0413-225 | Human Resource Management | Spring 2025 | Midterm

0413-225 | Human Resource Management | Spring 2025 | Midterm

Introduction

Midterm exam for 0413-225 (HRM) at DIU, Spring 2025. Covers HR challenges, planning, job design, recruitment, and selection.

Five questions (5×5=25 marks). Focus: RMG/manufacturing HR issues, HR strategy implementation, job descriptions, recruitment sources, and high-risk hiring.

Question Solutions

1. HRM Challenges in Bangladesh’s RMG/Manufacturing

• Diversity, Equity, Inclusion (DEI): Workforce diversity (gender, ethnicity) requires fair policies to avoid discrimination and boost morale.
• Employee Well-being: Long hours, poor conditions → burnout. Solutions: safety programs, mental health support.
• Technological Advancements: Automation demands digital skills. Upskill workers to reduce job displacement.
• Skills Development: Gap in technical/vocational training. Partner with institutes for tailored programs.
• Data Privacy: Secure employee data (payroll, records) to comply with laws and prevent breaches.

Impact: Poor management → high turnover, low productivity. Sustainable practices improve competitiveness.

2. HR Planning for Greenfield Garments Ltd.

• Recruitment & Selection: Target skilled workers via job fairs, online portals. Use competency-based interviews.
• Retraining & Redeployment: Identify skill gaps. Offer workshops (e.g., machinery operation, digital tools).
• Retention Strategies: Competitive salaries, bonuses, career growth paths to reduce turnover.
• Succession Planning: Identify high-potential employees. Mentorship programs to groom future leaders.

3. Job Description: Digital Marketing Coordinator

Responsibilities:

• Manage social media campaigns (Facebook, Instagram, Google Ads).
• Analyze metrics (CTR, ROI) and optimize strategies.
• Create content (blogs, graphics) with SEO best practices.

Skills/Qualifications:

• Bachelor’s in Marketing/Business.
• Proficiency in Google Analytics, Meta Ads.
• Strong copywriting and creative thinking.

4. Internal vs. External Recruitment

For Tech Companies: External better for niche skills. Internal factors (e.g., low pay) may push toward external hiring.

5. Hiring for High-Risk Security Position

• Physical Fitness: Medical tests, endurance assessments.
• Mental Sharpness: Psychometric tests, scenario-based interviews.
• Trustworthiness: Background checks, reference validation.

Key Concepts

• HR Planning: Aligns workforce supply/demand with business goals.
• DEI: Fair treatment to enhance innovation and retention.
• Succession Planning: Ensures leadership continuity.
• Recruitment Sources: Internal (promotions) vs. external (job boards).

FAQs

Q: How does DEI impact RMG competitiveness?

A: Diverse teams improve problem-solving and adaptability, boosting productivity.

Q: Why use external recruitment for tech roles?

A: Access to specialized skills unavailable internally.