Scribd
Upload
5 views4 pages

MID 2 Answer Key

The document provides an answer key for a mid-semester examination in Human Resource Management, covering key concepts such as staffing, payroll, demand forecasting, and employee retention. It outlines processes like recruitment and payroll processing, emphasizing their importance and components. Additionally, it discusses training in HR planning and succession planning, highlighting their roles in organizational stability and strategic alignment.

Uploaded by

viswanath kani
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
5 views4 pages

MID 2 Answer Key

The document provides an answer key for a mid-semester examination in Human Resource Management, covering key concepts such as staffing, payroll, demand forecasting, and employee retention. It outlines processes like recruitment and payroll processing, emphasizing their importance and components. Additionally, it discusses training in HR planning and succession planning, highlighting their roles in organizational stability and strategic alignment.

Uploaded by

viswanath kani
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 4

DEPARTMENT OF COMPUTER SCIENCE AND BUSINESS SYSTEMS

MID SEMESTER EXAMINATION- II


18MBS402T-HUMAN RESOURCE MANAGEMENT
Answer Key

S.No Questions

1. Define Staffing in HRM.

Staffing in Human Resource Management (HRM) refers to the process of attracting, selecting, and
retaining employees to meet an organization's needs.

2. Interpret the Human Resource Compliance.

Human Resource Compliance refers to the adherence of an organization to various laws, regulations,
and standards related to human resource management practices

3. Infer Employee Payroll.

Employee payroll refers to the systematic process of calculating, recording, and disbursing
employee wages and salaries.

4. Relate the purpose of Demand forecasting.

Demand forecasting is a crucial business tool used to predict future customer demand for products
or services

5. Recall Redeployment.

redeployment refers to the process of reassigning an employee to a different role or position within
the organization

PART-B

6(a) Develop the Recruitment Process at a Banking Sector. Identify the key stages in recruitment, such as
job posting, screening, interviewing and relate each stage contribute to finding the best candidates for
open positions? (8)

1. Job Analysis and Requirement Definition

2. Job Posting and Sourcing

3. Screening and Short listing

4. Interviewing

5. Reference Checks
6. Offer and On boarding

6(b) Apply the Payroll Process in a Business Organization. Construct the main components included in
payroll processing and benefit of both employees and the organization.(8)

 Time and Attendance Tracking:

 Purpose: To accurately record the hours worked by each employee.


 Methods: Time clocks, biometric systems, time sheets, or time tracking software.

 Calculating Gross Pay:

 Purpose: To determine the total amount earned by an employee before deductions.


 Factors: Regular hours, overtime hours, bonuses, commissions, and other earnings.

 Calculating Deductions:

 Purpose: To subtract mandatory and voluntary deductions from gross pay.


 Deductions: Taxes (income tax, social security, etc.), insurance premiums,
retirement contributions, union dues, and other deductions.

 Net Pay Calculation:

 Purpose: To determine the final amount payable to the employee after deductions.
 Calculation: Gross pay - Total deductions = Net pay.

 Generating Pay Slips:

 Purpose: To provide employees with a detailed breakdown of their earnings and


deductions.
 Information: Gross pay, net pay, deductions, taxes, and other relevant details.

 Disbursing Salaries:

 Purpose: To deliver the calculated net pay to employees.


 Methods: Direct deposit, paper checks, or other payment methods.

 Record Keeping:

 Purpose: To maintain accurate records for tax purposes, audits, and future reference.
 Records: Employee information, payroll registers, tax forms, and other relevant
documents.

7(a) Organize the concept of Demand Forecasting and its importance. Outline some factors that influence
Demand Forecasts and Accuracy of Demand Forecasting in organization. (16)
Importance of Demand Forecasting

 Inventory Management: Helps determine optimal inventory levels to minimize holding


costs and stock outs.
 Production Planning: Enables efficient production scheduling to meet anticipated demand.
 Capacity Planning: Facilitates capacity expansion or reduction to align with forecasted
demand.

Factors Influencing Demand Forecasts


 Product Lifecycle Stage
 Economic Factors
 Competitive Factors
 Technological Factors

7(b) Construct the concept of Employee Retention. Infer the strategies and importance of Employee
Retention. (16)
 Importance of Employee Retention
 Reduced Recruitment Costs
 Enhanced Productivity
 Improved Customer Satisfaction
 Stronger Company Culture

 Strategies for Effective Employee Retention

 Competitive Compensation and Benefits


 Career Development Opportunities
 Effective Leadership

8(a) Explain in detail about Training in Human Resource Planning be designed to effectively implement
and enforce HR policies within teams, ensuring consistency and compliance. (16)

Key Areas of Training

1. HR Policy Awareness and Understanding:


o Content:
 Overview of key HR policies (e.g., code of conduct, anti-harassment,
equal opportunity, performance management, etc.)
 Explanation of policy objectives and rationale.
 Clarification of employee rights and responsibilities.
 Manager-led discussions
2. Policy Interpretation and Application:
o Content:
Case studies and scenarios to illustrate policy application.

Problem-solving techniques for addressing policy-related issues.

Best practices for conducting investigations and disciplinary actions.

3. Compliance and Risk Management:

Content:

Overview of relevant labor laws and regulations (e.g., Fair Labor



Standards Act, Americans with Disabilities Act, Family and Medical
Leave Act).
 Identification of potential compliance risks.
 Strategies for mitigating risks and preventing legal issues.
4. Communication and Documentation:
o Content:
 Importance of clear and concise communication.
 Proper documentation of performance reviews, disciplinary actions,
and other HR transactions.
 Use of HRIS systems and other tools for accurate record-keeping.

8(b) Contrast the Succession Planning in Human Resource Planning with an organization's long-term
goals and strategies. Classify the main steps involved in effective succession planning within HR
practices.(16)
 Ensuring Leadership Continuity: A well-executed succession plan guarantees a smooth
transition of leadership roles, minimizing disruptions and maintaining organizational stability.
 Talent Development: By identifying and developing high-potential employees, organizations
invest in their future leaders, enhancing their skill sets and preparing them for increased
responsibilities.
 Strategic Alignment: Succession planning ensures that the organization has the right people in
the right roles to achieve its strategic objectives.
 Risk Mitigation: By identifying potential successors, organizations can mitigate the risks
associated with unexpected departures or retirements of key leaders.

Main Steps Involved in Effective Succession Planning

 Identify Critical Positions


 Assess Current Talent
 Develop High-Potential Employees
 Create Succession Plans
 Monitor and Review

You might also like