4/6/2020 HUMAN

RESOURCE
MANAGEMENT
Assignment: Case study

VVCE
SUBMITTED TO: PROF. VIJAYALAKSHMI URS
SUBMITTED BY: HEMANTH KUMAR M.C
CASE STUDY:
1.Write a note on demand and supply forecasting techniques used in
human resource planning?
DEMAND FORECASTING: Forecasting human resource demand is the
process of estimating the future human resource requirement of right
quality and right number.
There are number of techniques of estimating/forecasting human
resources demand:
(a) Managerial Judgement
(b) Work Study Technique
(c) Ratio-trend Analysis
(d) Econometric Models
(e) Delphi Model
(f) Other Techniques

(a) Managerial Judgement: This technique involves two types of

approaches i.e. 'bottom-up approach' and 'top-down approach'.
Under the 'bottom-up approach', line mangers send their
departmental requirement of human resources to top management.
Top management ultimately forecasts the human resource requirement
for the overall organisation on the basis of proposals of departmental
heads.
Under the Top-down approach', top management forecasts the human
resource requirement for the entire organisation and various
departments. This information is supplied to various departmental
heads for their review and approval.
However, a combination of both the approaches i.e. 'Participative
Approach' should be applied for demand forecasting. Under this
approach, top management and departmental heads meet and decide
about the future human resource requirement. So, demand of human
resources can be forecasted with unanimity under this approach.
(b) Work-Study Technique: Under this method, estimated total
production and activities for a specific future period are predicted. This
information is translated into number of man-hours required to
produce per units taking into consideration the capability of the
workforce. Thus, demand of human resources is forecasted on the basis
of estimated total production and contribution of each employee in
producing each unit items.
(c) Ratio-Trend Analysis: Demand for manpower/human resources is
also estimated on the basis of ratio of production level and number of
workers available. This ratio will be used to estimate demand of human
resources.

(d) Econometrics Models: These models are based on mathematical

and statistical techniques for estimating future demand. Under these
models relationship is established between the dependent variable to
be predicted (e.g. manpower/human resources) and the independent
variables (e.g., sales, total production, work-load, etc.). Using these
models, estimated demand of human resources can be predicted.

SUPPLY FORECASTING: Human Resource supply forecasting is the

process of estimating availability of human resource followed after
demand for testing of human resource.
The most important techniques for forecasting of human resource
supply are Succession analysis and Markov analysis.

Succession analysis:
Once a company has forecast the demand for labour, it needs an
indication of the firm's labour supply. Determining the internal labour
supply calls for a detailed analysis of how many people are currently in
various job categories or have specific skills within the organization. The
planner then modifies this analysis to reflect changes expected in the
near future as a result of retirements, promotions, transfers, voluntary
turnover, and terminations.

Markov Analysis:
transition probability matrix is developed to determine the probabilities
of job incumbents remaining in their jobs for the forecasting period.
A transition matrix, or Markov matrix, can be used to model the
internal flow of human resources. These matrices simply show as
probabilities the average rate of historical movement from one job to
another.

2.Where do you forecasting technique application in Vybhav?

• A company to take a proper decision, it must consider various
views and points before it.
• Such a way forecasting the demand and supply of HR also requires
many views.
• As mentioned in the case the “BIZY” app is very much helpful in
keeping the human resources in a proper way.
• All the techniques like ratio analysis, trend analysis, regression
analysis etc, are used one or the other way.
• Majorly “ratio trend analysis” is used extensively to make changes
in the future or the next plan.
• Similarly, to uniformly allocate the new employees they use flow
models.
• They use all these demand and supply forecasting techniques
inbuilt in an app called “BIZY” which helps the manager to easily
take all the decisions regarding the human resources.
• These techniques majorly help in human resource planning, its
estimations, headcounts and the allocation for the right job.
CASE STUDY: JOB DESCRIPTION OF AN ASSISTANT
Case facts:
• This case is based on the financial service company that is fortune
financial service limited.
• Robin Singh was the branch manager of Delhi office
• The company was going up studying in recent time in the stock
market which was booming.
• To Ancash the opportunities presented by the boom FFSL had
recruited 5 additional assistants.
• The branch allows trading in stocks belonging to Bombay stock
exchange and national stock exchange.
• In recent times , FFSL had a number of problems on settlement
days , especially when there is a sustained rise of fall in stock
prices.
• Robin Singh taught about some solution to the issues.

1. What should be the format and final format of trading

assistant’s job description?
Trading assistant is similar to an apprentice. Their
primary duties includes working closely with a certified trader to
learn how to self-financial products on behalf of their clients ,
manage risk , and provide general assistance to the trader.

FORMAT

JOB BRIEF:
We are looking for an experienced financial trading assistant to
monitor the stocks and shares data and prepare accurate
statements for our company.

DUTIES AND RESPONSIBILITIES:

• Reviewing the transactions on a consumers account to
ensure financial accuracy.
• Assisting with trade execution in case when account
execution are not present.
• Monitoring the market as when in order to keep the rest of
the firm informed.
• Summarizing the daily transactions and earning into reports
for each clients account.
EDUCATION: Market of business administration in finance.
REQUIRED SKILLS:
• Extensive experience with advanced spreadsheet programs
such as advanced excel and sql
• Strong analytical skills , ability to summarize key messages
and complex concept.
• Strong mathematical skills
• Experience with global capital markets and credit derivation.
• Fluence in English.
• Understanding of economics and accounting.
• Customer service skills.
2.It is advisable to specify rules and regulations are not legally
required, but they are important, so a separate regulation can
be more effective.
 The rules and regulation summarises the essential
activities, qualifications and skills which are to be performed and
which are not to be performed.
It should includes the do’s and don’ts which would
specifically tell the employees what needs to be done.
The benefits of rules and regulations in the business are
that they protect the company by protecting the employees, you
protect the company from law rules.
By implying the rules and regulations at the work place,
there will some kind of disciplines and seriousness among
employees which can be result in greater productivity. The
indirectly helps in the growth of the business.
Following of rules and regulation help the employees
understand what the organization expected from them and what
happens if they doesn’t follow the rules and regulation of the
company.
IMPORTANCE OF RULES AND REGULATIONS:
• Rules are the most important asset completes a company
• To create disciplines in the company
• In order to promote cooperating environment
• To maintain the equity
• To promote harmony among the members of the company
• To ensure everyone works for a common goal
• The rules set a fine tone for the culture of the company
• Helps in the overall growth of the company
No pending work left
• Everyone knows the fundamental duties
 • Rules tend to bring the vision to life
• It sets the limits for all
• It gives the direction to the required changes in the
company
• Rules also define the nature of the employees
• For smooth functioning of the company
3. How would you have conducted the job analysis in the above
case?
Job analysis is the process of gathering, examining and
interpreting data about a jobs takes responsibilities
A method of performing job analysis and delivering or
providing access to the results of the job analyzed by creating a
physical demands analysis comprising a list of physical
requirement of each discrete. task of a job,and combining the lists
into a job analysis database for determining whether a worker can
perform a job.

The job analysis should be followed with some of steps:

• Decide how will the use of information and how to collect
the data
• Review the relevant background information such as
organization charts, process charts and job description
• Selection of repetitive positions
• Analyze the job by collecting data on job activities
• Verify the job analysis information with the workers
performing the job
 From job analysis specific details of what is being done and the
Skills utilized in the job are obtained.
Job analysis enables the managers to understand jobs and job
Structures to improve work flow of develop techniques to
Improve quality.
By following steps mentioned below, I would concluded the job
Analysis in the above case.
• Identify the job to be analyzed
• Determining procedures to be used (methods) in collecting job
data
• Reviewing the data collected
• Summarizing and documenting the data collected
CONCLUSION:
Job analysis or description are the management tool, can greatly
Simplify an organizations human resource management they help
To classify work functions and reporting relationship helping
Employees understand this job. job description aid in maintaining
A consistent salary structure performance evolutions may be
Based on job descriptions duties or analysis statements should
Focus on primary current normal duty.