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2020

HRM 502: HUMAN RESOURCE MANAGEMENT


SECTION: 01(Summer-20)
EXAM: 1st Quiz

Submitted To:

Ms. Tasnuva Rahman


Director (MBA & EMBA) and Assistant Professor
Eastern University

Submitted By:

Sumaiya Akter
ID No: 201600010
Eastern University

Date of Submission: 31, JULY 2020


Contents
I. Content: What are the functions Management?

II. Content: Do you understand the terms; Human, Resource & Management?

III. Content: Why Human are Treated as Resources?

IV. Content: What is Human Resource Management?

V. Content: What are the Goals of Human Resource Management?

VI. Content: Why HRM is Important?

VII. Content: Who is a HR Manager?

VIII. Content: Explain; Proactive versus Reactive HRM.

IX. Content: What are the Roles of HRM?

X. Content: HR System; Control Vs Commitment.

XI. Content: Figure out the Problems of HRM in Bangladesh and what are the Ways to overcome the
problems of HRM.

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What are the functions Management?

[Answer: There are now five commonly accepted functions of management that encompass these necessary
skills: planning, organizing, staffing, leading, and controlling. Consider what each of these functions entails, as
well as how each may look in action.
∞ Planning:
One main role of a manager is creating a plan to meet company goals and objectives. This involves allocating
employee resources and delegating responsibilities, as well as setting realistic timelines and standards for
completion. Planning requires those in management roles to continuously check on team progress in order to
make small adjustments when necessary, while still maintaining a clear picture of a company's larger aims and
goals.
Much of one's planning function consists of working independently to determine what responsibilities must be
given to which employees, setting priority levels for certain tasks, and creating timelines. However, communication
also plays an important role. For example, managers deal with planning when they meet with company leadership
to discuss short and long-term goals, and when they communicate the specifics of a new project to their team or
check-in periodically to ensure individual objectives are being met on time.
∞ Organizing:
Along with planning, a manager's organizational skills can help to ensure a company or departmental unit runs
smoothly. From establishing internal processes and structures to knowing which employees or teams are best
suited for specific tasks, keeping everyone and everything organized throughout daily operations are important
functions of management.
Organization isn't just about delegating tasks efficiently and making sure employees have what they need to
accomplish their tasks, however. Managers also need to be able to reorganize in response to new challenges.
This could come into practice in the form of slightly adjusting the timeline for a project or re-allocating tasks from
one team to another. Or, it could mean significantly altering a team's internal structure and roles in response to
company growth.
∞ Staffing:
Staffing is the process of hiring eligible candidates in the organization or company for specific positions. In
management, the meaning of staffing is an operation of recruiting the employees by evaluating their skills,
knowledge and then offering them specific job roles accordingly. Let us find out more about what is Staffing and
what it entails along with its functions and characteristics.
∞ Leading:
Managers should be comfortable and confident commanding their team members’ daily tasks as well as during
periods of significant change or challenge. This involves projecting a strong sense of direction and leadership
when setting goals and communicating new processes, products and services, or internal policy.
Leadership can manifest itself in a number of ways, including recognizing when employees need an extra boost
of reinforcement and praise to handling conflicts between team members fairly and decisively. Often, managers
may function as leaders even during small personal interactions by modeling supportive, encouraging, and
motivational qualities.
∞ Controlling:
To ensure all of the above functions are working toward the success of a company, managers should consistently
monitor employee performance, quality of work, and the efficiency and reliability of completed projects. Control
(and quality control) in management is about making sure the ultimate goals of the business are being adequately
met, as well as making any necessary changes when they aren't.

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Do you understand the terms; Human, Resource & Management?

[Answer: Human Resource Management is the process of recruiting, selecting, inducting employees, providing
orientation, imparting training and development, appraising the performance of employees, deciding
compensation and providing benefits, motivating employees, maintaining proper relations with employees and
their trade unions, ensuring employees safety, welfare and health measures in compliance with labour laws of
the land and finally following the Orders / Judgements of the concern High Court and Supreme Court, if any.

 Human: Refers to the skilled workforce in an organization.


 Resource: Refers to limited availability or scarce.
 Management: Refers how to optimize and make best use of such limited or scarce resource so as to meet
the organization goals and objectives.
Therefore, human resource management is meant for proper utilization of available skilled workforce and also to
make efficient use of existing human resource in the organization. The best example in present situation is,
construction industry has been facing serious shortage of skilled workforce. It is expected to triple in the next
decade from the present 30 per cent, will negatively impact the overall productivity of the sector, warn industry
experts.

Why Human are Treated as Resources?

[Answer: Humans have an ability to transform gifts from nature into valuable resources that can be utilized for
useful purposes. Human beings that are brought together under an organization to provide services according
to a signed service agreement, predetermined job description and anticipated roles, are regarded as resources
for that organization. They are integrated and jointly managed with other resources like capital to deliver or
support delivery of solutions, products and services to the customers. So, they are part of value creation in a
particular sector of the economy.

∞ Employees
 supply the talent, skills, and creativity
 and exert the effort and leadership that contribute to the level of performance of the organization

What is Human Resource Management?

[Answer: 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. 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.
 Practices  Behaviors
 Policies  Attitudes
 Systems  Performance

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What are the Goals of Human Resource Management?

[Answer: One of the primary goals of the HR department is to maintain productivity by providing the company
with an adequate number of skilled and efficient workers. A good HR manager should continually analyze the
workload and know where there are potential problems with manpower and when it's time for additional help.
Similarly, understanding turnover within the company will help to identify problem areas and allow for policy
corrections or other adjustments.

 HRM is a subset of management. It has five main goals:

GOALS OF HRM

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Why HRM is Important?

[Answer: Behind production of every product or service there is a human mind, effort and man hours (working
hours). No product or service can be produced without help of human being. Human being is fundamental
resource for making or construction of anything. Every organization desire is to have skilled and competent people
to make their organization competent and best.

Among the five Ms of management, i.e., men, money, machines, materials, and methods, HRM deals about the
first M, which is men. It is believed that in the five Ms, "men" is not so easy to manage. "every man is different
from other" and they are totally different from the other Ms in the sense that men possess the power to manipulate
the other Ms. Whereas, the other Ms are either lifeless or abstract and as such, do not have the power to think
and decide what is good for them.

Who is a HR Manager?

[Answer: Human resource managers play an important role in strategic planning and serve as a liaison between
administrative staff and employees. Human resource managers plan, direct and coordinate the administrative
functions of an organization. They oversee recruiting, interviewing and hiring of new staff as well as training for
current staff.

Human resource managers are on the frontlines of building the staff needed to help an organization succeed.
This includes working with administrative staff to maximize the value of the employees and to ensure that
everyone is working as productively and efficiently as possible. Cooperation between operating managers and
the HR department is necessary.

 HR Manager Daily Tasks


 Coordinate and supervise the work of the human resource staff
 Meet with other department heads to collect information about their staffing and training needs
 Plan and oversee employee benefit programs
 Mediate disputes between employees and direct disciplinary procedures
 Supervise recruitment, interviews, selections, hiring and training

Explain; Proactive versus Reactive HRM.

[Answer: Proactive and reactive human resources are both critical to the success of businesses in managing
and motivating people. Both are especially important for strategic HR processes. However, the strong growth of
proactive HR applications can assist managers evade dependence on reactive HR. Reactive human resource
management sits tight for complications to take place before something is done about it. Proactive human
resource management anticipates requirements and complications and tries to avert them in advance. Both
proactive and strategically reactive HRM are used to add value to an organization.

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Reactive HR concentrates on applying the business strategy for e.g., growth, new product, innovation, cycle
reduction, new market entry. In various ways HR can help support its successful application. Such undertakings
consist of classifying and evolving the technical knowledge, strategic skills, and business culture that are constant
with the demands of the business policy. Proactive HR stresses on building prospective strategic substitutes.
Such undertakings include generating a culture of modernization and resourcefulness and crafting in-house
competencies that constantly pursue and line up with the marketplace.

 Proactive: HR problems are anticipated and corrective action begins before a problem arises

 Reactive: Decision makers respond to HR problems

What are the Roles of HRM?

[Answer: The role of HRM is to plan, develop and administer policies and programs designed to make optimum
use of an organizations human resources. It is that part of management which is concerned with the people at
work and with their relationship within enterprises.

Current Classification of HR roles:

According to R.L Mathis and J. H. Jackson (2010) several roles can be fulfilled by HR management. The nature
and extent of these roles depend on both what upper management wants HR management to do and what
competencies the HR staff have demonstrated. Four roles are typically identified for HR.

 Administrative: Focuses extensively on clerical administration.


 Employee Advocate: Serve as a moral officer.
 Operational Actions: Manages most HR activities.
 Strategic HR: As business contributor.

HR System; Control Vs Commitment.

[Answer: There is a growing body of


literature and debate around control
versus commitment human resource
management (HRM) systems and their
impacts on employees. However, the
impacts of these constructs have not been
widely examined in more emerging
economies. In multinational firms, the use
of commitment HR practices predicted
lower intentions to leave. However, in
domestic firms a lack of control HR
practices predicted higher turnover
intentions.

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Figure out the Problems of HRM in Bangladesh and
What are the Ways to overcome the problems of HRM?

[Answer: In Bangladesh strategic human


resource management called SHRM.
Lack of skilled human resource manager
is a major problem of strategic human
resource management in Bangladesh,
That’s why many organization can`t take
any proper decision for improvement
strategic functions, as a result
organization suffers from proper strategic
human resource management related
many decisions.

This affects the organization for


development of the human resources.
“It`s true that, without development of
human resources organization cannot
run smoothly”.

Way to overcome the problems of HRM: To overcome the problems of HRM in Bangladesh we need to
follow the below ways;

Landing, and Keeping, Talented Employees.

Retaining Great Employees.

Workplace Security Issues.

Economic Issues.

Utilizing Emotional Intelligence.

Invest in Leadership Development.

Enhanced Training Opportunities.

Communication Encouragement.

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