1.

Define HRM
It is an art of procuring, developing and maintaining the competent workforce in order to
achieve the goals of the organization in an effective and efficient manner

1. List few objectives of HRM.

To help the org. To reach its goal. To employ the skills and abilities of workforce efficiently. To
develop and maintain a quality of work life. To provide the org. With well trained and well
motivated employees. To be ethically and socially responsive to the needs of the society

1. List out the functions of HRM.

Managerial functions • Planning • Organizing • Directing • Controlling • Operative functions •
Procurement • Human resource development • Motivation & Compensation • Maintenance •
Integration

1. What do you mean by HRD?

Managerial functions • Planning • Organizing • Directing • Controlling • Operative functions •
Procurement • Human resource development • Motivation & Compensation • Maintenance •
Integration

1. List the features of HRM.

It is the process of improving moulding, changing and developing the skills, knowledge, creative
ability, aptitude, attitude, values commitment, etc., based on present and future job and
organizational requirements

1. What are the qualities of HR manager?

It is the process of improving moulding, changing and developing the skills, knowledge, creative
ability, aptitude, attitude, values commitment, etc., based on present and future job and
organizational requirements

1. What is the need of HRM?

Good communication skills • Leadership • Integrity • Dedication • Patient • Focused • Hard
working

1. What is the importance of HRM?

Facilitates professional growth,Better relations between union and management,achieve
objectives,Helps an individual to work in a team/group,Allocating the jobs to the right
person,Improves the economy

2. What is affirmative action?

It is a program or policy of a company that aims to eliminate discrimination by providing equal
opportunities and improving his /her profession. (education) Affirmative action refers to policies
that take factors including "race, color, religion, sex, or national origin" into consideration in order
to benefit an underrepresented group, usually as a means to counter the effects of a history of
discrimination.
2. List few examples of Affirmative action.

2. What is administrative Role of HR?

The administrative role of HR management has been heavily oriented to administration and
recordkeeping including essential legal paperwork and policy implementation. Major changes
have happened in the administrative role of HR during the recent years. Two major shifts driving
the transformation of the administrative role are: Greater use of technology and Outsourcing.

2. What is the importance of Human factor?

Proper utilization of other resources– Help transform lifeless factors of production into useful
products Capable of enlargement– produce extraordinary things when inspired– Can help
organisation achieve results quickly, efficiently & effectively

2. Define policy
A policy is a man-made rule of pre-determined course of action that is established to guide the
performance of work toward the organization objectives. It is a type of standing plan that serves
to guide subordinates in the execution of their tasks

2. What is the need for HR policy?

Avoid unintended obligations Legal requirements Employment at will, contractual status
Defense of claims Helps avoid union organizing Risk management

2. What is Human Resource Planning?

HRP is the process by which management determines how the organization should move from
its current man power position to desired manpower position. Through planning, management
strives to have the right time, doing things which result in both the organization and individual
receiving maximum long run benefitsǁ

2. List out few objectives of HRP.

To ensure optimum utilization of human resources currently available in the organization. To
assess or forecast the future skill requirement of the Organization. To provide control measures
to ensure that necessary resources are available as and when required.

3. What are the four phases of HRP?

To ensure optimum utilization of human resources currently available in the organization. To
assess or forecast the future skill requirement of the Organization. To provide control measures
to ensure that necessary resources are available as and when required.

3. Define Strategic planning

HRP is the process by which management determines how the organization should move from
its current man power position to desired manpower position. Through planning, management
strives to have the right time, doing things which result in both the organization and individual
receiving maximum long run benefits
 3. What are international strategies?
An international expansion strategy of an organization is facilitated to a great extent by HR
planning. The HR department‘s ability to fill key jobs with foreign nationals and reassignment of
employees from within or across national borders is a major challenge that is being faced by
international business.

3. What is environmental scanning?

It refers to the systematic monitoring of the external forces influencing the organization. The
following forces are essential for pertinent HRP.Economic factors, including general and regional
conditions.Technological changes, Demographic changes including age, composition and
literacy, Political and legislative issues, including laws and administrative rulings Social
concerns, including child care, educational facilities and priorities.

3. What is demand forecast?

Demand forecasting is the process of estimating the future quantity and quality of people
required to meet the future needs of the organization. Annual budget and long-term corporate
plan when translated into activity into activity form the basis for HR forecast

4. What is supply forecast?

Supply forecast determines whether the HR department will be able to procure the required
number of workers. Supply forecast measures the number of people likely to be available from
within and outside an organization, after making allowance for absenteeism, internal
movements and promotions, wastage andchanges inhours, and other conditions of work

4. What are the requisites of successful HRP?

HRP must be recognized as an integral part of corporate planning Support of top management
is essential There should be some centralization with respect to HRP responsibilities in order to
have co-ordination between different levels of management. Organization records must be
complete, up to date and readily available. Techniques used for HR planning should be those
best suited to the data available and degree of accuracy required. Data collection, analysis,
techniques of planning and the plan themselves need to be constantly revised and improved in
the light of experience.

4. What are the two types of recruitment?

● Internal Recruitment- is a recruitment which takes place within the concern or organization.
● External Recruitment- External sources of recruitment have to be solicited from outside the
organization.

4. What are the advantages of external recruitment?

External sources of recruitment are suitable for the following reasons: It will help in bringing
new ideas, better techniques and improved methods to the organization. The cost of employees
will be minimized because candidates selected in this method will be placed in the minimum pay
scale. The existing employees will also broaden their personality.
4. What are the prerequisites of good recruitment policy?
It should be in conformity with its general personnel policies; □ It should be flexible enough to
meet the changing needs of an organisation; □ It should be so designed as to ensure
employment opportunities for its employees on a long-term basis so that the goals of the
organisation should be achievable; and it should develop the potentialities of employees; □ It
should match the qualities of employees with the requirements of the work for which they are
employed; and □ It should highlight the necessity of establishing job analysis.

4. List few factors affecting recruitment

The factors affecting recruitment can be classified as internal and external factors. The internal
factors are: □ Wage and salary policies; □ The age composition of existing working force; The
external factors are: □ Supply and demand of specific skills in the labour market; □ Company‘s
image perception of the job seekers about the company.

4. List the methods of recruitment

Direct Indirect Third-party

4. Compare recruitment and selection

4. List out few selection tests

aptitude, interest, personality,performance,intelligence,knowledge

4. Compare personality test and intelligence test

PERSONALITY TEST - At times, personality affects job performance. These determine
personality traits of the candidate such as cooperativeness, emotional balance etc. These seek
to assess an individual‘s motivation, adjustment to the stresses of everyday life, capacity for
interpersonal relations and self-image.
INTELLIGENCE TEST - This aim at testing the mental capacity of a person with respect to
reasoning, word fluency, numbers, memory, comprehension, picture arrangement, etc. It
measures the ability to grasp, understand and to make judgement
5. Define Training
Training is a process of learning a sequence of programmed behavior. It is the application of
knowledge & gives people an awareness of rules & procedures to guide their behavior. It helps
in bringing about positive change in the knowledge, skills & attitudes of employees

5. List the 4 objectives of training and development?

Individual Objectives– help employees in achieving their personal goals, which in turn,
enhances the individual contribution to an organization. Organizational Objectives– assist the
organization with its primary objective by bringing individual effectiveness. Functional
Objectives– maintain the department‗s contribution at a level suitable to the organization's
needs. Societal Objectives– ensure that an organization is ethically and socially responsible to
the needs and challenges of the society

5. List the benefits of training and development?

Increased productivity. Reduced employee turnover. Increased efficiency resulting in financial
gains. Decreased need for supervision.

5. What are the 4 basic grounds on which the training is given?

New candidates who join an organization are given training. The existing employees are trained
to refresh and enhance their knowledge. If any updations and amendments take place in
technology, training is given to cope up with those changes. When promotion and career growth
becomes important. Training is given so that employees are prepared to share the
responsibilities of the higher level job.

5. State the importance of training and development

5. Compare on-the-job training and off-the-job training

5. What are the two types of employee training?

5. How the on-the-job training is characterized?

It is done on ad-hoc manner with no formal procedure, or content
□ At the start of training, or during the training, no specific goals or objectives are developed
□ Trainers usually have no formal qualification or training experience for training
□ Training is not carefully planned or prepare

5. What is the formal procedure for on-the-job training program?

1. The participant observes a more experienced, knowledgeable, and skilled trainer (employee)
2. The method, process, and techniques are well discussed before, during and after trainer has
explained about performing the tasks 3. When the trainee is prepared, the trainee starts
performing on the workplace 4. The trainer provides continuing direction of work and feedback

6. What are the 4 techniques for on-the-job development?

□ COACHING□MENTORING□JOBROTATION□JOBINSTRUCTIONTECHNIQUE
6. Which is the best training plan for CEO?
Coach is the best training plan for the CEOs because □ It is one to one interaction □ It can be
done at the convenience of CEO □ It can be done on phone, meetings, through emails, chat □ It
provides an opportunity to receive feedback from an expert

6. What is the procedure for coaching?

1. Understand the participant’s job, the knowledge, skills, and attitudes, and resources required
to meet the desired expectation 2. Meet the participant and mutually agree on the objective that
has to be achieved 3. Mutually arrive at a plan and schedule 4. At the job, show the participant
how to achieve the objectives, observe the performance and then provide feedback 5. Repeat
step 4 until performance improves

6. Define mentoring
Mentoring is an ongoing relationship that is developed between a senior and junior employee.
Mentoring provides guidance and clear understanding of how the organization goes to achieve
its vision and mission to the junior employee.

6. List out few key points on Mentoring

□ Mentoring focus on attitude development □ Conducted for management-level employees □
Mentoring is done by someone inside the company □ It is one-to-one interaction □ It helps in
identifying weaknesses and focus on the area that needs improvement

6. What is job rotation?

An organized and helpful way to develop talent for the management or executive level of the
organization is job rotation. It is the process of preparing employees at a lower level to replace
someone at the next higher level.

6. List out off-the-job training methods

SENSITIVITY TRAINING TRANSACTIONAL ANALYSIS STRAIGHT LECTURES/ LECTURES
SIMULATION EXERCISES

7. List the objectives of compensation planning

• To attract manpower in a competitive market. • To control wages and salaries and labour costs
by determining rate change and frequency of increment. • To maintain satisfaction of employees
by exhibiting that remuneration is fair, adequate and equitable. • To induce and improve
performance, money is an effective motivator.

7. What are the factors affecting compensation planning?

Supply and Demand of Labour,Ability to Pay,Management’s Philosophy,Legislation

7. List the various modes of compensation planning

Wages and Salary,Incentives,Fringe Benefits,Non- Monetary Benefits
7. What are incentives?
These are also known as payment by results. These are paid in addition to wages and salaries.
Incentive depends upon productivity, sales, profit or cost reduction efforts. Incentives vary from
individual to individual and from period to period for the same individual.

7. How incentives are classified?

Incentives can be classified under the following categories: Individual and Organizational
Incentives Financial and Non-Financial Incentives Positive and Negative Incentives

7. How individual incentive system are classified?

a) Time based System- It includes Halsey Plan, Rowan Plan, Emerson Plan and Bedaux Plan
b) Production based System- it includes Taylor's Differential Piece Rate System, GanttsTask
and Bonus Plan

7. How group incentive system is classified?

a) Scalon Plan b) Priestman„s Plan c) Co-Partnership Plan d) Profit Sharing

7. Define Halsey plan with example

Under this plan a standard time is fixed in advance for completing a work. Bonus is awarded to
the worker who performs his work in less than the standard time and paid wages according to
the time wage system for the saved time.

7. Define Rowan plan with example

Under this method minimum wages are guaranteed to workers at the ordinary rate for the time
taken to complete the work. Bonus is that proportion of the wages of the time taken which the
time saved bears to the standard time allowed.

8. Compare financial and non-financial incentives

Financial incentives include salary, premium, reward, dividend, income on investment etc. On
the other hand, non-financial incentives are that social and psychological attraction which
encourages people to do the work efficiently and effectively

8. Compare positive and negative incentives

Positive incentives are those agreeable factors related to work situations which prompt an
individual to attain or excel the standards or objectives set for him, whereas negative incentives
are those disagreeable factors in a work situation which an individual wants to avoid and strives
to accomplish the standards required on his or her part

8. What are fringe benefits?

These are given to employees in the form of benefits such as provident fund, gratuity, medical
care, hospitalization, accident relief, health insurance, canteen, uniform etc
8. List few fringe benefits
Old Age and Retirement Benefits Workman‟s Compensation Employee Security- Payment for
Time Not Worked Safety and Health Health Benefits

8. What are objectives of reward management?

Support the organisation's strategy, Recruit & retain, Motivate employees, Internal & external
equity

8. What are the advantages of fair compensation system?

If an ideal compensation system is designed, it will have a positive impact on the efficiency and
results produced by workmen. Such a system will encourage the normal worker to perform
better and achieve the fixed standards.The system would be simple and flexible so that every
worker/recipient would be able to compute his own compensation receivable. Such system
would be easy to implement, so that it would not penalize the workers for the reasons beyond
their control and would not result in exploitation of workers

8. What are the two kinds of rewards?

Extrinsic rewards satisfy basic needs and Intrinsic rewards satisfy higher needs

8. What are the steps in career management?

Self-assessment,reality check,goal setting,action planning

8. What are the requirements for effective mentor-protégé relationship?

The status & characteristics of the mentor,The relationship,The activities,Developing higher
skills,Response of the protégé

8. List the types of Organisational citizenship behaviour

•altruism •courtesy •sportsmanship •conscientiousness •civic virtue

9. What is performance evaluation systems?

A performance evaluation system is a systematic way to examine how well an employee is
performing in his or her job. If you notice, the word systematic implies the performance
evaluation process should be a planned system that allows feedback to be given in a
formal—as opposed to informal— sense. Performance evaluations can also be called
performance appraisals, performance assessments, or employee appraisals.

9. What are performance evaluation system errors

Before we begin to develop our performance review process, it is important to note some of the
errors that can occur during this process.when this occurs, it makes the performance evaluation
less valuable for employee development.

9. Write about Reform act

The Civil Service Reform Act of 1978 set new standards for performance evaluation. Although
these standards related only to public sector employees, the Reform Act began an important
trend toward making certain performance evaluations were legal.

9. What is performance feedback?

Performance feedback is the ongoing process between employee and the manager where
information is exchanged concerning the performance expected and the performance exhibited.

9. What are the types of performance feedback?

Formal feedback Informal Feedback Positive Feedback Negative Feedback

9. List the process of performance feedback

Scheduling performance feedback Preparing for a feedback session Conducting the Feedback
session

9. What is promotion?
promotion usually implies several things to the person concerned—higher status, both at work
and in the community outside, more pay and fringe benefits, perhaps greater job security and a
more senior position from which a person renders better service to his organization.

9. What is demotion?
Demotion is a process by which the employee is downgraded and sent to a lower position from
the one he is holding at present. When an employee is moved to a job with less responsibility,
status or compensation he is said to be demoted.

9. List the types of promotion

Limited Promotion Dry Promotion Multiple Chain Promotion Up and Out Promotion

10. What is the basis of promotion?

(a) Promotion Based on Seniority (b) Promotion Based on Merit (c) Merit cum seniority
promotion (d) Promotion by Selection (e) Time Bound Promotion (f) Temporary Promotion

10. What are the causes of promotion?

10. List the types of transfer

a) General (b) Production (c) Replacement (e) Remedial (d) Shift (f) Versatility (g) Punishment
or Penal (h) Request or Personal (i) Mutual

10. Compare dismissal and retrenchment

A dismissal is the termination of the services of an employee by way of punishment for some
misconduct, or for prolonged absence from duty.
Retrenchment is termination of service due to redundancy. It is a permanent termination of the
services of an employee for economic reasons in a going concern.
10. List the effects of promotion
A promotion results in an employee taking an responsibility for managing or overseeing the
work of other employees. A promotion is viewed as a desirable by employees because of the
impact a promotion has on pay,authority,responsibility,and the ability to influence broader
organizational decision making. It is a form of recognition for Employees who make significant
and effective work contributions

10. What are grievances?

It may be any genuine or imaginary feeling of dissatisfaction or injustice which an employee
experiences about his job and it‘s nature, about the management policies and procedures.. It
must be expressed by the employee and brought to the notice of the management and the
organization.

10. How grievances can be managed effectively?

Acknowledging grievance,Gathering facts,Quick action,Examining the causes of
grievance,Decisioning,Execution and review

10. List the objectives of grievances handling procedure

To enable the employee to air their grievance
To clarify the nature of the grievance problem kept
What are the objectives of grievance handling
To investigate the reasons for dissatisfaction
To obtain, where possible, a speedy resolution to the
To take appropriate actions and ensure that promises are
To inform the employee of their right to take the grievance to the next stage of the procedure, in
the event of an unsuccessful resolution

10. What are the benefits of grievances handling procedure

It encourages employees to raise concerns without fear of reprisal.
It provides a fair and speedy means of dealing with complaints.
It prevents minor disagreements developing into more serious disputes.
It serves as an outlet for employee frustrations and discontents.

10. List the methods of identifying grievances

Directive observation,Grip boxes,Open door policy,Exit interview