HUMAN RESOURCE MANAGEMENT MIM201A SUGGESTION QUESTIONS

Module 1
Very Short Questions for Group A (1 Marks)
Q1. What is Human Resource?

Ans. Human resources refer to the people who make up the workforce of an organization, business
sector, or economy.

Q2. Define Human Resource Management.

Ans. Human Resource Management (HRM) is a strategic approach to managing people within an
organization to enhance their performance and contribute to the organization's success.

Q3. What is Personnel Management?

Ans. Personnel Management can be defined as the administrative discipline of hiring and developing
employees so that they become more valuable to the organization.

Q4. What do you mean by the compensations and benefits given to employees?

Ans. Compensation and benefits refer to the rewards and perks an organisation offers to its employees
in exchange for their work and contribution. They play a significant role in attracting, retaining, and
motivating employees.

Q5. What are Generalist and Specialist job positions in HR Department?

Ans. HR generalists handle a broad range of HR responsibilities. They are often involved in multiple
aspects of HR management, making them versatile professionals.

HR specialists focus on a specific area of human resources. They possess in-depth expertise in their
domain and typically handle specialised tasks.

Q6. What is the role of a HR Manager expressing moral obligations?

Ans. Conscience Role

Q7. Why is a HR Manager often referred to as Staff Manager?

Ans. A HR manager is a staff manager because they provide support and guidance to other departments
rather than directly managing revenue-generating activities.

Q8. Among the three levels of management, where lies the Line Manager?

Ans. Middle & Low Level of Management

Q9. How is Workforce related to Human Resources?

Ans. Workforce is the total number of people employed or available for employment. Human Resources
refer to the people who make up the workforce of an organization, business sector, or economy.
 Short Questions for Group B (5 Marks)
Q1. Differentiate between Personnel Management and Human Resources Management.

Ans.

Point of Difference Human Resource Management Personnel Management

Strategic vs. HRM is strategic and integrates HR Personnel Management is more

Administrative strategies into overall business planning. administrative and operational.

Proactive vs. HRM takes a proactive approach to Personnel Management tends to be

Reactive anticipate and plan for future needs. reactive.

Employee HRM places a strong emphasis on Personnel Management focuses on

Development developing employees for future roles. existing job roles.

Employee HRM encourages employee participation Personnel Management maintains a

Participation and empowerment. top-down approach.

Orientation Embraces change as an opportunity for Typically resists change and prefers to
Towards Change growth. It adopts a proactive approach, maintain the status quo. It operates
anticipating future challenges and within established procedures and is
adapting strategies accordingly. often reactive to problems.

Time Horizon Looks at the long-term vision of the Focuses on short-term goals and
organization. It aligns human resource immediate staffing needs. It's
planning with future business strategies. concerned with day-to-day operations.

Employee Value Considers employees as valuable assets Views employees as tools or resources
Perspective and invests in their development. to achieve organizational tasks.
Emphasis is on nurturing potential. Emphasis is on utility.

Nature of Job Encourages job enrichment and Jobs are designed with strict definitions
Design enlargement, allowing employees to take and limited scopes, focusing on
on diverse responsibilities. specialization.

Communication Promotes open, two-way Communication is typically top-down,

Patterns communication. Employees have a voice with management informing
and can contribute ideas. employees of decisions.

Decision-Making Decision-making is decentralized. It Decisions are centralized, made by top

Process empowers employees and involves them management without much input from
in the process. lower levels.
 Motivation and Focuses on intrinsic rewards, such as Relies heavily on extrinsic rewards like
Reward Systems personal growth, recognition, and salary and bonuses to motivate
meaningful work. employees.

Q2. State five objectives of Human Resource Management.

Ans.

1. Recruitment and Retention: To attract, select, and retain talented employees who align with
the organisation's goals and culture.
2. Training and Development: To enhance the skills, knowledge, and capabilities of employees,
fostering both individual and organisational growth.
3. Employee Satisfaction: To create a positive work environment that promotes job satisfaction,
motivation, and engagement among employees.
4. Performance Management: To establish clear performance standards, evaluate employee
contributions, and provide constructive feedback for improvement.
5. Compliance with Labour Laws: To ensure adherence to legal and ethical practices,
safeguarding both employee rights and the organisation's reputation.

Q3. Explain the conceptual relationship between Workforce, Manpower and Human Resource.

Ans. Workforce, manpower, and human resource are interrelated concepts that collectively contribute
to an organisation's success by addressing its need for people to perform tasks effectively.

1. Workforce refers to the group of individuals employed in an organisation, regardless of their

role or hierarchy. It is a broad term encompassing all employees who actively contribute to the
organisation's operations.

Example: The staff in a manufacturing company, including factory workers and administrative
personnel, make up the workforce.

2. Manpower focuses on the quantitative aspect of the workforce, highlighting the number of
people available to fulfil specific roles or tasks. It is commonly used in the context of planning
and resource allocation.

Example: If a construction project requires 100 labourers, their availability constitutes the
manpower needed to complete the project.

3. Human Resource takes a more strategic view, representing the workforce as an organisational
asset. It involves managing employees' skills, development, motivation, and alignment with
organisational goals.

Example: Human resource managers may implement training programs to develop employees’
technical skills, turning manpower into a more skilled and efficient workforce.

Together, these terms illustrate different facets of the people an organisation depends on—
quantitative (manpower), operational (workforce), and strategic (human resource).
Q4. Describe the scopes of Human Resource Management.

Ans.

1. Manpower Planning: Forecasting and planning the organization’s human resource needs.

2. Recruitment and Selection: Attracting and hiring the right talent for the organization.

3. Training and Development: Enhancing employees' skills and knowledge through training
programs.

4. Performance Management: Evaluating and managing employee performance to achieve

organizational goals.

5. Compensation and Benefits: Designing and managing salary structures, bonuses, and benefits
packages.

6. Employee Relations: Managing the relationship between the employer and employees.

7. Health and Safety Management: Ensuring a safe and healthy work environment.

8. Legal Compliance: Adhering to labour laws and employment regulations.

9. Career Development: Providing opportunities for career growth and advancement.

10. Succession Planning: Identifying and preparing employees for key positions in the future.

Q5. Describe the different factors affecting the formation of organisational structure of HR
Department.

Ans. The organizational structure of the HR department depends on:

• the size of the firm,

• the nature of the business,

• management philosophy, and

• global presence

Long Answer Type Questions for Group C (15 Marks)

Q1 a) Describe the different functions of HR Manager.

Ans. The function performed by HR Manager can broadly be classified into two categories,

1. Managerial functions, and

2. Operative functions

Managerial functions:

HR managerial functions are essential responsibilities carried out by human resource managers to
ensure the effective management and development of an organisation's workforce. These functions
can be broadly categorised as follows:
 1. Planning: This involves forecasting the organisation's future human resource needs, designing
strategies to meet those needs, and ensuring the workforce aligns with organisational goals.

2. Organising: HR managers structure roles and responsibilities, delegate tasks, and coordinate
resources to optimise employee productivity and operational efficiency.

3. Staffing: This includes the recruitment, selection, placement, and onboarding of employees to
ensure the organisation has the right people in the right positions.

4. Directing: HR managers guide and motivate employees by providing leadership, setting

objectives, and fostering a positive work environment.

5. Controlling: This involves monitoring HR activities, evaluating performance, and implementing

corrective measures to achieve desired outcomes.

Operative Functions

HR operative functions refer to the core tasks and responsibilities performed by the HR department to
manage employees effectively and ensure smooth organisational operations. These functions focus on
the practical execution of HR activities and can be categorised as follows:

1. Recruitment and Selection: Attracting, identifying, and hiring the most suitable candidates for
various roles within the organisation.

2. Training and Development: Organising programs to improve employees' skills, knowledge, and
abilities to enhance performance and career growth.

3. Compensation and Benefits: Designing and managing employee remuneration, including

salaries, bonuses, perks, and benefits packages.

4. Employee Relations: Building and maintaining positive relationships between employees and
management, addressing grievances, and ensuring a harmonious workplace.

5. Performance Management: Evaluating employee performance, providing feedback, and

implementing performance improvement plans or appraisal systems.

6. Health and Safety: Ensuring a safe and healthy work environment by complying with safety
regulations and promoting employee well-being.

7. Labour Relations: Managing interactions with labour unions, negotiating agreements, and
ensuring compliance with labour laws.

b) What are the roles of Line Manager in HR Department?

Ans.

Conscience role:- the conscience role is that of humanitarian who reminds the management of its
moral obligations to its employees.

Counsellor :- employees who are dissatisfied with the present job approach the personnel manager
for counselling. In addition, employees facing various problems like marital, health, children’s
education/marriage, mental, physical & career problems.
Mediator:- as a Mediator, the Personnel Manager plays the role of peace maker. He settles the
disputes between employees & the management. He acts as a liaison & communication linker
between both of them.

Spokesman:- he is a frequent spokesman for or representative of the company.

Problem Solver:- he acts as a problem solver with respect to the issues that involve human resources
management & overall long range organisational planning.

Change Agent:- he acts as a change agent & introduces changes in various existing programmes.

c) Differentiate between Line Manager and Staff Manager.

Ans.

Q2 a) Describe the different functions of HRM.

Ans.

1. Recruitment

Recruitment involves attracting and selecting the right candidates for the organization.

Example: A technology company needs a new software developer. The HR team creates a job
description, posts the job on various job boards, reviews applications, conducts interviews, and finally
selects a candidate who fits the role and company culture.

2. Training

Training provides employees with the skills and knowledge they need to perform their job effectively.

Example: A retail company introduces a new Point of Sale (POS) system. The HR team organizes
training sessions for all cashiers to ensure they understand how to use the new system efficiently.
3. Performance Evaluation

Performance evaluation involves assessing employees' job performance and providing feedback.

Example: An HR manager conducts annual performance reviews for each team member. During the
review, the manager discusses the employee's achievements, areas for improvement, and sets goals
for the upcoming year.

4. Compensation

Compensation includes designing and managing salary structures, bonuses, and benefits.

Example: After conducting a market salary survey, an HR team at a healthcare company decides to
adjust their nurses' salaries to ensure they are competitive with other hospitals in the area. They also
introduce a new bonus system based on performance.

5. Promoting Employee Relations

Employee relations involve managing the relationship between the employer and employees to
maintain a positive work environment.

Example: In a manufacturing company, there is a conflict between two departments over resource
allocation. The HR team steps in to mediate the situation, facilitating open communication and finding
a mutually agreeable solution.

6. Workforce Planning

Workforce planning involves forecasting the organization's future human resources needs and
developing strategies to meet those needs.

Example: A growing retail chain analyses market trends and predicts an increase in customer demand
over the next year. The HR team develops a workforce plan to hire additional sales associates and
managers to handle the anticipated growth.

7. Employee Engagement

Employee engagement focuses on creating a work environment where employees are motivated,
committed, and passionate about their work.

Example: A software company conducts regular employee engagement surveys to gather feedback on
workplace satisfaction. Based on the feedback, the HR team implements initiatives like team-building
activities, flexible work hours, and recognition programs to enhance employee engagement.

8. Talent Management

Talent management involves identifying, developing, and retaining high-potential employees within
the organization.

Example: A multinational corporation identifies high-potential employees through performance

reviews and assessment centres. The HR team creates personalized development plans, offers
mentoring, and provides leadership training to prepare these employees for future leadership roles.

9. Health and Safety Management

Health and safety management ensures that the workplace is safe and healthy for all employees.
Example: In a manufacturing plant, the HR team conducts regular safety audits and implements safety
training programs to educate employees about proper procedures and the use of protective equipment.
They also establish a health and safety committee to address any concerns promptly.

10. Succession Planning

Succession planning involves identifying and preparing employees to fill key positions within the
organization in the future.

Example: A financial services firm identifies critical leadership roles and potential successors within
the organization. The HR team provides these successors with targeted development opportunities,
such as cross-functional projects and executive coaching, to ensure a smooth transition when the
current leaders retire or move on.

b) Explain the importance of HRM in an organisation.

Ans.

1. Strategic Alignment of Talent

2. Enhancing Employee Engagement and Productivity

3. Navigating Change Management

4. Building a Positive Organizational Culture

5. Attracting and Retaining Top Talent

6. Ensuring Compliance and Ethical Practices

7. Driving Innovation and Growth among employees

8. Enhancing Employee Well-being

9. Improving Communication between employer and employee

10. Helps in Leadership Development

c) Describe the different areas of coverage of HRM in an organisation.

Ans. Human Resource Management (HRM) involves various key areas that ensure effective
management of people within an organisation. These include:

1. Recruitment and Selection: HRM is responsible for attracting, evaluating, and hiring the right
candidates to meet organisational needs.

2. Training and Development: It ensures employees receive necessary training to improve their
skills and grow professionally.

3. Performance Management: This area involves monitoring and enhancing employee

performance through feedback and appraisals.

4. Compensation and Benefits: HRM designs salary structures, incentives, and benefit
programmes to motivate employees.
 5. Employee Relations: It manages the relationship between employees and management,
fostering a positive work environment.

Q3 a) Mention the key characteristics of Personnel Management.

Ans.

• Reactive Approach: Responds to demands and concerns as they arise.

• Short-Term Perspective: Focuses on immediate issues rather than long-term planning.

• Management-Oriented: Decisions are typically made by management with limited input from
employees.

• Emphasis on Individual Employees: Deals with employees on an individual basis rather than
viewing the workforce collectively.

• Compliance and Control: Strong focus on enforcing rules, procedures, and compliance with
laws.

b) Describe the role of personnel management in promoting employee motivation and improving
organisational efficiency.

Ans. Personnel management plays a key role in boosting employee motivation by ensuring fair
treatment, competitive salaries, and a positive work environment. By addressing employee concerns
and offering benefits like paid leave and health insurance, it creates a sense of trust and satisfaction.

It also improves organisational efficiency by assigning roles that match employees’ skills, providing
proper training, and maintaining workplace discipline. For example, resolving conflicts quickly helps
employees stay focused on their tasks, which enhances productivity.

Through careful planning and management, personnel management ensures a motivated and efficient
workforce, benefiting both employees and the organisation.

c) What are common mistakes found in personnel management?

Ans. Common mistakes in personnel management can lead to decreased employee morale,
inefficiency, and organisational challenges, which are discussed below:

1. Ineffective Communication: Failing to communicate clearly with employees about goals,

expectations, or changes can cause misunderstandings and resentment.

2. Neglecting Employee Development: Overlooking opportunities for training, upskilling, and

career advancement may lead to employee stagnation and disengagement.

3. Ignoring Employee Feedback: Disregarding employees' opinions and concerns can erode trust
and create a disconnect between management and staff.

4. Bias in Recruitment and Promotions: Allowing personal biases to influence hiring or

advancement decisions undermines fairness and can discourage talented employees.
 5. Inadequate Conflict Resolution: Failing to address workplace conflicts in a timely and
impartial manner may escalate tensions and disrupt team dynamics.

6. Micromanagement: Excessive control over employees' tasks can stifle creativity, reduce
motivation, and foster a lack of trust in their capabilities.

7. Poor Work-Life Balance Policies: Ignoring the importance of work-life balance can lead to
burnout and increased staff turnover.

8. Overlooking Employee Recognition: Neglecting to acknowledge employees' contributions

may demoralise staff and reduce overall motivation.

9. Non-Compliance with Labour Laws: Violating legal or ethical guidelines can result in fines,
lawsuits, and reputational damage.

10. Inconsistent Policies: Applying workplace policies unevenly or inconsistently leads to

perceptions of unfairness and dissatisfaction.

Addressing these mistakes can help build a positive, productive, and harmonious workplace.

Q4 a) Analyse the importance of effective communication in personnel management.

Ans. Effective communication is crucial in personnel management as it builds trust, reduces

confusion, and ensures transparency. When managers communicate clearly about goals, roles, or
policies, employees understand what is expected of them and perform better.

Good communication also helps solve problems quickly. For example, if a disagreement arises
between employees, open discussions can resolve it without affecting the work environment.

Furthermore, effective communication encourages feedback, allowing employees to share their

concerns or ideas. This creates a positive atmosphere where employees feel valued and motivated,
improving their performance and the organisation's efficiency.

b) What are key principles of effective personnel management?

Ans. The key principles of effective personnel management include:

1. Fair Treatment of Employees: Ensuring equity and non-discrimination in hiring, promotions,

compensation, and workplace policies fosters trust and respect among employees.

2. Open Communication: Clear, transparent, and two-way communication channels enable

better understanding, reduce misunderstandings, and encourage feedback from employees.

3. Strategic Recruitment and Selection: Hiring the right individuals for the right roles by assessing
their qualifications, skills, and cultural fit is critical to organisational success.

4. Employee Development: Providing opportunities for training, upskilling, and career

advancement helps employees grow and boosts organisational capabilities.

5. Effective Leadership: Strong leadership that provides guidance, sets clear expectations, and
supports employees' needs is integral to achieving team and organisational goals.
 6. Performance Management: Establishing clear performance metrics, offering constructive
feedback, and recognising accomplishments motivate employees to perform their best.

7. Conflict Resolution: Addressing disputes promptly and impartially fosters a harmonious

workplace and prevents issues from escalating.

8. Work-Life Balance: Encouraging work-life balance through flexible policies and wellness
initiatives enhances employee satisfaction and productivity.

9. Compliance with Labour Laws: Adhering to legal regulations and ethical practices safeguards
employee rights and protects the organisation from liabilities.

10. Adaptability: Being responsive to changes in the business environment or workforce needs
ensures the organisation remains competitive and resilient.

These principles together create a supportive and efficient work environment, contributing to both
employee and organisational success.

c) Discuss the disadvantages of Personnel Management over Human Resources Management.

Ans. Personnel Management is often considered more traditional and limited in scope compared to
Human Resources Management (HRM). Some key disadvantages are:

1. Lacks Strategic Focus: Personnel Management focuses on short-term, administrative tasks,

whereas HRM integrates employee management with long-term organisational goals.

2. Reactive Approach: It is more reactive, dealing with problems as they arise, while HRM takes a
proactive approach to workforce planning and development.

3. Limited Employee Development: Personnel Management often overlooks areas like career
growth and employee development, which are emphasised in HRM.

4. Narrow View of Employees: It treats employees more as tools to achieve organisational tasks,
while HRM views them as valuable assets requiring investment.

5. Less Emphasis on Organisational Culture: Personnel Management does not actively shape or
align workplace culture with organisational values, unlike HRM.

Q5 a) Describe the changing function of HRM with Examples.

Ans.

1. From Administrative to Strategic Partner

Past: HRM was primarily focused on administrative tasks such as payroll, employee records, and
compliance.

Present: HRM now plays a strategic role in aligning human resources with organizational goals.

Example: Companies like Google and Amazon use HR analytics to make data-driven decisions that
support business strategy and improve overall performance.

2. From Transactional to Transformational

Past: HRM was concerned with transactional activities such as hiring, firing, and managing benefits.

Present: HRM now focuses on transformational activities that drive change and innovation within the
organization.

Example: Microsoft has implemented programs that foster a growth mindset culture, encouraging
continuous learning and innovation among employees.

3. From Reactive to Proactive

Past: HRM often reacted to issues as they arose, dealing with problems after they occurred.

Present: HRM proactively anticipates and addresses potential challenges, such as workforce planning
and employee engagement.

Example: Unilever uses predictive analytics to identify potential talent gaps and develop strategies to
attract and retain top talent.

4. From One-Size-Fits-All to Personalized Approach

Past: HRM policies and practices were uniform and applied to all employees regardless of individual
differences.

Present: HRM now tailors its approach to meet the diverse needs of employees, offering personalized
benefits, career development plans, and work arrangements.

Example: Deloitte provides flexible work options and personalized career development programs to
accommodate the unique needs and aspirations of its employees.

5. From Compliance Focused to Employee-Centric

Past: HRM was primarily focused on compliance with labor laws and regulations. Present: HRM now
places a greater emphasis on employee experience and well-being.

Example: Salesforce offers comprehensive wellness programs, including mental health support and
wellness initiatives, to ensure the well-being of its employees.

6. From Manual Processes to Digital HRM

Past: HRM relied heavily on manual processes and paper-based records.

Present: HRM has embraced digital transformation, using HR technology and tools for efficient and
effective management.

Example: SAP has integrated HR technology solutions like SuccessFactors to streamline HR processes
and enhance employee experience.

b) Explore the challenges of integrating HRM practices in multinational corporations (MNCs)

operating in diverse cultural and regulatory environments.

Ans.

1. Cultural Differences: MNCs operate across countries with unique cultural norms. For example,
employee behaviour, communication styles, and work ethics differ between regions, making it
hard to standardise HR practices.
 2. Regulatory Compliance: Each country has distinct labour laws and regulations. Ensuring
compliance with local rules while maintaining global standards is a significant challenge for HR
teams.

3. Language Barriers: Communication may be hindered due to language differences, affecting

training, collaboration, and employee relations.

4. Managing Employees Working Abroad: Deploying employees to foreign locations involves

challenges like adjusting to new environments, differing tax laws, and family support.

5. Workforce Diversity: Diverse employee backgrounds require HR to promote inclusion, resolve

conflicts, and address differing needs effectively.

These challenges require MNCs to adopt flexible and adaptive HRM approaches while balancing local
and global demands.

c) Explain why HRM is considered as the backbone of an organization.

Ans. HRM is often regarded as the backbone of an organization because it fundamentally manages and
nurtures the organization’s most valuable asset—its people. The critical roles of HRM in an organization
are:

Strategic Alignment and Vision:

o Explanation: HRM ensures that every facet of human resource practice, from
recruitment to training and performance management, aligns with the overall strategic
goals of the organization.

o Impact: This alignment helps build a workforce that is not only skilled but also motivated
to drive the company toward its long-term objectives, making HRM central to strategic
planning and execution.

2. Talent Acquisition and Management:

o Explanation: HRM is responsible for attracting and retaining high-quality talent. It

develops effective recruitment strategies to bring in individuals who fit both the job
requirements and the company's culture.

o Impact: By securing the right talent, HRM directly influences productivity, innovation,
and competitiveness, which are crucial for organizational success.

3. Employee Development and Performance Enhancement:

o Explanation: Through structured training programs, continuous professional

development, and performance management systems, HRM ensures employees are
constantly equipped with the necessary skills to meet emerging challenges.

o Impact: This focus on development not only improves individual performance but also
enhances overall organizational efficiency, leading to sustainable growth.

4. Building a Positive Organizational Culture:

 o Explanation: HRM plays a vital role in shaping and maintaining a positive work
environment by establishing clear policies, nurturing ethical practices, and fostering
open communication.

o Impact: A healthy, engaging culture increases employee satisfaction and retention,

which, in turn, reinforces the organization’s resilience and adaptability in a competitive
market.

5. Change Management and Adaptability:

o Explanation: In today’s fast-paced business environment, HRM is pivotal in managing

change—whether it involves new technologies, restructuring, or evolving market
demands.

o Impact: Effective change management by HRM ensures that employees are well-
prepared to adapt to new roles or processes, minimizing disruption and maintaining
operational continuity.

Conclusion: By aligning human resource strategies with organizational goals, effectively managing
talent, fostering continuous development, and building a resilient corporate culture, HRM acts as the
backbone that supports every other function within the organization. Its comprehensive role in
recruitment, development, engagement, and change management makes HRM indispensable for
driving sustainable success and maintaining a competitive edge in the market.