plz answer those questions briefly

[jitu_mani_das]

1. Write notes on:-
a. The Concept of Human Resource development in the Organization.
b. Acquisition of Human Resources
c. Nature of HRM
d. Significance of HRM.(5 marks for each)

2. Why human resource planning is needed and the steps involved in it? Describe Demand & supply forecasting.(for 10 masrks to 15 marks?)

3. State the objectives and importance of the following:
a. Job analysis
b. Job specification
c. Job description
d. Job title
(5marks on each)

[mrunal]

1. Write notes on:-
a. The Concept of Human Resource development in the Organization.
b. Acquisition of Human Resources
c. Nature of HRM
d. Significance of HRM.(5 marks for each)

2. Why human resource planning is needed and the steps involved in it? Describe Demand & supply forecasting.(for 10 masrks to 15 marks?)

3. State the objectives and importance of the following:
a. Job analysis
b. Job specification
c. Job description
d. Job title
(5marks on each)

JOB ANALYSIS

It is a systematic analysis of each job for the purpose of collecting information as to what the job holder does, under what circumstances it is performed and what qualifications are required for doing the job

Definitions of Job Analysis

Edwin Flippo: “Job analysis is the process of studying and collecting information relating to the operations and responsibility of a specific job”.

Harry Wylie: “Job analysis deals with the anatomy of the job … This is the complete study of the job embodying every known and determinable factor, including the duties and responsibilities involved in its performance; the conditions under which performance is carried on; the nature of the task; the qualifications required in the worker; and the conditions of employment, such as pay hours, opportunities and privileges”.

USES OF JOB ANALYSIS

Human resource planning
Recruitment
Selection of personnel
Training and development
Organization audit
Job evaluation
Job design
Performance appraisal
Career planning
Safety and health


STEPS\STAGES\PROCEDURE

Collection of background information
Selection of representative job to be analyzed
Collection of job analysis data
Job Description
Developing job specification


TECHNIQUES OF JOB ANALYSIS OF DATA


Personal observation
Sending out questionnaires
Maintenance of log records
Conducting personal interviews

[mrunal]

JOB ANALYSIS has 2 parts.
JOB SPECIFICATION
JOB DESCRIPTION

JOB DESCRIPTION

The preparation of job description is necessary before a vacancy is advertised. It tells in brief the nature of a job. In other words, it emphasizes the job requirements.

Definition of Job Description

Edwin Flippo: “Job Description is an organized factual statement of the duties and responsibilities of a specific job. It should tell what is to be done, how it is done and why.”

DETAILS IN JOB DESCRIPTION

Job title
Organizational location of the job
Supervision given and received
Materials, tools, machinery and equipment worked with
Designation of the immediate superiors and subordinates
Salary levels: Pay, DA, other allowances, bonus, incentive wage, method of payment, hours of work, shift, break etc.
Complete list of duties to be performed separated according to daily, weekly, monthly and casual, estimated time to be spent on each duty
Definition of unusual terms
Conditions of work: Location, time, speed of work, accuracy, health hazards, accident hazards
Training and development facilities
Promotional chances and channels


JOB SPECIFICATION'
Job specification is based on job description. It is a written statement of qualifications, traits, physical and mental characteristics that an individual must possess to perform the job duties and discharge responsibilities effectively.

Definition of Job Specification

Edwin Flippo: “Job Specification is a statement of minimum acceptable human qualities necessary to perform a job properly”.
Job Specification covers:
Educational and professional qualifications
Skills
Practical experience
Physical fitness
Special qualities required for performing the job
Intelligence, judgement and initiative required for performing the job

[mrunal]

2 Question of 10 marks.
PROCESS\PROCEDURE\STEPS\STAGES


Analyzing organizational plans.
2. Demand forecasting
Managerial Judgement
Statistical Techniques – ratio analysis and econometric models
Work study techniques
Employment trends
Replacement needs
Growth and expansion
Productivity
3. Supply Forecasting
Existing inventory
Potential losses – temporary/permanent
Potential additions
Estimating the net human resource requirement
In case of future surplus – plan for redeployment, retrenchment and lay-off
In case of future deficit – forecast the future supply of human resources from all sources with reference to plans of other companies
Plan for recruitment, development and internal mobility if future supply is more than or equal to net human resource requirements
8. Plan to modify or adjust the organizational plan if future supply will be inadequate with reference to future net requirements.


ATTACHMENT IS TALKING ABOUT DEMAND AND SUPPLY FORECASTING

[mrunal]

file attached for nature of hrm
pls refer that:SugarwareZ-229::SugarwareZ-229::SugarwareZ-229:

[jitu_mani_das]

plz post the password to open that file? tell the pass word

[mrunal]

plz post the password to open that file? tell the pass word

password is not there.
just download file and use it