HUMAN RESORUCE MANAGEMENT

UNIT I:- PERSPECTIVE IN HUMAN RESOURCE MANAGEMENT

PART A

QUESTIONS & ANSWERS

1. Define the term HRIS?

Ans. Human Resource Information System is an integrated system designed to improve
the efficiency with which HR data is compiled. It makes Human Records more
useful to the management by serving as a source of information.

2. Define HRM?
Ans. Human Resource Management is a process of bringing people and organizations
together so that the goals of each are met. It tries to secure the best from people by
winning their wholehearted cooperation. In short it may be defined as the art of
procuring, developing and maintaining competent workforce to achieve the goals
of an organization in an effective and efficient manner.

3. Name the six HRM gurus who have contributed significantly to the HRM field?
Ans.

4. What activities make up the HRM function?

Ans.
 Managerial Functions
 Operative Functions

5. List down the various function of HRM?

Ans.
 Planning
 Organizing
 Directing
 Controlling
 Procurement Functions
 Development
 Motivation and Compensation
 Maintenance
 Integration Function

6. What is the scope of staffing function?

Ans. Staffing Functions tries to classify the employees on the basis of Age, Gender,
Position, Category, Experience, Qualifications, Skills,
7. What roles does HR dept. play in an organization?
Ans. Human Resource Departments plays the following functions in an organization,
 Attract and retain talent
 Train the people
 Develop skills
 Promote team
 Increase productivity and profit
 Improve job satisfaction
 Enhance standard of living
 Generate employment opportunity

8. What are the responsibilities of HRM?

Ans.
 Training employees fairly and justly by adopting an even handed approach
 Consideration individual circumstances when decisions affect the
employee’s prospects, seniority or self respect.
 Increase the interest in the job and organization by reducing monotony,
increasing variety of responsibilities avoiding stress and strain.

9. What is the role of HR manager?

Ans.
 Policy Maker
 Administrative expert
 Advisor
 Housekeeper
 Counselor
 Welfare officer
 Legal consultant
 Recruiter, trainer, developer, motivator

10. What are the skill and competencies required for HRM?
Ans.
 Personal attributes
 Experience and training
 Professional attitudes
 Qualifications

11. Briefly explain the advantages of having a sound human resource policy?
Ans.
 Specialization
 Large scale productions
 Improved efficiency
 Flexibility
 Better industrial relations & mutual understandings
 Sound decisions
12. What are the basic components of HRM?
Ans.
 Man Power
 Duties & Responsibility
 Supervising and subordinates
 Considerations

13. What are the areas of HR that constitute the HRM model developed by HRTD?
Ans.
 Knowledge
 Technical Skills
 Social skills
 Techniques

14. List the various possible HRM outcomes?

Ans.
 Composition of workforce
 Employee expectations
 technology
 Lifestyle

15. What are the organizational environmental factors that influence the HRM
activities?
Ans.
 Manpower
 Employer
 Considerations
 Job Evaluations
 Motivations

16. List out the various external environmental factors that influence the activities or
function of HRM?
Ans.
 Competitor (Rival)
 Government Policies
 Employee Welfare Agencies
 Unions

17. What are the types of human resources policies?

Ans.
 Originated policies
 Appealed policies
 Imposed policies
 General policies
 Specific policies
18. What are the external characteristics of human resource policy?
Ans.
 Uniformity
 Delegations
 Decision makings
 Coordination

19. Bring out some of the important new trends that are influencing the HRM
function?
Ans.
 Performance Appraisal
 Job rotations
 Transfer & Promotions

20. Briefly explain the role of computers in HR function?

Ans.
 Recruitment information
 Personal Administration Information
 Manpower Planning information
 Training and health information
 Appraisal information
 Payroll information

21. Why does an organization need HRIS?

Ans.
 To offer an adequate, comprehensive and on-going information system
about people and jobs.
 To supply up-to-date information at a reasonable cost.
 To offer data security and personal privacy. Data security is a technical
problem that can be dealt with in several days, including passwords and
elaborate codes.

22. What are the objectives of HRIS?

Ans.
 To offer an adequate, comprehensive and on-going information system
about people and jobs.
 To supply up-to-date information at a reasonable cost.
 To offer data security and personal privacy. Data security is a technical
problem that can be dealt with in several days, including passwords and
elaborate codes.
23. What are the components of HRIS?
Ans.
 Plan
 Design
 Implement
 Evaluate

24. Brief the various uses of HRIS?

Ans.
 Offers an adequate, comprehensive and on-going information system
about people and jobs.
 Supplies up-to-date information at a reasonable cost.
 Offers data security and personal privacy. Data security is a technical
problem that can be dealt with in several days, including passwords and
elaborate codes.

25. What are the objectives HRM?

Ans. HRM aims at achieving organizational goals, meet the expectations of employees;
develop the knowledge, skills and abilities of employees; improve the quality of
working life and manage human resources in an ethical and socially responsible
manner.

PART - B

1. Trace the evolution of HR management. What changes do you force in the future?
Ans. Introduction- Early phase- Legal phase- Welfare phase- Development phase-
Conclusions

2. Elucidate the transition of personnel management into human resource

management and explain the key function of HRM?
Ans. Introductions- Personal Management- Human Resource Management-
Functions of HRM-Conclusions.

3. What is meant by HRM and explain why it is important to organization?

Ans. Introductions – HR, HRM - Nature of HRM - Scope of HRM - Objectives of
HRM - Advantages of HRM – Conclusions.

4. Explain the scope of HR function?

Ans. Introduction – HR, HRM - Scope of HR - Functions of HR - Advantages of HR-
Conclusions

5. Explain significant environmental influencing on managing people?

Ans. Introduction of HR, HRM- Features of HRM- Factors- Conclusions.
6. A company is considering a major decision to open a new plant. What are some of
HR consideration that need to be factored into the decision?
Ans. Introductions – HR, HRM- Functions of HR,- Conclusions

7. Briefly explain the job of the HR manager. What are the new trends in HR
management?
Ans. Introduction – HR, HRM, HR Manager- Qualities & Qualifications of HR
Manager- New Trend - Performance Appraisal, Job rotations, Transfer &
Promotions- Conclusions.

8. What are the issue developing a HRIS. Illustrate the contents of a typical HRIS?
Ans. Introductions – HR, HRM, HRIS- Objectives of HRIS- Need of HRIS-
Advantages of HRIS- Conclusions.

9. Explain how computers can help in the HR management function. What is the
practical evidence from industry?
Ans. Introductions – HR- Evolutions of HRM- Evolution of HRIS- Uses of HRIS-
Conclusion.

10. What is meant by HRIS? Explain general HRIS model?

Ans. Introductions – HR,- HRIS- Objectives of HRIS- Uses & Needs of HRIS-
Setting up of HRIS- Conclusions

11. Discuss the computer application in human resource management?

Ans. Introduction- Recruitment information- Personnel administration information-
Manpower planning information- Training information- Health information-
Appraisal information- Payroll information- Personnel research information

UNIT 2 -THE CONCEPT OF BEST FIT EMPLOYEE

PART A

QUESTIONS & ANSWERS

1. Explain briefly the significance and purpose of human resource planning?

Ans.
 RESERVOIR OF TALENT: The organisation can have a reservoir of talent at any
point of time.
 PREPARE PEOPLE FOR FUTURE: People can be trained, motivated and
developed in advance and this helps in meeting future needs for high-quality
employees quite easily.
 EXPAND OR CONTRACT: If the organisation wants to expand its scale of
operation, it can go ahead easily.
  CUT COSTS: Planning facilitates the preparation of an appropriate HR budget for
each department or division.
 SUCCESSION PLANNING: HR planning ,as pointed out previously, prepares
people for future challenges.

2. Why should organizations engage in HR planning. Mention at least four reasons?

Ans.
 FORECAST PERSONNEL REQUIREMENTS: HR planning is essential for the
future manpower needs in an organization.
 COPE WITH CHANGES: HR planning is required to cope with changes in
market conditions, technology, products and government regulation in an
effective way.
 USE EXISTING MANPOWER PRODUCTIVELY: Helps in decreasing wage
and salary costs in the long run.
 PROMOTE EMPLOYEES IN A SYSTEMATIC MANNER: Provides useful
information on the basis of which management decides.

4. What are the constraints on recruiting efforts?

Ans. Poor image, unattractive job, conservative internal policies, limited budgetary
support, restrictive policies of government are some of the constraints on
recruiting efforts.

5. What are the external sources of recruitment?

Ans.
 External sources like outside an organization. The organization can have the
services of: Employees working in other organization.
 Job aspirants registered with employment exchanges.
 Students from reputed educational institutions.
 Candidates referred by unions, friends, relatives and existing employees
 Candidates forwarded by search firms and contractors.
 Candidates responding to ad, issued by organization.
 Unsolicited applications.

6. What is job rotation?

Ans. Job rotation refers to the movement of an employee from one job to another. Job
rotations are not advisable in view of their negative impact on the organization
and the employee.

7. Explain briefly the concepts of employee referrals?

Ans. Employee referrals means using personal contacts to locate job opportunities. It is
a recommendation from a current employee regarding a job applicant. The logic
behind employee referral is that “it takes one to know one”.

8.What are the criteria used to determine the choice between internal and external sources
of recruitment?
To facilitate the decision making process in this regard companies rely on the
following :
TIME LAPSE DATA(TLD): They show the time lag between the date of requisition for
manpower supply from a department to actual date of filling the vacancies in that
department.
YIELD RATIOS: It indicate the no. of leads/contacts needed to generate a given no. of
hires at a point at time.

9.What is employee leasing?

Hiring permanent employees of another company who possess certain specialized
skills on lease basis to meet short term requirements- although not popular in India- is
another recruiting practice followed by firms in developed countries. It avoids expense
and problems of personnel administration.

10.What are the ESSENTIALS OF SELECTION ?

 Picking individuals possessing relevant qualifications
 Matching job requirements with the profile of candidates
 Using multiple tools and techniques to find the most suitable candidates capable
 Of achieving success on the job

11.What is Simulation tests?

Simulation exercise is a test which duplicates many of the activities and problems
an employee faces while at work
.
12.What is an initial screening?
The HR department tries to screen out the obvious misfits through this courtesy
interview. A prescribed application form is given to candidates who are found to be
suitable.

13.What are the various forecasting methods of human resources demand forecasting?
The demand for human talent at various levels is primarily due to the factors:
 External challenges
 Organisational decisions
 Workforce factors
 Forecasting techniques
 Other methods

14.What are the roadblocks in the process of human resource planning?
HR professionals are basically confronted with three problems while preparing
and administering HR plans: accuracy, inadequate top management support, lopsided
focus on quantitative aspects.

15.Differentiate between the terms:

a) Task and Duty.
b) Job and occupation.
A task is an identifiable work activity carried out for a specific purpose.
A duty is a larger work segment consisting of several tasks that are performed by an
individual.
Job: A group of positions similar in their significant duties .
Occupation:
18.What do you mean by diary/log job analysis method?
Several job incumbents are asked to keep diaries or logs of their daily job
activities according to this method- and record the amount of time spent on each
activity.A job analyst is able to record the job’s essential chaaracteristics.

19.What are the Merits of using referrals for recruiting workers?

1. Wide choice
2. Injection of fresh blood
3. Motivational force
4. Long term benefits

20.List atleast any six of the most commonly used advertising media for recruiting
purposes?
 Newspaper advertisements
 Television and radio advertisements
 Private employment search firms
 Employment exchanges
 Gate hiring and contractors
 Unsolicited applicants/walk-ins
 Internet recruiting

21.What do you mean by realistic job preview?

Realistic job preview is a process of providing a job applicant with an accurate
picture of the job.

22.What do you mean by outsourcing?

Any activity in which a firm lacks internal expertise and requires on unbiased
opinion can be outsourced. Many businesses have started looking at outsourcing activities
relating to recruitment, training, payroll processing, surveys, benchmark studies, statutory
compliance etc., more closely, because they do not have the time or expertise to deal
with the situation. HR heads are no longer keeping activities like resume management
and candidate sourcing in their daily scrutiny. This function is more commonly
outsourced when firms are in seasonal business and have cyclical stuffing needs.

23.What is an application blank?what are its purposes?

Application blank or form is a printed form completed by job aspirants detailing

their educational background, previous work history and certain personal data.
USES:
 It introduces the candidate to the company in a formal way.
 It helps the company to have a cross-comparison of applicants.
  It can serve as a basis for initiating a dialogue at the interview.

24.What is a weighted application form?
WAB(weighted application form or blank) is a printed form completed by
candidates in which each item is weighted and scored based on its importance as a
determinant of job success.

25.Distinguish between ability,aptitude and personality tests?

These test help the management in assessing the different traits of the individual
for different purpose in the selection process.The assessement of traits may suggest the
various plans for the development of personnel in the organisation.

26.What is an assessment centre?

An assessment centre is an extended work sample. It uses procedures that
incorporate group and individual exercises.These exercises are designed to stimulate the
type of work which the candidate will be expected to do.

27.When do you use stress interviews?

The purpose of this type of interview is to put strain purposely on the candidate. It
assesses the emotional strain of a candidate when he is considered for such jobs where
resistance to stress is important.

UNIT 2 -THE CONCEPT OF BEST FIT EMPLOYEE

PART -B

1. List out the steps in human resource planning. Illustrate with examples?
 Introduction
 demand forecasting,
 supply forecasting,
 estimating manpower gaps and
 Formulating HR plans.
 Conclusion

2.How is manpower planning done? what are some peculiarities in forecasting manpower
in industries with high attrition?
 Introduction
  Expert forecasts
 Trend analysis
 Workforce analysis
 Workload analysis
 Conclusion

3.What is job analysis? what are the methods used in job anlysis?how is it done?
 Introduction
 Ranking method
 Classification method
 Factor comparison method
 Point method
 Conclusion
4.Write on various recruiting sources available to the human resource department?
 Introduction
 internal sources
 external sources
 Conclusion

5.What are the skill Skills recruiters want in India?

o Introduction
o Ability to work in a team
o Analytical and problem solving skills
o Communication and other soft skills
o Creativity and resourcefulness
o Leadership potential
o General Managerial skills
o Entrepreneurial skills

6.What are the interview process?

 Introduction
 Preparation
 Reception
 Information exchange
 Termination

9) What are the major types of employment tests? discuss the characteristics of each
type?
 Introduction
 Intelligence test
 Aptitude test
  Personality test
 Projective test
 Interest test
 Preference test
 Achievement test
 Simulation test
 Assessment centre
 The in basket
 The leaderless group discussion
 Business games
 Individual presentations
 Graphology test
 Polygraph test
 Integrity test
 Conclusion

10)What are the common types of interviewing errors. how can they be overcome?
 Introduction
 Snap judgements: deciding the applicant's suitability quickly based on the early
impression
 Leniency: the tendency to rate employee high or excellent on all criteria
 Stereotyping: attributing characteristics to individuals based on their inclusion or
membership in a particular group
 Bias: allowing the ratings to be influence by the personal likes and dislikes
 Halo effect: a single important trait of a candidate affects the judgement of the
rater ( like “athletes make good sales people”)
 Candidateorder error: the order in which a rater interviews candidates could
influence ratings sometimes
 Conclusion

11)How are tests validated? what are the uses of interviewers in making a right selection/
 Introduction
 Reliability:
 Validity
 Standardisation
 Qualified people
 Conclusion

12)Discuss the possible plans that can be developed to address both shortages and a
surplus of employees in an organization?
 Introduction
 HR plans must fit in with overall objectives of a firm.
 They must get consistent support from top management.
  Computerised human resource information systems must be used for applicant
tracking, succession planning, building skills inventories etc.
 The whole exercise must be carried out in coordination with operating managers.
 Conclusion

13)Write short notes on the following techniques used to forecast he human resource
supply:
a)Replacement analysis : It is a visual representation of who will replace whom in the
event of a job opening
b) Staffing table: Shows the number of employees in each job, how they are utilised
and the future employment needs for each type of job.
c)Markov analysis: Uses historical information from personnel movements of the
internal labour supply to predict what will happen in the future

14) What are the process of recruitment is influenced environmental factors?

 Introduction
o Economic factors
o Social factors
o Technological factors
o Political factors
o Legal factors
o The Factories Act
o The Apprentices Act
o The Employment Exchanges Act
o The Contract Labour Act
o Bonded Labour System Act
o The Child Labour Act

15) What are the steps in Induction Programme?

Induction includes socialisation also. Socialisation is the process through
which the new recruit begins to understand and accept the values, norms and beliefs held
by others in the orgaisation.
 Welcome to the organisation
 Explain about the company and show all the facilities
 Show the location where the new recruit will work.
 Give the company's manual
 Offer details about various work groups
 Provide details about policies, rules, regulations, benefits, etc
 Explain about opportunities and career prospects
 Clarify doubts
 Assign the new recruit to the supervisor
 Conclusion

16)What are the purpose of internal Mobility

 Introduction
  Improve organisational effectiveness
 Improve employee effectiveness
 Adjust to changing business operations
 Ensure discipline
 Conclusion

Unit -3- TRAINING AND EXECUTIVE DEVELOPMENT

Part A

1. What is mean by on-the-job training?

This is training directly received on the job. Here the trainee receives an
overview of the job. The trainer actually demonstrates the hob and the trainee is asked
to copy the trainer’s way. The trainee, finally, tries to perform the job independently

2. What is mean by executive development?

The basic purpose of executive development is to improve managerial
performance by imparting knowledge, changing attitudes or increasing skills.
Training certainly helps in improving job-related skills but when the intent is to
enhance executives’ ability to handle diverse jobs and prepare them for future
challenges the focus must shift to executive development

3. What does ‘understudy assignment’ achieve in managerial training?

This is a development method wherein potential managers are given the chance to
temporarily relieve an experienced manager of part of hi job and act as his
substitute during the period, giving him vital insights into the overall job that
would make him the automatic choice in the succession process.

4. What is meant by mentoring?

The use of an experienced person to teach and train someone with less knowledge
and experience in a given area is known as mentoring. The mentor nurtures, supports
and guides the efforts of young persons by giving appropriate information, feedback
and encouragement whenever required.

5. Briefly state the fundamental of transactional analysis?

Another common framework for categorizing the dimensions of knowledge
discriminates between embedded knowledge as knowledge which has been
incorporated into an artifact of some type (for example an information system may
have knowledge embedded into its design); and embodied knowledge as representing
knowledge as a learned capability of the body’s nervous, chemical, and sensory
systems. These two dimensions, while frequently used, are not universally accepted
6. What are the human resource dimensions of knowledge management?
TA emphasizes a pragmatic approach, that is, it seeks to find "what works" in
treating patients, and, where applicable, develop models to assist understanding of
why certain treatments work. Thus, TA continually evolves.

7. List out the benefits of management development?

 Invaluable investment in the long run as it helps managers to acquire
requisite knowledge, skills and abilities needed to handle complex
situations in business.
 Enables executives to realise their own career goals and aspirations.
 Helps executives to step into superior positions easily.
 Assists executives in enhancing their people-management skills, taking a
holistic view of various problems

8. What are the essential components of a comprehensive executive development

program?
 Lectures
 Group discussion
 Programmed instruction

9. Name any on-the-job techniques of executive management?

 Job rotation
 Apprenticeship training
 Committee assignments

10. What is meant by job rotation? Contrast between horizontal and vertical relatives?
Moving a trainee from job to job so as to offer cross training is called job
rotation. The idea behind this is to give managers the required diversified skills and a
broader outlook.

11. What is team building and when is it appropriate?

The teambuilding process begins when someone notices that a problem
exists which can be solved through collective efforts. Members then gather data
concerning the problem analyse the data, plan for improvements and implement the
action plans. Every one is expected to participate actively and perform certain
specific roles aimed at improving the effectiveness of the team:

12. What do you meant by in-basket training?

The trainee is asked to look into a number of papers such as memoranda,
reports, telephone messages that typically confront a manager and respond
appropriately

13. Differentiate between tacit knowledge and explicit knowledge?

Tacit knowledge is knowledge that people carry in their minds and is, therefore,
difficult to access. Often, people are not aware of the knowledge they possess or how
it can be valuable to others. Tacit knowledge is considered more valuable because it
provides context for people, places, ideas, and experiences. Effective transfer of tacit
knowledge generally requires extensive personal contact and trust.
Explicit knowledge that is easy to communicate is called explicit knowledge. The
process of transforming tacit knowledge into explicit knowledge is known as
codification or articulation.

14. What do you meant by knowledge management?

Knowledge Management programs are typically tied to organisational
objectives such as improved performance, competitive advantage, innovation,
developmental processes, lessons learnt transfer (for example between projects)
and the general development of collaborative practices. Knowledge Management
is frequently linked and related to what has become known as the learning
organisation, lifelong learning and continuous improvement. Knowledge
Management may be distinguished from Organisational Learning by a greater
focus on the management of knowledge as an asset and the development and
cultivation of the channels through which knowledge, information and signal
flow.

15. Contrast knowledge management with information management?

Knowledge Management System (KM System) refers to a (generally IT based)
system for managing knowledge in organizations, supporting creation, capture,
storage and dissemination of information. It can comprise a part (neither necessary or
sufficient) of a Knowledge Management initiative.

16. Differentiate between: Training and education, and Training and development.
Training is concerned with teaching specific job related skills and behaviour.
Development is future oriented training, focusing on the personal growth of the
employee

Training, more or less, is job oriented (skill) learning. Education, on the other hand, is
a person-oriented, theory-based knowledge whose main purpose is to improve the
understanding of a particular subject (a kind of conceptual learning).

17. Why does organization train their employees?

 Increases knowledge and skills for doing a particular job
 Focuses attention on the individual job.
 Concentrates on individual employees
 Gives importance to short term performance

18. What is FIT? Contrast it with apprenticeship training?

Most craft workers such as plumbers, carpenters etc are trained through formal
apprenticeship programmes. In this method, the trainees are put under the guidance of
a master worker typically for 2-5 years.
 19. What is vestibule training?
It occurs off the job on equipment or methods that are highly similar to those
used on the job

20. What are the four levels at which training can be evaluated?
 Questionnaires
 Tests
 Interviews
 Studies
 Human resource factors
 Cost benefit analysis
 Feedback.

22. What is mean by in basket method?

The trainee is asked to look into a number of papers such as memoranda, reports,
telephone messages that typically confront a manager and respond appropriately

23. What is mean by case study?

The participant is asked to take up a simulated business problem and take appropriate
decisions

24. What is mean by Sensitivity training?

This is a method of changing behaviour through unstructured group interaction.
( also known as T-group training, where T stands for training)

25.What is Behaviour modeling

This is an approach that demonstrates desired behaviour and gives trainees the
chance to practice and role-play those behaviours and receive feedback

Unit -3- TRAINING AND EXECUTIVE DEVELOPMENT

 Part- B

1. Explain the common forms of training using examples. How is training used to
reward good performance?
 Introduction
 Skills training
 Refresher training
 Cross functional training
 Team training
 Creativity training
 Diversity training
 Conclusion
2. Explain different off-the-job training methods adopted by organization?
 Introduction
 Vestibule training:.
 Role playing:
 Lecture method
 Conference or discussion method
 Programmed instruction:
 Conclusion

3. What are the different ways of evaluating training effectiveness? Explain?

Introduction
 Reaction,
 learning,
 behaviour
 organization and
 Results.

4.What are the advantages and disadvantages of on-the-job training?

 Introduction
 Participants gain rich experience in getting along with people
 The exclusive focus on each others' behaviour helps participants to observe,
analyse and then respond appropriately
 Trainees can find out where they stand in comparison to others
 The agenda less discussions encourages the participants to come out more
openly and share their opinions with others
 The opportunity to take charge of the group is always inherently present for
the right candidate.
 Conclusion

5. Why is training and development so important in organizations? Is this important

growing? Why?
 Introduction
 Invaluable investment in the long run as it helps managers to acquire requisite
knowledge, skills and abilities needed to handle complex situations in business
 Enables executives to realise their own career goals and aspirations
 Helps executives to step into superior positions easily
 Assists executives in enhancing their people-management skills, taking a holistic
view of various problems.
 Conclusion

6.What are the phases of training needs assessment?

 Introduction
 Organizational analysis phase;
 Task analysis phase’ and
 Individual analysis phase.
 Conclusion

7. Do computers play a role in training? Discuss?

o Introduction
o Roles in training
o Conclusion

8. Explain the four levels at which training can be evaluated?

 Introduction
 Questionnaires
 Tests
 Interviews
 Studies
 Human resource factors
 Cost benefit analysis
 Feedback.

9.Discuss the various ingredients of a comprehensive executive development process?

 Introduction
 Understudy
 Job rotation
 Multiple management
 Special courses, meetings, readings
 Special projects
 Conferences
 Conclusion
10.List and discuss on-the-job training methods for management training?
o Introduction
o Job rotation
o Apprenticeship training
o Committee assignments
o Conclusion
 12.List and discuss off-the-job training methods for management training?
Introduction
 Vestibule training
 Role playing
 Lecture method
 Conference or discussion method
 Programmed instruction
 Conclusion

13.Write short notes on the following methods of executive development?

a) Job rotation,
b) Team building
c) Role playing and
d) Business games.

14. Compare and contrast the sensitivity training for executive development with team
building?
Introduction
Behaviours of members
 Speak respectfully to one another
 Listen attentively
 Express feelings honestly
 Seek help when needed
 Make commitments seriously
 Support the team and each other
 Focus on problems and solutions
Behaviours of leaders
 Serve as the team's champion
 Demonstrate trust, respect and openness consistently
 Share power and information
 Help members find answers on their own
 Coordinate activities properly
 Offer encouragement and support
 Building trust
 Conclusion
15. Compare and contrast transactional analysis with behavioral modeling method for
executive development?
 Introduction
 Modelling: It is simply copying someone else's behaviour. (like showing the
videotapes of desired behaviour while at work)
 Sensitivity training: This is a method of changing behaviour through unstructured
group interaction. (also known as T-group training, where T stands for training)
 Conclusion
16. Explain the various stages of knowledge management process?
 Introduction
 Identifying the knowledge holders within the organization
  Motivating them to share
 Designing a sharing mechanism to facilitate the transfer
 Executing the transfer plan
 Measuring to ensure the transfer
 Applying the knowledge transferred
 Conclusion

Unit-4 SUSTAINING EMPLOYEE INTEREST

Part A

1. What are intrinsic rewards?

There are two kinds of rewards, extrinsic and intrinsic. External to, or outside.
Intrinsic rewards are internal to, or within, the individual; for example, satisfaction or
accomplishment.

2. Distinguish between extrinsic and intrinsic rewards?

There are two kinds of rewards, extrinsic and intrinsic. Extrinsic rewards are external
to, or outside of, the individual; for example, praise or money. Intrinsic rewards are
internal to, or within, the individual; for example, satisfaction or accomplishment.

3. What is meant by ‘Flexible-time’ and state its advantages?

Flexible working hours: Flexible time may be defined as any work schedule that
gives employees daily choice in the timing between work and non work activities

4. Explain Maslow’s theory of motivation?

According to Maslow, human needs can be arranged into five levels.
He felt that there is a fairly definite order to human needs and
Until the more basic needs are adequately fulfilled a person
Will not strive to meet higher order needs

5. What are the three variables in the expectancy theory of motivation? Explain
briefly?
According to this theory, motivation is a function of a rational calculation. A
person is motivated to the degree that he believes that effort will yield
acceptable performance, performance will be rewarded and the value of the
reward is highly positive.

6. What is Fringe benefit?

These are extra benefits provided to employees in addition to the normal
compensation paid in the form of wages or salaries.

7. What is a career anchor?

These are distinct patterns of self-perceived talents, attitudes, motives and values that
guide and stabilize a person’s career after several years of real world experiences.
 8. What do you mean by career planning?
Career planning is the process by which one selects career goals and the path to
achieve those goals. Career planning, it should be noted here, is a prerequisite to
effective human resource planning.

9. What are the two perspectives in discussing careers?

A career comprises of a series of work related activities, that offer continuity, order
and meaning to a person’s life. The underlying idea behind a career is that a person
can shape his destiny through a number of well planned and well timed, positive
steps. The success of one’s career, therefore, depends on the individual more than
anything else

10. List the various stages in a typical career?

 Exploration:
 Establishment
 Mid-career:
 Late career
 Decline
11. How can be individual career development achieved?
 Performance
 Exposure
 Networking
 Leveraging
 Loyalty
 Mentors and sponsors
 Key subordinates
 Expanding capabilities over time

12. Bring out the merits and demerits of developing mentor-protégé relationship?
 explore new possibilities
 visualize things about oneself that one was not aware of
 able to ‘unfreeze’ himself
 face the realities of the situation confidently
 get on well with colleagues, by having a better grip over events and situations
 notice the consequences of one’s actions
 take a holistic view of people, events, situations, behaviours, and consequences.

13. Define the terms: career, career path, and career goals?
Career, A career comprises of a series of work related activities, that offer continuity,
order and meaning to a person’s life. The underlying idea behind a career is that a person
can shape his destiny through a number of well planned and well timed, positive steps.
The success of one’s career, therefore, depends on the individual more than anything else.

14. List out the Maslow’s classification of needs?

 Physiological needs
 Safety needs
 Belongingness.
  Esteem
 Self-actualization

15. List out the various motivation and hygiene factors stated by Henzberg’s two
factor, theory?
Motivators include recognition, responsibility, advancement, achievement, and
personal growth. Employees experience job satisfaction when they are received and
are therefore motivated to obtain them.
Hygienes affect the extent that employees feel job dissatisfaction. They include job
security, working conditions, company policies, coworker relations, and supervisor
relations.

17. What does the term ‘ERG’ in Alderfer’s ERG theory refer?
Growth needs – correspond to Maslow’s esteem and self-actualization
needs.
Existence needs – include a person’s physiological and physically related safety
needs, such as the need for food, shelter, and safe working conditions.
Relatedness – include a person’s need to interact with other people, receive public
recognition, and feel secure around people.

18.Identify three acquired needs proposed by David McClelland?

Need for achievement (n Ach)
Need for affiliation (nAff)
Need for power (n Pow)

19.What does equity theory suggest?

It Explains how people develop perceptions of fairness in the distribution and
exchange of resources.
It explains what employees are motivated to do when they feel inequitably treated.

20. List at least six management techniques designed to increase employee

motivation?
 The individual
 The organisation
 The environment

21.What is an incentive?
Here the pay is linked to individual, group or organisational performance.
Employees have to compete and deliver results. Three types of variable pay are
commonly used:

22.What is meant by pay structuring?

The two essential components of pay structure are; basic wages and dearness
allowance .the basic wage rate is fixed taking the skill needs of the job, experience
needed, difficulty of work, training required, responsibilities involved and the hazardous
nature of the job. Dearness allowance it paid to employees in order to compensate them
for the occasional or regular rise in the price of essential commodities.
 23. What are the objectives of compensation function?
 Attract talent
 Retain talent
 Ensure equity
 Reward appropriately(loyalty, commitment, experience, risk raking and other
desired behaviours)
 Control costs
 Comply with legal rules
 Ease of operation
24.What are internal, external, and employees equity?
Internal equity: where more difficult jobs are paid more
External equity: where jobs are fairly compensated in comparison to similar jobs in
labour market
 Individual equity: where equal pay is ensured for equal work
Unit-4 SUSTAINING EMPLOYEE INTEREST

Part -B

1. What are the components of compensation plan? What are the new trends in
compensation management?
 Introduction
 Ensuring equity in pay rates
 Find the worth of each job through job evaluation
 Key job matching
 Key class matching
 Occupational method
 Job evaluation method
 Broad classification method
 Conclusion
2. Explain Maslow’s and Hertzberg’s theory of motivation. Explain their use in
understanding motivation in work life?
 Introduction
 Physiological needs
 Safety needs
 Belongingness.
 Esteem
 Self-actualization
 Conclusion

3. Explain X and Y theory and Hertzberg’s theory of motivation, How can jobs be
designed to Increase the motivation?
 Introduction
 Douglas McGregor proposed two distinct set of
assumptions about what motivates people—one basically
negative, labelled Theory X and other basically
positive, labelled Theory Y
 Conclusion
4. Explain Vroom’s theory of motivation?
 Introduction
 Expectancy Theory
 Individuals effort level depends on:
 a. Effort-to-performance (E P)
 b. Performance-to-outcome (P O)
 Outcome values (V)
 Conclusion
 5. Why is career development important to the organization and the employee?
Explain?
 Introduction
 A career develops over time
 The success of one's career depends, most often, on one's own careful planning
and timely steps taken at a right time
 The important element in one's career is experiencing psychological success.
 The typical career of a person today would probably include many positions and
transitions.
 Conclusion
 What are the career stages? What decisions are made in each stage of career?
 Introduction
 Exploration
 Establishment.
 Mid-career
 Late career
 Decline
 Conclusion
6. Explain the process of developing mentor-protégé relationship?
 Introduction
 Share knowledge and skills related to the job
 Explain unwritten rules of conduct and behaviour of the organisation
 Prevent the protege from doing wrong things and committing mistakes
 Provide important insights into the corporate affairs
 Extend emotional support and guidance continuously so that the protege
can develop his skills and knowledge over a period of time and
stand on his own.
 Conclusion

8.Briefly describe the various career development programs offered by organization to

its employees?
 Introduction
 Career development consists of the personal actions one undertakes to achieve
a career plan. The actions for career development may be initiated by the
individual himself or by the organization
 Individual career development: Some of the important steps that could help
employees achieve their career goals.
 Conclusion

9. What are the process of employees counseling?

 Introduction
 Rapport building
  Exploration
 Action planning
 Counseling

10.Write short note on

a) Alderfer’s ERG theory of motivation;
b) Equity theory and
c) Skinner’s reinforcement theory.

11. What are the four basic method of Job evaluation? Explain how each works also
compare their merits and demerits?
 Introduction
 Ranking method
 Classification method
 Factor comparison method
 Point method:
 Conclusion

12.Compare and contrast the various individual’s incentive systems: Price-rate plans,
standard hour plans, commission plans, and individual bonuses?
 Introduction
 Individual incentives: they link individual effort to pay
 Group incentives: they link pay to the overall performance of the entire group
 Organisation-wide incentives: here employees are rewarded on the basis of the
success of the organisation over a specified time period.

13. Discuss the objectives of compensation plan?

 Introduction
 Internal equity: where more difficult jobs are paid more
 External equity: where jobs are fairly compensated in comparison to similar jobs
in labour market
 Individual equity: where equal pay is ensured for equal work
 Conclusion

14.Write brief notes on compensation policies and aspects that influence them?
 Introduction
 Under the Workmen's Compensation Act
Wages for leave period, holiday pay, overtime pay, bonus, attendance bonus
and good conduct bonus
 Under the Payment of Wages Act
Retrenchment compensation, payment in lieu of notice , gratuity payable on
discharge.
 Conclusion

15.What are the Essentials of a sound incentive plan ?
Introduction
 Guaranteed minimum wages
  Simple
 Equitable
 Economical
 Flexible
 Supported by workers and unions
 Motivating
 Prompt payment
 Conclusion

Unit – 5 PERFORMANCE EVALUATION AND CONTROL PROCESS

Part A

1. Explain briefly the Performance appraisal?

Performance appraisal is a systematic and objective way of evaluating both work
related behaviour and potential of employees.
 Establish performance standards
 Communicate the standards
 Measure actual performance

2. What is transfer?
A transfer is a change in job assignment. It may involve a promotion or demotion or
no change at all in status and responsibility

3. What is transfer policy?

Organisations should clearly specify their policy regarding transfers. Such a policy
would normally consist of the following things
 Specify circumstances under which the transfer has been effected
 Name the persons authorised to effect transfers
 Mention the basis for the transfer
 Clarify the position regarding pay, allowances, benefits etc

4.Explain Promotion?
Employee movement from current job to another that is higher in pay, responsibility
and/or organisation level is known as “promotion”. Promotion has powerful
motivational value as it compels an employee to utilise his talents fully, and remain
loyal and committed to his or her job and the organisation.

4. Explain demotion?
Employee movement that occurs when an employee is moved from one job to
another that is lower in pay, responsibility and/or organisation level is called
demotion.
5. What do you mean by Lay-off?
A lay off entails the separation of the employee from the organization
temporarily for economic or business reasons.

6. What are the causes of grievances?

 Economic
 Work environment
 Supervision
 Work group
 Miscellaneous

7. Define Retrenchment.
A permanent lay off for reasons other than punishment but not retirement or
termination owing to ill health is called retrenchment. Legally speaking, employers in
India are required to give advance notice or pay equivalent wages before the actual
lay off date.
(50 per cent of basic wages plus allowances)

8. What is Outplacement?
Outplacement assistance includes Efforts made by the employer to help a recently
separated employee find a job. Apart from training support to such employees, some
organisations offer assistance in the form of paid leave travel charges for attending
interviews, search firm expenses ,etc.

9. What is Discharge and dismissal?

The termination of the services of an employee as a punitive measure for some
misconduct is called dismissal. Discharge also means termination of the services
of an employee but not necessarily as a punishment. A discharge does not arise
from a single irrational act
( such as lcoholism, wilful violation of rules, insubordination, carelessness,
dishonesty, inefficiency, violent acts, unauthorized
absence for a long time

10. What is discipline?

In a restricted sense, it is the act of imposing penalties for wrong behaviour
(negative); broadly speaking, it is a condition of orderliness, where employees
willingly practice self control and respect organisational rules and codes of conduct
(positive). The differences between the two sides of the same coin could be expressed
thus

11. Why is discipline necessary to the organized group activity?

 Rules and performance criteria
 Documentation of facts
 Consistent response to rule violations
 Training of supervisors
 Prompt action
 Impersonal discipline
 Reasonable penalty
 Follow up

12. Distinguish between positive discipline and negative discipline?

The positive discipline, based upon reminders, is a cooperative discipline
approach where employees responsibility for the desired behavioural change. The
focus is on coping with the unsatisfactory performance and dissatisfactions of
employees before the problems become major.

13. List the various types of disciplines problem in an organization?

i. Attendance related problem
ii. Dishonesty related problem
iii. Performance related problem
iv. Off the job behaviour problem

14. What is the hot-stove rule?

This rule states that discipline should be immediate, consistent, impersonal
and should be in writing.

15. What do you mean by progressive discipline?

In a progressive discipline system, the employee is given ample warning of
performance or other work related problems. Failure to change his or her behaviour is
accompanied by increasingly harsher disciplinary action. Due process is based on the
action that employees have the right to be treated fairly, particularly when being
disciplined.

16. what are the Approaches to analyze and control manpower ?

Some of the widely used approaches to analyse and control manpower costs may be
listed thus;
 Management by objectives
 Ratio analysis
 Cost of recruitment
 Recruitment cycle time
 Cost of turnover
 Cost of training
 Personnel productivity
 Personnel reports, budgets and audit

17.What is Behavioural effects?

Accident proneness, drug use, emotional outbursts, excessive eating or loss of
appetite, excessive drinking and smoking, excitability, impulsive behaviour, impaired
speech, nervous laughter, restlessness and trembling.

18.What is Burnout?
the total depletion of physical and mental resources caused by excessive striving to
reach an unrealistic work-related goal.

19. What is International Human Resource Management?

In the new millennium, of course, the traditionally conceived and practiced leadership
skills do not seem to produce results. The leadership skills that are required for the
newly emerging global economy seem to be somewhat different.

20. what is Career problems IHRM?

A foreign posting creates, for the expatriate a number of career problems (i) being
'out of sight, out of mind' and being bypassed for promotions (ii) the danger of
coming home a stranger with few familiar faces to greet his/her arrival (iii) the
likelihood of being tempted by the foreign life style and losing the desire to return.

21. What is mean by Ethnocentrism?

It is a cultural attitude marked by the tendency to regard one's own culture as
superior to others

22. What is mean by International compensation?

Compensation practices for international employees are much more complex than
tose for domestic employees because many more factors must be considered
i. Income that the expatriate was getting at HRM
ii. Additional incentives to be paid on global assignment
iii. The income of local employees reporting to the expatriate]

23.What is Total Quality HR Approach?

The Total Quality HR Approach is all about employee participation and
empowerment, carried out in a sincere and wholehearted manner. Rewards are
designed to meet employee needs. Employees are treated like customers. 360 degree
appraisals are carried out before picking up the best performing teams. Small ideas
and improvements are encouraged.

24. What is Benchmarking?

Effective implementation of TQM requires benchmarking. The essence of
benchmarking is striving to be the best of the best in one’s area of operations. It is a
continuous process of measuring products, services and practices against the toughest
competitors or industry leaders with the aim of mutual improvement

25.What is mean by WORKFORCE DIVERSITY ?

The workforce is becoming increasingly diverse now and organisations are doing
their best to address employee concerns and to maximize benefits of different kind to
employees with diverse educational, cultural and religious backgrounds.
Unit – 5 PERFORMANCE EVALUATION AND CONTROL PROCESS

Part - B

1. Explain the grievance handling procedure in India?

 Introduction
 Identify grievances
 Define correctly
 Collect data
 Analyse and solve
 Prompt redressal
 Implement and follow up
 Conclusion

2. What are the causes of grievances?

 Introduction
 Economic
 Work environment
 Supervision
 Work group
 Miscellaneous
 Conclusion

3. what are the factors has to be considered when disciplining employees. Identify
any four discipline problems and show how you would address it?
 Introduction
 Attendance-related Problem Off the Job Behaviour problems
 Unexcused absence  Insubordinat
 Chronic absenteeism  ion
Smoki
 Leaving without permission  ng
Fighting with colleagues
 Excessive tardiness  Gambling, betting
Dishonesty and related problems  Carelessness
 Theft, unsafeacts  Sleeping while at work
 Falsifying employment application
 Willfully damaging factory assets  Sexual harassment
 Falsifying work records  Accepting bribes, gifts
Performance related problems
 Failure to complete assigned work
 Producing substandard products
 Failure to meet production norms

 Conclusion

4. What purpose does performance evaluation serve? What are the Process of
performance evaluation?

a. Introduction
 Establish performance standards
 Communicate the standards
 Measure actual performance
 Compare actual performance with standards and discuss the appraisal
 Take corrective action, if necessary
 Conclusion

5.What are the factors has to be considered when disciplining employees. Identify any
four discipline problems and show how you would address it?
 Introduction
 Attendance related problem
 Dishonesty related problem
 Performance related problem
 Off the job behaviour problem
 Conclusion

6. What are the issues in managing work force diversity?

 Introduction
 Composition
 In terms of age, caste, education, culture, region, religion
 Minority groups
 Economically backward groups
 Displaced persons
 Child labour
 Contract labour
 Women employees

7. What is the Role of HR in a virtual organization?

 Introduction
 Reconsider staffing needs
 Build partnerships
 Build partnerships
 Conclusion

9.Explain the Two faces of stress ?

 Introduction
 Constructive
 Destructive
 Conclusion

10.What are the important sources of stress?

 Introduction
 Organisational demands
 Role conflict
 Intra sender conflict
 Inter sender conflict
 Inter role conflict
 Person-role conflict
 Role ambiguity
 Role overload
 Role under load
 Interpersonal relationships
 Ineffective communication
 Responsibility

11.What are the features of counseling?

 Introduction
 The focus is on developmental, educational, preventive concerns
 Processes such as guidance, classification, suggestion etc., are commonly
employed
 The emphasis is on problem-solving and situational difficulties
 The relationship between the counsellor and the counsellee is friendly, advisory,
helpful and trustworthy.
 The aim is to clear the mind (of a counseller) of cob-webs, mental blocks and
improve personal effectiveness.

12.What are the bases for promotion?

  Introduction
 Merit based promotions
 Seniority based promotions
 Conclusion

13.What are the Causes of demotion?

 Introduction
 Employee unable to meet job requirements
 Organisation forced to demote employees because of adverse business
conditions
 Demotions happening to check errant employees
 Conclusion
14. How to trim the workforce?
 Introduction
 Stop hiring people when the first signals of trouble ahead surface. This would
send the right message to the trade unions.
 Better to be on good terms with all the trade unions.
 Allay the workers’ suspicions by communicating with them directly.
 Design a severance package with incentives for training and redeployment.
 Never use pressure tactics to intimidate your workers into leaving.
15.How to retain talent?
 Introduction
 Improving communication
 Changing work rules
 Increasing pay and incentives
 Ego massaging services
 Non-poaching agreements
 Opportunities to upgrade skills and knowledge
 Offering jobs with stretch, pull and challenge