Part one

I.The following is (are) concerned with developing a pool of candidates in line with
the human resource plan

c) Recruitment

The following is (are) the key components of a business process Reengineering

program

All of the above

2.The actual achievements compared with the objectives of the job is

Job performance

3.Performance development plan is set for the employee by his immediate boss

Immediate boss

4.The following type of recruitment process is said to be a costly affair.

b) External recruitment

The following is (are) the objective(s) of inspection.

d) All of the above

Which of the following is an assumption of rationality to rational decision making?

d. All of the above

. —-------------is accepting solutions that are "good enough".

b. Satisficing

5.. The three important components in aligning business strategy with HR practice:

a) Business Strategy, Human Resource Practices, Organisational Capabilities

The basic managerial skill(s) is(are)

d.All of the above

Part two

What is the nature of Human Resource Management?

Human resource management is concerned with building a strong relationship with

employees and organisations.human resource management is a comprehensive
process of acquiring, developing, motivating and maintaining the pool of effective
workforce the main of hrm is that. The key function of HRM is to maintain good
relationships[ giving training, appraising the performance m,motivating them,
ensuring their health and safety, and managing workplace communication the
effective hrm encourage the employees to achieve there organisational objectives

Some of the natures of hrm includes

● People centric: hrm focus on Human resource management focuses on

people and is important in all organisations. It cares about all employees,
from top to bottom. HRM values individuals and groups, and helps them
reach their full potential and achieve personal and organisational
objectives.

● Pervasive force: Human resource management is an essential aspect of

any organisation and is found in various areas such as finance, marketing,
and production. It is present in both commercial and non-commercial
enterprises. All individuals within the organisation, regardless of their
position, are responsible for carrying out HRM functions on a regular basis.

● Action oriented:Human resource management prioritises action and

results over rules and policies. The primary objective of a human resource
manager is to deliver efficient resolutions for employee issues, tensions, or
disputes.

● Future oriented: hrm help the organisation to meet its overall goals and
opportunities in future by providing the right number pool employees into
the right place at the right time and at the right place .

● continued process: Managing human resources is an ongoing process,

not a one-time task. It includes various steps like identifying HR needs,
recruiting, training, evaluating performance, and conducting appraisals to
achieve organisational goals efficiently.

What is Human Resource Development (HRD)

Hrd ( human resource planning) is the one of the core of hrm the concept is
based on a good pool of employees can bring good sustainable run and mutual
benefits.its overall aims to focus centric developments in human resources if an
organisation wants to grow as much harder and faster the hrd is needed. A good
hrd maintain and boost employee morale at a huge level the hrm believes the
employees have potential to do better.

Some of the key factors are;

● Hrd improves potentials and caps in employees. It helps the employees to

act innovative and smart and increase morale towards the firm. it improves
the growth of the organisation and the employee to work without odds
.
● Hrd ensures teamwork everyone in the organisation has the access to
coordinate with each other it ensures a harmony among all employees.

● Hrd helps to gain the organisation to achieve the organisational goals by

ensuring a good environment and putting in the pool of talents.

● Hrd helps to outlines an organisational structure to all future requirements

between employees and organisation

● Hrd helps to maintain a good relationship with employees - main levels to

ensure good harmony and increase morale.

Discuss the future trends and challenges of HRM?

What is manpower planning ?

Manpower planning is also known as human resource planning is the process of

bringing the right number of qualified persons to the right position at the right time so
the organisation can achieve its organisational objectives.it is very essential to have
a human resource planning in any organisation.. It involves how many people need to
work, what skills they should have and what the demands and supply should be
like.without the work force the place should be nothing.

Caselet 1

.1) What do you think about Raghavan’s training program?

Raghvan’s training program seems to be missing a few things. While he gave Sanjay
sales reports, catalogues, and brochures, simply handing them over and walking
away without any follow-up or interaction is not the best thing .Sanjay may feel
overwhelmed or lost without guidance on how to use these resources effectively and
confidently . Raghvan's absence post-handover also indicates a lack of continuous
support and mentorship which is essential for a new recruit’s growth. In addition, the
brief demo before he left from the office may not have been enough for Sanjay to
clear up any doubts or queries he may have had about his role or
responsibilities.Lack of guidance can make a huge loss in companies and may affect
company productivity.

2). What method of training would have been best under the circumstances? Would
you consider OJT, simulation or experiential methods?

On-the-Job Training (OJT) is when you learn by doing the actual tasks of the job
with help from experienced coworkers. This would really help Sanjay as a new
sales trainee. By following around experienced salespeople, going on client visits
with them, and getting involved in sales tasks, Sanjay can learn how to do the job
in a real-life situation. OJT lets you learn by doing, get feedback right away, and
see how successful sales techniques are done.

Some benefits of OJT is

● .Get trained faster by actually doing the job. It helps you adjust to a new
job quickly and makes you more likely to stick around.
● . Setting it up is usually a breeze in most cases.
● You can start doing simple job tasks right from the start as a trainee.
● Keep the best employees on board.
● Attract the perfect people for the job.
● . Build a strong team together.

Caselet 2

1)Do Ms. Preeti's problems seem to be the result of her lack of motivational
immaturity or of her lack of motivational attention to her people?

The problems mentioned in the situation, like overbooking and not handling
walk-in guests properly, show that she doesn't have enough control and oversight
over the front-end operations. When there are problems with reservations, she tries
to personally fix them, which shows her dedication. But it also means she doesn't
delegate tasks well or make sure her staff is trained and supervised enough.
 Mr. Alex is worried about Ms. Preeti's growth as a manager because it
seems like her main challenges are managing and motivating her team, not her
own motivation. He thinks she needs to find a balance between her managerial
duties and making sure her staff understands and follows the rules and guidelines

To sum it up, even though Ms. Preeti is motivated in her role, her problems
come from not paying enough attention to her managerial responsibilities and
helping her staff grow, rather than from not being motivated enough.

Section c

1)What are the future challenges before managers?

Adapting to Technological Advancements: Managers must keep up with new

technology to improve efficiency. This includes using tools like artificial
intelligence and data analytics.

2. Managing Remote Teams: Leading teams in different locations requires

strategies for communication and performance in a virtual setting.

3. Navigating Globalisation: Expanding into new markets brings challenges like

cultural diversity and regulatory compliance. Managers must maintain a global
perspective.

4. Developing Future Leaders: Identifying and nurturing talent within teams is

crucial for long-term success. Managers need to prepare future leaders for
growth.

5. Addressing Diversity and Inclusion: Creating inclusive environments is

important for attracting top talent. Managers must value diverse perspectives and
empower employees.

6. Managing Change: Organisations are always changing, and managers play a

key role in guiding their teams through transitions.

7. Balancing Work-Life Integration: With work and personal life blending,

managers need to support employee well-being and promote work-life balance.

8.Ensuring cyber security:As organisations depend more on digital technologies,

cybersecurity is a bigger concern. Managers must focus on cybersecurity to
protect data and reduce cyber threats.
9.Sustainability and responsibility:There is a rising focus on sustainability and
corporate social responsibility (CSR) in business. Managers should include
environmental and social factors in decision-making and lead initiatives for
positive impact.

10.Navigating Economic Uncertainty:Economic uncertainty and geopolitical

tensions can affect business operations and financial stability. Managers need to
adapt to changing economic conditions, find growth opportunities, and reduce
risks for organisational resilience.

2. What is the process of HRP?

1. Human resource planning is the strategic outline that involves forecasting future
demands for employees in an organisation to achieve its overall goals .It is the
process of getting the right number of talented people into the right job at the right
time and right place.so that an organisation can achieve its own goals.It involves
assessing the current workforce, identifying future workforce requirements, and
developing strategies to meet those requirements.
Some of the key factors include;

2.Environmental scanning: it is an important step in workforce planning. It

involves looking at both internal and external factors that could affect the
organisation's future workforce needs. Internal factors include things like the
organisation's plans for growth, how many employees leave the company, and
the budget. External factors include things like economic trends, the job market,
and new technology.

3.Forecasting demands for work force: After environmental scanning, HR

professionals use the information they gathered to forecast the organisation's
future workforce needs. They estimate how many employees and what types of
employees will be needed to meet the organisation's goals.

4.Forecasting supply: Next, HR professionals assess the current workforce to see

if they have the right skills and abilities to meet future demand. They look at
things like employee skills, succession plans, and how they recruit new
employees.

5.Analysing Gaps: Once the demand and supply forecasts are made, HR
professionals compare the two to see if there are any gaps. They look for areas
where the organisation may need to hire new employees, train current
employees, or make other changes to meet their workforce needs.
6. Action plans developing: Based on this analysis, HR professionals create
action plans to address any gaps or surpluses in the workforce. They might hire
new employees, provide training, or restructure the organisation.

7. Implementation: After the action plans are developed, HR professionals work

with others in the organisation to put them into action. They might hire new
employees, provide training, or make changes to how things are done.

8.Monitoring and assessment: Finally, HR professionals monitor how well the

action plans are working. They evaluate if the changes are effective and make
any necessary adjustments.