MS- 02: Management of Human Resources

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ASSIGNMENT

Course Code                      :               MS - 02

Course Title                       :               MS- 02: Management of Human Resources   

Assignment Code            :               MS-02/TMA/SEM-I/2014

Coverage                             :               All Blocks

Note : Attempt all the questions and submit this assignment on or before 30th April , 2014  to   the coordinator of your study centre.

Q.1 What are different perspectives of Human Resource Management? How do you see organizations pursuing these perspectives to meet their goals and strategic objectives in the present day business environment?

Discuss underlying concepts with the help of examples you are familiar with. Briefly describe the organizational antecedents to support your answer.

Ans : Five different perspectives of human resource management (HRM) include the normative perspective, the critical perspective, behavioral perspective, systems perspective, and agency or transaction cost perspective.

1. The Normative Perspective :

The normative perspective of human resource management bases itself on the concepts of “hard HRM” and “soft HRM,” on which the foundations of human resource management rest.

The concept of “Hard HRM” is the basis for the traditional approach toward human resource management. This concept traces its origins to

Q. 2 What are the major ‘problems/errors’ which came in the way of ‘Effective Performance Appraisal Systems’ of any organization?

Describe and explain with the help of your organizational experiences or the ones you are familiar with. Briefly explain the organization, situation and its fall out too support your reply.

Ans :  Major ‘problems/errors’ which came in the way of ‘Effective Performance Appraisal Systems’ of any organization :

In conversations with HR leaders and employees, the talent management process that suffers from the most disdain around the world is the performance appraisal. It’s one of the few processes that even the owners of the process dread.

Here are the  problems with performance appraisals :

Most Serious Performance Appraisal Problems

1. Don’t assess actual performance —

Q. 3 What are the “Principles of Learning” which are followed in developing ‘Effective Training Programmes’?

Critically evaluate the ‘Training Environment’ you are exposed to vis-à-vis the ‘Principles of learning’ followed/not followed or the ones you are aware of.

Briefly describe the situation and the organization to logically support your replies.

Ans : “Principles of Learning” which are followed in developing ‘Effective Training Programmes’:

Since training is a form of education some of the principles that emerge from learning theory can be logically applied to training. Learning is the human process by which skills, knowledge, habits and attitudes are acquired and utilized in such a way that behavior is modified. Once employees are selected, they must be prepared to do their jobs, which is when orientation and training come in. Orientation means providing new employees with basic information about the employer. Training programs are used to ensure that the new employee has the basic knowledge required to perform the job satisfactorily.

Q. 4 Critically evaluate the state of workers’ participation in Management in the present day business scenario.

Explain with examples your answer giving due details of the organizations and the sources you are referring to.           

Ans : State of workers’ participation in Management in the present day business scenario:

Workers’ participation in management is an essential ingredient of Industrial democracy. The concept of workers’ participation in management is based on Human Relations approach to Management which brought about a new set of values to labour and management.

                Traditionally the concept of Workers’ Participation in Management (WPM) refers to participation of non-managerial employees in the decision-making process of the organization. Workers’ participation is also known as ‘labour participation’ or ‘employee participation’ in management. In Germany it is known as co-determination while in Yugoslavia it is known as self-management. The International Labour Organization has been encouraging member nations to promote the scheme of Workers’ Participation in Management.

Workers’ participation in management implies mental and emotional involvement of workers in the management of Enterprise. It is considered as a mechanism where workers have a say in the decision-making.

The concept of workers’ participation in management encompasses the following:

ð  It provides scope for employees in decision-making of the organization.

ð  The participation may be at the shop level, departmental level or at the top level.

ð  The participation includes the willingness to share the responsibility of the organization by the workers.

Features of WPM:

1.  Participation means mental and emotional involvement rather than mere physical presence.

2.  Workers participate in management not as individuals but collectively as a group through their representatives.

3.  Workers’ participation in management may be formal or informal. In both the cases it is a system of communication and consultation whereby employees express their opinions and contribute to managerial decisions.

4. There can be 5 levels of Management Participation or WPM:

a. Information participation: It ensures that employees are able to receive information and express their views pertaining to the matter of general economic importance.

b. Consultative importance: Here workers are consulted on the matters of employee welfare such as work, safety and health. However, final decision always rests with the top-level management, as employees’ views are only advisory in nature.

c. Associative participation: It is an extension of consultative participation as management here is under the moral obligation to accept and implement the unanimous decisions of the employees. Under this method the managers and workers jointly take decisions.

d. Administrative participation: It ensures greater share of workers’ participation in discharge of managerial functions. Here, decisions already taken by the management come to employees, preferably with alternatives for administration and employees have to select the best from those for implementation.

e. Decisive participation: Highest level of participation where decisions are jointly taken on the matters relating to production, welfare etc.

Objectives of WPM:

1. To establish Industrial Democracy.

2. To build the most dynamic Human Resources.

3. To satisfy the workers’ social and esteem needs.

4. To strengthen labour-management co-operation and thus maintain Industrial peace and harmony.

5. To promote increased productivity for the advantage of the organization, workers and the society at large.

6.  Its psychological objective is to secure full recognition of the workers.

Strategies / Methods / Schemes / Forms of WPM:

1. Suggestion schemes:

Participation of workers can take place through suggestion scheme. Under this method workers are invited and encouraged to offer suggestions for improving the working of the enterprise.  A suggestion box is installed and any worker can write his suggestions and drop them in the box. Periodically all the suggestions are scrutinized by the suggestion committee or suggestion screening committee. The committee is constituted by equal representation from the management and the workers. The committee screens various suggestions received from the workers. Good suggestions are accepted for implementation and suitable awards are given to the concerned workers. Suggestion schemes encourage workers’ interest in the functioning of an enterprise.

2. Works committee:

Under the Industrial Disputes Act, 1947, every establishment employing 100 or more workers is required to constitute a works committee. Such a committee consists of equal number of representatives from the employer and the employees. The main purpose of this committee is to provide measures for securing and preserving amity and good relations between the employer and the employees.

3. Joint Management Councils:

Under this system Joint Management Councils are constituted at the plant level. These councils were setup as early as 1958. These councils consist of equal number of representatives of the employers and employees, not exceeding 12 at the plant level. The plant should employ at least 500 workers. The council discusses various matters relating to the working of the industry. This council is entrusted with the responsibility of administering welfare measures, supervision of safety and health schemes, scheduling of working hours, rewards for suggestions etc.

Wages, bonus, personal problems of the workers are outside the scope of Joint management councils. The council is to take up issues related to accident prevention, management of canteens, water, meals, revision of work rules, absenteeism, indiscipline etc. the performance of Joint Management Councils have not been satisfactory due to the following reasons:

·  Workers’ representatives feel dissatisfied as the council’s functions are concerned with only the welfare activities.

·  Trade unions fear that these councils will weaken their strength as workers come under the direct influence of these councils.

4. Work directors:

Under this method, one or two representatives of workers are nominated or elected to the Board of Directors. This is the full-fledged and highest form of workers’ participation in management. The basic idea behind this method is that the representation of workers at the top-level would usher Industrial Democracy, congenial employee-employer relations and safeguard the workers’ interests. The Government of India introduced this scheme in several public sector enterprises such as Hindustan Antibiotics, Hindustan Organic Chemicals Ltd etc. However the scheme of appointment of such a director from among the employees failed miserably and the scheme was subsequently dropped.

5. Co-partnership:

Co-partnership involves employees’ participation in the share capital of a company in which they are employed. By virtue of their being shareholders, they have the right to participate in the management of the company. Shares of the company can be acquired by workers making cash payment or by way of stock options scheme. The basic objective of stock options is not to pass on control in the hands of employees but providing better financial incentives for industrial productivity. But in developed countries, WPM through co-partnership is limited.

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