Thursday, 15 September 2022

Question No. 2 - MMPC-008 - Information System for Managers - MBA and MBA (Banking & Finance)

Solutions to Assignments

                            MBA and MBA (Banking & Finance)

MMPC-008 - Information System for Managers

MMPC-008/TMA/JAN/2022

Question No. 2. What are the technology related challenges that are invisible to your organization? Highlight the pitfalls? How integrated software applications can help in this?  


Maintaining records for use, as and when, has been in practice right from the ancient times. Initially people were required to keep record of their possession so that governing body could take tax from them. Government and traders kept records to plan their activities better. With the industrialization, it became necessary for industry owners and managers to keep records of inventory and accounts. Management needed more information for internal decisions. Investors, on the other hand, needed information about the organizations, its soundness, and health. In spite of the technological developments, there is an ever-increasing demand for more and more information. 

Information and Information Technology have become a strategic necessity. The business environment has become much more competitive. It has become mandatory on the part of the organizations to make full use of information with the help of technology to service. In an organization, information and technology exist in the form of an information system. Whenever, an external or internal demand is anticipated or felt by the organization, information system (IS) helps the organization to plan critical response activities. The individuals are supported by IS to fulfill their roles. The organizations use IS to track consumer behavior. With the availability of technology, even in the form of hand held smart devices, it has become possible to disseminate information at any time in case organization has IS in place. The organization may take proactive measures rather than firefighting measures based on the information provided.

Typical scenario in an organization is closer to what is shown below in Figure 6.1




At Level I is the owner i.e. Chief of the organization or top level management, Level II has middle management, Level III is lower level management and at level IV are the workers. With increased size of organization, the volume of data generated within the organization also increased and IS became a necessity for rational decisionmaking by providing information at all levels by extracting from the pile of data. 

An Information System is developed to assist management in problem specific decision-making. IS development and deployment project may succeed or it may fail. A project is a success if it is completed within time and budget and delivers all as decided in beginning. It must meet needs of its users and organization. Over a period of time, the following main success and failure factors have been identified. These days integrated software modules are available which are required to be customized to have the software in place. The software, so customized, may be either installed in inhouse serves or on cloud servers. In cloud servers and storage, organization does not need to have servers and storage in its premises. Access to the IS is through internet hence only computer/laptop/smart devices are required to use the IS. There are many factors that contribute to the success of a project. They are detailed below.

1. The project scope should be stable and well understood. If the scope of the project changes during the development or customization of the software, the project is likely to suffer in terms of quality, schedule and budget overrun. 
2. An MIS project that aims at re-engineering the business processes of an organization faces major challenge. Such projects are high-risk but at the same time have high potential for major benefits. 
3. The technology development platform and development language exposure are other critical factors. Sometimes, the technology may be new and the team may have difficulty using the technology. The platform and language newness may also create trouble for the team. 
4. Support from the management is vital for the success of the project. If management looses interest in the project, budget may be cut, key people may be moved to another project or the moral support required by the team may become non-existent. 
5. The objective of MIS must be in tune with the objective of the organization. For instance, objective of an organization is to cut cost. An MIS that aims to handle financial transactions of the company is not in tune with the company’s objective. 
6. The system should be user friendly and the response time should be reasonable so that the user feels good to work on the system. User should never be over-powered by the system. 
7. MIS should be developed with a clear objective that must be documented before the development commences. The objective must be identified with the help of all stakeholders. The system analyst must interview concerned people to establish their needs. Inputs should be consolidated and presentation should be made in front of stakeholders and the development team. This should go till the user requirements are fully covered and understood i.e. till the objective becomes clear. 
8. An important aspect of an MIS is data. Data policy such as what data will be included, who will provide the data, who will validate the data, who will integrate the data and how will the data retire should be clearly stated. These seemingly trivial issues can turn a success into a failure. 
9. A quality control plan must be in place to ensure quality of specification and quality of conformance. If required, a third party may be engaged for this purpose. 
10. The concerned people should be adequately trained on the new system. This skill development process should go on periodically to overcome gaps due to shifting of human resources or because of changes made in IS. 
11. The system should be properly and explicitly documented so that attrition does not affect the project or MIS adversely.

Integrated software packages help in real business growth. Seeing the wide spread availability of such solutions from IT solution providers, companies today put on priority to integrate their diverse business processes to simplify operations for faster decision-making. Companies realise that if they have to survive and grow, they have to use tools that can provide quicker and useful information and cut costs to increase efficiency. IT has given businesses a chance to generate information in real-time and thus grab opportunities that were non-existent or unseen earlier. With the development of cuttingedge technology, we have seen evolution of many systems that has adapted market demands. IT is readily providing business solutions now. Even complete project undertaken by a company can be very well managed and monitored today using Project Management Systems (PMS). They are designed to assist project managers and their teams organize the step-bystep process of a project, identify priorities, and monitor project tasks, costs, contacts, deadlines and staff. Complex projects that require staff, team coordination, budgets and so on can be difficult to manage without the use of project management software. Similarly, Business Intelligence (BI) tools are also available for analytical study for making the business more and more successful.

The integrated software solutions provide a platform to integrate all processes in an organization enabling it to plan, trace and see its 4-m resources (materials, machines, men and money) in the best possible ways to service customers and reduce costs. If you want that your Business should survive with low overheads and still run efficiently then you have no choice Integrated Applications but to opt for IT solutions.

Today, a typical business solution is an integration of ERP, BPR, SCM, CRM, BI, and PMS. While ERP can take care of functions like accounts production planning, payroll and marketing etc., BPR can be used simultaneously to cut-down on all non-value added business processes and paperwork. These systems are the enablers of change in the business for better. With the help of these systems your business can compete better. These systems, combined with the web, help you to reach your customers most cost-effectively. There would be no cost incurred on travel and communication and no cost incurred on setting up offices and employees. The Cloud services available with almost all big players in the market have made the task of maintaining integrated system much more simpler as compared to yesteryears.

E-Business generations are well explained with a pictorial representation in the Figure 8.1 . By this you would be able to appreciate why we are talking about integrations and business solutions and what place it has in the present world. It can be seen that 4th generations business solutions are using web to integrate all systems. ERP is used in a broader term here. In fact the term ERP is the synonym for integration of all the software catering to various business processes in organizations. Worldwide this term i.e. ERP is used now for the total integration of business processes. The software modules, BPR for reengineering the business processes and PMS for project monitoring are used too for the respective tasks. Similarly BI is used as the analytical tool for estimating and forecasting supports for the business based on primary data (at the organization location) and secondary data available through web for the analysis and inferences.

Here you should be clear that e-business is similar to e-commerce but it is more than just a simple act of buying and selling services or goods online. In fact, it is the method of utilizing digital information and advanced communication technologies to streamline different business processes – from the initial to implementation phase. E-commerce is just a part of e-business.
 

Question No. 1 - MMPC-008 - Information System for Managers - MBA and MBA (Banking & Finance)

Solutions to Assignments

                            MBA and MBA (Banking & Finance)

MMPC-008 - Information System for Managers

MMPC-008/TMA/JAN/2022

Question No. 1. “The IT has been used in every business and for every function of a business.” Do you agree? Give reasons for your answer. Also explain application of IT in business.

Information Technology (IT) has become a strategic necessity. Unless we believe in IT and act on it, there is every chance of becoming a footnote in the annals of History. IT has become a vital component of successful businesses and organizations. Managers are expected to identify opportunities to implement Information System (IS) to improve the business processes. Managers are also required to lead IS projects in IT.

Information Technology has become a major facilitator of business activities. It is also a catalyst of fundamental changes in the structure, operations and management of organizations. 
IT can be used to: 
1. Perform high-speed, high-volume, numeric computations. 
2. Provide fast, accurate and inexpensive communication within and between organizations. 
3. Store huge amounts of data in an easy-to-access yet small space and allow quick and easy access. 
4. Automate business processes and manually done tasks. 
5. Analyse big volume of data available through internet for decision making. 

IT has been used for improving productivity, reducing cost, enhancing decision making process, enhancing customer relationships, and developing new strategic applications. The business paradigm has completely shifted from being sellers market to buyers market. Customers have become the focal point of any business. The business environment is no more as stable as it used to be and has become much more competitive. It became mandatory on the part of the organizations to make full use of IT to survive. IT has become one of the standard components of an organization. 

Information is the finished product for which data is the raw material. The dictionary defines information as processed data, which is used to trigger certain actions or gain understanding of what the data implies.
Information has also been defined as data that have been put into a meaningful and useful context and communicated to a recipient who uses it to make decisions. Information involves the communication and reception of intelligence or knowledge. It apprises and notifies; surprises and stimulates, reduces uncertainty, reveals additional alternatives or helps eliminate irrelevant or poor ones, and influences individuals and stimulates them to action. 
The information must be received by the recipient within the required time frame and the information must be free from errors. The technology plays an important role in delivering timely and error free information to its recipients. Technology includes hardware, software, databases, and communication system. Hardware is a set of devices such as processor, monitors, keyboard, and printer that accept data, process them, and display them. Software is a set of programs that enable the hardware to process data. Database is also an integral part of IT system, which is a collection of related files, tables, relation etc. that stores data and the association among them. Network connects computing resources of an organization and facilitates sharing of hardware and software. 
The organization processes and people are integral part of an IT System. Now we know what information is and what technology is. With this, we are ready for a definition of IT.

The impact of IT on a business has been tremendous. One of the advantages of IT systems for a business is the cost-performance ratio, which is better in case of computers. The labor cost increases every year but the cost of computer does not increase. A better and more powerful computer can be bought for the same price after a year. It is better to use computers for routine jobs as far as possible. The IT has been used in every business and for every function of a business. Some of the applications are as follows.

  • Finance and accounting - IT has been used for forecasting revenues, determining the best sources and uses of funds and managing cash and other financial resources. IT has also been used to analyze investments and perform audits. 
  • Sales and marketing - IT has been used to develop new services, which may not exist without IT. IT has helped management of various organizations to determine the best location for production and distribution facilities. The operational data has been analyzed using IT to determine the best advertising and sales approaches. The product prices have been set using IT to get the highest total revenues. In other words, IT has been used for product analysis and price analysis. 
  • Manufacturing - IT has been extensively used for processing customer orders, controlling inventory levels, developing production schedules and for monitoring product quality. A whole new discipline- Computer Aided Design and Computer Aided Manufacturing has evolved due to application of IT to design and manufacturing. The manufacturing is not what is used to be due to the use of computers, Computer Integrated Manufacturing (CIM) dominates the manufacturing sector. Use of robots is increasing not only in manufacturing plants but also in other sectors such as healthcare, laboratories, defense sector etc. 
  • Human Resource Management - Companies are using IT systems for screening applicants and conducting various tests. 
  • Project Management - A range of software packages are available in the market for managing projects. These software products let the management set the schedules, milestones, facilitate communication among group members, and monitor the project progress. These products help in document and report preparation. 
  • Data Analysis- Investment firms heavily use information systems to analyze stocks, bonds and options to provide better service to their clients. With the internet connectivity this application is high in demand even by other firms dealing with large data.

MMPC-008 - Information System for Managers - MBA and MBA (Banking & Finance)

Solutions to Assignments

                            MBA and MBA (Banking & Finance)

MMPC-008 - Information System for Managers

MMPC-008/TMA/JAN/2022

Note: Attempt all the questions and submit this assignment to the coordinator of your study centre. Last date of submission for Jan 2022 Session is 30th April 2022 and for July 2022 Session is 31st October 2022. 

Question No. 1. “The IT has been used in every business and for every function of a business.” Do you agree? Give reasons for your answer. Also explain application of IT in business.     CLICK HERE

Question No. 2. What are the technology related challenges that are invisible to your organization? Highlight the pitfalls? How integrated software applications can help in this?      CLICK HERE

Question No. 3. “The goal of the information system life cycle is to keep the project under control and assure that the system produced satisfies the requirements.” Explain, in view of the statement, the phases of system development life cycle.      CLICK HERE

Question No. 4. “Artificial intelligence is employed in virtually every branch of science today.” Explain, in the view of the statement, the application of artificial intelligence.      CLICK HERE

Question No. 5. Write the short note on any three of the following:- 
(a) Smart Devices 
(b) Transaction Processing System 
(c) Features of Visual Basic (VB.Net) 
(d) Data Warehousing                 CLICK HERE

Question No. 1 - MMPC 002 - Human Resources Management - MBA and MBA (Banking & Finance)

Solutions to Assignments

                            MBA and MBA (Banking & Finance)

MMPC 002 - Human Resources Management

MMPC-002/TMA/JULY/2022


Question No. 1. How did the concept of human resource management emerge? By explaining the functions of HRM describe the various perspectives of human resource management briefly. 


HRM has evolved from the Personnel Management (which was the earstwhile management system to manage employees). Going back to the roots of evolution of personnel management the contributions of Psychologists and management experts such as Elton Mayo, F.W. Taylor and Robert Owen play a significant role.Elton Mayo was the founder of the human relations movement in the 1920s. In the famous Howthorne study, he measured the relationship between productivity and the work environment. He emphasized the influence of human relations on worker productivity. Similarly, Robert Owen is considered to be the creator and initiator of reforms introduced for workers. He introduced the principle of 8 hours work per day‘ . Owen recognised the importance of improving working conditions in the workplace and its impact on worker productivity and efficiency. Also worth mentioning is the contribution of Frederick W. Taylor. Taylor has developed a differentiated compensation system that rewards employees with higher performance levels , that are still used in the company. He promoted Scientific Management through fours principles: 
1. Evaluate a task by dissecting its components; 
2. Select employees that had appropriate skills for a task; 
3. Provide workers with inventives and training to do a task; and 
4. Use science to plan how workers perform their jobs. 

HRM essentially emphasizes and incorporates those expectations which are not being fulfilled through the traditional personnel management. However, few management scholars have opened HRM as ―old bottle with a new label‖ (Armstrong, 2020). It integrates in a meaningful way the numerous subsystems like performance appraisal, career development, organizational development, rewards management, employee relations etc.

HRM and its evolution in India 

The history of HRM in India dates back to the early 1980s when Mr. Udai pareek and Mr. T.V. Rao championed the cause of the HRM movement. The early adopters of the HRM movement include public sector enterprises such as Bharat Heavy Electricals Limited (BHEL), State Bank of India, etc. Initially, Indian organizations used to have an industrial relations (IR) department, which was subsequently re-christened ad the personnel & IR department, with the welfare department as one of its sub-departments. The personnel department predominantly suited the blue-collar employees since their general awareness and educational levels were low and the approach was more of administrative nature. The growing importance of the service sector in the Indian economy has also highlighted the importance of change in approach by the personnel and administrative departments. The profile of an employee in the new scenario has the following features. 

- Employees are mostly in their mid-twenties or early thirties.
- All employees are educated and their level of general awareness is high.
- Employees are more committed to the profession than to the organization. 
- The rates of attrition and the level of mobility of employees among the organizations are high. 

The organizations have to compete for scarce resources, the most important among them being the human resources, more so in the case of the service sector. This has called for the radical transformation of personnel and administrative departments into human resource departments to reflect the human facet of organizations. A glance at the structure of various Indian organizations indicates that the majority of the organizations have rechristened their personnel and administrative department as human resource development (HRD) departments. However, this transformation into the HRM mode is at various stages in different organizations. The progressive players and market leaders, especially in the IT and service sectors, have fully adopted this approach while other players are in the process of adoption.

The transformed HR department performs the following functions: 
  • Participating in the strategizing sessions of business policy 
  • Preparing the HR strategies in coordination with the corporate strategies 
  • Implementing the various HR policies and practices including HR planning, recruitment and induction, compensation structuring, career planning, competence mapping, performance management, etc. 

Overall, the HR department has outgrown its mere functional role and has come to assume the responsibility of building the brand for all company to attract the best available talent in the market and also to retain the existing talent. This helps in reducing the recruitment cost and the replacement cost apart from reducing the attrition rates, which helps the organization to complete its projects in time.

FUNCTIONS OF HRM

HRM plays the centre stage role in an organisation to meet the challenges of a dynamic and competitive environment. Due to the changes in the business environment, the work, workplaces and demographics HR managers need to reconfigure their roles. However, in general the HRM functions are broadly of two categories: Managerial and Operational.


I. Managerial Functions
Managerial functions of human resource management involve planning, organising, directing and controlling.All these functions influence the operative functions. 

A) Planning: It is a predetermined course of action. Planning pertains to formulating strategies of programmes and changes in advance that will contribute to the organisational goals. In other words, it involves planning of human resources, requirements, recruitment, selection, training etc. It also involves forecasting of HR needs, changing values, attitudes and behaviour of employees and their impact on the organisation. 
B) Organising: Organising is essential to carry out the determined course of action. In the words of J.C. Massie, an organisation is a “structure and a process by which a co-operative group of human beings allocates its task among its members, identifies relationships and integrates its activities towards a common objective.” Thus, an organisation establishes relationships among the employees so that they can collectively contribute to the attainment of company goals. 
C) Directing: The next logical function after completing planning and organising is the execution of the plan. The willing and effective cooperation of employees for the attainment of organisational goals is possible through proper direction. Tapping the maximum potentialities of the people is possible through motivation and command. Co-ordination deals with the task of blending efforts in order to ensure successful attainment of an objective. 
D) Controlling: Controlling involves checking, verifying and comparing of the actuals with the plans, identification of deviations if any and correcting of identified deviations. Thus, action and operation are adjusted to pre-determined plans and standards through control. Auditing training programmes, analysing labour turnover records, directing morale surveys, conducting separate interviews are some of the means for controlling the HRM function and making it effective. 

II. Operative Functions 
The operative functions of human resources management are related to specific activities of managing employees, viz., employment, development, compensation and relations. All these functions are interacted with managerial functions. There are five major operative functions that HR managers carry out. 

With the changing business scenario these are emerging functions which HR managers carry out. All these functions will be dealt in detail in the subsequent blocks of the course, however an essence is presented in the following paragraphs.

1. HR Resourcing: It is the first operative function of Human Resources Management (HRM). It is concerned with employing the people possessing the required kind and level of human resources necessary to achieve the organisational objectives. It covers functions such as job analysis, human resources planning, recruitment, selection, placement, induction and orientation.
i) Job Analysis: It is the process of study and collection of information relating to the operations and responsibilities of a specific job. It includes: 
  • Collection of data, information, facts and ideas relating to various aspects of jobs including men, machines and materials.
  • Preparation of job description, job specifications, job requirements and employee specifications which will help in identifying the nature, levels and quantum of human resources.
  • Providing the guides, plans and basis for job design and for all operative functions of HRM. 
ii) Human Resources Planning: It is a process for determination and assuring that the organisation will have an adequate number of qualified persons, available at proper times, performing jobs which would meet the needs of the organisation and which would provide satisfaction for the individuals involved. It involves: 
  • Estimation of present and future requirements and supply of human resources based on objectives and long range plans of the organisation. 
  • Calculation of net human resources requirements based on present inventory of human resources. 
  • Taking steps to mould, change and develop the strength of existing employees in the organisation so as to meet the future human resources requirements. 
  • Preparation of action programmes to get the rest of human resources from outside the organisation and to develop the human resources in terms of existing employees. 
iii) Recruitment: It is the process of searching for prospective employees and stimulating them to apply for jobs in an organisation. It deals with:
  • Identification of existing sources of applicants and developing them. 
  • Creation/identification of new sources of applicants. 
  • Stimulating the candidates to apply for jobs in the organisation. 
  • Striking a balance between internal and external sources. 
iv) Selection: It is the process of ascertaining the qualifications, experiences, skills, knowledge etc., of an applicant with a view to appraising his/her suitability to a job. This function includes: Framing and developing application blanks. 
  • Creating and developing valid and reliable testing techniques. 
  • Formulating interviewing techniques. 
  • Checking of references. 
  • Setting up a medical examination policy and procedure. 
  • Line manager‟s decision. 
  • Sending letters of appointment and rejection. 
  • Employing the selected candidates who report for duty. 
v) Placement: It is the process of assigning the selected candidate with the most suitable job in terms of job requirements. It is matching of employee specifications with job requirements. This function includes: 
  • Counselling the functional managers regarding placement. 
  • Conducting follow-up study, appraising employee performance in order to determine employee adjustment with the job. 
  • Correcting misplacements, if any. 
vi) Induction and Orientation: Induction and orientation are the techniques by which a new employee is rehabilitated in the changed surrounding and introduced to the practices, policies, purposes and people etc., of the organisation. 
  • Acquaint the employee with the company philosophy, objectives, policies, career planning and development, opportunities, product, market share, social and community standing, company history, culture etc. 
  • Introduce the employee to the people with whom he has to work such as peers, supervisors and subordinates. 
  • Mould the employes attitude by orienting him to the new working and social environment. 
2. Performance and Development: It is the process of improving, moulding and changing the skills, knowledge, creative ability, aptitude, attitude, values, commitment etc., based on present and future job and organisational requirements.
i) Performance Appraisal: It is the systematic evaluation of individuals with respect to their performance on the job and their potential for development. It includes: 
  • Developing policies, procedures and techniques. 
  • Helping the functional managers. 
  • Reviewing of reports and consolidation of reports.
  • Evaluating the effectiveness of various programmes. 
ii) Training: It is the process of imparting to the employees technical and operating skills and knowledge. It includes: 
  • Identification of training needs of the individuals and the company. 
  • Developing suitable training programmes.
  • Helping and advising line management in the conduct of training programmes. 
  • Imparting of requisite job skills and knowledge to employees. 
  • Evaluating the effectiveness of training programmes. 
iii) Management Development: It is the process of designing and conducting suitable executive development programmes so as to develop the managerial and human relations skill of employees. It includes: 
  • Identification of the areas in which management development is needed. 
  • Conducting development programmes. 
  • Motivating the executives. 
  • Designing special development programmes for promotions. 
  • Using the services of specialists, and/or utilising of the institutional executive development programmes. 
  • Evaluating the effectiveness of executive development programmes. 

iv) Career Planning and Development: It is the planning of one‟s career and implementation of career plans by means of education, training, job search and acquisition of work experiences. It includes internal and external mobility.

v) Internal Mobility: It includes vertical and horizontal movement of an employee within an organisation. It consists of transfer, promotion and demotion. 

vi) Transfer: It is the process of placing employees in the same level jobs where they can be utilised more effectively in consistence with their potentialities and needs of the employees and the organisation. It also deals with: 
 Developing transfer policies and procedures. 
 Guiding employees and line management on transfers. 
 Evaluating the execution of transfer policies and procedures. 

vii) Promotion: It deals with upward reassignment given to an employee in the organisation to occupy higher position which commands better status and/or pay keeping in view the human resources of the employees and the job requirements. This function covers. 
 Formulating of equitable, fair and consistent promotion policies and procedures. 
 Advising line management and employees on matters relating to promotions. 
 Evaluating the execution of promotion policies and procedures.

viii) Demotion: It deals with downward reassignment to an employee in the organisation. 
 Develop equitable, fair and consistent demotion policies and procedures. 
 Advising line managers on matters relating to demotions. 
 Oversee the implementations of demotion policies and procedures. 

ix) Retention and Retrenchment Management: Employers prefer to retain more talented employees while they retrench less talented employees. Employers modify existing human resource strategies and craft new strategies in order to pay more salaries, provide more benefits and create high quality of work life to retain the best employees. And managements pay less to the less talented employees and plan to retrench the misfits as well as unwanted employees depending upon the negetive business trends. 

x) Change and Organisation Development: Change implies the creation of imbalances in the existing pattern or situation. Organisation development is a planned process designed to improve organisational effectiveness and health through modifications in individual and group behaviour, culture and systems of the organisation using knowledge and technology of applied behavioural sciences.

C. Compensation Management: 
It is the process of providing adequate, equitable and fair remuneration to the employees. It includes job evaluation, wage and salary administration, incentives, bonus, fringe benefits, social security measures etc. 
i) Job Evaluation: It is the process of determining relative worth of jobs. 
- Select suitable job evaluation techniques
- Classify jobs into various categories. 
- Determining relative value of jobs in various categories.

ii) Wage and Salary Administration: This is the process of developing and operating a suitable wage and salary programme. It covers: 
 Conducting wage and salary survey. 
 Determining wage and salary rates based on various factors. 
 Administering wage and salary programmes. 
 Evaluating its effectiveness. 

iii) Incentives: It is the process of formulating, administering and reviewing the schemes of financial incentives in addition to regular payment of wages and salary. It includes: 
 Formulating incentive payment schemes. 
 Helping functional managers on the operation. 
 Review them periodically to evaluate effectiveness. 

iv) Bonus: It includes payment of statutory bonus according to the Payment of Bonus Act, 1965 and its latest amendments. 

v) Fringe Benefits: These are the various benefits at the fringe of the wage. Management provides these benefits to motivate the employees and to meet their life‟s contingencies.

vi) Social Security Measures: Managements provide social security to their employees in addition to the fringe benefits. These measures include: 
 Workmen‟s compensation to those workers (or their dependents) who involve in accidents. 
 Maternity benefits to women employees. 
 Sickness benefits and medical benefits. 
 Disablement benefits/allowance. 

D. Integration: 
Practicing various human resources policies and programmes like employment, development, compensation and interaction among employees create a sense of relationship between the individual worker and management, among workers and trade unions and the management. It is the process of interaction among human beings. Human relations is an area of management in integrating people into work situations in a way that motivates them to work together productively, co-operatively and with economic, psychological and social satisfaction. It includes:
  • Employee engagement 
  • Understanding and applying the models of perception, personality, learning, intra- and inter-personal relations, intra- and inter-group relations. 
  • Motivating the employees.
  • Boosting employee morale. 
  • Developing the communication skills. 
  • Developing the leadership skills. 
  • Grievance redressal 
  • Handling disciplinary cases by means of an established disciplinary procedure. 
  • Counseling the employees in solving their personal, family and work problems and releasing their stress, strain and tensions. 
  • Providing a comfortable work environment by reducing fatigue, monotony, boredom and industrial accidents. 
  • Improving quality of work life of employees through participation and other means. 
E. Employee Relations: 
The term "industrial relations‟ refers to the study of relations among employees, employers, government and trade unions. Industrial relations include: 
 Trade unionism 
 Collective bargaining 
 Industrial conflicts 
 Workers‟ participation in management

Emerging Functions in HRM: Apart from the above mentioned functions of HRM, these are some emerging functions. Human Resources Management has been advancing at a fast rate. The recent trends in HRM include:
 Strategic HRM 
 Ethics and HRM 
 HR accounting, audit and research and 
 International HRM 
 HR outsourcing 

Wednesday, 14 September 2022

MMPC 002 - Human Resources Management - MBA and MBA (Banking & Finance)

Solutions to Assignments

                            MBA and MBA (Banking & Finance)

MMPC 002 - Human Resources Management

MMPC-002/TMA/JULY/2022

Note: Attempt all the questions and submit this assignment to the coordinator of your study centre. Last date of submission for July 2022 session is 31st October, 2022 and for January 2023 session is 30th April, 2023. 

Question No. 1. How did the concept of human resource management emerge? By explaining the functions of HRM describe the various perspectives of human resource management briefly.  
                                                                                CLICK HERE

Question No. 2. How do job analysis and job design address the problems of the HR planning process? Is Outsourcing an effective method of recruitment and selection? Briefly explain your views.                                                                                                    CLICK HERE

Question No. 3. Explain the importance of job analysis, job design, socialization and mobility in Human resource planning citing relevant examples.           CLICK HERE

Question No. 4. Why training, mentoring, compensation and reward management of an organization ensures effective human resource development? Explain with the help of recent trends in the corporate world.                                                                        CLICK HERE

Question No. 5. What is career development? Explain the process of career development citing examples.                                                                   CLICK HERE

All Questions - MCO-23 - Strategic Management - Masters of Commerce (Mcom) - Second Semester 2025

                     IGNOU ASSIGNMENT SOLUTIONS          MASTER OF COMMERCE (MCOM - SEMESTER 2)                              MCO-23-  Strate...