DEPARTMENT OF MANAGEMENT STUDIES REGULATION 2010 BATCH 2010-2012 - II SEMESTER 571213- HUMAN RESOURCE MANAGEMENT UNIT I PART A 1.

. Why Human resource is important?

Of all the MS [Mgt, machines, methods, money and motive power] the most important M is Men or Human Resource because the organizations performance and resulting productivity are directly proportional to the quality and quantity of its Human Resources. 2. State any 5 objectives of HRM?

To achieve effective Utilization of Human Resource in the achievement of organizational goals To secure the integration of the individuals and groups with an organization [loyalty, commitment] To generate maximum individual or group development within an organization by offering opportunities for advancement to employees through training and job education. To recognize and satisfy individual needs and goals by offering an adequate and equitable remuneration To maintain a high morale and better HR inside an organisation.

3. What is a Human resource policy means? It refers to the principles and rules of conduct which Formulate, redefines, break into details and decide a Number of actions that govern the relationship with employees in the attainment of the organisation objectives. 4. Explain the characteristics of Human resource Policy?
o o o

Key stone in the arch of management Statements of intention indicating an agreement to a general course of action A Positive declaration and command to an organisation.

5. What is the need for Human Resource Policy?

Favoritism and discrimination can be minimized 1

Certainty of action is ensured Serve as standards for evaluating performance

6. Explain the term HRIS? It is a systematic way of storing data and information for each individual employee to aid planning, decision making, and submitting of returns and reports to the external agencies. 7. Explain the purpose of HRIS?
o o o

Storing information and data for each individual employee for future reference. Providing a basis for planning, organizing and decision making Meeting daily transactional requirements such as marking present or absent and granting leave.

8. What are the pros and cons of HRIS? Pros:

o o o

Higher speed Reduction in duplication of efforts Higher accuracy

Cons:
o o

Expensive Complexity

9. What is Human Resource Accounting. It is accounting for people as an organizational resource. It involves measuring the costs incurred by business firms and other organizations to recruit, select, hire, train, and develop human assets. It also involves measuring the economic value of people to the organization. 10. Define Human Resource accounting. It is the process of identifying and measuring data about human resources and communicating this information to interested parties. --- American Accounting Association. 11. List the types of Human Assets a. Intellectual capital b. Social capital 2

c. Emotional capital d. Spiritual capital 12.What is intellectual capital? It refers to the knowledge, skills and expertise of an individual. 13. What is social capital? It is derived from the network of relationships, both internally and externally. 14. What is Emotional Capital? It involves self-confidence, ambition, courage, risk-taking ability. 15. What is spiritual capital? It is multi-directional and includes values, ego and approach to work. 16. What is Human Resource Audit. It is the systematic examination and evaluation of policies, procedures and practices to determine the effectiveness of human resource management. 17.What are the objectives of Human Resource Audit. Evaluate the total HRM programmes in the light of organizational objectives and programmes and the objectives of HRM. Evaluate the total performance of HR Department. PART- B 1. Describe in detail how HRM has evolved? Refer Pg. No. 5 Biswajeet Pattanayak Refer Pg. No. 79 C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000 . 2. Explain in detail how Hrm is more relevant in todays context? 3

Change Management Competence Commitment Congruence of Objectives Motivation

Write also the challenges faced by HRM. [Refer 5-8] of Biswajeet Pattanayak Prentice Hall Pvt. Ltd Edition 2001 3. Explain in detail the objectives of Hrm? Ans: Refer Pg. No. 21-23 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000 4. What are the pre-requisites required for the achievement of objectives of Hrm? Ans: Refer 23-25 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000 5. Describe in detail the role played by the HR Manager in this modern era? Ans: Refer Pg. No. 17-19 of C.B. Mamoria Personnel Management by Himalaya Publications. 6. Explain in detail the aims and objectives of Human resource Policies? Ans: Refer Pg. No. 61-62 of C.B. Mamoria Personnel Management 7. Explain in detail the principles of Human resource policies? Ans: Refer Pg. No 64 of C.B. Mamoria Personnel Management By by Himalaya Publications Edition 2000 8. What are the essential characteristics required for a sound personnel policy? Ans: Refer pg no. 65-67 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000 9. Explain in detail the applications of computers in human resource? Ans: Refer pg. no. 42-44 of Biswajeet Pattanayak Prentice Hall Pvt. Ltd. Edition 2001 for explanation. A. B. C. D. E. Personnel administration Salary administration Leave/absence recording Skill inventory Medical history 4

F. G. H. I. J. K. L.

Accident monitoring Performance appraisal Training and development Manpower planning Recruiting Career planning Collective bargaining

10. Explain in detail the functional components of HRIS? Ans: Refer Pg. No. 44-45 of Biswajeet Pattanayak 11. What are the steps involved in implementing an HRIS? Ans: 1. Inception of idea 2. Feasibility study 3. Selecting a project team 4. Defining the requirements 5. Vendor analysis 6. Contract negotiations 7. Training 8. Tailoring the system 9. Collecting data 10. Testing the system 11. Starting up 12. Running in parallel 13. Maintenance 14. Audit 12. Discuss in detail various methods of Valuing Human Assets. Ans: Refer Pg. No. 340 of C.B. Mamoria Personnel Management 13. Discuss in detail the pros and cons of Human resource accounting? Ans: Refer Pg. No. 340 of C.B. Mamoria Personnel Management 14. 15. Discuss in detail the benefits, scope of HRAudit. Discuss the process of human resource management audit. What are the areas in which this audit should be conducted. Ans: Refer Pg. No. 17-19 of C.B. Mamoria Personnel Management by Himalaya Publications

UNIT -2
PART A 1.Explain the importance of HRP?
o o o o

Maximum utilization of HR Reduces excessive labour turnover Reduces high absenteeism Improves productivity

2. What is the need for HRP? I. II. III. The qualification, skills, knowledge, work experience required for the job is determined by HRP. For replacing the personnel who die, retire from the organization. HRP is essential because of frequent labour turnover.

3. What is Job Analysis? Ans: It is the process of getting information about jobs, what the worker does, how he gets it done, why he does it, skill, education, training required, environmental conditions. 4. Explain Job Description? Ans: It is a statement describing the job in such terms as its title, location, duties, working conditions and hazards. It tells What is to be done How it is to be done 5. What is Job specification? Ans: It is a statement of the minimum acceptable human qualities necessary for the proper performance of a job. 6. What is Job Design? Ans: It is the division of the total task to be performed into manageable and efficient units. 7. What are the uses of Job Analysis?
o o o o o o

Organisation and Manpowerplanning Recruitment, selection Wage and Salary administration Job re-engineering Employee training and Management development Performance Appraisal 6

8. What are the contents of Job Specification?

Physical characteristics Psychological characteristics Personal characteristics Responsibilities

9. What are the pros and cons of internal source of recruitment? Pros
o o o o

Improves employees morale Promotes loyalty among employees Requires little training Less costly

Cons:
o o

Discrimination Inbreeding; discourages young blood from entering an organization

9. What are the external sources available for recruiting people?

o o o

New entrants to the labour force college students The unemployed Retired experienced persons

11. Define selection? It is the process of discovering the qualification and characteristics of the job applicant inorder to establish their likely suitability for the job position.

12.What are the errors which are incurred while selecting candidates? I Reject errors: Here the candidates who would perform well in future will be rejected. II Select errors: Here the wrong candidates will be selected who later perform poorly on the job. 13. What is interview? Ans: It is an attempt to secure maximum amount of information from the candidate concerning his suitability for the job under consideration. 7

14. State the objectives of Interview? Ans: Refer Pg. No. 247-248 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 15. What are the errors which occur during interview? (i) Halo effect (ii) Leniency (iii) Projection (iv) Stereo typing 16. What does induction means?

Ans: It is a technique by which a new employee is rehabilitated into the changed surroundings and introduced to the practices, policies and purposes of the organization. 17. Define placement?

Ans: It may be defined as the determination of the job to which an accepted candidate is to be assigned, and his assignment to that job. 18. What is recruitment?

Ans: It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.

19. What are the factors which affects recruitment?

o o o o o

Size of the organization Employment conditions in the community. Effects of past recruiting efforts Working conditions and salary and benefit packages offered by the organization Rate of growth of the organisation

PART-B
1. Explain in detail the process of HRP? Refer Pg. No. 27 of Biswajeet Pattanayak 2. Describe the various roles which are played by HRP Professionals? 8

Ans: Refer Pg No. 30-31 of Biswajeet Pattanayak Prentice Hall Pvt Ltd. Edition 2001.

Strategic Role Administration Role Specialised role

3.What is the responsibility of HRP? Ans: Refer Pg. No. 179 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000 4. Explain in detail the steps involved in Job Analysis?

Ans: Refer Pg. No. 187 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 5. What are the techniques available for collecting data for job analysis? Ans: Refer Pg. No. 189 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 6.Explain in detail the stages involved in selection process? Ans: Refer Pg. No. 57-62 of Biswajeet Pattanayak Prentice Hall Pvt Ltd. Edition 2001.

7. What are the tests which are conducted while conducting interview? Ans: Refer Pg. No. 58-61 Biswajeet Pattanayak Prentice Hall Pvt Ltd. Edition 2001. I PERFORMANCE SIMULATION TESTS a. Work sampling b. Assessment centers II Psychological test a. Intelligence test b. Aptitude tests III Interest test a. Strong Vocational interest blank 9

b. Kuder preference record IV Personality test a. Thematic Apprecipation test b. Rorschach Ink blok test 8. Explain in detail the types of interview? Ans: Refer 249-252 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 9. Explain in detail the technique involved in conducting interview? Ans: Refer Pg. No. 256-264 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 11. What are the pitfalls of the interview?

Ans: Refer pg. no 264-265 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 12. Explain the procedure involved in induction programme?

Ans: Refer Pg. No. 269-271 C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 13. Explain in detail the steps involved in recruitment process? Ans: Refer Pg. No. 205-207 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 14. What are the sources of recruitment? Ans: Refer Pg. No. 209-210 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 15. Explain the technique or method of recruitment? Ans: Refer pg. no. 211-214 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 16. What are the practices in India with respect to recruitment? Ans: Refer Pg. No. 215-218 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 10

UNIT 3 PART A
1. What is training? Or Define training? It is a process of learning sequence programmed behavior. It is application of knowledge. It attempts to improve their performance on the current job or prepare them for an intended job. 2. What are the benefits of training?

It helps the employee to master himself in one particular field. It avoids accident. It reduces mistakes.

3. Why employees resist training?

Employees feel that the training programme shows their inability. Fear of getting low wages

4. Explain the architecture of knowledge management? Ans: It can be broadly classified into 2: Tactic Knowledge: It is personal knowledge embedded in individual experience and is shared and exchanged through direct, face-to-face contact. Explicit Knowledge: It is formal knowledge that can be packaged as information. 5. Define knowledge management? Ans: It is a systematic, explicit and deliberate building, renewal and application of knowledge to maximize an enterprise knowledge-related effectiveness and returns from its knowledge assets.

PART B
1. What is the purpose of training? Ans: Refer Pg. No. 309-310 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 2.Explain in detail the methods of training? Ans: Refer Pg. No. 331342 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 11

3.Explain in detail the executive development programmes/techniques available? Ans: Refer Pg. No. 379-387 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 4.How knowledge can be converted? Ans: Refer Pg. No. 289 of Biswajeet Pattanayak Prenticehall Pvt. Ltd. Edition 2001. 5. Explain Knowledge Management process in detail Ans: Refer Pg. No. 292-295 of Biswajeet Pattanayak Prenticehall Pvt. Ltd. Edition 2001. 6.Describe in detail how a person can improve himself? Or enrich himself? Ans: Refer The executive track by R L Bhatia

UNIT 4 PART A
1. What are rewards? People generally prefer to get rewards for what they doing. Rewards could be of two types --Primary - which satisfies basic psychological needs. Secondary -- the person learns because of his experience like money or any other tangible gains. 2. Describe the features of a reward system? a. Monetary and non-monetary elements b. Timing and frequency of incentives c. Communication 3. Define motivation? It may be defined as the willingness to exert high level of efforts towards organizational goals, conditioned by the efforts ability to satisfy some individual need. 4.How a person can be motivated? Through Financial and non-financial incentives 12

5. What is compensation? Compensation is what employees receive in exchange for their contribution to the organization. Compensation management helps the organization obtain, maintain and retain a productive workforce. 6. State the objectives of compensation management?

Acquire qualified personnel Retain present employees Ensure equity Reward desired behaivour Control costs Comply with legal regulations Facilitate understanding Further administration efficiency

7. What demotivates employees? a. Under assignment b. Over assignment c. Buckmasterhsip d. Coercive type of supervision 8. How MPS can be calculated? MPS = [(SV + TI + TS) / 3] *A*F Where SV = Skill variety TI = Talent identity TS = Task significance A = Autonomy F = Feedback 9.What is career Management? Ans: It deals with the career paths represent logical and possible sequences of position, that could be held, based on an analysis of what people actually do in an organization. 10. What role does mentor play? 13

Ans: A mentor is a teacher, an advisor, a sponsor and a confidant. He or she should be bright and well seasoned enough to understand the dynamics of power and politics in the organization and should also be willing to share the knowledge with one or more hires. 11. Why Proteges can influence the employees more compared to mentors? Ans: Informal mentorships lead to more positive career outcomes than do formal mentorships which are maintained by the organization.

PART- B
1. Explain in detail the determinants of rewards?
o o o o o o

Performance Effort Seniority Skills held Job difficulty Discretionary time

2. Explain in detail motivational theories? Ans: Refer Pg. No. 177- 189 of Human Resource Management Biswajeet Pattanayak Prenticehall Pvt. Ltd. Edition 2001. I Content theories (i) Abraham Maslows Need Hierarchical Theory (ii) Herzbergs Two factor theory (iii) McGregors X-Y Theory (iv) Alderfers ERG Theory (v) David McClellands 3-Need Theory II Process theories i. ii. Vroom s Expectancy Theory Adams Equity Theory

III Drive theories IV Incentive theories

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3. Explain in detail the phases involved in compensation management? Ans: Refer Pg. No. 262-272 of Human Resource Management Biswajeet Pattanayak Prenticehall Pvt. Ltd. Edition 2001.

Phase I Identify and study jobs Phase II Internal equity Job Analysis Phase III External equity Wage and salary surveys Phase IV Matching internal and external worth Pricing Jobs 4. What factors motivates workers? Ans: Refer Pg. No. 190 -192 of Human Resource Management Biswajeet Pattanayak Prenticehall Pvt. Ltd. Edition 2001.

UNIT 5 PART A
1. Define Performance appraisal [or] explain the term performance appraisal? Ans: PA refers to all those procedures that are used to evaluate the personality, the performance, and the potential of its group members. 2. What is the purpose of appraising the performance of the employees? Ans: Basically there are three purposes A. Remedial B. Maintenance C. Development 15

3. What are the objectives of Performance Appraisal System? a. b. c. d. e. f. g. h. i. j. Providing basis for promotion/transfer/termination Enhancing employees effectiveness Identifying employees training and development needs Aiding in desigining training and development programmes Removing work alienation Removing discontent Developing interpersonal relationship Aiding wage administration Exercising control Improving communication

4.Distinguish between Performance and potential? Ans: Performance appraisal is designed to look backward in order to look forward. Performance is the resultant behaviour of the subordinate on the task which can be observed or evaluated. Potential appraisal on the other hand, refers to an employees abilities to fit into future role. 5. Explain the term 360-degree appraisal system? Ans: This is defined as the systematic collection and feedback of performance data on an individual or group derived from a number of the stakeholders in their performance. 6. What are the uses of 360-degree feedback?
o o o o o

Self development and individual counseling Team building Performance management Remuneration Strategic or organizational development

7.What are the objectives of potential appraisal? Or why potential appraisal is done? Ans: i. To assess an individual in terms of the highest level of work the individual will be able to handle comfortably and successfully in future without being overstretched. ii. To assist the organization in discharging its responsibility of selecting and developing managers for the future to ensure its continuous growth. 8. What is Promotion? Ans: It is a term which covers a change and calls for greater responsibilities, and usually involves higher pay and better terms and conditions of service and therefore, a higher status or rank 16

9. What is the purpose of Promotion?

o o o

To build Morale, loyalty, sense of belonging To promote Job satisfaction To attract suitable and competent worker

10. What are the types of Promotion? I. II. III. Multiple Chain Promotion Up or Out Promotion Dry Promotion

11. DemotionExplain the term? Ans: It refers to the lowering down of the status, salary and responsibility of an employee. 12. What are the causes which leads to demotion?
o o

Disciplinary measure Inadequacy on the part of the employees in terms of job performance, attitude and capability.

13. Explain the term transfer? Ans: A transfer is a horizontal or lateral movement of an employee from one job section, department, shift plant or position to another at the same or another place where his salary, status and responsibility are the same. 14. What is the purpose of transfer?
o o o o o

To satisfy the needs of the organisation To meet an employees own request To utilize properly the services of an employee To increase the versatility of the employee To adjust the work force of one plant with that of another.

15. What is separation mean? Ans: It means cessation of service of agreement with the organisation for one reason or other. The employee may be separated from the pay roll of a company as a result of
o o o o

Resignation Discharge or dismissal Suspension or retrenchment Lay off 17

16. What is the difference between a complaint and grievance? Ans: A dissatisfaction which is orally made known by one employee to another is known as complaint. A complaint becomes a grievance when this dissatisfaction which is mostly related to work is brought to the notice of the management. 17. Define grievance? Ans: Jucius A grievance us any discontent or dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connected with the company which an employee thinks, believes or even feels to be unfair, unjust or unequitable. 18. What is controlling? Ans: It is the measurement and correction of performance in order to make sure that enterprise objectives and the plans devised to attain them are accomplished.

Part B
1 .How will you develop a performance appraisal system? Ans: A performance appraisal system can be developed through a programme comprising the following stages: 1. Determine overall approach to performance appraisal 2. Where and how should PA be introduced 3. decide who is to be covered 4. decide on whether the same approach should be adopted at each level 5. set up project team 6. Define role of human resource department 7. decide whether to use outside consultants 8. define performance management processes and documentation 9. Pilot test 10. Plan implementation programme Note: Refer Pg. NO 85,86 Human Resource Management Biswajeet Pattanayak Prenticehall Pvt. Ltd. Edition 2001. 2. What are the steps involved in introducing and operating performance appraisal in any organization? Ans: I Training: It can be provided through formal courses and workshops. The modules could consist of 1. Introduction to performance appraisal system 2. Defining key tasks and setting objectives 18

3. 4. 5. 6. 7. 8.

Working with attributes and competence Preparing performance and development plans Conducting appraisal discussions Rating Providing feedback Coaching and counseling

II Monitoring and evaluating performance appraisal 3. Explain in detail the process of performance appraisal system? Ans: PA comprises the following steps:

Select performance factors to be evaluated and set the standards to be achieved Set the performance review period Measure the actual performance Compare performance with set standards and rate it with a suitable scale Communicate the rating to the appraisee Use the performance appraisal for the desired purpose

4. Explain in detail the pros and cons of performance appraisal system? Ans: Pros: a. For the appraisee b. For the management c. For the organization Cons: a. b. c. d. e. f. g. h. i. shifting standards different raters patterns central tendency first impression latest behaviour halo effect horn effect stereotyping ( raters bias) spill over effect

Note: Refer Pg. No. 89-82 Human Resource Management Biswajeet Pattanayak Prenticehall Pvt. Ltd. Edition 2001. 5. Explain in detail various methods of performance appraisal system? Ans: Refer Pg. No. 93-94 of Human Resource Management Biswajeet Pattanayak Prenticehall Pvt. Ltd. Edition 2001. 19

Broadly, it can be classified into five categories: I Rating by superiors a. b. c. d. e. f. Ranking method Paired comparison method Graphic rating scales method Forced choice list method Critical incidence method Forced distribution method

II Feedback on appraisal information III Field review technique IV Rating by self and the peer group V 360 degree performance appraisal 6. Explain 360-degree appraisal system in detail? Ans: Write about clients, vendors, peers, superior and self-appraisal. 7. What are the attributes which will determine that an employee potential for future? Ans: Refer Pg no. 108110 Human Resource Management Biswajeet Pattanayak Prenticehall Pvt. Ltd. Edition 2001.

1. Analytical power 2. Creative imagination 3. Sense of reality 4. Capability of taking holistic view from a detached postion 5. Effective leadership 6. Conceptual skills 7. Technical skills 8. Commercial skills 9. Communication skills 10. Planning and organizing ability 11. Willingness to take additional responsibilities 12. Initiative 13. Result orientation 14. Team work and team building 15. Subordinate development 16. Negotiation skills 17. Problem solving and decision making 18. Process orientation 20

8. Explain succession planning in detail? Ans: Refer Mamoria and Mamoria 9 Explain in detail the Promotion Procedure and Programme? Ans: Refer Pg No. 277-279 of Personnel Management By C.B. Mamoria, Himalaya Publications Edition 2000.

10. Explain Promotional Policy followed in an organisation? Ans: Refer Pg. No. 280-281 of Personnel Management By C.B. Mamoria, Himalaya Publications Edition 2000. 11. Explain in detail the Demotion Policy? Ans: Refer Pg. No. 283 of Personnel Management By C.B. Mamoria, Himalaya Publications Edition 2000. 12. Explain transfer policy and procedure in detail? Ans: Refer Pg. No. 286 of Personnel Management By C.B. Mamoria, Himalaya Publications Edition 2000. 13. Explain in detail the reasons for an employee to be separated from job? Ans: Refer Pg. No. 287-291 of C.B. Mamoria 14. Explain the causes or sources of grievance in detail? Ans: Refer Pg. No. 829-831 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 15. Explain in detail the grievance redressal machine available to solve the grievance? Ans: Refer Pg. No. 833-838 of C.B. Mamoria Personnel Management By Himalaya Publications Edition 2000. 16. Explain in detail the control process? Ans: Refer Pg. No. 394-395 of Essentials of Management by Harold Koontz 5th edition.

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