HUMAN RESOURCE MANAGEMENT

PART B-UNIT 1

1. Discuss in detail: Evolution and recent developments of HRM in India and its impacts.
A:1.Industrial revolution
2.Scientific management
3.trade unionism
4.hhuman relations movement
5.human resource approach

RECENT DEVELOPMENTS IN HRM:

1.globalisation and its implications
2.work force diversity
3.changing skill requirements
4.corporate downsizing
5.continuous improvement programmes

2. (i)Explain the administrative roles played by the HR manager.

A:ADMINISTRATIVE ROLE:
1.policy maker
2.administrative expert
3.advisir
4.house keeper
5.counsellor
6.welfare officer
7.legal advisor

(ii) Summarize the operational and strategic roles of Human Resource Manager.
A:OPERATIONAL ROLES:
1.recruiter
2.trainer and motivator
3.liasion officer and linking pin
4.mediator
5.employee champion

STRATEGIC ROLES:
1.strategic partner
2.changes champion

3. “Human Resource Policies are guidepost to Human Resource Management Function”. Elucidate.

A:OBJECTIVES AND FUNCTIONS OF HUMAN RESOURCE POLICIES:

1.providing uniformity
2.help in supervision
3.provide information to employees
4.to assist in policy administration
5.helps in orientation
6.respomsibility
7.code of conduct
8.coming on board
9.workplace rules
10.chain of command
11.termination

4. (i)What is the function of HR Policy?

A: Human resource policies are continuing guidelines on the approach of which an
organization intends to adopt in managing its people.[1] They represent specific guidelines to HR
managers on various matters concerning employment and state the intent of the organization on
different aspects of Human Resource management such
as recruitment, promotion, compensat[2]ion, training, selections etc.[3] They therefore serve as a
reference point when human resources management practices are being developed or when
decisions are being made about an organization's workforce.
A good HR policy provides generalized guidance on the approach adopted by the organization,
and therefore its employees, concerning various aspects of employment. A procedure spells out
precisely what action should be taken in line with the policies.[1]
Each organization has a different set of circumstances and so develops an individual set of
human resource policies.[4] The location an organization operates in will also dictate the content
of their policies.

(ii) Analyze why do Organizations need to adopt HR policies? (9 marks)

A: 1.helps in orientation
2.respomsibility
3.code of conduct
4.coming on board
5.workplace rules
6.chain of command
7..termination

5. (i)Compile the need and scope of HRM. (7)

A:NEED:
Some of the reasons for need of human resource management are: 1. For Good Industrial Relations 2.
Create Organisational Commitment 3. Meeting with Changing Environment 4. Change in Political
Philosophy 5. Enhanced Pressure On Employees and 6. Meeting Research and Development
Requirements.

SCOPE:

 Human resources planning :- Human resource planning or Human Resource Planning refers
to a process by which the company to identify the number of jobs vacant, whether the
company has excess staff or shortage of staff and to deal with this excess or shortage. 

 Job analysis design :- Another important area of Human Resource Management is job
analysis. Job analysis gives a detailed explanation about each and every job in the company. 
  Recruitment and selection :- Based on information collected from job analysis the company
prepares advertisements and publishes them in the newspapers. This is recruitment. A number
of applications are received after the advertisement is published, interviews are conducted and
the right employee is selected thus recruitment and selection are yet another important area of
Human Resource Management. 

 Orientation and induction :- Once the employees have been selected

an induction or orientation program is conducted. This is

 another important area of Human Resource Management. The employees are informed
about the background of the company, explain about the organizational culture and
values and work ethics and introduce to the other employees. 

 Training and development :- Every employee goes under training program which helps

him to put up a better performance on the job. Training program is also conducted for
existing staff that have a lot of experience. This is called refresher training. Training and
development is one area where the company spends a huge amount. 

 Performance appraisal :- Once the employee has put in around 1 year of

service, performance appraisalis conducted that is the Human Resource department
checks the performance of the employee. Based on these appraisal future promotions,
incentives, increments in salary are decided. 

 Compensation planning and remuneration :- There are various rules

regarding compensation and other benefits. It is the job of the Human Resource
department to look into remuneration and compensation planning. 

 Motivation, welfare, health and safety :- Motivation becomes important to sustain the

number of employees in the company. It is the job of the Human Resource department
to look into the different methods of motivation. Apart from this certain health and
safety regulations have to be followed for the benefits of the employees. This is also
handled by the HR department. 

 Industrial relations :- Another important area of Human Resource Management is

maintaining co-ordinal relations with the union members. This will help the
organization to prevent strikes lockouts and ensure smooth working in the company…

(ii) Outline the role of computer applications in HRM

1.e-recruitment training/applicant training

2.e-training
3.electronic performance support systems
4.e-payroll
5.e-benefits
6.e-self servicw human resources
7.e-time and lobor
8.telecommunicating and teleworking
9.e-enterprise human resoures
6. (i)What information would you use to support the view that external environment exerts
considerable influence on organization’s human resource.

A: External environment includes forces like economic, political, technological, demographic etc.

these exert considerable influence on HRM. Each of these external forces is examined here.

Economic:

Economic forces include growth rate and strategy, industrial production, national and per capita

incomes, money and capital markets, competitions, industrial labour and globalisation. All these

forces have significant influence on wage and salary levels. Growing unemployment and reservation

in employment also affect the choice for recruitment and selection of employees in organisations.

Political:

Political environment covers the impact of political institutions on HRM practices. For example,

democratic political system increases the expectations of workers for their well being.

The total political environment is composed of three institutions:

1. Legislature:

This is called Parliament at the central level and Assembly at the state level A plethora of labour laws

are enacted by the legislature to regulate working conditions and employment relations.

2. Executive:

It is the Government that implements the law. In other words, the legislature decides and the

executive acts.

3. Judiciary:

This is like a watchdog above the two. It ensures that both the legislature and the executive

work within the confines of the constitution and also in the overall interest of the people. These

affect, in one way or the other, all HR activities from planning to placement to training to

retention and maintenance.

Technological:

Technology is a systematic application of organised knowledge to practical tasks.

Technological advances affect the HR functions in more than one way:

First; technology makes the job more intellectual or upgraded.

Second, it renders workers dislocated if they do not equip themselves to the job.

Third, job becomes challenging for the employees who cope with the requirements of technology

Fourth, technology reduces human interaction at the work place. Finally job-holders become

highly professionalized and knowledgeable in the job they perform.

Demographic:

Demographic variables include sex, age, literacy, mobility, etc. Modem work force is

characterized by literate, women and scheduled caste and scheduled tides workers. Now,

workers are called knowledge workers’ and the organisations wherein they work are called

‘knowledge organisations’.

As such, the traditional line of distinction between manual and non-manual workers is getting

blurred. Employees are demanding parity in remuneration and responsibility among various

categories and levels of employees.

(ii)How would you prioritize the factors that affect the internal environment of an
organization’s human resource?
A: Internal Environment:

These are the forces internal to an organisation. Internal forces have profound influence on HR

functions. The internal environment of HRM consists of unions, organizational culture and

conflict, professional bodies, organisational objectives, polices, etc. A brief mention of these

follows.

Unions:

Trade unions are formed to safeguard the interest of its members/workers. HR activities like

recruitment, selection, training, compensation, industrial relations and separations are carried

out in consultation with trade union leaders.

Organisational Culture and Conflict:

As individuals have personality, organizations have cultures. Each organisation has its own

culture that distinguishes one organisation from another. Culture may be understood as sharing

of some core values or beliefs by the members of the organisation “Value for time” are the

culture of Reliance Industries Limited. The culture of Tata conglomerate is “get the best people

and set them free”.

HR practices need to be implemented that best fit the organisation’s culture. There is often

conflict between organizational culture and employee’s attitude. Conflict usually surfaces

because of dualities such as personal goal vs. organisational goal, discipline vs. autonomy, rights

vs. duties, etc. Such conflicts have their bearings on HR activities in an organisation.

7.Write a detailed note on the various methods of HR Accounting

A:1.MONETARY METHODS:
1.historical cost method
2.opportunity cost method
3.economic valuation method
4.adjusted discounted future wages method
5.replacement cost method
6.capitalisation method
7.return on efforts employed method
8.reward valuation method

2NON MONETARY METHODS:

1.skills inventory
2.performance evaluation methods
3.potential assessment
4.attitude measurement
5.subjective expected utility

8. Define HRA. Explain the issues and concepts of HRA

Human resources are considered as important assets and are different from the physical assets. Physi-

cal assets do not have feelings and emotions, whereas human assets are subjected to various types of

feelings and emotions. In the same way, unlike physical assets human assets never gets depreciated.

Therefore, the valuations of human resources along with other assets are also required in order to find

out the total cost of an organization. In 1960s, Rensis Likert along with other social researchers made

an attempt to define the concept of human resource accounting (HRA).

9. (i)Elucidate the factors affecting HR policies.

A:1.national laws

2.social customs and values

3.management philosophy and values

4.development phases

5.organisation finanacila position

6.goals and practices of trade union

7.kind of workforce

(ii)Identify the need of HR audit

A:promoting critical business plans

2.role clarity of hr functions

3.improving organisational competency

4.analysis of hr functions
5.roi analysis

6.increased focus on human resources capabilities

7.strengthning performance improvement mechanism

10. (i)Explain the process of formulating HR Policies

A:1.recognising the need

2.collecting information

3.analysing policy alternatives

4.putting the policy in writing

5.getting approval

6.policy communication

7.policy evaluation

11. Discuss the objectives and functions of HRM.

A:OBJECTIVES OF HRM:

1.to set goals

2.help the employess in securing personal goals

3.to make maximum utilisation of employees potential

4.to procure efficient employees within the organisation

5.job satisfaction

6.quality of work

7.update the employees regarding managerial policies

8.to fulfil social responsibility

9.to maintain discipline among employees

10.to increase organisational [productivity

11.to focus on quality performance

12.to develop harmony in work culture

13.to create respectful environment

HRM FUNCTIONS

1.MANAGERIAL FUNCTIONS:

1.planning

2.organising

3.directing

4.coordinationg

4.controlling

2.OPERATIONAL FUNCTIONS:
1.employment

2.human resource development

3.compensation

4.human relations

12.(i) Explain the importance of human factor.(8 marks)

A:1.activated non human resources

2.develops competitive advantage

3.acts as a source of creative energy

13. (i)Analyze the scope and importance of HR audit. (7 marks).

A:1.audit of human resource function

2.audit of managerial compliance

3.audit of human resource climate

1.employee turnover

2.absentesin

3.safety records

4.attitude surveys

4.audit of corporate stratergy

(ii) Explain the characteristics of HRM

(1) The measurement and effectiveness HR management’s mission, goals, strategies, policies,

programmes and activities, and

(2) To determine the action plan for future in response to the results from such measurement.

According to R.D. Gray, “the primary purpose of audit is to know how the various units are

functioning and how they have been able to meet the policies and guidelines which were agreed upon;

and to assist the rest of the organization by identifying the gap between objectives and results for the

end product of an evaluation should be to formulate plans for corrections or adjustments .”

14. (i)List the importance of HRM at various levels.

1.corporate level

2.professional level

3.social level

4.national level

(ii)How would you explain inclusive growth and affirmative action?

INCLUSIVE GROWTH AND AFFIRMATIVE ACTION OF HR IN AN ORGANISATION

•         Affirmative action should provide consistent, fair and ethical leadership to meet present
and future HR challenges.

NEW TRENDS IN HUMAN RESOURCE MANAGEMENT

Attitude Surveys

Better Communication Channels

 Change in the Work-Life

Job Redesign Job

Enlargement

New approaches to compensation and rewards Career Planning

Performance Appraisal Decentralisation

Breaking down the hierarchical structure Facilitating Empowerment

Initiating and facilitating process of change Enlarging the knowledge base

Developing team spirit

Facilitating the employees desires of self-actualisation.

Role of HRM

The role of HRM is to plan, develop and administer policies and programs designed to make optimum
use of an organizations human resources. It is that part of management which is concerned with the
people at work and with their relationship within enterprises. Its objectives are: (a) Effective
utilization of human resources,

(b) Desirable working relationships among all members of the organizations, and (c) Maximum
individual development.

Human resources function as primarily administrative and professional. HR staff focused on

administering benefits and other payroll and operational functions and didn‘t think of themselves as
playing a part in the firm‘s overall strategy.

 
HR professionals have an all encompassing role. They are required to have a thorough knowledge of
the organization and its intricacies and complexities.

The ultimate goal of every HR person should be to develop a linkage between the employee and
organization because employee‘s commitment to the organization is crucial.