Naeem's Assignment

7/27/2019 Naeem's Assignment

1/5

Institute of Management Sciences, LahoreHRD - MBA Program

Assignment No -2

Date of issue31.07.2013

Date of Submission07.08.2013Notes:-

1. This is an individual assignment and shall be presentedby nominated students

2. Information regarding Company shall be obtained fromnet and included in presentation.

3. Follow principles of business report writing.4. Time for presentation shall be 10 15 minutes and

number of slides shall be 10 15.5. Submit soft copy through mail and hard copy properly

organized to Facilitator.6. Mention your ID, name, subject, Semester, program on

first slide.7. Assignment carries marks towards class participation.8. All students are advised to be PROFESSIONAL.

Ms. LuBna is serving as HR Executive for Recruitment & Selection inyour Company since last one year. During the annual performanceevaluation, following weaknesses in her performance were observed:-

A. Poor maintenance of records of recruitment of employeesB. Very shy while communication with potential employeesC. Lot of errors in data maintenance on ERP SoftwareD. Forgets interview schedules and its communication to concerned

HODE. Most of time members for panel interview are occupied and not

available for interview.Analyze Training Needed for Ms. LuBna including following:-A. Develop JD including above duties (Assume).B. Develop TNA Format

C. Highlight weaknesses and method adoptedD. Training requiredE. Training methodF. Training delivery and its evaluationG. Any other information required

Facilitator - Sajid Asghar Rana


2/5

Now according to the weaknesses found in Miss Lubnas annual

performance evaluation like:

Poor maintenance of records of recruitment of employees

Very shy while communication with potential employees

Lot of errors in data maintenance on ERP Software

Forgets interview schedules and its communication to concerned HOD

Most of time members for panel interview are occupied and not available forinterview.

Evaluation:

All the above mentioned weaknesses are not much acceptable when talking aboutany organization. Because poor record maintenance reflects her incompetence or

dull behavior toward the job.

Then if shes shy, this means shes not able to communicate the company matterswith the employees as well as the management. And this might cause trouble

afterwards. Due to lack of communication.

Then errors in data management in ERP software shows her lack of computer and

technological exposure. She needs to be trained properly. And she must alsocommunicate the problems shes facing while operating the software.

Then she forgets her interviews schedules and its communication, this also leavesher level of punctuality and attentiveness as a question mark.

Then members of panel non availability reflect that she is not communicating the

meeting schedules and important events on time.

Overall she has proved to be incompetent for this particular job. And this can be dueto many reasons. (Defending herself)

Possible Reasons:

Now the reasons may be that she has no much exposure with the strangers, or may

be due to being a female shes a bit uncomfortable while interacting with the male

employees/ candidates. Or there is another possibility that shes not gettingenough support/ coordination from male staff.

The other reason may be that shes not that much trained on the HRM software.

Training Needed for Ms. Lubna including following:-

Develop JD including above duties (Assume).??

Description: Human Resource Manager

Human Resource Manager Job Purpose: Maintains and enhances the organization's


3/5

human resources by planning, implementing, and evaluating employee relations and

human resources policies, programs, and practices.

Human Resource Manager Job Duties:

Maintains the work structure by updating job requirements and job descriptionsfor all positions.

Maintains organization staff by establishing a recruiting, testing, and interviewing

program; counseling managers on candidate selection; conducting and analyzing

exit interviews; recommending changes.

Prepares employees for assignments by establishing and conducting orientation

and training programs.

Maintains a pay plan by conducting periodic pay surveys; scheduling and

conducting job evaluations; preparing pay budgets; monitoring and scheduling

individual pay actions; recommending, planning, and implementing pay structure

revisions.

Ensures planning, monitoring, and appraisal of employee work results by trainingmanagers to coach and discipline employees; scheduling management

conferences with employees; hearing and resolving employee grievances;

counseling employees and supervisors.

Maintains employee benefits programs and informs employees of benefits by

studying and assessing benefit needs and trends; recommending benefit programs

to management; directing the processing of benefit claims; obtaining and

evaluating benefit contract bids; awarding benefit contracts; designing andconducting educational programs on benefit programs.

Ensures legal compliance by monitoring and implementing applicable human

resource federal and state requirements; conducting investigations; maintaining

records; representing the organization at hearings. Maintains management guidelines by preparing, updating, and recommending

human resource policies and procedures.

Maintains historical human resource records by designing a filing and retrieval

system; keeping past and current records.

Maintains professional and technical knowledge by attending educational

workshops; reviewing professional publications; establishing personal networks;

participating in professional societies.

Completes human resource operational requirements by scheduling and assigning

employees; following up on work results.

Maintains human resource staff by recruiting, selecting, orienting, and training

employees. Maintains human resource staff job results by counseling and disciplining

employees; planning, monitoring, and appraising job results.

Contributes to team effort by accomplishing related results as needed.

Skills/Qualifications: Hiring, Human Resources Management, Benefits Administration,Performance Management, Communication Processes, Compensation and Wage


4/5

Structure, Supports Diversity, Classifying Employees, Employment Law, Laws Against

Sexual Harassment, Organization

Develop TNA Format??

Highlight weaknesses and method adopted:

All the above mentioned weaknesses are not much acceptable when talking about

any organization. Because poor record maintenance reflects her incompetence ordull behavior toward the job.

Then if shes shy, this means shes not able to communicate the company matters

with the employees as well as the management. And this might cause trouble

afterwards. Due to lack of communication.

Then errors in data management in ERP software shows her lack of computer and

technological exposure. She needs to be trained properly. And she must also

communicate the problems shes facing while operating the software. Then she forgets her interviews schedules and its communication, this also leaves

her level of punctuality and attentiveness as a question mark.

Then members of panel non availability reflect that she is not communicating the meetingschedules and important events on time.

Training required

She first of all requires to properly communicating with the management as well the

employees.

For that she should be given exposures to different team meetings and discussion.

She should be involved in workshops to enhance her experience about HR duties HRMS training should be organized for her as well as other employees, to

enhance their exposure to new technology and software used.

Training method

The methods:

Regular meetings, and monitoring

Seminars

Software workshops

Different HR related courses (Highly keen HR training institute, Lahore)

Training delivery and its evaluation

Constant monitoring and communication with Lubna to ensure shes learning.

Constant follow-ups and performance evaluation


5/5

Naeem's Assignment

Documents

Transcript of Naeem's Assignment