IGNOU MMPC 002 Free Solved Assignment 2022-23 , IGNOU MMPC 002 Human Resources Management Free Solved Assignment 2022-23 If you are interested in pursuing a course in radio production and direction, IGNOU MMPC 002 can be an excellent choice. In this article, we will take a closer look at what IGNOU MMPC 002 is all about and what you can expect to learn from this course.
IGNOU MMPC 002 is a course offered by the Indira Gandhi National Open University (IGNOU) under the School of Journalism and New Media Studies. As the name suggests, it is a course on “Production and Direction for Radio.” The course is designed to provide students with a comprehensive understanding of radio production and direction and covers various topics related to this field.
- 1 IGNOU MMPC 002 Free Solved Assignment 2022-23
- 2 Q1. How did the concept of human resource management emerge? By explaining the functions of HRM describe the various perspectives of human resource management briefly.
- 3 Q2. 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.
IGNOU MMPC 002 Free Solved Assignment 2022-23
Q1. How did the concept of human resource management emerge? By explaining the functions of HRM describe the various perspectives of human resource management briefly.
The concept of human resource management (HRM) emerged as a response to the changing needs and expectations of employees in the workplace. HRM evolved from personnel management, which focused primarily on administrative tasks such as hiring, training, and payroll. However, as organizations became more complex and diverse, HRM evolved to encompass a broader range of functions that help to manage and develop employees as valuable organizational assets.
The functions of HRM include:
- Recruitment and selection: The process of attracting and selecting suitable candidates for job vacancies, taking into consideration their qualifications, skills, experience, and cultural fit with the organization.
- Training and development: Providing employees with the necessary skills and knowledge to perform their roles effectively, and to support their ongoing personal and professional growth.
- Performance management: Monitoring and evaluating employee performance to identify strengths and weaknesses, and to provide feedback and guidance for improvement.
- Compensation and benefits: Designing and administering compensation and benefits programs that align with organizational objectives, and reward employees fairly for their contributions.
- Employee relations: Managing relationships between employees and their colleagues, superiors, and the organization as a whole, to ensure a positive and productive work environment.
The various perspectives of HRM can be broadly categorized into three main approaches: the normative, the critical, and the behavioral.
- Normative perspective: This perspective views HRM as a set of best practices that are based on scientific management principles, and that should be applied universally across organizations. The normative perspective emphasizes the importance of aligning HRM practices with organizational goals, and of promoting employee commitment and satisfaction.
- Critical perspective: This perspective emphasizes the role of power and politics in HRM, and how it can be used to control and exploit employees. The critical perspective argues that HRM practices are not neutral, but are shaped by social, economic, and political factors, and that they can be used to reinforce existing power structures and inequalities.
- Behavioral perspective: This perspective focuses on the psychological and social aspects of HRM, and how they impact employee behavior and performance. The behavioral perspective emphasizes the importance of understanding employee attitudes and motivations, and of creating a supportive work environment that fosters engagement and productivity.
Overall, the perspectives of HRM reflect the diverse approaches that organizations can take to managing their human resources, and highlight the importance of adopting a flexible and adaptive approach that is tailored to the specific needs and objectives of the organization.
Q2. 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.
Job analysis and job design are essential components of the HR planning process, as they help to identify the specific roles and responsibilities required for a given job. Job analysis involves breaking down a job into its component tasks, and then identifying the knowledge, skills, and abilities required to perform those tasks effectively. This information can then be used to develop job descriptions and specifications, which can be used to guide recruitment, selection, and training activities.
Job design, on the other hand, involves designing jobs in a way that maximizes productivity and employee satisfaction. This can involve changing the nature of the work itself, as well as the work environment, to make the job more engaging and fulfilling for the employee. By designing jobs that are well-suited to the skills and abilities of employees, organizations can ensure that their workforce is engaged, productive, and motivated to perform their best.
Outsourcing is one method of recruitment and selection that organizations can use to find the right employees for their needs. Outsourcing involves hiring an external agency or contractor to perform specific tasks or roles, rather than hiring employees directly. This approach can be effective in situations where an organization needs to quickly fill a role or lacks the resources to perform recruitment and selection activities in-house.
However, outsourcing also has its drawbacks. Outsourcing can be costly, particularly if the organization needs to hire multiple contractors or agencies to perform different tasks. Additionally, outsourcing can be risky, as the organization may not have direct control over the quality of work performed by the contractor or agency. Therefore, organizations should carefully consider the costs and benefits of outsourcing before deciding whether to use this approach for recruitment and selection.
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