HUMAN RESOURCES MANAGEMENT NOTES

IMPORTANT QUESTION
QUESTION NO 1
What is Human Resources Management? What is
functions does HR department normally perform?
ANSWER:
HRM (Human Resource Management) is the strategic and systematic
approach to managing an organization's most valuable asset of its
people.
HRM is responsible for attracting, developing, and retaining a qualified
and capable workforce to achieve an organization's goals and
objectives.
Following are the function does HR department perform;
1. Recruitment and Staffing:

Job posting and advertising

Resume/CV screening
Interviewing and selection of candidates
Onboarding new employees
2. Employee Relations:

Handling employee grievances and conflicts

Mediating disputes between employees
Promoting a positive and inclusive work culture
3. Compensation and Benefits:

Managing payroll and employee compensation

Administering benefits programs (healthcare, retirement plans, etc.)
Salary negotiation and adjustments
4. Training and Development:

Identifying training needs

Organizing and conducting training programs
Employee skills development
5. Performance Management:

Setting performance standards and goals

Conducting performance appraisals
Providing feedback and addressing performance issues
6. Compliance and Legal:

Ensuring compliance with labor laws and regulations

Handling legal matters such as employee contracts and disputes
Managing HR policies and procedures
 7. Health and Safety:

Promoting workplace safety

Managing health and safety policies and programs
Handling workers' compensation claims
8. Organizational Development:

Contributing to the organization's strategic planning and growth

Change management and restructuring support
The specific functions and responsibilities of an HR department can vary
depending on the organization's size, industry, and culture.

QUESTION NO 2
What are reason for HR planning? Write down planning
process.
ANSWER:
The primary reasons for HR planning include:

1. Talent Acquisition and Retention: To ensure that the organization

can attract and retain the best talent, which is crucial for its
success.

2. Strategic Alignment: To align the workforce with the

organization's strategic goals and objectives.
 3. Cost Control: To manage labor costs effectively and avoid
overstaffing or understaffing, which can be costly.

4. Skill and Succession Planning: To identify and develop the skills

needed now and in the future, and to plan for the replacement of
key personnel through succession planning.

5. Adaptation to Change: To prepare for changes in the business

environment, such as expansions, contractions, new technology,
or regulatory shifts.

6. Legal and Regulatory Compliance: To ensure compliance with

labor laws, equal opportunity regulations, and other employment-
related laws.

The HR planning process typically involves the following steps:

1. Assessing Current Workforce: Start by conducting a thorough

analysis of the current workforce, including skills, experience, and
demographics. This helps in understanding the existing strengths
and weaknesses of the workforce.

2. Identifying Future Workforce Needs: Determine the

organization's future business goals and objectives. Consider what
 types of skills and competencies will be required to achieve those
goals.

3. Gap Analysis: Compare the current workforce with the future

needs to identify any gaps. This will help in understanding where
the organization may be lacking in terms of skills and positions.

4. Training and Development: Plan for employee development and

training programs to ensure that the workforce acquires the
necessary skills and competencies to meet future needs.

5. Succession Planning: Identify key positions and individuals who

are critical to the organization's success. Develop plans for
potential successors in case of vacancies

6. Communication: Communicate HR plans and changes to

employees, managers, and other stakeholders. Transparency is
essential for successful HR planning.

7. Implementation: Put the HR plan into action by executing the

strategies and actions identified in the plan.

8. Feedback and Adjustment: Regularly gather feedback from

employees and managers about the HR planning process and
make necessary adjustments to the plan based on this feedback.
QUESTION NO 3
Define recruitment. What are external and internal
source of recruitment ?
ANSWER:
RECRUITMENT:
Recruitment is the process of identifying, attracting, and selecting
qualified individuals to fill job vacancies within an organization.
It is a critical function of Human Resource Management
(HRM) and plays a pivotal role in ensuring that an organization has
the right people in the right positions to meet its staffing needs
and strategic objectives.

There are two primary sources of recruitment: external and

internal.

1. External Recruitment:

External recruitment involves the process of bringing in new

talent from outside the organization to fill job vacancies. Some
common methods and sources of external recruitment include:

a. Job Advertisements: Posting job openings on various platforms

such as job boards, company websites, social media, and
newspapers.

b. Recruitment Agencies: Employing the services of recruitment

agencies or headhunters to identify and attract suitable
candidates.
c. Campus Recruitment: Visiting educational institutions, colleges,
and universities to recruit fresh graduates.

d. Employee Referrals: Encouraging current employees to refer

suitable candidates for open positions.

e. Walk-Ins: Allowing interested individuals to apply for jobs by

visiting the organization's premises.

2. Internal Recruitment:

Internal recruitment focuses on filling job vacancies with existing

employees within the organization. Internal recruitment methods
include:

a. Promotions: Promoting current employees to higher-level

positions based on their performance and qualifications.

b. Transfers: Moving employees from one department or location

to another to fill vacant positions or meet staffing needs.

c. Job Postings: Internally advertising job openings to allow

current employees to apply for these positions.

d. Succession Planning: Identifying and grooming potential future

leaders from within the organization to take on key roles.
e. Cross-Training: Training employees to perform different roles
and functions, allowing them to be considered for various job
openings.

QUESTION NO 4
What is meant by selection interview and explain its different
types?
ANSWER:
SELECTION INTERVIEW:

A selection interview is a formal, structured process in which an

employer or a hiring manager interacts with a job candidate to
assess their qualifications, skills, experience, and suitability for a
specific job position within the organization. The interview is a
critical component of the employee selection process and is used
to make informed hiring decisions.

TYPES OF INTERVIEWS:

1. Application Forms and Resumes Review:

Employers often start by reviewing job applications and resumes

to screen candidates based on their qualifications and
experiences. This is typically an initial step to identify potential
candidates for further evaluation.
2. Interviews:

Interviews are one of the most common and crucial selection

methods. They can take various forms, including structured,
unstructured, behavioral, and situational interviews, among
others. Interviews provide an opportunity to assess a candidate's
communication skills, fit with the organization's culture, and
qualifications for the job.
3. Testing and Assessments:

Employers may use a variety of tests and assessments to evaluate

a candidate's knowledge, skills, and abilities. These can include
cognitive tests, personality assessments, skills tests, and
situational judgment tests.
4. Reference Checks:

Reference checks involve contacting a candidate's previous

employers, colleagues, or supervisors to verify their work history
and gather insights into their performance and character.
5. Background Checks:

Background checks are conducted to verify a candidate's

educational credentials, criminal history, and other relevant
information. This method is crucial for roles that involve handling
sensitive information or working with vulnerable populations.

6. Work Samples and Portfolios:

For roles that require specific skills or creative abilities,

employers may request candidates to provide work samples or
portfolios. These samples demonstrate the candidate's
capability and quality of work.

7. Physical and Medical Examinations:

Certain jobs may require candidates to undergo physical or
medical examinations to ensure they meet specific health and
physical requirements, such as physical fitness, drug tests, or
vision tests.
8. Job Auditions and Trial Periods:

In some cases, candidates may be asked to complete a job

audition or a trial period where they perform the job tasks for a
short period to evaluate their suitability for the role.
9. Assessment of Soft Skills:

Soft skills, such as communication, teamwork, adaptability, and

problem-solving, are increasingly important in today's workplace.
Employers may assess these skills through interviews,
assessments, or situational exercises.

10. Social Media Screening:

Employers may review a candidate's online presence on social

media platforms to gain additional insights into their character,
behavior, and professionalism.

QUESTION NO 5
Job satisfaction ? What are impacts one employees
performance.
ANSWER:
 JOB SATISFACTION:
Job satisfaction refers to an employee's overall contentment with
their job and work environment. It is a complex and multi-
dimensional concept that can have a significant impact on an
employee's performance and overall well-being. Here are some
key aspects of job satisfaction and its impact on employee
performance:

 Motivation and Engagement: Satisfied employees are more

motivated and engaged in their work. They are more likely to put
in extra effort, take initiative, and be enthusiastic about their tasks,
which can lead to improved performance.
 Productivity: Satisfied employees tend to be more productive.
When people enjoy their work and feel that it's meaningful, they
are likely to accomplish more in less time, leading to higher
performance levels.
 Retention: High job satisfaction can lead to increased employee
retention. Satisfied employees are less likely to leave their jobs,
reducing turnover and the associated costs of recruiting and
training new employees.
 Teamwork and Collaboration: Job satisfaction can impact an
employee's willingness to collaborate and work effectively in a
team. Satisfied employees are more likely to be cooperative and
contribute positively to team dynamics, which can enhance overall
team performance.
 Job Performance: Satisfied employees tend to perform better in
their roles. Their job satisfaction can lead to better task execution,
higher quality work, and achieving performance targets.
 QUESTION NO 6
Define career development & career planning? What
are major objective.
ANSWER:
CAREER DEVELOPMENT;
Career development refers to a set of programmes
designed to match individual needs abilities and
career goals with current and future opportunties in
the organization.
OR
Career development is directly linked to the goals &
objectives set by an individual.
1. Self-Awareness: Help individuals understand their strengths,
weaknesses, interests, values, and personality traits. This self-
awareness is crucial for making informed career choices that align
with their identity and goals.
2. Career Exploration: Encourage individuals to explore a wide
range of career options to discover potential paths that suit their
skills and interests. This includes learning about different
industries, roles, and job requirements.
3. Goal Setting: Assist individuals in setting clear and achievable
career goals. These goals may include short-term objectives, such
as getting a specific job or promotion, as well as long-term goals,
like achieving a particular level of expertise or leadership position.
4. Skill Development: Facilitate the development of the skills,
knowledge, and competencies needed to excel in chosen career
 paths. This may involve formal education, training, or on-the-job
learning.
5. Career Management: Teach individuals how to effectively
manage their careers, including strategies for seeking and
applying for jobs, preparing for interviews, and negotiating
compensation and benefits.

QUESTION NO 7
Discuss a important trends influsing HRM?
ANSWER:
Human Resource Management (HRM) is a dynamic field
influenced by various factors and trends that shape how
organizations manage their workforce. Understanding
these trends is essential for HR professionals and
organizations to adapt and remain competitive. Some of
the key importance trends influencing HRM include:

1. Digital Transformation:

The increasing use of technology in HRM, such as HRIS

(Human Resource Information Systems), AI-driven
recruitment, and digital onboarding, is streamlining HR
processes and enhancing data analytics for decision-
making.
2. Remote Work and Flexible Work Arrangements:

The COVID-19 pandemic accelerated the adoption of

remote work. HRM now plays a critical role in managing
remote teams, maintaining employee engagement, and
adapting to hybrid work models.
3. Employee Well-being:

HR is focusing more on employee well-being, mental

health, and work-life balance to support a healthier,
happier, and more productive workforce.
4. Diversity, Equity, and Inclusion (DEI):

Organizations are recognizing the importance of DEI

initiatives and placing HR at the forefront of promoting
diversity, ensuring equity, and fostering an inclusive
workplace culture.
5. Talent Shortages and Skills Gaps:
HRM is challenged by talent shortages in certain
industries and regions and addressing skills gaps through
training and development programs.
6. Gig Economy and Contingent Workforce:

HR is increasingly managing not only full-time employees

but also freelancers, contractors, and gig workers,
requiring new strategies for talent management.
7. Data Analytics and People Analytics:

HR departments are harnessing data analytics to make

data-driven decisions regarding workforce planning,
recruitment, and performance management.
8. Leadership Development:

There's a growing emphasis on identifying and

developing leadership talent to ensure future
organizational success.

9. Reskilling and Upskilling:

Given the rapid changes in technology and job roles, HR
is focusing on reskilling and upskilling employees to meet
evolving job requirements.
10. Health and Safety:

The pandemic has highlighted the importance of health

and safety in the workplace, making HRM responsible for
implementing and enforcing safety measures.
QUESTION NO 8
What is performance appraisal? Methods are used in
performance appraisal.
ANSWER:
PERFORMANCE APPRAISAL :
Performance appraisal, also known as performance
evaluation or performance review, is a systematic and
structured process used by organizations to assess the
job performance of their employees. The primary
purpose of performance appraisal is to provide feedback
to employees about their performance, help in their
professional development, and make decisions related to
compensation, promotions, training, or termination. It is
a critical component of performance management.

There are various methods used in performance

appraisal. Here are some common methods:

Graphic Rating Scales: This method involves using a

predetermined set of performance dimensions or factors
(such as communication skills, teamwork, productivity)
and rating employees on these scales. Supervisors use a
numerical or graphical scale to assess an employee's
performance in each dimension.

Behaviorally Anchored Rating Scales (BARS): BARS

combines elements of narrative and graphic rating scales.
It uses specific behavioral descriptions to anchor
different levels of performance for each dimension. This
method provides more concrete and detailed feedback.

360-Degree Feedback: In this method, an employee is

assessed by peers, supervisors, subordinates, and even
themselves. This multi-source feedback offers a more
comprehensive view of an employee's performance and
behavior.

Management by Objectives (MBO): In MBO, employees

and their managers set specific, measurable objectives or
goals for the employee to achieve within a specified time
frame. Performance is then evaluated based on the
achievement of these objectives.

Critical Incident Technique: Supervisors keep a record of

specific incidents or events where an employee
performed exceptionally well or poorly. These incidents
are then discussed during the appraisal.

Checklist Method: A checklist of statements about the

employee's behavior is used, and the appraiser marks the
statements that apply to the employee.

Self-Assessment: Employees evaluate their own

performance and provide a self-appraisal. This can be
used in conjunction with other appraisal methods.
Continuous Feedback and Performance Appraisal: Some
organizations have moved away from traditional annual
or periodic appraisals in favor of continuous feedback
and coaching, where performance discussions occur
regularly throughout the year.
QUESTIONN NO 9
Define HRM?Elobarate function of HRM.
ANSWER:
HRM (Human Resource Management) Is the strategic
and comprehensive approach to managing an
organization's most valuable assets - its people. HRM
involves the processes and activities related to the
acquisition, development, utilization, and management
of an organization's workforce. The primary goal of HRM
is to maximize the productivity and efficiency of the
workforce while ensuring the well-being and satisfaction
of employees.

The functions of HRM can be broadly categorized into

several key areas:
Recruitment and Staffing: HRM is responsible for
attracting, selecting, and hiring the right talent for the
organization. This involves developing job descriptions,
conducting interviews, and assessing candidates'
qualifications.

Training and Development: HRM ensures that

employees have the necessary skills and knowledge to
perform their jobs effectively. This includes planning and
delivering training programs, as well as providing
opportunities for skill enhancement and career
development.

Performance Management: HRM designs and manages

performance appraisal systems to evaluate and reward
employees based on their job performance. This includes
setting performance standards, conducting appraisals,
and providing feedback.

Compensation and Benefits: HRM establishes and

administers compensation and benefits programs to
attract and retain employees. This involves determining
salary structures, offering incentives, and managing
employee benefits such as health insurance and
retirement plans.

Employee Relations: HRM manages employee

relationships, which includes handling grievances,
conflicts, and ensuring fair treatment. HR professionals
also work to create a positive organizational culture and
maintain a safe and inclusive workplace.

Workforce Planning: HRM engages in strategic workforce

planning to ensure the organization has the right number
of employees with the right skills to meet its current and
future needs. This may involve workforce analysis,
forecasting, and planning for expansion or downsizing.

Compliance and Legal Issues: HRM ensures that the

organization complies with labor laws and regulations.
This includes managing issues related to employment
contracts, workplace safety, discrimination, and other
legal matters.
Employee Engagement: HRM works to enhance
employee satisfaction, motivation, and engagement. This
can involve initiatives like employee surveys, recognition
programs, and creating a positive work environment.

Succession Planning: HRM helps identify and prepare

employees for leadership and critical roles within the
organization to ensure a smooth transition in the event
of retirements or promotions.

Organizational Development: HRM supports the

organization's growth and development by planning and
implementing changes in structure, culture, and
processes to adapt to evolving business needs.