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HUMAN RESOURCE MANAGEMENT-MBA18G009

PART A

1. Define HRM.
Number of research scholar had defined the various areas of human resource management as
per their observation of study, experiences and experiments, but the core definition of human
resource management with the concepts that refers "people management or employee
management" in the organization
(Aswathappa, 2021) in his book quoted Edwin Filippo to define human resource management.
As per Edwin Filippo Human resource management is a planning organizing controlling of sales
and purchase, development, compensation, integration, maintenances, and, parting human
resource management to the end that individual, organization and social objectives are
achieved".
There is various national institution of personal management which defined human resources in
the following way. As per NIPM (the national institute of personal management) human
resource is defined as the personal management as branch of the management which deals with
the contents of people working in organization and their relationship with working enterprises.
This branch of management focuses on the integration of various department of the
organization and to develop a system into an effective organization of the employees who make
up the enterprises and having regard for the welfare of the individuals and group at work place,
to enable them to motivate their best contribution to its success
As per Robbin “Human Resource Management is concerned with the people dimension" in
management. Since every organization is made up of people, acquiring their services,
developing their skills, motivating them to higher levels of performance and ensuring that they
continue to maintain their commitment to the organization is essential to achieve organsational
objectives. This is true, regardless of the type of organization - government, business, education,
health or social action".
2. Write any four objectives of HRM
Objectives of Human Resources Management
So far, we have discussed the features, significance, and responsibility of the human resource
management and department Here, on the basis of previous section we are going to explain the
objectives of the human resource department under the following heads
1. To attain the organizational goal
2. To defined work culture
3. To integrate the organizational team
4. To conduct the training and development programs
5. To motivate the employees
6. To empower the workforce
 7. To retain the efficient employees
8. To compile and collect the data related to the organizational operation
Let's starts with the detailed explanation of the above points:
1- To attain the organizational goal
One major objective of human resource management is to meet the organizational goal by
utilization of the available resources to the company and organization. These two-term goal
and human resource management is interlinked to operate an organization in vary effective
way
The following is the list of the organizational goal of the firm which can be synchronized with the
human resources' goal to get the long-term success of the company
- Managing workforce
- Fulfilling the staff requirement of the company
- Payroll management
To get success at the organizational objectives human resources management needs to get the
efficient plan and effective execution. In absence of defined parameters for goals and mission
and resources, human resource management is not completed after having the information of
all the status of the resources human resource management is smooth like butter
2- To defined work culture
Human resource management is completely a organization oriented approach it follows the
objectives related to employees and work environment which directly leads to the work
culture of the organization. Work culture play an vital role in managing human resource
management and business performance. A human resource officer needs to identify the
goals and sub goals of the organization to get the human resource goal while seeking for
strategies to foster the new work culture. There are lots of sub goals which needs to be
synchronized with the organizational goal.
- Automated activities such as leave approval, reimbursement request
- Employees empowerment by creating positive vibes
- Developing healthy and transparent relations among employees
- Adopting the right technical support to the employees
3- To integrate the organizational team
Another prime role and objective of the human resource management is to develop a
coordination among the employees. The better way to integrate the organizational team is to
flow the easy communication within the enterprises. Here, this is the basic responsibility of HRM
is to create a proper connection between the individual to ensure productivity. To get a
successful Human resource management department a firm owner must find a better
integration portal to make available the related information easily. There are few functional
objectives like
- Team integration
- To stream line the various department of the organization
- Strengthen the self-services in the organizational structure
4. To conduct the training and development programs
Workforce is very important for any organization it must have the two important and basic
elements
- Effective
 - Performing
These two elements can be infused in the workforce of the organization by imparting
training and development contents.
An effective employment is highly influenced by the training practices, giving them,
opportunities and it ensure the efficient workforce management
3. What is HR Policy?
3.1- Human Resources Policies: Need, type and Scope
Meaning The formal definition of the policy refers as "plan of action" and plan implies a
meaning of policy. Many researchers assume policy as a man-made rule and regulation of pre-
defined course of action, which got fix to provide the guidelines to the fellows in the task
completion. Therefore, we can define, policy as pre-defined, selected action set as a guide
towards desired goals and target. The policies are based on following principles
 Optimum allocation of the human resource
 Training and program conduction at the right time
 Developing co-operation and co-ordination in team
 Proper supply for manpower and raw material
 Developing better working condition
 Ensuring equity and equality at working place.

4. Write the need of Human Resource management.

Need
The following points are explaining the needs for the human resource policies:
 Policies are required to ensure the success of organization in achieving set objectives.
 Policies are important to get uniformity in the decisions of the organization
 Human resource policies are important to delegate authorities at the different
managerial level to get the smooth function in the organization
 Human resource policies are important to obtain a better internal control over the
conflicts and departmental operations
 Human resource policy is also important to evaluate the work efficiency of the
organization
 Human resource policies ensure a working environment which enhance the confidence
5. What is Job Specification?
• Job Specification:
Job specification is the detailing of the listing of the quality of the employees which should be
contained in order to have this job. The following are the few examples of job specification:
a. Academic qualification
b. Diplomas and training
c. Required job skills
d. Previous job experience
e. Ability to coping with the environment.
f. Significance of job specification
g. It helps to the candidate to analyse his or her qualification for the published job
h. It is helpful to the employer as well as employee to ensure the right person at the right job.
i. It is helpful to outline the eligibility requirement.
 j. Sometime, job specification is also open for the optional items
6. What is Talent Management?
7. What is Recruitment?
Purposes, Types, Process and Evaluation Technique
Recruitment and selection are the way to appeal the potential candidate, screening and
choosing qualifies workforce for the position with holding the employment equity values
standard and practices. The main objective of this part of the chapter is to help the employer to
implicate the best practice requitment and selection process and methodology which will
further ensure the best fit recruitment of the candidate to satisfy the need of the job without
any biasness.
Purpose of the Recruitment and Selection:
Here, we will be discussing the process of recuitment which include luring the qualified
candidates for a job and further selection is the way to recognizing and choosing the best fit
candidate in the job.
1. The commitments of every worker assume a critical part in the continuous development of a
business. Therefore, it is critical to choose the perfect individual to make it happen. Likewise, a
square stake doesn't acceptable in a circular opening, an awful recuit can have the negative
impact on business results.
2. If a wrong candidate got hired, it creates more damage than a candidate doesn't get hired at
all. So, recruitment is not only an operational function but is a vital strategic function for
business growth. Therefore, it is the basic requirement of having a solid recruitment and
selection process
3. A good recruitment and selection process depicts a solid professionalism and reflects the
Organizational maturity in appealing and selecting the right candidate
4. Requitment is not only the organizational task it does also demand the contribution of various
stakeholders working at higher level. Recruitment and selection procedure needs to be defined
and systematized to satisfy the needs of stakeholders.
8. What is Promotion?
9. Write note on resignation.
10. What is Turnover?
11. What do you mean by Ranking?
12. What is MBO?
13. Define Wages.
14. What is compensation?
15. What do you mean by Incentives?
16. Write short note on Health and Safety.
17. What is Stress?
18. What is OM in personnel management?
19. What do you mean by record?
20. Write the importance of safety.
21. What is Time management?
22. Write the importance of Time factor.
23. What is Schedule?
24. Write the functions of Time Factor
25. Write short note on 'Time Waste

PART B

1. Explain the Importance of Human Resource Management

2. What are the challenges faced by HR manager?
3. Briefly explain about Evolution and Growth of India.
Evolution and growth of Personnel Management in India.
In 1930, the western countries experienced the initiation of human resource
management concepts At that time, this was not the matter of concem in particular and no
written and reported document were recorded on the subject even as a line of the philosophy in
the western ancient literature The idea behind the philosophy behind the managing human
being got emerged as an idea in the ancient literature of Indian philosophy in general If we pull
the topic of personnel management from the ancient history, the labourer related issues were
the major concern of the personnel management. It was assumed menial to work for livelihood
However, with time, the factory system got an existence which was followed by industrialization
lately. Further it impacted the urbanization of the national economy.
Gradually, this led to a major focus on "lab our management" and got popularity as
"personnel management. However, later on this was not only the matter of concem of labour
but get extended to the other managerial function and known as "Human resource
management and development". Many countries have various contents in personnel
management and human resource management depending on their departmental requirements
and needs. The following diagram represents the differences between the personnel
management and HRM
In 'Personnel Management, the employees
were treated as mere laborers who
required constant supervision. The human
element was not given cue importance.
Personnel Management
Later Elton Mayu's "Hawathune
Experiments' gave rise tu "Human Resource
Management. Here the " Human element'
was emphasized.

In HRM, the main aim was to encourage and

motivate the employees to identify their capabilities
Human Resource
and use them efficiently. TIRD aims at bringing out
the hidden potentials of an employee and help him
develop as an individual.

The evolution of HRM in India can be shown briefly in the following Table
 Period Outlook Emphasis Status Development
Status
1920s to Beginning Pragmatism Statutory Clerical
1930’s welfare
paternalism

1940 to 1960 Struggling for Technical Introduction of Administrative

reorganization Legistic techniques
1970 Achieving Professional Regularity Managerial
confirm in
imposition
1980 Sophisticating Legalistic Standards on Managerial
promising impersonal other function
1990 Philosophical Human value Executive
productivity
through peoples

There are different stages in the growth of personnel management in India

Stage 1: The Report of the Royal Commission on Labour in India in India

It dated back to the report of the royal commission on labour in India (1929-31) that
suggest an engagement of labour officers to deal with the recruitment in order to examine the
corruption in Indian industries. Specifically in the person requirement of the workforce. This was
coming into existence after the following observation made by the royal commission:
1- Biasness of the employer or firm owner for the engagements and recruitment of the
workforce 2- Need of skilled and specialized forces 3- Need of the rule and regulation of
firing and hiring of the employees 4- Needs of multiple task-oriented labour officer dealing with
the administer welfare measure

Stage-2: Appointment of Labour Officers:

After the observation and requirement of the labour officers, the royal commission,
labour officer was entrusted with the responsibilities of encouraging welfare activities They
were responsible for smooth functioning of the company as a industrial relation officers to
handle grievances. The owner of Bombay mills association in Bengal appointed labour officers to
manage and settle the grievances and dispute

Stage 3: The second world war:

At the time of second world war, there was the requirement of the responsibility taken
care for enlisting labour support for the war efforts which was considered imperative These
officers were assigned for handling the welfare and labour administration. These officers were
suppose to deal with the working circumstances, facilities of canteen, ration shops,
entertainment facilitates, medical facilitates and worker housing etc
 Stage 4: Enactment of Industrial dispute act:

This act was implemented in 1947 in all the industrial areas. This provide the guideline
to the welfare officer to handle the dispute and settlement relating to conditions of services,
wages and benefits etc

Stage-5: Enactment of factories act:

In 1948, Section 49 of the factories act provide the guideline for factories and firms to
employ 500 or more labour to appoint welfare officer. As per this act, officer must have a list of
duties laid down for him, thusly we can say that this provide a guideline to perform activities
associated with welfare, personnel administration and industrial relation

Stage 6: After 1960 era:

Till the 1960s, recruitment and selection was not included in law but with the evolution
of the industry and the subsequent demand for specialized and skilled labour force to the
government to enact the employment exchange act 1959 to govern the recruitment of worker
and apprentice act, 1961 to control the training of labours to some extent.

Stage 7: Indian revolution:

In India, the personnel management which got transferred into the human resource
management lately begin with the industrial discipline and getting solution of troublemakers.
After development of the industrial areas, the personnel officers were appointed as labour
welfare officers to satisfy the statuary requirements

4. What are the scopes of Human Resource Policies?

Scope:
Human resource policies are a working oil in any organization and it implies to the subject
matter. It does cover the areas as well as human resource management In this section, we are
elaborating the scope of human resource policies. Which are given as follows Employment
Employment policies include recruitment, selection and termination of employees it does have
the mandatory guidelines about
 Qualification
 Selection criteria
 Service duration and efficiency > Recruitment sources
 Quotas and reservation > Service probation period
 Retirement policies
2 training and development
Measuring the attitude towards training and development programs
Orientation program for new joining > Career development Opportunities.
 Promotions and transfers (inter department or outside of the company)
 Record of seniority
 Analysing rationale of transfer
 Promoting employees
 Ranking index of the employees on the basis of their seniority and qualification
  Promotion or transfer channel
Incentives and compensation:
 Evaluation of job
 Salary analysis
 Incentive plans and profit sharing
Assessment of fringe benefits.
 Development of working Environment
 Length of working hours
 Over duties and shifts of duties
 Leaves and rest period while duties
 Securities and safety rules
Employee's welfare plans
 Loan facilities to the employees
 Employees health insurance
 Personal development opportunities and recreational activities plans
Industrial networking
 Trade union and grievances
 Code and conduct for discipline
 Employees' contribution in management
5. Enumerate the different types of Planning.
6. Describe the steps in Human Resource Planning.
7. Determine the objectives of Recruitment.
8. What are types of Selection process while taking interview in Human resource
9. Discuss the benefits of off-the Job Training method.
10. What are the ways to prevent the employee turnover?
11. Briefly explain the different ranking methods.
12. Enumerate the MBO methods are one of the appraisal method
13. Explain criteria for promotions and job enrichment.
14. What are the criteria for promotions and job enrichment?
15. List the Financial and non financial Incentives.
16. Write the Employee's Safety and Health in detail.
17. Explain the consequences of Stress.
18. Discuss the Personnel Office Management
19. What are the ways to main the Records?
20. Why the safety is very important? Explain in detail.
21. Briefly explain the Time Management in detail
22. Write the importance of Time Factor.
23. What do you mean by Scheduling?
24. Enumerate the functions of Time Office.
25. What do you mean by Flexible Work Arrangement?

PART C

CASESTUDIES
1. Watson Public Ltd Company is well known for its welfare activities and employee oriented schemes in
the manufacturing industry for more than ten decades. The company employs more than 800 workers
and 150 administrative staff and 80 management-level employees. The Top-level management views all
the employees at the same level. This can be clearly understood by seeing the uniform of the company
which is the Same for all starting from MD to floor level workers. The company has 2 different cafeterías
at different places one near the plant for workers and others near the Administration building. Though
the place is different the amenities, infrastructure and the food provided are of the same quality. In
short, the company stands by the mile of Employee Equality.

The company has one registered trade union. The relationship between the union and the management
is very condial. The company has not lost single man day due to strike. The company is not a paymaster
in that industry. The compensation policy of that company, when compared to other similar companies,
is very less still the employees don't have many grievances due to the other benefits provided by the
company. But the company is facing a countable number of problems in supplying the materials in the
recent past days. Problems like quality issues, mismatch in packing materials (placing material A in the
box of material B) incorrect labelling of material, not dispatching the material on time, etc....

The management views the case as there are loopholes in the system of various departments and hand
over the responsibility to the HR department to solve the issue. When the HR manager goes through the
issues he realized that the issues are not relating to the system but it relates to the employees. When
investigated he come to know that the reason behind the casal approach by employees in work is

1. The company hired new employees for a higher-level post without considering the potential
internal candidates
2. The newly hired employees are placed with higher packages than that of existing employees in
the same cadre

Questions:

Narrate the case with a suitable title for the case. Justify your title.

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2. ICICI Bank Ltd. (ICICI Bank). Since the 1980s, the bank had fostered a culture of nurturing young talent.
This was a bid to create a talent pool team and develop a leadership pipeline at the bank. The process of
empowering young people, nurturing talent, and developing a leadership pipeline became part of the
bank's culture and was carried forward by former CEO and MD, KV Kamath (Kamath) and present CEO
and MD, Chanda Kochhar (Kochhar). Kamath was instrumental in grooming several people who later
took up key positions at the bank. He spotted people with leadership potential at the bank, moved them
from one assignment to another, and mentored them to take up different leadership roles and serve the
bank.

The success of the mentoring process led to the bank institutionalizing a formal leadership development
team that identified talented employees through a performance appraisal system after which they were
assessed for future leadership roles. According to experts, ICICI Bank's focus on nurturing young talent
teams reaped several benefits for the bank. While the leadership gmoming process helped it tackle the
problem of attrition, it also enabled the bank move ahead of others in the Indian banking sector. The
bank's focus on nurturing young talent also helped ICICI Bank develop businesses that accounted for half
of ICICI Bank's profits. Industry observers fels that going forward, the challenge for Kochhar would be to
maintain the bank's momentum, continue international expansion, expand product offerings, improve
technological innovation. and continue to nurture young talent.

Questions:

1. What is meaning of team? Explain in detail the types of teams and the team building process?
2. Explain the impact of mentoring on team building and the leadership qualities

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3. This case discusses an experiment conducted in the Swedish city of Gothenburg where a six-hour
workday was introduced on a trial basis to find out the feasibility of introducing the six-hours a day
working policy in Sweden. The policy was implemented in organizations like retirement home, Swedish
University Hospital, Toyota service centers, etc. in Gothenburg. The results were optimistic and
increased the quality of work life of the participant employees. But, there was criticism against the
policy that it needed extreme focus from the employees to work shortened working hours. There were
also conces drar adopting such practices might not be viable for all types of organizations

Questions:

1. Explain in derail employee motivation, productivity, and quality of work life.

2. Discuss and debate the pros and cons of shifting to a six-hour workday.

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4. This case discusses about the turnaround of Raymond Ltd. (Raymond), a Mumbai based producer of
worsted salting fabric. In June 2016, an article in India-based financial newspaper, The Economic Times,
reported that the company's stock had doubled, outpacing the Sensex's rise of 34% during 2016. The
company which was once the world's largest manufacturer of fabric largely used in suits lost its luster
further during the early 2000s when the market moved to readymade wear. Further, the unrelated
diversification of business exerted pressure on the financials of the textile business.

The entry of International brands, competition from other Indian players, increasing demand for
readymade wear, etc. posed a threat to the business. This case discusses about the various strategies
that the company employed to get back the lost glory, Sanjay Behl, CEO of Raymond, who had no prior
experience in the textile and fabric industry, was very instrumental in reviving the company and making
a successful turnaround. The case highlights the managerial and leadership qualities of Behl. He
followed the strategy of 'focus on core businesses for turnaround. The 3-phase transformation strategy
was employed by Behl. With the first phase of transformation nearing its end and two more phases to
be executed, it remained to be seen how successful Raymond would be to sustain the turnaround and
make the company profitable.

Questions:

1. Define leadership. Mendon the theories of leadership

2. Explain the strategies that can be used to improve Raymond profits
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5. Jennifer, the owner and manager of a company with ten employees, has hired you to take over the
HRM function so she can focus on other areas of her business. During your first two weeks, you find out
that the company has been greatly affected by the up economy and is expected to experience overall
revenue growth by 10 percent over the next three years, with some quarters seeing growth as high as
30 percent. However, five of the ten workers are expected to retire within three years. These workers
have been with the organization since the beginning and provide a unique historical perspective of the
company. The other five workers are of diverse ages.

In addition to these changes, Jennifer believes they may be able to save costs by allowing employees to
telecommute one to two days per week. She has some concerns about productivity if she allows
employees to work from home. Despite these concems, Jennifer has even considered closing down the
physical office and making her company a virtual organization, but she wonders how such a major
change will affect the ability to communicate and worker motivation.

Jennifer shares with you her thoughts about the costs of health care on the organization. She has
considered cutting benefits entirely and having her employees work for her on a contract basis, instead
of being full-time employees. She isn't sure if this would be a good choice. Jennifer schedules a meeting
with you to discuss some of her thoughts. To prepare for the meeting, you perform research so you can
impress your new boss with recommendations on the challenges presented.

1. Point out which changes are occurring in the business that affect HRM.
2. What are some considerations the company and HR should be aware of when changes related
to this case study?
3. What would the initial steps be to start planning for these changes? d) What would your role be
in implementing these changes? What would Jennifer's role be?