HR Knowledge and Analytical Methods

Task 1 - Knowledge
1. Why should HR Professionals consult line and senior managers about human resources needs
in their areas? Provide at least five reasons.
Five reasons for HR professionals to consult line and senior manager:
 To provide staffing process of the department
 To provide strategy related to workforce
 To ensure proper performance management practice
 To combat crisis management related to conflict resolution
 To comply with legislative parameters related to labor and employee law
 To ensure proper frame of training and development for the employees
2. What are the ten HR services that might need to be delivered in accordance with a service
agreement or plan?
Ten HR services to be rendered by HR professional as per service agreement or plan:
 Recruitment of staff followed by selection and induction
 Training process to develop skills of workforce
 Proper appraisal system related to performance with necessary counseling for
betterment of workforce ability
 Frame the structure of remuneration, benefits and reward program
 Strategic advice related to statutory industrial relation
 Process of systematic rehabilitation to ensure return to work
 Compensation of workers
 Selection process to ensure competency and subsequent development
 Risk assessment by identifying workplace hazard
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 Necessary steps to avert those professional hazards
3. What skills, knowledge, experience, qualifications, and abilities might be appropriate
providers of one HR service (e.g. EAP Services) need to have? (75-150 Words)
Skills required for EAP services are:
 Excellent communication skill
 To work with different level of employees and union body
 Identification strategies of workplace problem
 Related problem solving
 Promotional training
 Intervention strategies
Knowledge required for EAP services are:
 Principles and practices of EAP
 Critical Incidental Stress Management (CISM) program
Experience required for EAP services are:
 Properly trained EAP professionals for the situation they have to face
 To handle different layer of persons with conflict situation
 To ensure amicable solution about the problems occur during the course of time
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Qualification required for EAP services are Masters Degree holders in metal health related field
like social work or counseling including substance abuse counseling. The requirement also
demands Certified Employee Assistance professional or CEAP with mentioned credentials.
Abilities of EAP service providers are:
 To prove multicultural competency
 To provide amicable solution to the problem
 To ensure flexibility with communication skill to adhere problem and provide solution.
4. What is a ROI? Why can calculating ROI be difficult when it comes to the provision of HR
services? Why is it important to make an effort to calculate ROI in relation to HR services?
(100-175 words).
Definition of ROI or Return on Investment depicts that it is form of mathematical calculation in
financial terms to find out the financial return on any investments made for any business. This
tool can be used to
Assess the wroth of any project or unit in smaller sense with critical allocation of investment on
which return is to be derived.
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The concept of ROI calculation in HR is difficult due to its nature of unquantifiable outcome. As
every unit of any organization is ready to provide ROI for the effort, HR also seems to provide
the same in order to quantify its contribution to the investment.
It is important to make specified effort for deriving ROI on HR services. It is advised to use
quantifiable metrics for improvement of the credential of HR service as a profession to enable
the higher management to identify measurable and specific route to derive the benefit extended
by HR service to the organization.
5. Explain the difference between quantitative and qualitative information that might be
gathered to evaluate the organization’s human resource service delivery. (150-200 words).
Quantitative and qualitative data are most important tools to evaluate employees’ contribution in
any organization in respect of HR service delivery. It is not possible to gather quantitative data if
the measurable benchmark is not set. Basic differences of quantitative and qualitative data
analysis in case of HR service delivery are:
Quantitative data:
 Measurable benchmark can be set
 Evaluation process for performance management is easier
 Reward program can be set and appraised as per quantifiable accomplishment
 Manufacturing units are best examples for application of this concept.
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