Essay: Hrm in a firm’s internal market strategies

QUESTION NO. 1

Answer:

• HRM in a firm’s internal market strategies plays a vital role in clarifying the company’s human resource difficulties and finding a proper solution to them.
• It has become an integral part of a company’s effectiveness in achieving its goals and plays a vital role in understanding the human assets and its strategic use.
• Taking part in firm’s policies, rules, power, the HRM with managing perspective eradicates all the glitches in the HR aspect of the company.
• It solves the problem of the inability of the firm to draw the development of customer’s investment in human assets and inflexibility during the changing human resources.
• The assessment part of the cost effectiveness in field’s productivity, recruitment, training, layoffs, surveys etc. is properly executed.
• The teamwork and the motivation provided to the human resources staff on account of the strategic importance and their personal contribution pays positively towards the firm’s benefits.
• Current change in the environment pertaining to change in human resources such as twists in education , composition and also the way of thinking of the employees has to get a response from the company adds on to the duty of HRM.
• The planning models that the HRM provides includes the challenging, meaningful and realistic goals for the company and its various prospects play a helping hand for sure.

QUESTION NO. 2

Answer:

Several techniques are employed for the selection of employees with the type and the kind of employees needed.

• One such technique for the demand estimates is known as Delphie Technique, elicits expert estimates from a number of persons in a repititive way and each of these peoples revise the estimate which is based on the knowledge of the estimates provided bt the rest of the individuals.
• Another technique is Nominal Group Technique (NGT), in this technique a group session is organised where the individual estimate generation is clubed and be transformed in a single group decision which is obviuosly more effective then feedbacking individual decisions.
• Now adding to this technique is another technique where also the past records are considered and the relationships related to employment is guaged not only with sales but also with other factors like gross national product, discretionary income etc.The quality of the workers is evaluated on the job-by-job basis by aunit manger employed for this very purpose.
  To take a note on the skills, experience, training and abilities of the current workers, a tool called Skills Inventory is used, which keeps a track of these in order to retrieve this information in the future. There is a format to which a skills inventory works in keeping the track of the employees.

QUESTION NO.3

Answer:

• The evaluation aspect is the last stage of the training and development program run by a firm.
• The evaluation should be implemented keeping an eye on the objective of the training and comparing the benefits with it.
• The criteria of the evaluation can be classified into estimating the knowledge of the subject the trainee is having and the social independence given to the trainee during the period.

The criteria which are normally used are classified into several types.

1. Internal: Internal criteria deal with evaluating whether the grasped the guidelines and the facts related to the training program.
2. External: External criteria deal with the query that, whether a trainee is able to transfer his learning into an on-job situation.
3. Trainee reaction: Trainee reaction deals with the reaction which includes the feedback over the subject performance according to the trainee and whether there was liking of the subject or not and the experience of the session.
4. Trainee Behavior: It is a measure in which there is an evaluation on account of the changes in the job behavior, be it positive or negative. This evaluation also comprises of the rating and improvement from the past and a comparison of the present and the past.
5. Results: Results like the turnovers, volume of the sales and productivity during this period was on uphill or not.
6. Learning: It is an estimate of the way in which the trainee has grasped in the knowledge that was on offer and its implementation in terms of skill usage. The post training performance based on the learning has improved or not is a point in evaluation.
7. An evaluation Matrix is also a good guide for evaluation which keeps a track on the relevant issues which would be looked into.

QUESTION NO. 4

Answer:

The career can be termed as a concept or idea of elevating on the chosen line of work to gather status money and self satisfaction and to be able to cope up with larger responsibilities in the near future effectively. There are different stages in one’s career and some vital needs over the span of the career that is to be taken care of, to move in a career.