Category: MBA Seminar Topics

Principles and procedures for monitoring and rewarding employees 

A.    Explain the London 2010 Project’s job evaluation process and then, lists and explain factors that determine employees’ pay. 

 The right to equal pay:

The Equivalent Act 2010 provides which there is a right to equal pay to a woman with a man doing for the employer while the woman be employed:

• Mostly similar nature of a job comparing with the male; or

• in a work which, while altered with that of a man, rated as equal to the  job of man on a scheme of a job evaluation.

                 The equivalent Pay (Amendment) rules in 1983 offered to take equal pay for a woman. The two positions are of the same value, an employer will justify variation in pay only while the difference in basic pay is genuinely because of a material factor that has no sex variation.

Claims to the employment tribunal:

                             While a woman considered as paid less than a pay of man, the woman can be able to concern to a pay tribunal by a Claim Form, called as an ET1. A tribunal can provide appropriate back pay. But, while the employer will proves the variation in pay as of a ‘genuine material factor that has no variation of sex’ then fails the equivalent pay claim.

For job evaluation Implications:

               Equal pay law –the equivalent value rules – has essential allusion for job evaluation. Cautious concerning scheme of any job evaluation is equal in its results and is associated to a pay scheme where employee’s job is rewarded equally, without considering of their sex.

B.   Classify the varieties of reward systems as discussed in class and critically explain their impact on employees’ performance.

Reward systems:

             Employees will not work for free. Mainly businesses are not services of volunteer, so that balance them in some manner for their effort and time.

Types of reward:

              Mostly managers considered that people do job for money. However there are two essential kinds of rewards. Which are extrinsic rewards that covers the important requirements of earning to survive, a stability and reliability (the job is secure), and recognition.  In other case the intrinsic rewards, probably job satisfaction is more essential need, thought of finishing challenges proficiently, satisfaction, and also the social communications which begins from the place of work.

Objectives:

             Reward systems contain three basic objectives: to be a focus on new employees to the business, to obtain good performance at work, and maintain dedication towards the business. 

Attraction:

            A reward scheme is planned to attract and maintain proper employees. The employers who achieve a reputation as “cheap” suspect to be needed in the job market, due to the potential employees assumed that it will not reward attempt. Such organization is possible to finish up with the person that no one else needed.

Performance:

            Rewards are also serves to preserve and develop performance. Related to the Performance pay is mostly popular in present organizations. The major problem with IPRP (individual performance-related pay) is that it imagines pay individually inspires workers, but which is not acceptable.

Commitment:

          The reward system proposed to retain and support the psychological contract.

Direct vs. indirect pay

             Direct pay is a received employee at their bank account: overtime, base wage/salary, commission, paid leave, merit pay, bonuses, and company profit distribution.

            Indirect pay is a “benefits”, referred as a part of the overall reward package to direct pay, as like: life insurance cover  and health, pension plans and retirement, health care, company car, health club memberships, subsidized meals, mobile phone, subsidized entertainment.

Government and pay

              The government is very strong In North America and Europe control over worker reward. The direct pay amount reduces the tax obtained by employees. Government also has an indirect manipulate over pay. Monetary and Fiscal policy can involve the economy, and adjust employee’s income. further, the public sector usually in western democracies employs a number of people, can force pay tendencies by exercising control on their levels of own pay. While paying employees the entire organizations should follow government legislation.

Recruitment and selection of suitable employees

1. A.   Explain in analytical terms to your audience, human resource planning process for the London 2012 Olympics, the information needed and the various steps involved in the planning process before the Opening Games in 2012. 

         Since the city of London hosts the Paralympic Games as well as Olympic Games in the summer of 2012, the eyes of world for six weeks will be on London. Opportunities were provided to the people to share friendship and cultures as well as to compete in the sporting events. On exceptional level the games are a cultural event and sporting. In order to represent the best that can be offered by the host nation these games are considered an opportunity. Sustainability will be placed at the heart of its bid by London for 2012 Games. Based on the theory of ‘Towards a One Planet Olympics’ these games are enclosed and this theory was explained by the concept of ‘One Planet Living®’ called Bioregional/ WWF concept which reviews the challenges faced by people in compelling and stark terms.

The Games:

  In order to greet the world towards its stadia and its streets for the summer Paralympic Games and Olympic Games, a latest Host City for every four years starts its preparations. Olympic Park present in east London is the heart of 2012 Games. 

The organizations:

         In carrying London 2012 Games, two organizations are present at centre: 

– The ODA (Olympic Delivery Authority) which is liable for constructing new infrastructure and venues for the purpose of games, and makes sure that a practical legacy use is contained by them. 

– The LOCOG (London 2012 Organizing Committee of the Paralympic and Olympic Games) which is liable for staging, planning and financing the Games.

  BOA (British Olympic Association) the national Olympic Committee for Northern Netherland and Great Britain is liable for the participation of Team GB in both winter as well as Summer Olympic Games. 

London 2012 Sustainability Policy:

       A sustainability policy is being agreed in June 2006 by Olympic board. Five priority themes were recognized by the sustainability policy, where the stakeholders and London 2012 suppose that a best contribute and most impact will be contained by them in order to achieve legacy aims.

• Biodiversity: During the operational phases and planning construction the impact of games will be minimized by London 2012 at other venues of Games and on Lower Lea Valley ecology. 
• Healthy Living: In order to motivate people around the world to assume sports and develop sustainable, active and healthy lifestyles, the Games will be utilized (Saini, D, 2004). 
• Climate Change: From creation to legacy, by decreasing the emissions of greenhouse gas, a real difference can be made by the Games.
• Inclusion: To each and everyone the Games will be opened genuinely, they promote attitude change and inclusion mostly towards disability.
• Waste: In reducing construction waste a commitment is being given by London 2012. 

1. Discuss how the HR planning process for the game affects the structured process of the organization such as IOC, LOCOG and London 2012. 

A structured approach to staffing needs:

        Towards staffing a vigorous approach will be adopted so as to gain the required diversity across the organization by constructing a complete consideration of aspiration and requirements of diverse talent groups needed to attract towards LOCOG, recognizing needs of resource in the early hours, raising the proposition of employment that attract and employ them in the required strategies in order to make sure that the positions are packed with diverse talent’s required levels. Later, the performance is monitored regularly against aims, captivating suitable actions in the surroundings that do not convene the standards of the place.

 Commitments:

• In order to verify how the positions can be loaded with dissimilar talent, all the members of the Management Committee will work directly with HR team on selection and recruitment planning.
• As a part of the process of annual business planning, an estimation of staffing requirements will be produced by all the departments of LOGOC, maintained by HR.
• For distributing towards estimation all the members Management Committee will be accountable to the CEO.

       Measures of OGI (Olympic Games Impact) are being set by IOC (International Olympic Committee) on the host country and host city which is intended to provide the scientific and objective analysis of Game’s impact. An inclusion dimension and diversity is being contained by these OGI measures that will inform the strategy’s success.    

              In order to offer huge range of everlasting health, environmental, social, economic benefits, sporting and infrastructure a unique property is provided by London 2012. Electronic Brokerage System will be adopted which offers modified information towards businesses who register their own interest in the chances of supply chain of London 2012.

1. D.   Explain in clear terms to your audience of how the selection that has been done so far and those you still intend to do could be considered as practices and procedures in the selection process ‘best practice’. Using your understanding of the legal frameworks guiding recruitment and selection in the United Kingdom. 

Behavior and Aligning jobs to the strategy of organization:

                  The HR has the role here to key into the improvement of the strategy and to act quickly the requirements of the human capital which effect from the other direction. While inputting to the policy, HR have a role to play in creating an explicit relation between the capacity of human capital of the business and the strategic options of board’s. Varying some of the call centers from customer care functions inbound to outbound trades can be the correct thing to perform to develop the customer support, but the achievement of this policy can be forced by the abilities, personality and experience of the person presently in organization to distribute against this. HR will provide valuable information in to the strategy success by understanding the capacity of the present human capital to implement the plan. This occupies highlighting the deficit areas and making awareness the cost implications and the time of redeployment, external and re-training recruitment to build the success of the strategy.

Designing a redeployment assessment process:

                   It includes considering present performance data in coverage, defensibility and consistency. It also involves implementing method to gain additional information on workers probably to do well in the other organization. The perspective of the employee also required. This kind of evaluation process is mostly different.  The evaluation outcomes are more visible and the direct failure implications are very impactful.

New role accessing: Operational readiness:

This ‘ultra-high’ risks assessment process needs the HR and team of line management to immediate execution, the process of legal and painless assessment, with least interference to employees, and Brand and customers. The resources needed to roll-out a process of rearrangement assessment and control stakeholder relations can be important. Moreover, having the whole information mutually in an ordered, perfect and objective way to pull the secure selection decision needed awareness at high level to detail and a competence reasonable level in data management.

From long time there exists human resource management. Personal management concept is the human resource management’s traditional version and it is easily connected to organization’s old model. This traditional version is considered to be bureaucratic in the nature by means of less flexibility and also high degree of formalization as well as centralization. Consider an example such as adherence for rules and also regulations. Human resource management is considered to be well-suited with new organization’s organic design containing cross hierarchical and also cross functional teams and are flexible as well as decentralized by means of loser control and low formalization.

Other than mere compliance the latest human resources management concentrates highly over commitment.  Now a days each and every organization focuses over the employee commitment as it is the main factor for every effective organization since they expend large money in employee recruitment and selection.

In general in case of job descriptions along with help-wanted advertisements only these two terms are made used interchangeably very frequently without any disparity in meaning in viewpoint of few experts.

If any difference is noticed among these terms then it is defined as a philosophical. In nature the personal management will be much administrative through dealing by means of payroll, managing the associated tasks and also complying with the employment whereas the human resource management is accountable to handle the workforce like that of primary resources adding organization’s success. In scope human resources are defined as broader in compared to personal management. Enabling the employees to work up to highest efficiency level is the main aim of human resources.  The administrative tasks included by the PM (personal management) are routine as well as traditional. In order to enhance the workforce of the company there is a continuous development of policies and functions. Using the bonuses, work responsibilities simplification, compensation and rewards the PM tries to motivate the employees but in case HRM (human resource management) it is quite opposite. 

          The disparities among HRM and PM are described below with respect to the P.C. Tripathi:

• HRM is continuous development function intended for enhancing the human processes but the PM is routine, administrative function, traditional and also maintenance-oriented.
• PM is referred as self-governing function with sub functions whereas the HRM tracks the approach of system thinking.
• PM is reactive by replaying to demands but HR is proactive by planning, advancing constantly and anticipating.
• HRM includes all managers in organization by focusing on growth of every line manager’s capabilities while PM concerned as a elite responsibility of personal department.
• The cause to improved performance is improved satisfaction is believed by PM whereas HRM believes the satisfaction as an output of performance

As a human resource expert, explain to the current staff and interested volunteers your roles and activities as the HR director. 

                             Based on the organization’s size the human resources Managers, Directors and Generalists will hold overlapping responsibilities. In HR management the roles are divided and described clearly by the Human resources Director, Generalist and Manager by means of more responsibility and authority.

                             Many different departments are handled through specialized or functional HR staff for example compensation manager, recruiting manager and training manager by the HR directors or managers generally. To the company and its employees, the staff members of human resources are concerned as an advocate also. In order to fulfill both the needs successfully an act of constant balancing is performed by an efficient professional of HR.   

Changing Human Resources role:

                   Similar to that of systematizing, executive management’s policing arm the HR managers are considered in past and with administration and personnel functions their role is aligned more clearly. The first HR needs are paying employees, dealing with advantages and also hiring employees.  

New HR Role:

                   According to the change in the organization the HR manager’s role will be altered. Normally the organizations that are successful turned to be resilient, customer-centered, and more adaptable and fast to alter direction. Hr professional inside this environment is also considered as an employee sponsor or advocate, strategic partner and also change mentor by the line managers. In HR assistant’s absence the HR generalists holds the responsibilities. The needs and activities of the organization that are handled by the HR are:

HR Role: Business and Strategic Partner:

                             As the strategic partners the HR managers should imagine in order to ensure their ability and viability to contribute these days. The development is contributed and organization wide business objectives as well as aims are accomplished in this role. In favor of achieving the entire plan and objectives of strategic business the business objectives of the HR are defined. 

HR Role: Employee advocate:

                             In organizational success like that of an advocate or employee sponsor an integral role is performed through his knowledge regarding people’s advocacy by the HR manager. The environment where the people will be happy, motivated and contributing is to be created by this advocate.

HR Role: Change Champion:

                   A need for the professional of HR exists to often champion change when the organization’s effectiveness is resulted as a constant evaluation. The employee resistance for change and dissatisfaction can be minimized by gaining the knowledge to connect the change for the organization’s strategic needs.   

Human Resource Management HNC/HNDB Assignment 

Putting together an event of OLYMPIC proportions London 2012 requires a great deal of scarce of resources such as time, investment money, materials, information etc. all of which are certainly crucial, but one of the most valuable resources for OLYMPIC is HRs. An event such as OLYMPIC are organised or staffed by volunteers.

Assuming you have just been appointed as the Director of HRs of London 2012 Project and you are charged with the responsibility to set up a world class team to deliver a glamorous London Olympic Games. The London 2012 Chief Executive- Paul Deighton has therefore tasked you to get the best hands to deliver the best Games ever. 

Upon your resumption in office as the HR Director, you are to address the current staff and would be volunteers at the Games of the significance tasks ahead and how to collectively tackle the tasks based on your knowledge of HRM module. 

Personnel Management and Human Resource Management 

1. As the HR Director responsible for meeting the HR needs, you are to explain to all those who are present at the briefing the differences between traditional view of personnel management and contemporary human resource management.
2. Examine critically the evolution and changing context in which HRM have operated in the past and now. 
3. As a human resource expert, explain to the current staff and interested volunteers your roles and activities as the HR director. 

    2. Recruitment and selection of suitable employees 

1. Explain in analytical terms to your audience, human resource planning process for the London 2012 Olympics, the information needed and the various steps involved in the planning process before the Opening Games in 2012. 

1. Discuss how the HR planning process for the game affects the structured process of the organisation such as IOC, LOCOG and London 2012. 

1.  Evaluate interview as a technique of selecting HRs for delivering the Games and discuss the other possible alternative selection methods available for the London 2012 Project in doing this. 

1. Explain in clear terms to your audience of how the selection that has been done so far and those you still intend to do could be considered as practices and procedures in the selection process ‘best practice’. Using your understanding of the legal frameworks guiding recruitment and selection in the United Kingdom. 

3. Principles and procedures for monitoring and rewarding employees

• Explain the London 2010 Project’s job evaluation process and then, lists and explain factors that determine employees’ pay.
•  Classify the varieties of reward systems as discussed in class and critically explain their impact on employees’ performance.
•  With the adoption of relevant motivational theory, explain how the HRs can be affected as a result of linking the theory and reward system in your organisation.

Title Justification:

Through the PC, Internet and Telecom in present generation the country’s stage of development is measured.Indiaitself has been focused on developing as a knowledge-based society and all across the country in the telecom penetration it has seen a rapid growth. It also observed that the broadband penetration and the Internet are considerably short.  But the spread of the Internet and the Broadband is given the top priority currently because due to several economic opportunities to become a reality, and for a knowledge-based society to grow quickly

Scope of the Study

1. To find out the most preferred service in the market.
2. To know the awareness level of consumers about the Services of Airtel.

An inventory management is a system to manage and locate objects or materials. The accuracy of the order, the execution of delivery and the control of time is one of the basic in inventory management. It is important part of supply chain management (SCM). Inventory control is concerned with minimizing the total cost of inventory. Now-a-days inventory control systems often depends on barcodes and radio-frequency identification(RFID) tags which provide automatic  documentation of inventory objects. Fixed assets, circulating tools, library books, merchandise-these all are the various types of inventory objects.

The name IKEA is an abbreviation of “Ingvar Kamprad Elmtaryd Agunnaryd”.  Ikea is one of the largest and most popular home furnishing companies. Its aim to sell good quality products at low prices. Designing, buying and selling home furnishing   products-these are the main competences of Ikea. Now-a-days there are more than 300 Ikea stores, located in 37 different countries and is increasing constantly. IKEA employs over 127 000 people and is present in Europe, North America, Asia and Australia. The main aim of this research proposal is to help Ikea to improve the inventory control systems in order to lower inventory levels.

OBJECTIVES:

• The challenges faces by the Ikea in supply chain
• Reduce high holding costs which will improve the profitability of Ikea
• Helps to improve customer services while investigate the approaches for inventory control in order to lower stock levels 

RESEARCH QUESTIONS:

• How the challenges can be solved in supply chain for Ikea?
• At the what level, holding cost can increase the profitability of Ikea?
• Is it a good idea to finding new approaches for inventory control in order to improve customer services?

LITERATURE REVIEW:

A literature review is a way of investigate the subject which already has been written by some authors. Inventory management and control is the process of efficient supervision and control of supplies and materials availability. The Swedish company (IKEA) was based on the idea that as long as the price was right including customers travel distance, standing in a queue, collection and deliver the furniture themselves.  So the main concern for Ikea is its inventory management. For this concern, Just-in-Time (JIT) strategy can make a significant impact. JIT can be considered as a philosophy for waste reduction and continuous improvement and a way of increasing materials. According to Reddy (1994), JIT strategy can enhance product quality, improve employee morale and increase customer satisfaction.

The operation strategy of IKEA is founded on its mission of creating high quality products in affordable prices. In addition, it has chosen flat packages which save space in transportation and warehousing. Residential locations and large store reduce delivery costs, self-select for young families with cars and reduce other expenses. However, IKEA does not have its own manufacturing facilities and its inventory levels are high. This will create unnecessary high holding costs which will reduce the profitability of IKEA. So this project will help to reduce high holding costs.

RESEARCH METHODOLOGY:

Research methodology of this case study would be quantitative or qualitative or a mix between the two. In this research, both methodologies can use to set up the objectives and solve them.

In quantitative study, the information will gather and can be measured and described in numbers. On the other hand, qualitative study will use more detailed information compared to quantitative study. The collection of qualitative data can be interviews, observations and literature reviews.

DATA COLLECTION:

Gathering the data can be available from one or two kinds of sources; primary or secondary sources. Interviews, enquiries are the primary sources in which the information needed to get the main purpose of the current study. On the other hand, secondary data can be obtain by different kinds of researches. It can be literature on the subject or presentations as well.

TIME SCHEDULED: 

Introduction lecture	WEEK 1
Literature review lecture	WEEK 2
Research Methodology lecture	WEEK 3
Research Methodology lecture	WEEK 4
Identify Research Questions	WEEK 5
Preparation of Interview Questions	WEEK 6
Data Collections	WEEK 7
Data Analysis	WEEK 8
Preparing the lay out	WEEK 9 & 10
Documentation of final report

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Competency can be defined as the term used to identify a particular area of expertise and in general the competency can be applied at the overall organization level, management level and employee level as well. When the case with employees is considered each and every employee or a group of employees are in general possessed with a peculiar skill set and they are masters of that particular competency.

In general most of the organizations focus on the core competency of the employees and make use of them to achieve the organizational objectives and they strive a lot to retain the employees and their competency with them for a long time and they are implementing the competency based compensation across the organization. The main aim of this research is to evaluate the role of competency based compensation in achieving the core business objectives across the small software companies and for this purpose Levelsoft software organization is considered.

A qualitative research methodology will be implemented and the required primary source of information is gathered in the form of interviews with project manager, team leaders, HR and employees and based on the research findings and analysis the core objective of the research are evaluated. 

In general workforce planning can be considered as the process of estimating the organizational needs in future towards employees in terms of number, skills and locations. Any organization will maintain a perfect workforce plan and they follow the plan accordingly to fulfill their human resource needs and this workforce plan development involves many steps.

The main aim of this project is to evaluate all the important steps involved and the process implemented in developing a workforce plan and also evaluates the impact of workforce plan on the core organization business objectives across every growing superstore like Tesco in London. Tesco is a very successful superstore across the world and they are opening the stores throughout the country and they recruit the people on large scale at frequent rates and thus they should implement and follow a perfect workforce plan.

In this research the workforce plan implemented by Tesco and its impact on the business objectives is evaluated by doing a qualitative research and interviews will be conducted with store heads and HR managers the required primary source of information and a detailed analysis of the research will be done.

In general human resource managment can be considered as the key aspect for the organization performance and it is given top priority as it deals with human capital issues all the time. HRM has the direct relation with the risk management issues across any organization as in general these risks are raised by the humans and also the risks are solved by the human resources across any organization.

Thus in this research the role of HRM in risk managment is evaluated and the importance of HR in solving the key risks rose by the human resources. A detailed study on the HRM against risk management is studied and evaluated at Deutsche bank in London and a qualitative research methodology will be conducted at the bank side by taking interviews with HR managers, risk management team and the employees and based on the findings the analysis on the issue considered is done.