Human Resource management Assignment

Question 1:
You and Shawn are scheduled to meet next week with John and the board of directors at AGC.
Shawn will make a presentation about human capital management. Both of you understand the
urgency of the companys situation and why it is important to instruct this group about the
value and need for an optimized program for the management of global human capital. You run
into each other as you arrive at the office this morning and stop for a minute to talk.
"Shawn, I think your presentation will be a learning opportunity for this group," you say.
"Without this information about global human capital management, AGC may never be able to
move forward with critically needed changes."
"I agree," he says. "I'm working on my notes, and I want your advice about some concerns I
have."
"Sure," you say. "Why don't you e-mail me the list and I'll get back to you with my
suggestions."
"Sounds good," he says. Later that morning, you get his e-mail, and the following list of
questions:

How should I approach the board?

How should I deliver my message without embarrassing the board about its lack of
knowledge about human capital management?

What can I say to illustrate the intrinsic value of human capital?

What examples from other organizations can be provided that will strengthen the boards
knowledge of global human capital trends and problems?

Do you think that my leadership style will help me during this meeting?

Question 2:
HRM Incident 1: These Things Are a Pain
There, at last its finished, thought Rajiv Chaudhry, as he laid aside the last of 12 performance
appraisal forms. It had been a busy week for Rajiv, who supervises a road maintenance crew for
the Georgia Department of Highways.
In passing through Rajivs district a few days earlier, the governor had complained to the area
superintendent that repairs were needed on several of the highways. Because of this, the
superintendent assigned Rajivs crew an unusually heavy workload. In addition, Rajiv received a
call from the human resource office that week reminding him that the performance appraisals
were late. Rajiv explained his predicament, but the HR specialist insisted that the forms be
completed right away.
Looking over the appraisals again, Rajiv thought about several of the workers. The performance
appraisal form had places for marking quantity of work, quality of work, andcooperativeness. For
each characteristic, the worker could be graded outstanding, good,average, below average,
or unsatisfactory. As Rajivs crew had completed all of the extra work assigned for that week, he
marked every worker outstanding in quantity of work. He marked Joe
Blum average in cooperativeness because Joe had questioned one of his decisions that week.
Rajiv had decided to patch a pothole in one of the roads, and Joe thought the small section of
road surface ought to be broken out and replaced. Rajiv didnt include this in the remarks section
of the form, though. As a matter of fact, he wrote no remarks on any of the forms.
Rajiv felt a twinge of guilt as he thought about Roger Short. He knew that Roger had been
sloughing off, and the other workers had been carrying him for quite some time. He also knew
that Roger would be upset if he found that he had been marked lower than the other workers.
Consequently, he marked Roger the same to avoid a confrontation. Anyway, Rajiv thought,
these things are a pain, and I really shouldnt have to bother with them.

As Rajiv folded up the performance appraisals and put them in the envelope for mailing, he
smiled. He was glad he would not have to think about performance appraisals for another six
months.
Question

1.

What weaknesses do you see in Rajivs performance appraisals?

Question 3:
Distinguish between the following job evaluation methods:
a. ranking
b. classification
c. factor comparison
d. point method

Question 4:
Explain the use of pre-employment screening including background investigations, reference
checks, negligent hiring, and negligent referral.

Answer 4: As the HR point of view the pre-employment screening is very important for the
company. It does not matter that the company is small or big the thing that matter is the
reputation the company and being a HR of the company it is very important to save the
reputation of the company whether it is employ or a ex-employ we need to go through the preemployment screening which is a pre-defined process and it includes.

1. Background investigations: The HR need to verify the background of the employee by

verifying his/her documents provided by them and cross check with the corresponding
authorities for example they can refer to the 3rd party verification company like Hire
Right or KPMG etc. or they can also check the address, marks sheet, degree and character
certificate.
2. Reference Check: HR also can check the reference of the employee that he/she have
mentioned in the letter. This is also one way to cross check the character of the employ.
3. Negligent Hiring: A legitimate case made against a business by a harmed employee who
asserts that the boss either thought about or ought to have thought around a circumstance
in the worker's past that shows they may be brutal or conniving. A business can help stay
away from careless employing claims by performing a historical verification, medication
test and therapeutic exam before enlisting another employee.
4. Negligent Referral: it is the disappointment of a employer to utilize sensible mind as a
part of the choice and enlisting of new workers that generally brings about damage to a
blameless outsider. There is, notwithstanding, an alternate, much fresher common activity
that is rapidly developing which has had an emotional effect on the procuring procedure.
It's called "negligent referral." It is, basically, the disappointment of a previous business
to uncover to a prospective manager data known to be genuine that causes mischief to an
outsider.
So to avoid any misshaping in the future the HR need to perform a pre-employment
screening.
Answer 3: Following are the definition of the different job evaluation method:
1. Ranking: Maybe the most straightforward technique for employment assessment is the
Ranking strategy. As indicated by this strategy, occupations are organized from most
noteworthy to least, in place of their worth or legitimacy to the association. Employments
can likewise be organized by relative trouble in performing them. The occupations are
analyzed all in all instead of on the premise of vital elements in the occupation. The
employment at the highest priority on the rundown has the most noteworthy quality and
clearly the occupation at the base of the rundown will have the least esteem.
Employments are normally positioned in every division and afterward the office rankings

are consolidated to create a hierarchical positioning. The variety in installment of pay

rates relies on upon the variety of the way of the occupation performed by the workers.
The Ranking technique is easy to comprehend and practice and it is best suited for a little
association. Its effortlessness however attempts to its weakness in enormous associations
on the grounds that rankings are hard to create in a vast, complex association. Besides,
this sort of positioning is exceedingly subjective in nature and may irritate numerous
workers.
2. Classification: Classification is arranged into a current evaluation/class structure or chain
of importance. Each one level in the evaluation/class structure has a depiction and related
employment titles. Each one occupation is allocated to the evaluation/classification
giving the closest match to the employment. The arrangement of a position is chosen by
contrasting the entire employment and the fitting occupation reviewing standard. To
guarantee value in occupation evaluating and compensation rates, a typical set of
employment reviewing norms and guidelines are utilized. In light of contrasts in
obligations, abilities and information, and different parts of exchanges and work
occupations, occupation evaluating norms are produced primarily along word related
lines.
The guidelines don't endeavor to depict each work task of each one position in the
occupation secured. The measures recognize and portray those key attributes of
occupations which are noteworthy for recognizing distinctive levels of work. They
characterize these key attributes in such a path as to give a premise to allotting the proper
evaluation level to all positions in the occupation to which the models apply.
3. Factor Comparison: A more precise and logical technique for employment assessment is
the element examination strategy. Despite the fact that it is the most perplexing system
for all, it is reliable and obvious. Under this technique, as opposed to positioning
complete occupations, each one employment is positioned by arrangement of
components. These elements incorporate mental exertion, physical exertion, ability
required, obligation, supervisory obligation, working conditions and other such variables
(for example, know-how, critical thinking capacities, responsibility, and so forth.). Pay
will be doled out in this system by contrasting the weights of the components needed for
each one occupation, i.e., the present wages paid for key occupations may be isolated
among the variables weighted by essentialness (the most vital component, case in point,

mental exertion, gets the most elevated weight). At the end of the day, wages are
appointed to the employment in examination to its positioning on each one occupation
element.
4. Point Method: This system is broadly utilized right now. Here, employments are
communicated as far as key variables. Focuses are allocated to each one variable in the
wake of organizing each one element in place of imperativeness. The focuses are
summed up to focus the compensation rate for the employment. Employments with
comparative point aggregates are put in comparable pay grades.
These factors can then be further defined.
Skill
a. Experience
b. Education
c. Ability
Responsibilities
a. Fiscal
b. Supervisory
Effort
a. Mental
b. Physical
Working Conditions
a. Location
b. Hazards
c. Extremes in Environment
Answer 2: After going through case following are the weakness I have figured out:
a. He feels that this is an additional work which he needs to do on account of impulse
accordingly he is just doing it with the end goal of doing.
b. He is predisposition in giving the rating furthermore accepting criticism from
representatives he would like to be addressed and subsequently who ever tries to question
him he is attempting to put them down regarding execution assessment.
c. The evaluation structure had the accompanying criteria's for appraisal: Quantity of Work,
quality of Work, and Cooperativeness But these criteria's don't bring out the genuine
worth of execution and are extremely unclear.
d. He even skirted the part where he needs to give Suggestions or feedbacks, which is
extremely negative angle in light of the fact that the entire motivation behind examination
is crushed.

Answer 1:

How should I approach the board?

o Approach the board through tell them there progress in last two years and what
going to be the next year profit after the implantation of the HCM into there
existing system.

How should I deliver my message without embarrassing the board about its lack of
knowledge about human capital management?
o Do not directly point out there week points try to present the benefits of the
Human Capital Management and tell them there strong point and compare there
strong points in term of HCM so that they can also figure out that how HCM
leads them to the right path of managing capital.

What can I say to illustrate the intrinsic value of human capital?

o You tell the essence of the HCM and tell them about: all the learning, abilities,
aptitudes, capacities, experience, brainpower, preparing, judgment, and
intelligence had separately and by and large by people in a populace. These
assets are the aggregate limit of the individuals that speaks to a type of riches
which can be coordinated to finish the objectives of the country or state or a
share thereof.
It is a total monetary perspective of the person acting inside economies, which is
an endeavor to catch the social, natural, social and mental intricacy as they
cooperate in express and/or financial exchanges. Numerous speculations
unequivocally associate interest in human capital advancement to instruction,
and the part of human capital in financial improvement, benefit development, and
advancement has habitually been referred to as a support for government
sponsorships for training and occupation abilities preparing.

What examples from other organizations can be provided that will strengthen the boards
knowledge of global human capital trends and problems?
o Tell them about the Chicago school theory and United nations that how
importantly they believe in HRM. Tell them about how the organization face
problems related to HRM.

Do you think that my leadership style will help me during this meeting?
o Yes, be confident and while giving presentation. Ask questions and put examples
while giving presentation. Do not look on slides just remember them and do not
stammer in between.