ASSIGNMENT _SET2

SESSION JAN/FEB 2023

PROGRAM MASTER OF BUSINESS ADMINISTRATION (MBA)
SEMESTER I
COURSE CODE & NAME DMBA106 – HUMAN RESOURCE MANAGEMENT
NAME RISHI KANT
ROLL NUMBER 2314106258

Q1. Explain the five ways of individually evaluating an employee in detail.

Ans:- Individual Evaluation Methods

Under the individual evaluation methods of merit rating, employees are evaluated
one at a time without comparing them with other employees in the organization.

(a) Confidential report:

It is mostly used in government organizations. It is a descriptive report prepared,

generally at the end of every year, by the employee’s immediate superior. The report
highlights the strengths and weaknesses of the subordinate.

It does not offer any feedback to the appraisee. Since the report is generally not
made public and hence no feedback is available, the subjective analysis of the
superior is likely to be hotly contested. In recent years, due to pressure from courts
and trade unions, the details of a negative confidential report are given to the
appraisee.

(b) Essay evaluation:

Under this method, the rater is asked to express the strong as well as weak points of
the employee’s behaviour.

While preparing the essay on the employee, the rater considers the following factors:
(i) Job knowledge and potential of the employee; (ii) Employee’s understanding of
the company’s programmes, policies, objectives, etc.; (iii) The employee’s relations
with co-workers and superiors; (iv) The employee’s general planning, organizing and
controlling ability; (v) The attitudes and perceptions of the employee, in general.

a) Essay evaluation is a non-quantitative technique. This method is advantageous in

at least one sense, i.e., the essay provides a good deal of information about the
employee and also reveals more about the evaluator.

b) The essay evaluation method, however, suffers from the following limitations:
 • Some evaluators may be poor in writing essays on employee
performance. Others may be superficial in explanation and use
flowery language which may not reflect the actual performance of the
employee. It is very difficult to find effective writers nowadays.
(c) Critical incident technique:

Under this method, the manager prepares lists of statements of very effective and
ineffective behaviour of an employee.

These critical incidents or events represent the outstanding or poor behaviour of

employees on the job. The manager maintains logs on each employee, whereby he
periodically records critical incidents of the worker's behaviour.

At the end of the rating period, these recorded critical incidents are used in the
evaluation of the workers’ performance.

(d) Checklists and weighted checklists:

Another simple type of individual evaluation method is the checklist. A checklist

represents, in its simplest form, a set of objectives or descriptive statements about
the employee and his behaviour.

If the rater believes strongly that the employee possesses a particular listed trait, he
checks the item; otherwise, he leaves the item blank.

The following are some of the sample questions in the checklist.

I. Is the employee really interested in the task assigned? Yes/No

II. Is he respected by his colleagues (co-workers) Yes/No

III. Does he give respect to his superiors? Yes/No

IV. Does he follow instructions properly? Yes/No

V. Does he make mistakes frequently? Yes/No

The checklist method has a serious limitation.

• The rater may be biased in distinguishing positive and negative

questions.
• He may assign biased weights to the questions.

Q2. Implementation of HRIS is expensive for an organization. Give your views

about this in brief.

Ans:- Human Resource Information System (HRIS) often described as Human

Resource Management System, in the present scenario can serve as a crucial tool in
providing a competitive advantage to the organizations. It involves measurability,
better management of data and information, equally provide scope for measurement
of key HR practices and its outcomes on employee productivity as well as
organizational performance. HRIS is usually adopted as well as implemented for
attaining the following goals:

▪ Improving Efficiencies: Automation in HR, reduces dependence on hard

copy form of data and information related with the employee details, facilitates
saving of time and resources by way of using online applications/forms
created in a user friendly interface.
▪ Mutually Beneficial for both the Management and the
Employees: Automation of HR or HRIS, facilitate transparency in the system,
thereby result in improved employee satisfaction from his job and
convenience for the management in proactively responding to people related
affairs.

▪ HR as a Strategic Partner: With the implementation of HRIS in the

organization, the role of HR expands from merely being a support system or
an administrator to a strategic partner.
▪ Identification of sources of value for costs and benefits of HR led
initiatives: This would be involving an assessment of the business
environment, changing trends and an evaluation of the strategic course of
alternatives.
▪ Estimating the Timing of Benefits and costs: This essentially involves
comparing the HR costs and benefits in various periods or measuring the
costs-benefits of various programs led in different timings. This plays a crucial
role during the policy making process.
▪ Calculating the value of Indirect Benefits: Indirect benefits are the
secondary benefits. This step helps in understanding the influence of various
factors on the probability of success of HRIS projects

▪ Methods for estimating the value of indirect benefits: These are typically
estimated in dollars. It involves a calculation of the Average Employee
Contributions (AEC). AEC is derived by calculating the difference between the
net revenue of an organization and the cost of goods sold divided by the total
number of employees. In short, AEC = (Net Revenues – Cost of Goods
Sold)/number of employees.

Avoiding Common Problems

The HRIS Cost Benefit Analysis process lot of times ignore an assessment of the HR
policies and its influence on organizational effectiveness. Calculation of direct and
indirect costs sometimes is confused, as a result of which direct costs are calculated
as direct costs. Since more emphasis is given on time saving, decision makers fail to
analyze the outcomes or the end results of the HR led initiatives.

HRIS Benefits

According to the opinion of Kovach (2002), HRIS implementation has the following
advantages:

▪ Improving the organizational competitiveness by way of improved human

resource functioning.
 ▪ Provides the opportunity for shifting the focus from day to day operational
issues of HR to much more strategic objectives.
▪ Employees play an active part in the HRIS implementation and its usage in
day to day functioning.
▪ Results in reengineering or restructuring of the entire HRD.

Q3. Describe employee welfare. How do the welfare benefits affect the business
of an organization?
Ans:- Definition: Employees Welfare is a term which includes the perks and benefits
provided to the employees of the organization apart from their regular salary or
remuneration, the main motive of serving employee benefits services is to improve or
enhance the employee’s well-being.
Measures/ Benefits of Employee Welfare

Activities carried by the employer for the employee’s benefit are known as the
measures of employee welfare.

Providing such measures is a continuous process of the organization broadly divided

into two categories:
Statutory Measures

Measures or benefits decided or set up by the government as a legal obligation for

an employer for safeguarding the employee’s interest at their workplace are the
statutory measures which include:

• Working Hours Limit: As per labour act time for which the employee
will work is defined as maximum 9 hours per day, if any over-time work
is taken above 9 hours it will be remunerated twice the regular salary for
an hour.
 • Providing First Aid Facility: Providing adequate first aid facilities to the
employees is morale as well as statutory responsibility of the employer
against his/her employees.

• Canteen Facility: Every organization should have a facility of a canteen

for the employees within an organization so that they need not rush
outside for lunch.

• Drinking-Water Facility: An organization must fulfill the general

necessities of an employee within an organization, and the drinking
water is one of the essential need of any human; thus it’s the
responsibility of the employer to look after this service necessarily.

• Sanitation Facility: Providing proper sanitation facilities to the

employees working in the organization is legal as well as the moral duty
of the employer.
• Washing Facility: Segregate washing space should be provided to the
employees of the organization.
• Maternity Benefits: This facility is provided to the female employees of
the company while they conceive or give birth to a child, the employee
gets a pay without work as an employee benefit and a leave of 6 months
for taking care of her child.

Voluntary Measures

These are the measures which are voluntarily provided by the employer to the
employees without and legal obligation just to facilitate them as much as the
employer can.

Some of the voluntary measures are as follows:

• Recreation Facility: Recreation facilities are the facilities provided to

the employees to refresh them from the stress and burden of continuous
work; the facilities involve gaming, spa and organizing small get to-
gathers.
• Education Facility: Some organization facilitates the schooling facilities
for the children of the employees working in their organization; however,
it is not a statutory obligation for an employer it totally depends upon the
employer’s ability and wishes to provide such facility or not.
• Transport Facility: Organizations which emphasis concern towards
their employees and take care about their safety facilitates the cab
facility, especially considering their female employee’s safety, as
working hours may differ and shifts may vary from day to night.
• Free Meal Facility: Beverages and snacks provided to the employees
during the working hours are known as a free meal facility provided to
the employees.

Objectives of Employee Welfare

Employees welfare serves the primary objective of the organization, i.e., it enhances
the relationship of the employer and the employees.

Some of the other major objectives of it are as follows:

THE END