IGNOU MPCE 032 Solved Assignment 2022-23 : MPCE 032 Solved Assignment 2032 , MPCE 032 Solved Assignment 2022-23, MPCE 032 Assignment 2022-23 , MPCE 032 Assignment, IGNOU MPCE 032 Solved Assignment 2022-23 IGNOU Assignments 2022-23- Gandhi National Open University had recently uploaded the assignments of the present session for MEG Programme for the year 2022-23. Students are recommended to download their Assignments from this webpage itself.
- 1 IGNOU MPCE 032 Solved Assignment 2022-23
- 1.1 1. Differentiate between Human Resource Management and Human Resource Development.
- 1.2 2. Describe the techniques and methods of training and development. Which is the most relevant technique according to you? Give reason.
- 1.3 3. Critically analyze the traditional methods of performance appraisal.
- 1.4 4. Discuss in detail the term talent inventory. 5. Describe creativity in organizations. 6. Highlight general problems of management
- 1.5 Get IGNOU MPCE 032 Solved Assignment 2022-23 Now here from this website.
- 1.6 7. Explain the distinctive feature of Indian Labour Laws. 8. Discuss the relevance of corporate social responsibility
- 2 IGNOU MPCE 032 Solved Assignment 2022-23
- 2.1 SECTION – C
- 2.2 9. Internal workforce 10. Bench marking 11. Organisational citizenship 12. Indian Patent Act 13. Competency mapping 14. Work place violence 15. Sexual harassment in work place 16. Behaviourally Anchored rating Scales 17. Cost Reduction Strategy 18. Corporate counseling
- 2.3 MPCE 032 Handwritten Assignment 2022-23
IGNOU MPCE 032 Solved Assignment 2022-23
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Important Note – IGNOU MPCE 032 Solved Assignment 2022-23 You may be aware that you need to submit your assignments before you can appear for the Term End Exams. Please remember to keep a copy of your completed assignment, just in case the one you submitted is lost in transit.
Submission Date :
- 31st March 2032 (if enrolled in the July 2032 Session)
- 30th Sept, 2032 (if enrolled in the January 2032 session).
SECTION – A
1. Differentiate between Human Resource Management and Human Resource Development.
Ans. Human Resource Management refers to the application of principles of management to manage the people working in the organization.
Human Resource Management, shortly known as HRM refers to a systematic branch of management that is concerned with managing people at work so that they can give best results to the organisation. It is the application of management principles to the people working in the organisation. It aims at improving the performance and productivity of the organisation by finding out the effectiveness of its human capital. Therefore, HRM is an art of placing the right person at the right job, to ensure the best possible use of organisation’s manpower.
The process involves an array of activities that begins with the recruitment, selection, orientation, & induction, training & development, performance appraisal, incentives & compensation, motivation, maintaining workplace safety, health & welfare policies, managing relationship with the organisation, managing change.
The term Human Resource Development or HRD refers to the development of people working in an organisation. It is a part of HRM; that aims at improving skills, knowledge, competencies, attitude and behaviour of employees of the organisation. The purpose of the HRD is to empower and strengthen the abilities of the employees so that their performance will get better than before.
Human Resource Development involves providing such opportunities to the employees that will prove beneficial in their all around development. Such opportunities include training & development, career development, performance management, talent management, coaching & mentoring, key employee identification, succession planning and so on. Nowadays, there are many organisations work for the human resource development of employees from the day they join the enterprise, and the process continues, until the end of their employment term.
The significant differences between HRM and HRD are discussed in the following points:
Human Resource Management refers to the application of principles of management to manage the people working in the organisation. Human Resource Development means a continuous development function that intends to improve the performance of people working in the organisation.
HRM is a function of management. Conversely, HRD falls under the umbrella of HRM.
HRM is a reactive function as it attempts to fulfil the demands that arise while HRD is a proactive function, that meets the changing demands of the human resource in the organisation and anticipates it.
HRM is a routine process and a function of administration. On the other hand, HRD is an ongoing process.
The basic objective of HRM is to improve the efficiency of employees. In contrast to HRD, which aims at developing the skill, knowledge and competency of workers and the entire organisation.
HRD is an organizationally oriented process; that is a subsystem of a big system. As opposed to HRM where there are separate roles to play, which makes it an independent function.
Human Resource Management is concerned with people only. Unlike Human Resource Development, that focus on the development of the entire organisation.
HRM differs with HRD in a sense that HRM is associated with management of human resources while HRD is related to the development of employees. Human Resource Management is a bigger concept than Human Resource Development.
2. Describe the techniques and methods of training and development. Which is the most relevant technique according to you? Give reason.
Training is often important to keep employees updated with the latest technologies and practices that they can use at the workplace. Training programmes can improve employees’ productivity and quality of work that is beneficial for both employees and the company. To provide training, along with the content material, deciding the method of training is also very important. In this article, we explain various methods of training for employees and explore the benefits of training programmes.
There are different methods of training to train employees. A company can choose a combination of training methods to train employees depending upon which method suits the content material and what works best for the learners. Here are the nine most popular training methods for employees:
- Technology-based learning
With the development of technology, computerised training is becoming more prevalent. Computer-based training (CBT) or e-learning is another term for it. Both basically refer to the same thing with the only key difference, e-learning is entirely online whereas computer-based training includes any kind of training that takes place on the computer.
The major advantage of technology-based learning is its scalability and flexibility. Any number of individuals can participate at the same time and progress at their own pace in this training method. It also removes the requirement of an in-person facilitator. This type of training often mimics traditional classroom-style teaching by providing a voiceover with visuals that support the content. Usually, resources such as videos and additional reading accompany the material to aid in the training process.
Simulations are an effective training technique for fields requiring specific skills for operating complex machinery, such as in the medical or aviation industries. Successful simulations reflect actual work situations and allow trainees to solve issues that they are likely to face on the job. Usually, this training method is suitable for employees handling heavy and expensive machinery or equipment, where the mistakes can be very expensive.
For instance, an aeroplane pilot may undergo simulation training to help them prepare for flying an aeroplane. Aeroplanes are expensive and it can also be dangerous to provide training on real aeroplanes. An employer may choose a simulator considering the employees’ safety and avoiding any costly damage.
- On-the-job training
It is one of the most common types of training methods. On-the-job or hands-on training focuses primarily on the practical skills necessary for the job. This training method helps new hires begin working immediately. In some cases, it may be beneficial to incorporate an employee shadowing component. It may also allow new hires to gain a little insight into the context and job requirements before trying it on their own.
- Coaching or mentoring
While a structured curriculum has a place in training, mentorship and coaching offer numerous benefits. Implementing a mentorship programme within the organisation, along with other training methods, provides opportunities for employee growth and develops relationships that help new employees feel welcomed and supported. Mentorship is invaluable, but it also has its challenges. You may ask the company’s most skilled employees to take time off work to train and develop newer employees. Though it is eventually beneficial, it often costs more than most other forms of training.
- Instructor-led training
Instructor-led training is one of the most traditional and popular training methods for employees. It is a classroom-style training where an instructor prepares and leads the experience, usually using visual components in a lecture-style presentation. It has many benefits, including that trainees can interact with the trainer and questions of trainees that might otherwise go unaddressed in other training methods can get enough attention. It also allows developing a relationship between the trainer and the trainee and among the employees undergoing the training together.
The major challenge for this training method is its scalability. If the classroom is too large, it can hinder the one-on-one interaction of instructors and the employees. Also, it may require in-person monitoring throughout the training. Trainers may require extra efforts to engage trainees and maintain their interest in the training.
Roleplaying usually involves a trainee and trainer, where each can act out different potential work scenarios. This method is most effective in industries that require client interaction or involve customer service, as it allows employees to practise handling difficult situations. Trainees act as if they are dealing with the situation and are responsible for resolving it without any guidance or rehearsal. The role players require to react fast to the changing situation and react as they would in actual life. This training method entails acting realistically in a hypothetical situation.
- Films and videos
Video has become very popular as an effective training technique in a short period of time. It helps businesses train employees fast and efficiently. Many employees prefer it over reading materials. Videos can make difficult material more interactive, engaging and demonstrative. Similar to computer-based training, the material is easily accessible. Employees can review information at any time without an in-person facilitator. There are several approaches to training videos, including:
Animation: allows explaining complex topics through visual illustrations. It is probably the best method for the topic, which is difficult to record.
Live-action: videos are more demonstrative and are great for showing appropriate and inappropriate interactions through role-play scenes.
To-camera: features a narrator that is speaking directly to the viewer. Generally, the narrator communicates the information through a more lecture-style format.
Screen recorded: features a recording of things happening on the computer screen. It can be perfect for showing employees how to use new digital tools through a step-by-step process.
Some companies choose only one approach depending on the material, while others seamlessly combine a few methods into one video.
- Case studies
When it comes to enhancing analytical and problem-solving skills, case studies may be the most effective training method. In this method, trainees get scenarios, either real or imaginary, that depict common work situations. Either independently or in a group, the employees then get instruction to analyse the case and come up with the best possible solutions and scenarios. After that, the trainer reviews the pros and cons of each option to help trainees enhance their skills.
- Lectures and group training
When an organisation requires to share information with a large group of employees, a lecture or group training may be an effective method. It can be an efficient way to ensure that all employees are receiving a consistent message and it can be helpful to gather everyone together to observe the beginning of the execution of any new procedures or guidelines. It is also a cost-effective way to train a group of people at once.
This training method may not be appropriate in all situations as it can limit the possibility for two-way communication only if the structure of the day includes enough opportunities for feedback. It can also be challenging to determine whether everyone in a group training situation has an equal understanding of the materials, which can result in some trainees getting more benefit than others.
Employee training programmes are one of the most effective ways to increase employees’ knowledge and skills. Training can help improve a company’s performance and increase workplace results. Regardless of the costs associated with employee training, the return on investment can be quite impressive if done properly. Here are some benefits of employee training programmes:
- help improve knowledge and skills
- enable employees for taking more responsibility
- address the recommendations of a performance appraisal
- keep employees motivated
- help enhances computer skills
- reduce the requirement of supervision
- help improve an organisation’s reputation
Training is critical in employee onboarding and employee retention. When new employees join the team, they are often generally enthusiastic and eager to learn everything there is to know about the organisation. Existing employees may also require the training to learn and develop skills. In either case, the method is just as important as the content material.
With the advancement in technology, employers and human resource representatives now have more development training methods than ever before. Whether the company is experimenting with newer methods of training or sticking to more traditional methods, it is crucial to note that everyone learns differently. Primarily, there are three learning styles, including visual, auditory and kinaesthetic. Considering the content, budget and learning styles, an employer can choose a combination of training methods to train employees.
3. Critically analyze the traditional methods of performance appraisal.
SECTION – B
4. Discuss in detail the term talent inventory.
5. Describe creativity in organizations.
6. Highlight general problems of management
Get IGNOU MPCE 032 Solved Assignment 2022-23 Now here from this website.
IGNOU MPCE 032 Solved Assignment 2022-23
SECTION – C
9. Internal workforce
10. Bench marking
11. Organisational citizenship
12. Indian Patent Act
13. Competency mapping
14. Work place violence
15. Sexual harassment in work place
16. Behaviourally Anchored rating Scales
17. Cost Reduction Strategy
18. Corporate counseling
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IGNOU MPCE 032 Solved Assignment 2022-23 Before attempting the assignment, please read the following instructions carefully.
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MPCE 032 Handwritten Assignment 2022-23
IGNOU MPCE 032 Solved Assignment 2022-23 We provide handwritten PDF and Hardcopy to our IGNOU and other university students. IGNOU MPCE 032 Solved Assignment 2022-23 Download PDF There are several types of handwritten assignment we provide all Over India. IGNOU MPCE 032 Solved Assignment 2022-23 Download PDF We are genuinely work in this field for so many time. You can get your assignment done – 8130208920
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