Human Resource Management

Internal Assignment Applicable for December 2022 Examination

Answer 1.
b) Recruitment is the process of seeking and locating the most qualified candidates for the
open post or employment. When potential new hires are sought after, the recruitment
process begins, and it is completed when job applications are sent in. The most crucial
aspect of human resource management is staffing or recruitment, and in international HRM,
human resource managers should concentrate on recruitment initiatives aimed at recruiting
job candidates that can work in a variety of cultural, social, political, and market settings in a
foreign country.
An international organization has a variety of difficulties when managing its human
resources, including high expatriation and repatriation failure rates, deployment, the
transmission of knowledge and innovations, the discovery and development of talent,
differing political environments, etc. Discussed below are the main difficulties encountered in
global HRM:
1. Communication: In order for diversity programs to be successful, perceptional,
cultural, and linguistic obstacles must be removed. Confusing messages about
important goals lead to poor teamwork, low morale, and bewilderment.
2. Employee resistance to change: It's inevitable that some workers won't be able to
accept that their workplace's societal and cultural makeup is changing. The mentality
of "we've always done it this way" stifles innovation and impedes advancement.
3. Implementation of diversity in workplace policies: The main obstacle for all
proponents of diversity is often the implementation of workplace diversity rules.
They must develop and implement tailored strategies to maximize the effects of
workplace diversity for their specific organization using the findings of employee
evaluations and research data.
4. Managing diversity in the workplace effectively: For your organization's diversity
management plan, diversity training alone is insufficient. To infuse every division and
function within the organization with a culture of diversity, a plan must be developed
and put into action.
5. Developing a powerful employer brand: A strong and positive employer brand will
help you draw in and keep superior applicants. Employer branding investments
increase the likelihood of making a great recruit by three times. However, it's a
difficult process that entails doing everything from making sure candidates have a
good experience to promoting your culture on media platforms. It's a constant,
group effort that calls for you to go above and beyond your typical responsibilities
and win support from your coworkers.
b) Because international HRM encompasses a wide variety of HRM activities whereas
domestic HRM involves a more constrained set of HRM activities, there are a number of
contrasts between managing people in international contexts and domestic settings. The
major differences are as follows:
1. Functions:
Compared to domestic HRM, IHRM entails the performance of a substantially wider
range of functions.
2. Heterogeneous functions: IHRM includes activities that are outside the purview of
domestic HRM activities.
1. International taxation: Domestic (home-country) and host-country tax
responsibilities are both a part of the international taxes of expatriates. In order to
ensure that there is no financial incentive or disincentive associated with any specific
overseas assignment, it is crucial to create tax equalization regulations.
2. International relocation and orientation: This responsibility of IHRM entails making
preparations for pre-departure training, offering information on immigration and
travel, and providing accommodation, shopping, medical services, recreation, and
educational orientation, among other things.
3. Different administrative services for expatriates: Due to unclear policies and
processes that may contradict local laws, this is a time-consuming and difficult task.
3. Involvement in personnel matters of employees: The IHRM manager is heavily
active in personnel matters of employees. Typically, employees in host countries have
a dedicated HR services department that organizes, manages, and administers
various programs and offer services for PCNs and TCNs like managing their banking
and investments, renting a home while on assignment, organizing home visits, and
final repatriation. The domestic HRM manager, on the other hand, is not concerned
about the private affairs of the employees.
4. Influence from outside sources: Human resource professionals working in an
international setting face the challenge of developing and managing programs for
multiple national groups of personnel. They must oversee foreign nationals from the
firm's home country, the host country, and third countries (TCNs). On the contrary,
domestic Hr professionals are only impacted by the home country's external
environment.
5. Risk level: When compared to domestic HR managers, international HR managers
face a higher level of risks, including expatriate failure and direct costs (pay, training
costs, travel and relocation fees, etc.). The MNC may be ordered to leave the country
if HR rules target major political groups or unions in the host nation. Another risk
exposure factor that is relevant to IHRM is terrorism, thus the Human resources
department may have to develop emergency evacuation plans for regions where
there is a high danger of terrorism.

Answer 2.
Introduction:
Manpower planning, commonly referred to as human resource planning (HRP), is a process
that anticipates the organization's present and long-term demands for human resources.
HRP's primary goal is to make sure the appropriate individuals are hired for the right
positions at the right times. By identifying the organization's need for human resources, HRP
enables the HR department to fill the position promptly. The HRP process fills the gap
between the organization's existing and future needs for human resources by calculating the
number of qualified individuals required to carry out activities and the number of individuals
currently available.

Concepts and Applications related to the question:

Human resources are a company's most significant asset since they are adept at carrying out
a variety of tasks, which helps the company achieve its objectives. The caliber of an
organization's workforce determines whether it will succeed or fail.
Therefore, an organization must pay attention and take into account the factors affecting
HRP when forecasting its demands for human resources. A number of factors influence HRP.
Below is a list of a few of them:
● Employment Conditions
● Changes in Technology
● Organizational Changes
● Economic Factors
● Environmental Factors
● Labour Market Conditions
The factors that might affect the human resource planning of the firm are as follows:
1. Employment conditions: The employment situation in the nation has an impact on
HRP. In order to ensure that only qualified candidates fill open positions, it is critical
for a corporation to take into account the employment conditions of the nation when
performing HRP.
Live example of the latest trend:
Analytics for People
Over 70% of firms utilize people analytics to boost performance, according to a
Deloitte survey.
the following crucial areas where people analytics can be beneficial:
1. Diversity and Inclusion: To gain practical knowledge of employee opinions and to
test changes in employee satisfaction, psychological safety, sense of belonging, and
justice.
2. Employee Experience: To obtain a better "feel" for the organization, do data-driven
employee listening.
3. Retention: For data on the labor market, significant competition trends, risk
variables with forecasting models, and more.
 4. Workforce Planning: Predicting the expenses of skills and a workforce and making
plans while controlling current costs.
5. Talent Acquisition: To analyze fairness in evaluation and selection, as well as the
appropriate hiring speed for the business's market demands.

2. Organizational changes: HRP is impacted by shifts that occasionally take place in an

organization's internal environment. These adjustments could be made to the
organization's structure, strategies, policies, and goals.
Live example of the latest trend:
Change Administration
Changes in an organization's objectives, procedures, or technology are methodically
addressed by change management. It tries to put into place effective techniques for
implementing changes, regulating them, and assisting people in adapting to them
with the fewest possible obstacles.
Here are some things to think about as you plan your organization's change
management strategy:
1. Change implementation using digital adoption platforms
2. Early adopters and managers as change agents
3. Embedding change into organizational culture
4. Using data-driven change management
5. Humane modification

3. Technology change: HRP is carried out for a set amount of time, yet changes in
technology happen quickly. It becomes challenging for an organization to adhere to
the HRP precisely in such a situation. Organizations continually work to improve the
abilities of their current employees or hire new employees with the necessary
qualifications in order to better prepare them for the future.
Live example of the latest trend:
Engaging in Metaverse Work
The metaverse workplace is quickly approaching being a commonplace reality thanks
to technological advancements. The virtual reality workspaces available in the
metaverse allow you to conduct business from any location in the world while being
immersed in a personalized workspace. To enable employees to work autonomously,
we design digital workstations within the metaverse. Digital avatars can be used for
interactions and real-world experiences.

4. Environmental uncertainties: Changes in the environment, such as those in the

population, the political climate, and natural disasters, among others, have an impact
on HRP. In order to predict environmental uncertainties and create policies for
recruiting, selection, training, and development,
Live example of the latest trend:
 Collaborative Hybrid Work Model Setting
With things returning to normal, the workplace is changing to a hybrid work style
that is better suited for its employees' productivity. This flexible work approach is
focused on the needs of the individual employee and combines in-office and online
remote work. Ford, Hubspot, Microsoft, Infosys, Siemens, and Amazon are just a
handful of the well-known businesses that have jumped on the hybrid work
bandwagon.

5. Economic factors: The availability of finances for paying salaries, buying machinery
and equipment, conducting training and development programs, and other expenses
has an impact on HRP. The financial health of an organization is the most crucial
factor when implementing HRP. Recession, economic boom, inflation, and deflation
are just a few examples of how the nation's economic conditions might affect an
organization's investment decision.
Live example of the latest trend:
For example, during the pandemic, the economic conditions of organizations weren’t
so well therefore shifting to the hybrid or completely online mode helped the
organizations cut their capital being used on employment.

Conclusion:
The year to put the post-pandemic teachings into practice was 2022. Technology will grow in
the next years, and businesses will focus more on their employees' needs to improve and
increase the depth and effectiveness of their many HR operations. Strategic HRM is based on
the idea that a company's employee-related policies and practices should mesh with the
organization's overarching strategic goal. The firm can examine its current HR policies and
replace outmoded or ineffective ones with ones that foster a better work environment and
employee relations by developing these ties between HR and strategy. This has the specific
advantage of assisting the organization.

Answer 3.
a) Employee retention is the ability of a company to keep its personnel for a
considerable long duration of time. Organizations frequently concentrate on two
factors of employee retention. The first is to keep talented individuals on board, and
the second is to lower employee turnover by fostering an appropriate organizational
culture.
Organizations must prioritize employee concerns and work to find solutions as soon
as possible. By doing this, you can increase employee loyalty and lower turnover. The
organization must make an effort to ensure that its employees are happy with their
 job tasks and responsibilities and offer them possibilities for growth and
development through the management professionals at each level of management.

This will be my strategy to retain “Mr. Raj”:

1. Offering a competitive wage and perks for employees: Organizations must
make an effort to offer a salary that is fair as well as some benefits for
employees, such as health insurance and travel expenses. As a result, workers
remain content, inspired, and joyful.
Employees that are happy with their jobs tend to stay with the company for
comparatively longer lengths of time. Employee satisfaction is enhanced
through better career options, competitive pay and benefits, flexibility,
rewards, and recognition.
2. Employee recognition and reward: Organizations must acknowledge and
reward employees' accomplishments in order to foster a culture of healthy
competition among workers and to help them feel appreciated. The
exceptional performers may quickly lose their drive to work if average
performers, below-average performers, and extraordinary performers are not
distinguished from one another. Their performance will suffer as a result,
which will have a detrimental effect on the organization.
3. Put Flexibility First: Employees increasingly prioritize schedule flexibility as
one of their employee retention techniques in addition to remote
possibilities. Compressed workweeks or the ability for workers to do tasks on
their own time (within the bounds of essential collaboration) can both
significantly boost happiness without affecting output. If offered the chance
to swap out their long commute for a wholly remote or hybrid schedule,
some seniors might decide to stay.
4. Give staff the resources they need to succeed: Dealing with IT problems or a
cramped workstation never helps morale. Additionally, spending time away
from work to deal with a computer that won't operate or outdated software
may be a huge source of annoyance for employees who are already feeling
overworked. In order for employees to be as effective as possible, employers
should collaborate with them to make sure they have the tools and
equipment they need. Some senior employees might find difficulties with IT
work specifically, therefore emphasizing this strategy might help as well.
5. Recognizing achievements, whether big or little: Shining a light on
noteworthy accomplishments is the last suggestion for encouraging staff
retention. Whether he completes a significant assignment before the
deadline or marks his ten-year work milestone.
b) The steps that will be taken to stop the resignations of others in the future are as follows:
1. Orientation and Onboarding:
Every new hire needs to be prepared for success right away. In addition to the job, your
onboarding process should teach new hires about the corporate culture and how they may
contribute to and succeed in it. Don't shortchange this important first action. The
orientation you give new hires, whether in person or digitally, can set the tone for their
entire employment with your company.

2. Mentoring Initiatives:
An excellent addition to your extended onboarding procedure, particularly in a remote work
setting, is pairing a new hire with a mentor. Mentors can welcome new employees to the
team, provide advice, and serve as sounding boards. And it benefits both parties because
new team members get knowledge from seasoned workers while also providing their
mentors with a different perspective.

3. Perks:
Offering benefits can help your company stand out to potential new workers, re-engage your
present workforce, and raise morale among staff members. Flexible schedules and remote
work choices are the benefits that many professionals value most.

4. Revision of employee-related policies:

Organizations must create or alter their current leave, benefits, and incentive policies in a
way that is advantageous to both the employees and the organization. The employees may
be forced to leave the company if certain employee-related policies are unfavorable.

5. Employing the right individual for the right position at the right time:
Organizations must take advantage of the ability and abilities of individuals they hire for the
appropriate position at the appropriate time. Making a worker perform irrelevant tasks or
tasks for which he lacks the necessary abilities raises employee unhappiness and
demotivates the worker.