Latest Activity In Study Groups

Join Your Study Groups

VU Past Papers, MCQs and More

We non-commercial site working hard since 2009 to facilitate learning Read More. We can't keep up without your support. Donate.


In the pharmaceutical sector, the following three organizations are operating. Organization A had just started its setup in 2019, and around 22 employees are working in it in various capacities. Organization B has proper departmentalization, and around 52 people are employed in it. In organization C, the total number of employees is around 650. The basic purpose of Human Resource Management in these organizations is to attract, develop, and retain competent employees to have a competitive edge over the competitors. However, each organization will follow a different approach to handle Human Resource functions while keeping in view the organization’s size.

Discuss how each organization will execute different Human Resource Management functions.


  • Make sure to submit your response before the due date on VULMS. There will be no grace period for submission of GDB.
  • Any submission made via email after the due date will not be accepted.

Student’s Guide                                                   

  1. Word limit is from 100-150 words. Your answer should be relevant to the topic i.e. clear and concise. Keep your discussion within the mentioned scenario. irrelevant answers and material will not be graded. 
  2. For acquiring the relevant knowledge, do not rely only on handouts but also watch the course video lectures and read additional material available online or in any other mode.
  3. Use the font style “Times New Roman” and font size “12”.
  4. You should post your answer on the Graded Discussion Board (GDB), not on the Moderated Discussion Board (MDB). Both will run parallel to each other during the time specified above. Therefore, due care will be needed.
  5. Specific questions/queries related to the content of the GDB, which may be posted by the students on MDB or via e-mail, will not be replied till the due date of GDB is over.

 Important Instructions Regarding Copied Material:

  • Be careful from those blogs that are promoting cheating culture among our students and killing their creativity and critical thinking. Answers copied from such blogs will be straightaway marked as zero. Similarly, any relevant or irrelevant material copied from internet sources will get the same treatment.
  • Do not copy or exchange your answer with other students. Two identical / copied comments will be marked Zero (0) and may damage your grade in the course.
  • Books, websites and other reading material may be consulted before posting your comments; but copying or reproducing the text from books, websites and other reading materials is strictly prohibited. Such comments will be marked as Zero (0) even if you provide references.


Note related to load shedding: Please be proactive

 As you know that Post Mid-Term semester activities have started and load shedding problem is also prevailing in our country. Keeping in view the fact, you all are advised to post your activities as early as possible without waiting for the due date. For your convenience; activity schedule has already been uploaded on VULMS for the current semester, therefore no excuse will be entertained after due date of the graded discussion board.

Views: 2004

Replies to This Discussion

Please Discuss here about this GDB.Thanks

Our main purpose here discussion not just Solution

Students having same subject can start discussion here to solve assignment, GDB & Quiz and can clear their concepts until solution is provided. 


P.S:    Please always try to add the discussion in proper format title like “CS101 Assignment / GDB No 01 Solution & Discussion Due Date: ___________”

Then copy Questions from assignment file and paste in Discussion.

#Mgt501 1st gbd solution

Recruiting the Right People for the Right Job
The success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions. Recruiters who work in-house – as opposed to companies that provide recruiting and staffing services – play a key role in developing the employer's workforce. They advertise job postings, source candidates, screen applicants, conduct preliminary interviews and coordinate hiring efforts with managers responsible for making the final selection of candidates.
Maintaining a Safe Environment
Workplace safety is an important factor. Under the Occupational Safety and Health Act of 1970, employers have an obligation to provide a safe working environment for employees. One of the main functions of HR is to support workplace safety training and maintain federally mandated logs for workplace injury and fatality reporting. In addition, HR safety and risk specialists often work closely with HR benefits specialists to manage the company's workers compensation issues.
Employer-Employee Relations
In a unionized work environment, the employee and labor relations functions of HR may be combined and handled by one specialist or be entirely separate functions managed by two HR specialists with specific expertise in each area. Employee relations is the HR discipline concerned with strengthening the employer-employee relationship through measuring job satisfaction, employee engagement and resolving workplace conflict. Labor relations functions may include developing management response to union organizing campaigns, negotiating collective bargaining agreements and rendering interpretations of labor union contract issues.
Compensation and Benefits
Like employee and labor relations, the compensation and benefits functions of HR often can be handled by one HR specialist with dual expertise. On the compensation side, the HR functions include setting compensation structures and evaluating competitive pay practices. A comp and benefits specialist also may negotiate group health coverage rates with insurers and coordinate activities with the retirement savings fund administrator. Payroll can be a component of the compensation and benefits section of HR; however, in many cases, employers outsource such administrative functions as payroll.
Labor Law Compliance
Compliance with labor and employment laws is a critical HR function. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability. HR staff must be aware of federal and state employment laws such as Title VII of the Civil Rights Act, the Fair Labor Standards Act, the National Labor Relations Act and many other rules and regulations.
Training and Development
Employers must provide employees with the tools necessary for their success which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture. Many HR departments also provide leadership training and professional development. Leadership training may be required of newly hired and promoted supervisors and managers on topics such as performance management and how to handle employee relations matters at the department level.
Professional development opportunities are for employees looking for promotional opportunities or employees who want to achieve personal goals such as finishing a college degree. Programs such as tuition assistance and tuition reimbursement programs often are within the purview of the HR training and development area.

One more idea solution 

MGT501 GDB 1 Fall 2020 Solution idea:

Credit: Adeel Shehzad


According to the given scenario orgnization “A” lies in the small orgnization and there will be no independent HR department. The Owner/Manager will perform HR function like staff etc In small organizaton “B” belongs to medium size orgnization is types of orgnization little specialization regarding HR,  one or two capable/ competent persons are represent whole HR department one person perform whole HR functions like job analysism Human resource planning and selection etc Organization “C”  belongs the large size organization In this type of orgnization tradidtional HR function performed Under the HR manager 05 separate/ Specializaed department conduct / process their function like staffing, human resourse development, compensation and benifit etc, as the size of the orgnization increased tradition HR functio performed under specilized department as above.

Organization A is a smaller firm

Some aspects of the human resource function may actually be more significant in smaller firms than in larger ones.

Organization B is a medium sized firm

As firms grow and become more complex, the human resource function becomes more complex, and its function achieves greater importance. The basic purpose of human resource management remains the same, but  the approach followed in accomplishing its objectives changes.

Organization C is a large organization

When the firm’s human resource function becomes too complex for one person, separate sections are often created and placed under a human resource manager. These sections will typically perform tasks involving training and development, compensation and benefits, employment, safety and health, and labor relations.

The HR organizational structure of large-sized firms changes as firms outsource, use company service centers, and evolve in other ways to make HR more strategic.


© 2021   Created by + M.Tariq Malik.   Powered by

Promote Us  |  Report an Issue  |  Privacy Policy  |  Terms of Service