Вопрос
2.Training programme is a very imperative component in the success of a versatile and forward looking organization. Discuss this premise in light of merits of training. (15 marks) 3.a) Define the phrase Human Resource Planning ( 2 marks) b)Literary all firms embrace human resource planning owing to its advantages. Explain any THREE such advantages (7 marks) c)Discuss challenges of Human Resource Planning ( 6 marks) 4.Distinguish between moral and immoral managers bringing out any FIVE aspects of ethical considerations. (15 marks) 5. a) Discuss levels of induction as a socialization imperative activity to the modern organizations. ( 6 marks) b) Discuss demerits of the following: i) Internal recruitment (4 marks) ii) Out sourcing (5marks) 6. (a) In light of common morality, explain the following terms: i. Non-malevolence (2 marks) ii. Promise keeping ( 2 marks) ( b) Discuss any THREE functions of the modern Human Resource manager (11 marks)
Решения
4.3
(259 Голоса)
Регина
профессионал · Репетитор 6 лет
Ответ
2. Training programs are essential for the success of a versatile and forward-looking organization. They help employees develop new skills, enhance existing ones, and adapt to changes in the workplace. Training programs can improve employee performance, increase productivity, and reduce turnover. They also foster a culture of continuous learning and development, which is crucial for staying competitive in today's fast-paced business environment.3. a) Human Resource Planning (HRP) is the process of forecasting an organization's future human resource needs and developing strategies to meet those needs. It involves analyzing current workforce capabilities, identifying future staffing requirements, and implementing plans to ensure the right number and types of employees are available when needed.b) Three advantages of human resource planning are:1. Improved workforce planning: HRP helps organizations anticipate future staffing needs and plan accordingly, ensuring that they have the right number and types of employees to meet business objectives.2. Enhanced organizational effectiveness: By aligning HR strategies with business goals, HRP contributes to improved organizational effectiveness and efficiency.3. Better decision-making: HRP provides valuable insights into workforce trends and patterns, enabling managers to make informed decisions regarding recruitment, training, and development.c) Challenges of Human Resource Planning include:1. Accurate forecasting: Predicting future staffing needs with precision can be challenging due to factors such as market fluctuations, technological advancements, and changing business priorities.2. Organizational changes: HR planning must adapt to organizational changes, such as restructuring, mergers, or acquisitions, which can disrupt workforce planning.3. Resource constraints: Limited financial, technological, or human resources can hinder effective HR planning and implementation.4. Moral managers prioritize ethical considerations in their decision-making and actions, while immoral managers may disregard ethical principles. Five aspects of ethical considerations include:1. Integrity: Moral managers act with honesty and uphold ethical standards, while immoral managers may engage in unethical behavior.2. Fairness: Moral managers treat employees and stakeholders fairly, while immoral managers may favor certain individuals or groups.3. Transparency: Moral managers communicate openly and honestly, while immoral managers may withhold information or deceive others.4. Accountability: Moral managers take responsibility for their actions and decisions, while immoral managers may shift blame or avoid accountability.5. Respect: Moral managers value and respect the dignity and rights of others, while immoral managers may disregard or violate these principles.5. a) Levels of induction as a socialization imperative activity in modern organizations include:1. Formal induction: A structured process that introduces new employees to the organization, its culture, policies, and procedures.2. Informal induction: Unstructured interactions and experiences that help new employees acclimate to the workplace through informal communication and socialization.3. Reverse mentoring: Pairing experienced employees with younger or less experienced colleagues to facilitate knowledge transfer and skill development.b) Demerits of internal recruitment:1. Limited pool of candidates: Internal recruitment may limit the organization's access to a diverse range of skills and experiences available in the external market.2. Inbreeding: Over-reliance on internal recruitment can lead to a lack of fresh perspectives and ideas, potentially stifling innovation and growth.Demerits of outsourcing:1. Quality control: Outsourcing may result in a loss of control over the quality of work performed by external vendors, potentially impacting the organization's reputation and customer satisfaction.2. Communication barriers: Outsourcing can create challenges in communication and coordination between internal teams and external vendors, leading to inefficiencies and misunderstandings.6. a) In light of common morality:i. Non-malevolence: The principle of non-malevolence emphasizes the importance of avoiding harm or evil intentions towards others. It promotes actions that contribute to the well-being and happiness of individuals and society.ii. Promise keeping: This principle emphasizes the importance of fulfilling commitments and promises made to others. It fosters trust and reliability in relationships and interactions.b) Three functions of the modern Human Resource manager include:1. Talent acquisition: HR managers are responsible for attracting, selecting, and hiring the best talent to meet the organization's needs. This involves developing recruitment strategies, conducting interviews, and negotiating employment terms.2. Employee development: HR managers oversee the training and development of employees, ensuring they acquire the necessary skills and knowledge to excel in their roles. This includes designing and implementing training programs, providing coaching and mentoring, and facilitating career growth opportunities.3. Compensation and benefits: HR managers manage employee compensation and benefits, ensuring fair and competitive compensation packages. They develop salary structures, design benefit plans, and administer payroll and benefits administration.