Description

SESSION JAN-FEB’24
PROGRAM MASTER OF BUSINESS ADMINISTRATION (MBA)
SEMESTER 1
COURSE CODE & NAME DMBA106 & HUMAN RESOURCE MANAGEMENT
Assignment Set – 1
1. Outline the historical progression in the development of Human Resource
Management. 10
Ans 1.
Human Resource Management (HRM) has evolved significantly over the decades from a
basic welfare and clerical role to a strategic partner at the boardroom level. Here’s an outline
of the historical progression in the development of HRM:
1. The Industrial Welfare Movement (Late 19th Century)
The roots of HRM can be traced back to the Industrial Revolution in Europe during the late
19th century, where the harsh realities of working conditions sparked the first major HR
initiative—the industrial welfare movement. The primary focus was on improving the welfare
of workers by providing better working conditions, which was largely driven by social
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2. Describe Human Resource Planning. Elaborate on the process of Human Resource
Planning 2+8
Ans 2.
Human Resource Planning (HRP) is a strategic process used by organizations to ensure they
have the right number of people, with the right skills, in the right places, at the right time.
This process is crucial for aligning an organization’s human resources with its business
objectives, ultimately enabling effective response to changes in the marketplace and
environment.
Description of Human Resource Planning
Human Resource Planning involves forecasting future human resources needs and developing
3. Explain the concept of succession planning. State the advantages that a structured
Succession Planning System brings to an organization. 3+7
Ans 3.
Succession planning is a strategic process that identifies and develops future leaders at
various levels in an organization, ensuring a seamless transition in key roles. It involves
preparing for the departure of managers and other key employees, ensuring that the business
continues to operate efficiently without interruption. This planning is crucial for maintaining
the stability and sustainability of a company.
Concept of Succession Planning
Assignment Set – 2
4. Describe competency mapping. Discuss the steps involved in competency mapping
with a result of job evaluation. 10
Ans 4.
Competency mapping is a strategic HR process used to identify and document the key
competencies required to perform various jobs within an organization effectively. It involves
defining the specific skills, knowledge, behaviors, and attitudes necessary to perform tasks
successfully. This process is crucial for various HR functions, including recruitment, training,
development, and performance management.
Description of Competency Mapping
Competency mapping helps create a detailed profile for each role within an organization that
5. Explain the concept of Employee Welfare. Also, discuss the benefits of Employee
Welfare. 5+5
Ans 5.
Employee welfare refers to the array of services, benefits, and facilities provided to
employees to ensure their comfort, safety, and health in the workplace. This concept is rooted
in the understanding that the well-being of employees is crucial to the functioning of an
organization. Welfare measures are designed to take care of the various needs of employees
beyond just their monetary requirements and include both statutory and non-statutory
measures.
Concept of Employee Welfare
Employee welfare encompasses a wide range of services that can include medical care,
6. “Addressing grievances promptly and fairly not only resolves conflicts but also
strengthens trust and morale within the organization”. Explain the significance of
implementing a formal grievance procedure within organisations. 5+5
Ans 6.
The statement emphasizes the critical role of addressing employee grievances in maintaining
a healthy and productive work environment. Grievances are concerns, problems, or
complaints that employees raise with their employers. Without a proper mechanism to
address these grievances, organizations may face decreased employee morale, reduced
productivity, and even potential legal issues. Therefore, implementing a formal grievance
procedure is not only a best practice but also essential for organizational stability and