Case Analysis/Scenario

Analyze and prepare a critique of the following situation:

Mary has worked for Bob for two years. About 6 months ago, Bob asked Mary out to dinner. They had a good time together and agreed that they had some real interests in common outside of work. The pair dated for two months. Mary initially liked Bob, but he was beginning to get annoying. He called her all the time, was very pushy about her seeing him, and wanted to control all aspects of her life; both at work and at home. Mary decided to call it off. 

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When she told Bob that she did not want to see him personally anymore, he went crazy on her. He told her she would be sorry and that he would see to it that she regretted it. Bob began to make life miserable for Mary at work. She suddenly started to get poor performance evaluations after two years of exemplary reviews. Even the managers above Bob were beginning to make comments about her poor attitude. Mary decided it was time to act. She was worried she would be fired, all because Bob wanted her to continue to date him. She loved her job and knew she did quality work. She made an appointment with the HR manager.

Using the Civil Rights Acts of 1964 and 1991, discuss the type of sexual harassment Mary thinks she is experiencing. What are the obligations of the HR manager once Mary reports this? Discuss the likelihood that Bob would be found guilty of sexually harassing Mary. If the HR manager investigates and finds Mary is telling the truth, what should s/he do to handle the situation so that the company is not found complicit by the EEOC if further complaint is made? If found in Mary's favor, what options does the HR manager have to remedy the situation?

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Human Resource Forecasting Assignment

Human Resource Forecasting Assignment 

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Table 1                     Turnover
Employee Category | Year 1 | Year 2 | Year 3 |
Old Branch Supervisor | 40 | 40 | 40 |
Old Branch Tellers | 150 | 150 | 150 |
Main Office | 80 | 80 | 80 |
New Branch Supervisor | 4 | 13 | 24 |
New Branch Tellers | 15 | 48 | 90 |
Total | 289 | 331 | 384 |

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Table 1 shows the Turnover of National Bank of Pakistan in three years. In 1st ,2nd   and 3rd   year old Branch supervisor are 40, Old branch Tellers in 1st ,2nd   and 3rd   year are 150, Main office are 80 in all three years, new branch supervisor are 4 in 1st year , 13 in 2nd and 24 in the 3rd year, while New branch teller in 1st year is 15, 48 in 2nd year while 90 in the 3rd year . Total turnover in 1st year is 289, 331 in 2nd year and 384 in 3rd year. This table shows that 2nd year total turnover is > than 1st year and 3rd year total turnover is > than 1st and 2nd both. This shows that the nation bank of Pakistan has lack of facilities, reputation of bank is not well and employee satisfaction is very low because due to increase in turnover ratio. 
Table 2 Number of Employees to be hired
Employee Category | Year 1 | Year 2 | Year 3 |
Old Branch Supervisor | 40 | 40 | 40 |
Old Branch Tellers | 110 | 110 | 110 |
Main Office | 80 | 80 | 80 |
New Branch Supervisor | 44 | 61 | 88 |
New Branch Tellers | 115 | 168 | 250 |
Total | 389 | 459 | 568 |

Table 2 shows the no of employees hired by the National Bank of Pakistan in three years. In 1st ,2nd   and 3rd   year old Branch supervisor are 40, Old branch Tellers in 1st ,2nd   and 3rd   year are 110, Main office are 80 in all three years, new branch supervisor are 44 in 1st year , 61 in 2nd and 88 in the 3rd year while New branch teller in 1st year is 115, 168 in 2nd year and 250 in the 3rd year . Total number of employees hired...

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Human Resource Forecasting Assignment

Fall-2013

Master of Business Administration - MBA Semester 1

MB0043–Human Resource Management-4 Credits

(Book ID: B1626)

Assignment (60 Marks)

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Note: Answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme. Each Question carries 10 marks 6 X 10=60.

Q1. The success of HR plans depends on the accuracy of HR forecasts. What is the meaning of this HR forecasting? Describe the following HR forecasting techniques: (a) Index/ Trend analysis and (b) Expert forecasting.

Answer. Human resources forecasting involves projecting labor needs and the effects they’ll have on a business. An HR department forecasts both short- and long-term staffing needs based on projected sales, office growth, attrition and other factors that affect a company’s need for labor. In addition to forecasting the number and type of workers you’ll need, HR planning includes analyzing the various costs and administrative work that go along with adding workers or downsizing.

Q2. Write a brief note on: (i) Selection test and (ii) Interviews.

Answer. (i) Various Selection tests:

Achievement or Performance test: - These tests measure the applicants’ ability to do the work. Applicants is simply asked to demonstrate his ability like typing test for the job of typist of making Programme in particular computer language for the job of software development.

Intelligence test/ Aptitude test: - This test tries to measure the intelligence of the applicant. It includes verbal comprehension,

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Q3. What do you mean by management development? What are its objectives and methods?

Answer. Management development is the process by which managers learn and improve their management skills. Most management development does not involve outside classes. Management development is the overall concept that describes the many ways that organizations help employees develop their personal and organizational skills, either as managers in a management job or with an eventual

Q4. Suppose you have joined as HR executive in a software company. The first task you have been assigned is to work on Career planning. What are the various career programs will you consider?

Answer. Career Programs are educational programs that combine related courses with a work component within a particular career sector. They are designed to address the goal of transition to the workplace or further education and training. Career Programs enhance the goal of career development which is one of the three goals of

Q5. Define performance review. What are the types of appraisal methods? Describe the ways to evaluate an employee individually.

Answer. Performance Appraisals is the assessment of individual’s performance in a systematic way. It is a developmental tool used for all round development of the employee and the organization. The performance is measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility and health. Assessment should be

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Q6. Many organisations maintain a disciplinary policy or system to regulate the behaviour of the employees and deal with acts of indiscipline. Describe such various disciplinary action – penalties in business organisations.

Answer. Listing:

1. Not warning the employee at the outset of the possible consequences of the disciplinary action.

2. Not setting out the nature of the accusations clearly to the employee.

3. Not furnishing the employee with relevant evidence against him or her.

4. Not operating a system of warnings where appropriate.

5. Not allowing the employee to be accompanied

Employee Compensation and Benefits Package

This

assignment consists of two (2) sections: a narrative and a PowerPoint

presentation. You must submit two (2)

sections for the completion of this assignment. Label each file name

according to the section of the assignment it is written for.

Imagine

that you have just been hired by a new company as the director of the HR department.

You have been tasked to hire a new secretary for the department and to develop

an employee compensation and benefits package that will be used for that

position upon hire. Develop a PowerPoint presentation to present this

information to your Vice President. Go to the Bureau of Labor Statistics’ (BLS)

Website, located at www.bls.gov, for

information regarding organizations and pay in your geographical area.  

Section 1: Narrative

Write a two to three (2-3) page paper in which you:

1.    Choose the type of organization for which you are designing the package.

2.    Develop an employee compensation and benefits package for this new position. Support your ideas for the compensation/benefits package.

3.    Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

Section1 of your assignment must follow these formatting requirements:

Be typed, double

     spaced, using Times New Roman font (size 12), with one-inch margins on all

     sides; citations and references must follow APA or school-specific format.

     Check with your professor for any additional instructions.

 Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

Section 2:Presentation

Create a twenty (20) slide PowerPoint presentation in which you:

4.    Provide an overview of the employee compensation and benefits package that you developed in the narrative portion of this assignment.

5.    Determine if the employee will be exempt or nonexempt and discuss how overtime will be handled.

6.    Suggest other benefits that might be considered within the next few months to enhance employee performance and provide job motivation.

 

7.    Provide information on how government regulations will influence the compensation.

8.    Examine data from two (2) organizations listed in the BLS Website with packages similar to yours, focusing on salary, compensation, and benefits in order to convince upper management that your package should be accepted and implemented.

 Describe how the competitive compensation and benefits package will align with the HRM  strategy.

The specific course learning outcomes associated with this assignment are:

 Design training  and development systems to improve employee performance.

 Develop  competitive compensation and benefits packages that align with HRM

     strategy.

 Use technology and information resources to research issues in strategic human resource development. 

 Write clearly and concisely about strategic human resource development using proper  writing mechanics.

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