96846-144050 - Deeksha .- Dec 25, 2020 619 PM - CLass Log

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Class Log Course – Human Resource Management Subject - Human Resources and Entrepreneurship Stu Name – Deeksha . Stu. Id A00104743 Submitted to Prof. Jehanzaib Chughtaee Entrepreneur An entrepreneur is an individual who creates a new business, bearing most of the risks and enjoying most of the rewards. The entrepreneur is commonly seen as an innovator, a source of new ideas, goods, services, and business/or procedures. Entrepreneurship The meaning of entrepreneurship involves an entrepreneur who takes action to make a change in the world. Whether startup entrepreneurs solve a problem that many struggle with each day, bring people together in a way no one has before, or build something revolutionary that advances society, they all have one thing in common: action. For example Sharanpreet Singh is a Indian Boy. He was studying in Agra in 2013. When he came back to home city Hoshiarpur his family was suffering from financial problems. He starts selling Street food in city market. Then he started selling burger with different idea oil free and low fat burger. Customers start liking his burger.

He had now more customers than before. His business start growing. He stared as a innovative entrepreneur, Now he is running his business near by many cities. Everybody knows him with name Burger Chachu. Functions of HRM 1. Procurement of Human Resource / Employment 2. Employee Compensation 3. Development of Human Resource 4. Developing Healthy Human Relations 5. Integration of Conflicting Interest 6. Safety and Health of Employees 7. Stability and Optimum Utilization of Employees 8. Personnel Research, Audit and Records 9. Motivation 10. Union-Management Relationship 11. Integration Function 12. Maintenance Function 13. Ascertaining the Effectiveness of HR Management

Marketing The HR department primarily serves the company’s employees. Due to the connection with employees, the department can share the brand messaging created in marketing with employees through training sessions, evaluations, and employee orientations. Through the collaboration with HR, brand messaging can spread throughout the company through internal communication. Employees can become brand ambassadors which then strengthens the marketing department’s mission of spreading the brand message to consumers. For HR Due to the marketing team’s connections with consumers, they can help promote the values and mission if the company. Through this promotion, they can help attract potential employees . Marketing can also help the HR department and other employees adapt communication methods and styles as marketing employees have experience in communicating with consumers. If you do not already have a structure of collaboration in place, it might take some work at the start, but it can become more streamlined as time goes on. There are a few things that companies need to start doing to benefit from the consumerization of HR. Advantages and disadvantages of technology in hrm It has been conventionally proved that Information and Communication Technology (ICT), such as the Internet, mobile communication, new media, and such in HR can greatly contribute to the fulfillment of personnel policies of the organization. Technological advancement can have a huge impact on the HR department of an organization. It allows the company to improve its internal processes, core competencies, relevant markets and organizational structure as a whole.

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Information Technology may have a greater impact on organizations that exist in a dynamic environment. This will lead to greater efficiency and effectiveness of the Human Resources. Hence, utilizing IT application for database management and advances recruitment system will increase the efficiency of the business. Disvantages Poor sleep: Addiction to technology and the always-on work culture are contributing to a societal dearth of sleep. 23 The wakefulness that accompanies engaging in work means we’re less tired during the day, while exposure to blue screen light emitted by mobile devices simultaneously reduces the melatonin required for good sleep. physical disconnection: Technology is having an even more profound negative effect on social well-being. While it can enable us to engage in relationships across distances and time zones, this sometimes comes at the expense of good old-fashioned face-to-face relationships. Anxiety and depression: Information overload is not only distracting, but potentially mentally damaging . We live with a finite amount of time and a limitless well of information and choices, often resulting in a phenomenon called FOMO—fear of missing out. Recruitment Recruitment is the process of actively seeking out, finding and hiring candidates for a specific position or job. The recruitment definition includes the entire hiring process, from inception to the individual recruit’s integration into the company. Importance of Recruitment and Selection In business, organizations are as good as the people they hire and work with day in and day out. An effective and successful recruitment selection process clearly identifies a company’s needs and matches them with the right candidate, who will contribute and fit into the organization both

on paper and in practice. When an organization builds its team with top talented people who are serious about the company and the job, as well as interested in cooperating with others, the overall organization is better set up for growth and success in the marketplace. Internal Hiring Employee Morale Hiring internally is quicker because the candidate is already an employee with the company, and are therefore already familiar with operations and business methods. The training process will be quicker, and the transition will generally be smoother than bringing on a new employee. Trust Companies like to hire from within because the candidate for the position is a known commodity; someone whom the company is already familiar with. They know the person’s strengths and weaknesses, and the candidate has already established relationships with employees in the company. Disadvantages Thinking Within the Box’ Syndrome Hiring an existing employee for a position with more responsibilities can lead to a narrowing of ideas; more of the same. A struggling business that hires from within is less likely to receive the proverbial “shot-in-the-arm” of innovative concepts and ideas that comes with hiring someone outside of the company.

Jealousy Even though there will be less training and need for orientation for an internal candidate, they will have to adjust to new expectations and responsibilities, just like an external candidate would. Internal politics also play a hand, as some fellow employees may not agree with the promotion, creating tension in the office, and hurting overall output. Outside Hiring Fresh Talent Bringing experience from outside the company can be a breath of fresh air, particularly in a struggling business. Hiring an external candidate means access to a larger, more diverse talent pool. Often times, the company only has one or two qualified candidates for an open position, hamstringing them into choosing between two under qualified candidates. Relying on the Unknown When hiring an external candidate, all a company has to judge them is a resume, the interview, and perhaps some examples of work, depending on the type of position. This puts the hiring company at a disadvantage, known commodity also applying for the position. Unhappy Workers

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Announcing to a group of employees that the position has been filled externally can hurt morale just as much as the news of a hiring from within can help it. Knowing that all of their hard work will lead nowhere except a paycheck hurts effectiveness, costing the company money in the long-term, as right now. which process is feasible in your selected industry for project report and why? In our industry Gym For some of the position it is good to choose a candidate from within the organization. Like Assistant manager can play better role for Manager if manager is leaving the job Because he knows every aspect of org. and can better understand the company if his performance was good enough on his position. For some position like senior trainer, we will prefer to hire from external sources. Because nobody feel jealousy from each others and fresh talent can enter into the org. Bona Fide Occupational Requirement Canadian human rights laws help promote equality in the workplace and are an integral part of Canadian society. But, there is a time when a discriminatory employment rule is valid, this exception is called bona fide occupational requirement (BFOR), meaning a requirement that is necessary for the performance of a job. BFOR’s are not preferences. They must be essential to the performance of the task and their absence must be impossible for the employer to accommodate without undue hardship. Reasonable accommodation Reasonable accommodations are adjustments or modifications that enable people with disabilities to perform the essential functions of a job efficiently and productively. In this way,

they are important retention and advancement tools. Reasonable accommodations may also be necessary to assist a person with a disability to apply and interview for a job. Types Job restructuring Modifying work schedules Acquiring or modifying equipment or devices Adjusting or modifying tests and training materials Providing assistive technology or devices  For example, an employee who suffers from arthritis might have worse pain upon waking up in the morning. A reasonable accommodation for this type of disability might be providing a schedule change to allow the employee to come in later. Harassment Harassment is a form of discrimination. It includes any unwanted physical or verbal behaviour that offends or humiliates you. Generally, harassment is a behaviour that persists over time. 1. DISCRIMINATORY 2. PERSONAL 3. PHYSICAL 4. POWER 5. PSYCHOLOGICAL 6. ONLINE

7. RETALIATION 8. SEXUAL 9. QUID PRO QUO 10. THIRD PARTY 11. VERBAL 12. PREVENTION For example a person with physical disability may not get treated the same positive way in which the others are treated. Job Analysis Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. How Job description and job specification should made after job analysis. The information collected under job analysis is : 1. Nature of jobs required in a concern. 2. Nature/ size of organizational structure. 3. Type of people required to fit that structure. 4. The relationship of the job with other jobs in the concern. Preliminary interview: the selection process generally starts with this step where the totally unsuitable applicant is eliminated.

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Receiving applications: after passing the preliminary interview the candidate is asked to fill the standard application form. Screening of applications: after receiving the applications the screening committee screens the applications. mployment test: after getting the interview letter and before going to the interview there is one more step and that is the employment tests. Employment interview: the candidates who qualify the above tests are called for the employment interview. Checking references: before selecting the employ the prospective employee generally look out for the referees given by the candidate. Physical examination: The organizations generally prefer medical examination to be incurred of the person to avoid time and expenditure spend on the medically unfit person. Final selection: after all these steps the candidate is selected finally. 360 Evaluation System 360 degree evaluation forms have already become a trend in most companies that want to use their HR processes strategically. The advantages of using the 360-degree evaluation form are numerous and the correct application of this methodology is fundamental for achieving the best results. The 4 main stages of the 360 degree evaluation form The mere implementation of 360 degree evaluation forms will not have the desired effects. Therefore, it’s necessary to follow some steps, as below: 1- Train and educate members of the company Distributing 360 degree evaluation forms without proper training on how to respond to them can generate many inappropriate responses.

In addition, it’s necessary to show the importance of evaluation. It’s a tool for professional improvement, which engages the workforce in this common goal between company and employee. 2- Application of the 360 degree evaluation form Ideally, this should be done through online platforms such as SurveyMonkey , Google Forms or Mind Miners , among others. 3- Analysis of Results Once tabulated or analyzed by the online search tools, individual results can only be disclosed to the interested party and their immediate superior. Of course, no employee will be able to know how another person individually evaluated them. They will only have access to general data and statistical results. 4- Feedback and improvement plan The final objective of the 360 degree evaluation form is now reached: to draw up an improvement plan, in agreement between managers, and evaluated, through an individual meeting of feedback and action planning. In this way, you must weigh both personal and organizational objectives so that you define practical actions, dates and goals for employees to achieve.

96846-144050 - Deeksha .- Dec 25, 2020 619 PM - CLass Log

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