CO1: Overview of Human Resource Management

Q1. Define Human Resource Management. Explain its nature, objectives, and
importance.
Answer:
Definition:
Human Resource Management (HRM) is the strategic approach to the effective
management of people in an organization to help the business gain a competitive
advantage.
Nature of HRM:
1. Strategic Function: Aligns HR practices with organizational goals.
2. People-Oriented: Focuses on employee development and satisfaction.
3. Continuous Process: HRM is an ongoing activity, not a one-time function.
4. Future-Oriented: Forecasts and plans workforce requirements.
5. Development-Oriented: Encourages employee training and growth.
Objectives of HRM:
1. To ensure right people are hired for the right jobs.
2. To enhance employee performance and productivity.
3. To foster employee motivation and satisfaction.
4. To maintain a healthy organizational culture.
5. To ensure legal compliance and ethical standards.
Importance of HRM:
1. Increases Efficiency: Proper hiring and training improve performance.
2. Improves Employee Retention: Motivated employees are more loyal.
3. Facilitates Organizational Growth: Supports expansion with a skilled
workforce.
4. Legal Compliance: Manages labor laws and avoids legal issues.
5. Conflict Resolution: Manages workplace disputes effectively.
Great! Here's the continuation with the next 4 long, point-wise answers:
Q2. Compare and contrast Personnel Management and Human Resource
Management.
Answer:
 Human Resource Management
Aspect Personnel Management
(HRM)

Traditional approach to Modern approach focusing on

Definition managing people in the development and strategic use of
organization. people.

Primarily administrative – Strategic – development, motivation,

Focus
payroll, employee records. performance management.

Proactive and continuous

Approach Reactive and routine-based.
improvement-based.

Control Centralized and bureaucratic. Decentralized and participative.

Comprehensive – covers soft skills,

Training Limited to job-specific needs.
career growth.

Employee Focus on compliance and Emphasis on motivation, team-

Relations discipline. building, and culture.

Internal and external – development,

Motivation External rewards (monetary).
autonomy, rewards.

Q3. Discuss the scope and coverage of HRM in modern organizations.

Answer:
Scope of HRM:
1. Human Resource Planning: Forecasting workforce needs.
2. Recruitment & Selection: Hiring suitable candidates.
3. Training & Development: Enhancing employee skills.
4. Performance Appraisal: Evaluating and improving employee performance.
5. Compensation Management: Salary structure and benefits.
6. Employee Welfare: Health, safety, work-life balance.
7. Industrial Relations: Maintaining peaceful work environment.
8. Legal Compliance: Adhering to labor laws and regulations.
Coverage of HRM:
1. Strategic Planning: Aligning HR with organizational vision.
2. Organizational Development: Managing change and innovation.
 3. Career Planning: Employee growth and promotions.
4. Succession Planning: Identifying and preparing future leaders.
5. Diversity Management: Promoting inclusion and equal opportunity.
Conclusion:
HRM covers both micro (individual employee needs) and macro (organizational
policy and strategy) levels, making it essential for business success.
Q4. Explain the historical evolution of Human Resource Management in India.
Answer:
1. Pre-Independence Era:
• Personnel practices were informal and handled by line managers.
• Focus on recruitment and administration.
• Workers were often exploited in absence of labor laws.
2. Post-Independence Era (1950–1970):
• Government introduced labor legislation (Factories Act, Industrial Disputes
Act).
• Emergence of trade unions.
• Beginning of structured personnel departments.
3. 1970–1990:
• Increased industrialization.
• Formal personnel management evolved.
• Introduction of training, appraisal systems.
4. Post-Liberalization (1991 onwards):
• Globalization led to strategic HRM.
• Emphasis on employee empowerment, talent acquisition, retention.
• Use of technology (HRIS, e-HRM).
5. Current Trends:
• Focus on employee experience, data-driven HR, remote work policies.
• Strategic alignment of HR with business goals.
Q5. Describe the role and functions of the HR manager in an organization.
Answer:
Roles of HR Manager:
1. Strategic Partner: Aligns HR goals with business strategy.
2. Change Agent: Manages organizational transformation.
3. Employee Champion: Ensures employee welfare and development.
4. Administrative Expert: Oversees payroll, policies, and records.
Functions of HR Manager:
1. Recruitment & Selection: Attracting and hiring right candidates.
2. Training & Development: Planning learning programs.
3. Performance Management: Setting KPIs and appraisal systems.
4. Compensation & Benefits: Structuring salaries and perks.
5. Employee Relations: Handling grievances and disputes.
6. Compliance: Ensuring labor law adherence.
7. Health & Safety: Promoting a safe working environment.
Conclusion:
The HR manager is a pivotal figure balancing the interests of employees and the
organization for mutual growth.
Here are the detailed, point-wise answers for Questions 6 to 10 from the Human
Resource Management syllabus:
Q6. Distinguish between line and staff functions with reference to HRM.
Answer:

Criteria Line Function Staff Function

Core business functions directly Support functions that provide

Definition responsible for achieving advice and service to line
organizational goals. managers.

Example in A production manager overseeing HR manager advising on

HRM factory workers. recruitment policies.

Have decision-making power over Do not have direct authority

Authority
subordinates. over line employees.

Responsible for providing

Responsible for achieving targets
Responsibility expert advice and facilitating
and results.
functions.
Criteria Line Function Staff Function

Implements HR policies like Designs policies, guidelines,

Interaction
attendance, discipline on the and tools for HR
with HR
ground. implementation.

Decision- Provides input for strategic

Makes operational decisions.
making decisions.

Conclusion:
HR professionals act in a staff role by providing support and policies, while line
managers carry out HR functions on the operational level.
Q7. Explain the changing functions of Human Resource Management with
suitable examples.
Answer:
Traditional HRM Functions:
1. Recruitment and record keeping.
2. Salary disbursement.
3. Labor law compliance.
4. Basic training administration.
Changing/Modern Functions:
1. Strategic Partnering:
o HR aligns people strategy with business goals.
o E.g., workforce planning based on company expansion.
2. Employee Engagement:
o Focus on motivation, culture, wellness.
o E.g., organizing wellness programs and feedback systems.
3. Talent Management:
o Career pathing, succession planning.
o E.g., identifying high performers and nurturing them for leadership.
4. HR Analytics:
o Using data for decision-making.
o E.g., predicting attrition through employee surveys.
 5. Digital HR:
o Use of AI tools, cloud HR systems.
o E.g., online recruitment portals and digital onboarding.
Q8. Elaborate on the importance and challenges of managing human resources in
today's context.
Answer:
Importance:
1. Employee Engagement: Motivated employees are more productive.
2. Adaptability to Change: HR supports change management initiatives.
3. Legal Compliance: Avoids costly lawsuits through proper policy management.
4. Talent Development: Drives innovation through skilled workforce.
5. Organizational Culture: Builds a cohesive and ethical workplace.
Challenges:
1. Talent Retention: High attrition and job-hopping trends.
2. Remote Work Management: Ensuring productivity from distributed teams.
3. Diversity and Inclusion: Creating an inclusive culture.
4. Skill Gaps: Rapid tech changes require ongoing learning.
5. Work-life Balance: Managing employee stress and burnout.
Conclusion:
Effective HR management today is key to sustainability and competitiveness amidst
dynamic workplace trends.
CO2: Human Resource Planning
Q9. Define Human Resource Planning. Explain its objectives and significance.
Answer:
Definition:
Human Resource Planning (HRP) is the process of forecasting an organization’s
future demand for and supply of the right type of people in the right number.
Objectives of HRP:
1. Ensure Right Staffing: Prevent shortages or excess of manpower.
2. Effective Use of Talent: Proper deployment and utilization.
 3. Talent Acquisition Strategy: Prepare recruitment and selection plans.
4. Succession Planning: Identify and train future leaders.
5. Training Needs Identification: Detect gaps in current skills.
Significance:
1. Supports Business Planning: HRP aligns with strategic goals.
2. Minimizes Costs: Avoids overstaffing and understaffing.
3. Improves Productivity: Right people in the right jobs.
4. Facilitates Growth: Scalable human capital resources.
5. Crisis Preparedness: Quick response to sudden workforce changes.
Conclusion:
HRP is a proactive approach that ensures an organization’s workforce is capable,
competent, and sufficient to meet future demands.
Q10. Discuss the process of HR planning in detail.
Answer:
1. Analyzing Organizational Objectives:
• Understand future goals and strategic direction.
• E.g., expansion, mergers, automation, etc.
2. Inventory of Present Human Resources:
• Assess current manpower in terms of number, skills, performance.
• Maintain updated HR database.
3. Forecasting Demand for Human Resources:
• Predict future human resource requirements.
• Based on business expansion, technology, retirements, etc.
4. Forecasting Supply of Human Resources:
• Estimate internal availability and potential promotions.
• Analyze external labor market conditions.
5. Identifying Gaps:
• Find gaps between supply and demand.
• E.g., shortage of skilled software engineers.
6. Action Plan:
• Recruitment, training, promotion, outsourcing strategies.
• Adjust plans based on gap analysis.
7. Monitoring and Control:
• Evaluate effectiveness and adjust plans.
• Review periodically to remain aligned with goals.
Q11. What is Job Analysis? Discuss its purpose and importance in HRM.
Answer:
Definition:
Job Analysis is the systematic process of gathering, documenting, and analyzing
information about the duties, responsibilities, necessary skills, outcomes, and work
environment of a particular job.
Purpose:
1. Understanding Job Roles: Clarifies what a job entails.
2. Recruitment & Selection: Defines job requirements and ideal candidate
profile.
3. Performance Appraisal: Provides criteria for evaluating employee
performance.
4. Training & Development: Identifies skill gaps and training needs.
5. Compensation Management: Helps determine fair pay based on job
complexity.
Importance in HRM:
1. Legal Compliance: Ensures employment decisions are job-related and
defensible.
2. Efficiency: Promotes proper allocation of work.
3. Job Design: Assists in restructuring roles to increase productivity.
4. Employee Development: Helps in planning career paths and promotions.
5. Conflict Reduction: Minimizes disputes over job responsibilities.
Conclusion:
Job Analysis forms the foundation for virtually all HR practices, ensuring
organizational effectiveness and legal compliance.
Q12. Describe the components of job description and job specification.
Answer:
Job Description:
A job description provides an outline of the role, duties, and responsibilities of a job.
Key Components:
1. Job Title: Name of the position.
2. Job Summary: Brief overview of the job purpose.
3. Duties & Responsibilities: Core functions and tasks.
4. Reporting Line: Who the job reports to and who reports to the job.
5. Working Conditions: Location, hours, physical demands.
Job Specification:
Job specification describes the qualifications, skills, and experience required to
perform the job.
Key Components:
1. Educational Qualifications: Required degrees or certifications.
2. Experience: Minimum prior work experience.
3. Skills: Technical and soft skills necessary.
4. Personality Traits: E.g., leadership, communication skills.
5. Physical Requirements: If applicable, such as ability to lift heavy loads.
Q13. Discuss the methods of collecting job analysis data.
Answer:
1. Observation Method:
• Watching employees perform tasks.
• Suitable for manual, repetitive jobs.
• Limitation: Not effective for mental or creative tasks.
2. Interview Method:
• HR interviews employees and supervisors.
• Provides detailed insights.
• Time-consuming and may be biased.
3. Questionnaire Method:
• Structured or open-ended surveys.
 • Efficient for large employee bases.
• Risk of misinterpretation if questions are unclear.
4. Diary/Log Method:
• Employees record their daily activities.
• Useful for complex jobs.
• May be incomplete or inaccurately reported.
5. Technical Conference Method:
• Discussions with supervisors and technical experts.
• Captures expert opinion.
• May lack employee perspective.
6. Functional Job Analysis (FJA):
• Breaks down job into work activities and measures level of responsibility.
• Very detailed but complex and costly.
Q14. What is job evaluation? Explain its steps and methods.
Answer:
Definition:
Job Evaluation is a systematic process of determining the relative worth of jobs within
an organization to establish fair compensation.
Steps in Job Evaluation:
1. Job Analysis: Collect information about job duties and requirements.
2. Job Description & Specification: Prepare documents.
3. Select Evaluation Method: Choose appropriate technique.
4. Rank Jobs: Determine value of each job.
5. Assign Pay Grades: Link job value with compensation.
Methods of Job Evaluation:
1. Non-Quantitative:
• Ranking Method: Jobs are ranked based on their overall value.
• Job Classification: Jobs are grouped into grades or classes.
2. Quantitative:
 • Point Method: Jobs are scored based on factors like skills, responsibility.
• Factor Comparison: Compares key job factors and assigns monetary values.
Conclusion:
Job evaluation ensures internal equity and external competitiveness in employee
compensation.
CO3: Job Analysis
Q15. Define Recruitment. Explain its objectives and sources.
Answer:
Definition:
Recruitment is the process of identifying, attracting, and encouraging potential
candidates to apply for a job in an organization.
Objectives of Recruitment:
1. Attract Qualified Candidates: Reach skilled professionals.
2. Build Talent Pool: Prepare for future openings.
3. Enhance Employer Brand: Positive image attracts better candidates.
4. Ensure Cultural Fit: Match values and mission.
5. Promote Diversity: Ensure inclusive workforce.
Sources of Recruitment:
Internal Sources:
1. Promotions & Transfers
2. Employee Referrals
3. Internal Job Postings
External Sources:
1. Online Job Portals
2. Campus Recruitment
3. Employment Agencies
4. Walk-ins and Job Fairs
5. Social Media Platforms (e.g., LinkedIn)
Conclusion:
Effective recruitment ensures the organization has the human capital required to meet
strategic objectives.
Q16. Explain the steps involved in the selection process.
Answer:
1. Preliminary Screening:
• Review applications to eliminate unqualified candidates.
• Saves time and effort for further stages.
2. Application Form Review:
• Collects details about candidate’s qualifications, experience, and background.
• Ensures standard information across candidates.
3. Selection Tests:
• Types: Aptitude, technical, personality, and psychometric tests.
• Helps assess specific competencies and job fit.
4. Interview:
• Structured or unstructured conversations to evaluate candidate suitability.
• Conducted by HR and/or technical experts.
5. Reference and Background Checks:
• Verifying candidate’s employment history, education, and character.
• Ensures authenticity and reduces hiring risks.
6. Medical Examination:
• Determines physical fitness for the job role.
• Often mandatory in sectors like manufacturing or defense.
7. Job Offer:
• Final candidate receives a formal offer.
• Includes salary, designation, joining date, etc.
8. Appointment and Induction:
• Official joining of the candidate and orientation into the company.
Conclusion:
The selection process ensures hiring of the most competent candidates who align with
organizational needs and culture.
Q17. Discuss the meaning, objectives, and importance of training in HRM.
Answer:
Meaning:
Training is a systematic process of enhancing the knowledge, skills, and attitude of
employees to improve performance.
Objectives:
1. Improve Job Performance: Bridge the gap between existing and required
skills.
2. Adapt to Changes: Prepare employees for technological or process changes.
3. Enhance Efficiency: Boost productivity through skill upgrades.
4. Reduce Errors and Accidents: Well-trained employees make fewer mistakes.
5. Employee Development: Prepare for future roles and responsibilities.
Importance:
1. Organizational Growth: Better-skilled employees drive performance.
2. Employee Satisfaction: Training increases morale and motivation.
3. Innovation: Fosters creativity and problem-solving skills.
4. Customer Satisfaction: Trained employees provide better service.
5. Compliance and Safety: Educates about legal and safety standards.
Conclusion:
Training is a key function of HRM that enhances both individual capabilities and
organizational competitiveness.
Q18. Describe the methods of training used in modern organizations.
Answer:
On-the-Job Training (OJT):
1. Job Rotation: Employees switch between jobs to gain broader experience.
2. Coaching: One-on-one guidance from experienced employees.
3. Mentoring: Senior employees provide long-term career guidance.
4. Apprenticeship: Hands-on work under supervision for skilled trades.
Off-the-Job Training:
1. Lectures & Seminars: Classroom-style sessions for theoretical learning.
2. Case Studies: Analysis of real-life scenarios to build decision-making skills.
 3. Role Playing: Simulated environments to practice responses.
4. E-learning: Online courses and modules via LMS platforms.
5. Simulation: Use of virtual reality or software to imitate real tasks.
Blended Learning:
• Combines online digital media with traditional classroom methods.
Conclusion:
A mix of training methods enhances learning outcomes and caters to diverse learning
styles of employees.
CO4: Talent Acquisition and Traning
Q19. What is Performance Appraisal? Discuss its process and methods.
Answer:
Definition:
Performance Appraisal is a systematic evaluation of an employee’s job performance
and contribution to the organization.
Process:
1. Setting Performance Standards: Define clear and measurable goals.
2. Communicating Expectations: Inform employees about performance criteria.
3. Monitoring Performance: Track progress continuously.
4. Evaluating Performance: Compare actual performance with standards.
5. Providing Feedback: Discuss results and improvement areas.
6. Decision-Making: Use appraisal results for promotions, training, etc.
7. Documentation: Maintain appraisal records for future reference.
Methods:
1. Traditional Methods:
o Ranking Method: Employees ranked from best to worst.
o Graphic Rating Scale: Rating based on traits like punctuality, quality.
o Checklist Method: Yes/No questions to evaluate behavior.
2. Modern Methods:
o 360-Degree Feedback: Input from peers, subordinates, and supervisors.
o Management by Objectives (MBO): Joint goal setting and review.
 o Behaviorally Anchored Rating Scales (BARS): Specific behavioral
examples for ratings.
Conclusion:
Performance appraisal is vital for talent management, development planning, and
organizational growth.
Q20. Define Compensation. Explain the components and importance of a sound
compensation system.
Answer:
Definition:
Compensation refers to the total rewards provided to employees in return for their
services to the organization.
Components:
1. Direct Compensation:
• Basic Pay: Fixed salary or wages.
• Incentives/Bonuses: Performance-based rewards.
• Commissions: Payment based on sales performance.
2. Indirect Compensation:
• Benefits: Health insurance, retirement plans, paid leaves.
• Perquisites (Perks): Company car, housing, phone allowances.
• Stock Options: Ownership in the company.
Importance of Sound Compensation System:
1. Attracts Talent: Competitive pay draws skilled employees.
2. Motivates Performance: Incentives encourage higher productivity.
3. Reduces Turnover: Satisfied employees are more loyal.
4. Promotes Equity: Ensures fairness and reduces internal conflict.
5. Legal Compliance: Adheres to minimum wage and labor laws.
Q21. What is Incentive? Explain different types of incentive plans.
Answer:
Definition:
An incentive is a monetary or non-monetary reward given to employees to encourage
and recognize their performance or contributions beyond normal expectations.
Types of Incentive Plans:
1. Individual Incentives:
• Based on individual performance.
• Examples:
o Piece Rate System: Paid per unit produced.
o Sales Commission: A percentage of sales achieved.
o Performance Bonuses: For exceeding targets.
2. Group Incentives:
• Based on team or departmental performance.
• Examples:
o Gainsharing: Bonuses based on productivity or cost savings.
o Team Bonuses: Fixed bonus if team meets collective goals.
3. Organizational Incentives:
• Linked to the company’s overall performance.
• Examples:
o Profit Sharing: Employees receive a share of company profits.
o Stock Options: Right to buy shares at a set price.
o ESOPs (Employee Stock Ownership Plans): Shares given as part of
compensation.
4. Non-Monetary Incentives:
• Recognition-based.
• Examples:
o Awards, certificates, flexible working hours, or extra vacation.
Q22. Define employee welfare. Discuss various welfare measures adopted in
organizations.
Answer:
Definition:
Employee welfare refers to efforts made by organizations to improve the well-being of
their workers through facilities and services beyond wages.
Types of Welfare Measures:
1. Statutory Welfare Measures:
• Mandated by law.
• Examples:
o Canteens, restrooms, drinking water.
o Safety equipment and health measures.
o Working hours regulation and maternity benefits.
2. Voluntary Welfare Measures:
• Provided at the employer's discretion.
• Examples:
o Recreational facilities (gyms, clubs).
o Housing and transport.
o Education facilities for children.
3. Intra-mural Welfare:
• Within the organization premises.
• Examples:
o Medical check-ups, clean washrooms, subsidized meals.
4. Extra-mural Welfare:
• Outside the workplace.
• Examples:
o Insurance, loans, scholarships, family welfare programs.
Conclusion:
Welfare measures enhance employee satisfaction, reduce attrition, and foster a
positive work culture.
Q23. What is industrial relations? Describe its objectives and participants.
Answer:
Definition:
Industrial Relations (IR) is the relationship between employers, employees, and the
government in the context of employment, work conditions, and collective bargaining.
Objectives of Industrial Relations:
1. Promote Industrial Peace: Resolve disputes amicably.
 2. Ensure Fair Treatment: Balance employer and employee rights.
3. Increase Productivity: Harmonious relations lead to better output.
4. Prevent Strikes and Lockouts: Through proactive dialogue.
5. Worker Participation: Encourage employee involvement in decisions.
Participants in Industrial Relations:
1. Employers: Represent organizational interests.
2. Employees/Trade Unions: Protect and voice worker interests.
3. Government: Enforces labor laws and mediates conflicts.
4. Industrial Tribunals/Courts: Resolve disputes legally.
Q24. Discuss the causes and methods of settlement of industrial disputes.
Answer:
Causes of Industrial Disputes:
1. Wage and Salary Issues: Demand for higher pay.
2. Working Conditions: Unsafe or unhygienic environments.
3. Job Security: Fear of retrenchment or automation.
4. Managerial Policies: Unfair practices or poor leadership.
5. Union Rivalry: Conflicts between multiple unions.
6. Violation of Agreements: Breach of employment terms.
Methods of Settlement:
1. Negotiation:
• Direct dialogue between employer and employees.
• Most preferred method.
2. Conciliation:
• Government-appointed mediator helps resolve disputes.
3. Arbitration:
• Neutral third party gives binding or non-binding decision.
4. Adjudication:
• Disputes referred to labor courts or industrial tribunals.
5. Code of Discipline:
 • Voluntary agreement to resolve issues without strikes or lockouts.
CO5: Human Resource Development(HRD)
Q25. Define grievance. Describe the grievance redressal procedure.
Answer:
Definition:
A grievance is any discontent or feeling of unfair treatment by an employee
concerning workplace issues such as policies, behavior, or working conditions.
Grievance Redressal Procedure:
1. Identification of Grievance:
• Recognize symptoms like reduced morale, absenteeism, or complaints.
2. Informal Resolution:
• Supervisor tries to resolve the issue informally at the initial stage.
3. Formal Complaint:
• If unresolved, employee submits a written grievance to HR or grievance officer.
4. Investigation:
• HR investigates the matter thoroughly, gathering evidence and witness
statements.
5. Hearing:
• A grievance committee or manager listens to the employee and involved
parties.
6. Decision and Communication:
• Decision is made and communicated in writing.
• Includes action taken or reason for rejection.
7. Appeal (if necessary):
• Employee can escalate to higher management if dissatisfied.
Conclusion:
An effective grievance mechanism fosters trust, reduces conflicts, and improves
employee morale.
Q26. What is collective bargaining? Explain its features and process.
Answer:
Definition:
Collective Bargaining is the process of negotiation between employers and a group of
employees (usually represented by a union) to determine terms and conditions of
employment.
Features:
1. Group Action: Involves a collective group of employees, not individuals.
2. Bipartite Process: Involves both employer and employee representatives.
3. Continuous Process: Not a one-time event; involves ongoing dialogue.
4. Dynamic Nature: Adapts to changing labor conditions and economic
scenarios.
5. Industrial Democracy: Encourages employee participation in decision-
making.
Process:
1. Preparation: Gathering information, setting negotiation goals.
2. Discussion: Establishing ground rules and agendas.
3. Proposal: Union presents demands; employer responds.
4. Bargaining: Negotiations and counter-proposals to reach an agreement.
5. Agreement: Settlement of terms and conditions of employment.
6. Implementation: Enforcing and monitoring the agreement.
Conclusion:
Collective bargaining helps maintain industrial peace and balance the interests of
employers and workers.
Q27. What do you mean by discipline? Explain the disciplinary procedure.
Answer:
Definition:
Discipline in HRM refers to the rules and regulations that maintain order and
acceptable behavior among employees.
Objectives:
• Ensure adherence to organizational policies.
• Improve employee conduct and performance.
• Maintain workplace harmony.
Disciplinary Procedure:
 1. Establishing Rules: Clearly defined and communicated code of conduct.
2. Observation of Misconduct: Reporting or identification of violations.
3. Preliminary Investigation: Confirming whether a breach has occurred.
4. Issuance of Charge Sheet: Written notice outlining the charges.
5. Employee Response: Opportunity for the accused to explain.
6. Domestic Inquiry: Internal investigation through a committee or officer.
7. Findings and Recommendations: Based on inquiry results.
8. Punishment/Action: As per severity – warning, suspension, dismissal.
9. Appeal: Employee can appeal to a higher authority.
Conclusion:
A fair and transparent disciplinary procedure ensures justice and maintains
organizational integrity.
CO6: Performance Appraisal and Compensation Management
Q28. Define absenteeism. What are its causes and how can it be controlled?
Answer:
Definition:
Absenteeism is the habitual or frequent absence of an employee from work without
valid reasons.
Causes of Absenteeism:
1. Health Issues: Illness or injuries.
2. Job Dissatisfaction: Uninteresting or stressful work.
3. Family Responsibilities: Lack of work-life balance.
4. Poor Working Conditions: Unhygienic or unsafe environment.
5. Lack of Transport or Distance from Home.
6. Low Morale or Motivation.
Control Measures:
1. Health and Wellness Programs: Regular medical check-ups.
2. Flexible Work Hours: Remote work options where feasible.
3. Counseling and Motivation: Personal engagement and incentives.
4. Improving Work Conditions: Comfortable and safe environment.
 5. Strict Attendance Policies: Warnings and penalties for habitual absenteeism.
6. Recognition for Attendance: Awards or bonuses for regular attendance.
Conclusion:
Reducing absenteeism boosts productivity, morale, and reduces operational
disruptions.
Q29. What is HR planning? Discuss its process and importance.
Answer:
Definition:
Human Resource Planning (HRP) is the process of forecasting an organization’s
future human resource needs and developing strategies to meet them.
Process:
1. Analyzing Organizational Objectives:
o Align HR needs with business strategy.
2. Forecasting Demand for HR:
o Estimate the number and type of employees needed.
3. Assessing Current HR Supply:
o Evaluate current workforce skills and demographics.
4. Identifying HR Gaps:
o Difference between demand and supply.
5. Developing HR Strategies:
o Recruitment, training, redeployment, succession planning.
6. Implementation and Monitoring:
o Execute and regularly review the HR plan.
Importance:
1. Workforce Optimization: Right person in the right job.
2. Cost Efficiency: Prevents overstaffing or understaffing.
3. Talent Management: Supports development and retention strategies.
4. Business Continuity: Plans for retirements, attrition, and expansion.
5. Informed Decision-Making: Data-driven workforce planning.
Conclusion:
HRP is vital for ensuring an organization is equipped with the right talent to achieve
its objectives.
Q30. Write short notes on the following: (a) Promotion (b) Transfer (c) Demotion
Answer:
(a) Promotion:
• Definition: Upgrading an employee to a higher position with more
responsibility and higher pay.
• Purpose:
o Recognize performance and potential.
o Motivate employees.
o Fill higher vacancies internally.
• Types:
o Horizontal (same level but more responsibility), Vertical (higher rank),
Dry Promotion (higher rank without increase in pay).
(b) Transfer:
• Definition: Lateral movement of an employee within the same grade or level to
another job or location.
• Purpose:
o Meet organizational needs.
o Employee development.
o Resolve conflicts or accommodate personal needs.
• Types:
o Production Transfer, Remedial Transfer, Shift Transfer, Location
Transfer.
(c) Demotion:
• Definition: Downgrading an employee’s position due to performance issues or
organizational restructuring.
• Causes:
o Poor performance, disciplinary action, company downsizing.
• Impact:
 o Negative on employee morale, but can be a constructive measure when
handled sensitively.
Conclusion:
Promotion, transfer, and demotion are critical HR movements used to manage careers
and align organizational structure.