government, cooperative
ownership) nature and composition of the workforce, the source of labour supply, labour
market relative status, disparity of wages between groups, level of unemployment, economic
cycle. These variables influence industrial relations in myriad ways.

3. Social Factors:

Under social factors items like social group (like caste or joint family) creed, social values, norms,
social status (high or low) — influenced industrial relations in the early stages of
industrialisation. They gave rise to relationship as master and servant, haves and have-nots, high
caste and low caste, etc. But with the acceleration of industrialisation, these factors gradually
lost their force but one cannot overlook their importance.

4. Technological Factors:

Under technological factors fall items like work methods, type of technology used, rate of
technological change, R&D activities, ability to cope with emerging trends, etc. These factors
considerably influence the patterns of industrial relations, as they are known to have direct
influence on employment status, wage level, collective bargaining process in an organisation.

5. Psychological Factors:

Under psychological factors fall items pertaining to industrial relations like owners’ attitude,
perception of workforce, workers’ attitude towards work, their motivation, morale, interest,
alienation; dissatisfaction and boredom resulting from man-machine interface. The various
psychological problems resulting from work have a far-reaching impact on workers’ job and
personal life, that directly or indirectly influences industrial relation system of an enterprise.

6. Political Factors:
The political factors are political institutions, system of government, political philosophy,
attitude of government, ruling elite and opposition towards labour problems. For instance, the
various communist countries prior to the adoption of new political philosophy, the industrial
relations environment was very much controlled by the Government ever since change has
altered considerably like other capitalist economics.

There too, unions are now at the helm of labour activities, the industrial relations and is marked
by labour unrest. Most of the trade unions are controlled by political parties, so here the
industrial relations are largely shaped by the gravity of involvement of political parties in trade
union activities.

7. Enterprise-Related Factors:

Under enterprise-related factors, fall issues like style of management prevailing in the
enterprise, its philosophy and value system, organisational climate, organisational health, extent
of competition, adaptability to change and the various human resources management policies.

8. Global Factors:

Under global factors, the various issues included are international relations, global conflicts,
dominant economic-political ideologies, global cultural milieu, economic and trading policies of
power blocks, international trade agreements and relations, international labour agreements
(role of ILO) etc.

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