SESSION AUG/SEP 2023

PROGRAM MASTER OF BUSINESS ADMINISTRATION (MBA)

SEMESTER I
COURSE CODE & NAME DMBA106 – HUMAN RESOURCE MANAGEMENT
STUDENT NAME SABARI NATHAN C
ROLL NO 2314519359

Set – 1

Answer 1.

Roles of HR Professional in Business

The roles of Human Resource (HR) professionals have evolved significantly over the years.
They have trAnsweritioned from mere administrative functions to more strategic roles within
the organization. Here are the key roles that HR professionals play in the modern business
context:

1. Strategic Partner: HR professionals are actively involved in forming and executing

company strategies. They help the company align its human capital with its strategic
objectives, ensuring that the right talent is in place to achieve business goals.

2. Talent Manager/Acquisition: HR is responsible for recruiting, selecting,

onboarding, and retaining employees. They play a pivotal role in ensuring the
company gets the right talent that fits the organizational culture and job requirements.

3. Learning & Development Facilitator: They ensure employees continue to grow

professionally and personally. This involves assessing training needs, designing
training programs, and evaluating their effectiveness.

4. Change Agent: In times of organizational change, HR professionals play a crucial

role in managing change. They ensure that changes are smoothly implemented, and
they address any concerns or resistance from employees.

5. Employee Advocate: HR serves as a bridge between the employees and the

management. They ensure that employee concerns, grievances, and needs are
addressed while also communicating management's expectations and policies to the
employees.
 6. Compensation & Benefits Administrator: HR professionals design, implement, and
manage compensation packages and benefits programs that attract, retain, and
motivate employees while also ensuring that these packages are competitive and
compliant with laws and regulations.

7. Legal Compliance & Risk Management: HR ensures that the organization adheres
to labor laws and regulations. They help in managing risks related to employment
issues and ensure that the company's policies and practices are compliant with the
law.

8. Organizational Culture Custodian: HR plays a vital role in shaping and

maintaining the company culture. They ensure that the values, beliefs, and norms of
the company are integrated into daily operations and guide employee behavior.

9. Performance Management: They design and manage the performance appraisal

system, ensuring it aligns with the organization's objectives and provides constructive
feedback to employees for their growth.

10. Conflict Resolution: HR is often the mediator in disputes between employees or

between employees and management. They help in resolving conflicts by providing
solutions that are in the best interest of both the company and its employees.

In essence, the role of HR professionals is multifaceted and integral to the overall success of
an organization. They not only manage the most valuable asset of the company – its people –
but also play a pivotal role in shaping its culture, strategy, and future growth.

Answer 2.

Selection Process Outcomes and Its Effect in the Selection of Candidates

The selection process is crucial to ensuring that the right individuals are chosen for the right
positions. The outcomes of a selection process are the results that come from evaluating
applicants against the criteria required for the job. These outcomes have a profound effect on
the selection of candidates in various ways:

1. Job-Applicant Fit: A primary outcome of the selection process is determining how

well an applicant's skills, experience, and attributes align with the job's requirements.
A successful selection process will accurately measure this fit, ensuring that the
candidate can effectively perform the job tasks.
2. Organizational Fit: Apart from the job-specific competencies, it's crucial to
determine if the candidate aligns well with the organization's culture, values, and
mission. A positive outcome in this area ensures the employee will integrate smoothly
into the company's environment.

3. Predicting Future Performance: One of the main goals of the selection process is to
forecast how well the candidate will perform in the future. Tools like interviews,
assessments, and reference checks help in making these predictions. If the process
effectively predicts future performance, the organization can expect a high-
performing recruit.

4. Reduction in Turnover: If the selection process outcomes are positive and accurate,
the chosen candidates are more likely to be satisfied and stay longer in the job. This
reduces employee turnover, saving costs and ensuring continuity.

5. Legal and Ethical Implications: A fair selection process outcome ensures that all
candidates are evaluated based on merit and relevant criteria. This minimizes biases
and discriminatory practices, safeguarding the company from potential legal issues
and reinforcing ethical hiring practices.

6. Enhanced Employer Branding: A trAnswerparent and efficient selection process

enhances the employer's brand image. Candidates share their experiences, and a
positive selection process can lead to a favorable reputation in the job market, making
it easier to attract top talent in the future.

7. Feedback Mechanism: The outcomes can provide feedback on the efficacy of the
selection tools and methods used. For instance, if a certain assessment isn't correlating
with job performance, it may need to be re-evaluated or replaced.

8. Cost Implications: The outcome of the selection process has direct cost implications.
A poor selection can lead to repeated hiring costs, reduced productivity, and potential
disruptions. On the other hand, an effective selection process is a sound investment,
yielding returns through employee contributions.

9. Team Dynamics: The selection outcome determines how a new hire will integrate
with existing teams. A positive outcome ensures that the new employee complements
the team, enhancing productivity and team cohesion.
 10. Training and Development Needs: The outcomes can highlight areas where the
selected candidate might need further training or development, allowing the
organization to plan for these needs in advance.

In summary, the outcomes of the selection process play a pivotal role in determining the
future trajectory of an employee within the organization. Effective selection outcomes not
only ensure the best candidates are chosen but also have broader implications for
organizational performance, reputation, and growth.

Answer 3.

Succession Planning

Succession planning is a strategic process wherein organizations identify and develop

potential leaders to fill key business leadership positions in the future. It ensures that
employees are recruited and developed to fill each key role within the company. Succession
planning ensures that businesses continue to run smoothly after the company's most vital
people move on to new opportunities, retire, or pass away.

Benefits of Having a Formal Succession Planning System in an Organization:

1. Ensures Business Continuity: One of the primary benefits of succession planning is

ensuring that the organization can continue its operations without disruption even
when key leaders or talents leave. Prepared successors can step in more seamlessly to
keep the organization running smoothly.

2. Identifies and Develops Talent: Through succession planning, organizations

proactively identify high-potential employees and provide them with the training and
development they need to take on leadership roles in the future.

3. Retains Top Talent: When employees see that there's a clear path for growth and
progression within the organization, they're more likely to stay. Knowing that they're
considered potential future leaders can boost their morale and loyalty.

4. Reduces Recruitment Costs: By grooming internal employees for future leadership

roles, companies can significantly reduce the costs associated with external hiring
processes, such as advertising, interviewing, and onboarding.
 5. Ensures Knowledge TrAnswerfer: Succession planning facilitates the systematic
trAnswerfer of organizational knowledge. As potential successors are trained, vital
institutional knowledge is passed down, which might otherwise be lost.

6. Mitigates Risks: In the event of unexpected vacancies, having a formal succession

plan helps reduce the risks associated with unplanned trAnsweritions, ensuring that
the organization remains stable and directions are clear.

7. Improves Stakeholder Confidence: Stakeholders, including investors, customers,

and partners, feel more confident in an organization that has a formal succession
planning system. It signals stability, foresight, and sound management practices.

8. Promotes a Strong Organizational Culture: Succession planning reinforces a

culture of personal development, growth, and internal recognition. Employees, seeing
that the organization values and invests in its own, are likely to be more engaged and
motivated.

9. Facilitates Strategic Planning: By identifying future leaders, organizations can

better forecast their future capabilities and shape their long-term strategies
accordingly.

10. Improves Decision Making: With a clear understanding of future leadership and
capabilities, organizations can make more informed decisions about growth,
restructuring, and other strategic directions.

In essence, a formal succession planning system not only prepares an organization for
inevitable changes in leadership but also instills a culture of growth, continuity, and stability,
setting the foundation for long-term success.

Answer 4.

Competency Mapping

Competency mapping is a process of identifying key competencies for a particular job role
and then using this information to develop job descriptions, performance evaluations, training
programs, and other HR processes. Competencies can be understood as a combination of
skills, knowledge, attitudes, and other attributes that contribute to job performance. Mapping
these competencies helps in understanding the exact requirements of a role, ensuring that the
right person is selected, trained, and assessed based on these identified competencies.
Steps Involved in Competency Mapping with a Result of Job Evaluation:

1. Job Analysis: Begin by thoroughly analyzing the job to understand its primary duties
and responsibilities. This involves studying job descriptions, conducting interviews
with job incumbents, and observing job roles in action.

2. Identify Key Competencies: For each job role, determine the essential competencies
required. These can be technical competencies (specific skills or knowledge areas) or
behavioral competencies (like teamwork, leadership, problem-solving, etc.).

3. Develop a Competency Framework: Create a structured framework that lists down

all the identified competencies, categorizes them, and possibly even ranks them based
on their importance to the role.

4. Assess Employees: Using various assessment tools like 360-degree feedback, self-
assessment, or psychometric tests, evaluate the current competencies of employees
against the established framework.

5. Gap Analysis: Compare the current competencies of employees with the required
competencies for their roles. Identify any gaps that might exist.

6. Design Developmental Initiatives: Based on the identified gaps, design training and
development programs to help employees acquire the necessary competencies.

7. Implement Developmental Programs: Execute the designed training and

development initiatives. This could include workshops, on-the-job training, e-learning
modules, mentoring, etc.

8. Review and Revise: Periodically review the competency framework to ensure its
relevance. Job roles and required competencies might evolve over time due to
technological changes, organizational restructuring, or shifts in business strategies.

9. Integrate with HR Processes: With the mapped competencies in place, integrate

them into various HR processes. For instance:

 Recruitment: Use the competencies to frame interview questions or design

assessment tests.

 Performance Appraisal: Evaluate employees based on their proficiency in

the identified competencies.
  Succession Planning: Identify potential leaders based on their alignment with
leadership competencies.

10. Job Evaluation: With a clear understanding of the competencies required for each
role, conduct a job evaluation. This involves determining the relative worth of jobs
within an organization. By comparing the competencies required for each job, the
complexity, and the impact of roles, HR can rank jobs and determine appropriate
compensation structures.

Result of Job Evaluation:

After conducting competency mapping and integrating it into job evaluation, the organization
will have:

 A structured and hierarchical classification of jobs based on their relative importance.

 Clear criteria for salary and compensation decisions.

 Enhanced internal equity as jobs are compensated based on their evaluated worth.

 A foundation for other HR decisions like promotions, trAnswerfers, or layoffs.

In essence, competency mapping, when combined with job evaluation, provides a holistic
approach to understanding, assessing, and compensating roles within an organization,
ensuring alignment with business objectives and fairness in HR decisions.

Answer 5.

Wage and Salary: Definitions

1. Wage: Wages typically refer to the compensation paid to workers on an hourly basis
for the services they provide. It's often associated with blue-collar workers, temporary
employees, or those who do not have salaried positions. The total amount a worker
receives is contingent on the number of hours they work.

2. Salary: Salary is a fixed regular payment, typically paid monthly or biweekly but
often expressed as an annual sum, made by an employer to an employee. It's not
dependent on the number of hours worked but rather on the completion of job
responsibilities. Salaried positions are usually associated with white-collar jobs and
often come with additional benefits like health insurance, paid vacations, etc.
Factors for Effective Wage Administration:

1. Internal Equity: It's essential that the wage structure maintains a sense of fairness
within the organization. Employees with similar qualifications and responsibilities
should receive similar compensation to prevent feelings of inequality or resentment.

2. External Competitiveness: The wages offered should be competitive with what other
organizations in the same industry or region are offering. This ensures that the
organization can attract and retain talent.

3. Job Evaluation: A systematic process should be in place to analyze and rate jobs
based on their importance, complexity, and required skills. This helps in determining
an appropriate wage for each role.

4. Performance-Based Rewards: While a base pay is essential, having a component of

the wage dependent on performance can motivate employees to excel. This can be in
the form of bonuses, commissions, or other incentives.

5. Legal Compliance: Wage administration should always comply with the prevailing
labor laws and regulations. This includes adherence to minimum wage laws, overtime
provisions, and other relevant legislation.

6. Affordability: While organizations want to pay competitive wages, they also need to
consider what they can afford. Wages should not be so high that they threaten the
financial stability of the organization.

7. TrAnswerparency: The criteria and factors determining wages should be

trAnswerparent to employees. They should understand how their compensation is
calculated and what they can do to influence it.

8. Periodic Reviews: The wage structure should not remain static. Periodic reviews and
adjustments should be conducted to account for inflation, market changes, and
organizational growth.

9. Benefits and Perks: Effective wage administration should also consider non-
monetary compensation. Benefits like health insurance, retirement plAnswer, and paid
vacations can play a significant role in an employee's overall compensation package.
 10. Feedback Mechanism: There should be a channel for employees to provide feedback
or raise concerns about their wages. Addressing these concerns can lead to better
satisfaction and reduced turnover.

In conclusion, effective wage administration is not just about determining a pay scale but
ensuring that it aligns with organizational objectives, market realities, legal requirements, and
employee expectations. When done correctly, it can lead to enhanced employee motivation,
retention, and overall organizational success.

Answer 6.

Workplace Grievance:

A workplace grievance is a formal complaint raised by an employee towards an employer

within the workplace. It can stem from any perceived injustice, violation, unfair treatment, or
dissatisfaction an employee might experience in the course of their employment. Grievances
can pertain to a variety of issues, including but not limited to:

 Unfair treatment by supervisors or colleagues.

 Discrepancies in pay or working conditions.

 Harassment, bullying, or discrimination.

 Health and safety concerns.

 Breach of employment contract or company policy.

 Disagreements over performance reviews or promotions.

Importance of Having a Structured Grievance Procedure in Place:

1. Maintains Workplace Harmony: A structured grievance procedure provides an

avenue for employees to voice their concerns in a formal, structured manner. This
prevents the accumulation of unresolved frustrations, which can lead to an unhealthy
work environment and potential conflicts.

2. Upholds Employee Rights: Every employee has the right to be treated fairly and
justly. A grievance procedure ensures that employees have a meAnswer to address
any perceived injustices or violations of their rights.
 3. Promotes TrAnswerparency: By having a defined process in place, organizations
can demonstrate that they take employee concerns seriously and are committed to
resolving them in a trAnswerparent and consistent manner.

4. Mitigates Legal Risks: Addressing grievances promptly and effectively can prevent
potential legal disputes. Ignoring or mishandling grievances can lead to lawsuits,
which can be costly and damage the organization's reputation.

5. Boosts Employee Morale: When employees know that there's a system in place to
address their concerns, they are likely to feel valued and respected. This can lead to
increased job satisfaction, reduced turnover, and higher levels of engagement.

6. Provides Valuable Feedback: Grievances can provide insights into areas of

improvement within the organization. Whether it's related to management practices,
company policies, or workplace conditions, grievances can be a valuable source of
feedback.

7. Enhances Trust: Trust between employees and management is crucial for a positive
workplace culture. A fair and trAnswerparent grievance procedure reinforces trust, as
employees believe that their concerns will be heard and addressed.

8. Ensures Compliance: Many jurisdictions and labor laws mandate that organizations
have a grievance procedure in place. A structured procedure ensures compliance with
these legal requirements.

9. Protects Organizational Reputation: Addressing grievances effectively and

professionally can protect the organization's reputation. Mishandled grievances can
lead to negative publicity, which can be detrimental to an organization's image and
brand.

10. Supports Organizational Values: Many organizations have values that revolve
around respect, integrity, and fairness. A structured grievance procedure aligns with
and reinforces these values, showcasing the organization's commitment to its
principles.

In conclusion, while grievances are an inevitable aspect of the workplace, how they are
handled makes all the difference. A structured grievance procedure not only addresses
individual concerns but also has broader implications for the overall health, culture, and
success of an organization.