SUBJECT- COMMERCE-PAPER –VI (MHRM)

QUESTION BANK
MODULE –I - HUMAN RESOURCE
MANAGEMENT
1.Define Human Resource Management. What are
the functions of Human Resource Management?
2.What do you mean by Human Resource
Management? Explain its importance.
3.Distinguish between Traditional Human Resource
Management and Strategic Human Resource
Management.
4.What do you mean by Human Resource Planning?
Explain the steps involved in Human Resource
Planning
5.What is job analysis? What are the components of
job analysis?
6.What is meant by job design? What are the
techniques of job design?
7.What is meant by recruitment? What are the
sources of recruitment?
8.What is selection? Explain the steps involved in
selection process.
9. What do you mean by e-selection? What are the
different techniques of e-selection?

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 1.1 HRM
 HRM- Definitions-
1. HRM is that part of management concerned with people at work and with their relationships within
the organization. It seeks to bring together men and women who make up an enterprise, enabling
each to make his own best contribution to its success both as an individual and as member of a
working group.
2. It is planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources the end that individual,
organizational and societal objectives are accomplished.
 HRM- Meaning-
It is concerned with the people dimension in management. Since every organization is made
up of people, acquiring their services, developing their skills, motivating them to higher levels of
performance and ensuring that they continue to maintain their commitment to the organization are
essential to achieving organizational objectives. It is a process of acquiring, developing, motivation
and maintaining manpower for the development and growth of an organization. It is the recruitment,
selection, development, utilization, compensation and motivation of human resources by the
organization.

 HRM –Features-
1. It relates to managing people 8. Future oriented
2. It is an art, science and profession 9. It is a challenging function
3. It is complex 10. It is pervasive/has universal application
4. Develops employees' potentialities 11. Develops team spirit
5. Integral part of organization 12. Provides long-term benefits
6. Continuous activity 13. It is a multi-disciplinary and dynamic approach
7. Secures employee cooperation
 HRM- Functions-
1. Managerial functions 6. Compensation management
2. Operative functions 7. Integration of interest of manpower and an organization
3. Procurement/acquisition manpower 8. Maintenance and motivational manpower
4. Development of manpower 9. Provision of welfare facilities
5. Performance management 10. Maintaining cordial relation
 HRM- Importance-
1. Availability of competent human resource 6. Competitive advantage
2. Effective use of human resource 7. Working relationships
3. Motivating human resource 8. Enhance corporate image
4. Raising morale of the employee 9. Helps to achieve social objectives
5. Career development 10. National significance

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 1.2 HRP
 HRP- Definitions-
1. Coleman- “It is the process of determining manpower requirements and the means for meeting
those requirements in order to carry out the integrated plan of the organization.”
2. Stainer- “It is the strategy for the acquisition, utilization, improvement and preservation of an
enterprise's human resources. It relates to establishing job specifications or the qualitative
requirements of the jobs determining the number of personnel required and developing the sources
of manpower.
 HRP-Meaning-
 HRP consists of a series of activities viz. forecasting, the future manpower requirement, making
an inventory of present manpower, anticipating manpower problems, planning the necessary
course of action.
 HRP is a systematic process of identifying manpower requirements in terms of quality and quantity
to undertake organizational activities and to achieve organizational goals.
 It is a process of predetermining future human resource needs and course of action needed to
satisfy those needs to achieve organizational goals.
 It is putting right number of people, right kind of people at the right place, doing the right things
for which they are suited for the achievement of organizational goals.
 It is the process of determining manpower requirement in order to carry out the integrated plan of
the organization.
 Features of HRP-
1. It involves number of activities
2. It identifies right number and right kind of people
3. It is a complex and continuous process
4. It requires competency
 Importance of HRP-
1. Meets manpower existing and growing needs
2. Facilitate replacement of manpower
3. Meets challenges of technological environment
4. Motivates manpower
5. Provides base for HR activities- recruitment, selection, training, placement, performance appraisal,
promotion, transfer, career development…etc.
 Process/Steps/Stages of HRP--
1. To analyze the organizational goals and plans
2. To forecast HR demand and supply
3. To estimate manpower gaps
4. To finalize action plan
5. To monitor and control

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 JOB ANALYSIS-

• Job- It refers to the group of activities to be performed. It is the collection of duties and responsibilities
which are given together to an individual employee. It is sum total of task, duties and responsibilities
which is assigned to individual employees
 Job Analysis-
It is a process of collecting detailed information about a job. It is a systematic process of collecting
and studying information about the various jobs in the organization. It is a process of collecting all relevant
information about the job. It is the starting point of the whole process of recruitment and selection.
 Span of Job Analysis-
1. The type of job
2. The people of the groups with whom the incumbent has to interact
3. The risk involved in performing the job
4. The functions that the incumbent will have to perform
5. The importance of the decision taken by the incumbent
6. The time that would have to be devoted for the job
 Elements/Ingredients/ Components of Job Analysis-
JOB DISCRIBTION JOB SPECIFICATION
Meaning It is a written summary of the duties and It is a statement of minimum acceptable
responsibilities of the job that helps the human qualities/summary of necessary
superiors and employees to understand what personal characteristics to perform a job
the job is and how it is to be performed properly
Contents 1. Job title 1. Qualification
2. Job location 2. Experience
3. Job summary 3. Training
4. Reporting to 4. Skills
5. Working conditions 5. Responsibilities
6. Job duties 6. Emotional characteristics
7. Matches to be used 7. Sensory demands
8. Hazards 8. Personal traits
 Advantages of Job Analysis-
1. It helps to design organizational structure and design
2. It facilitates effective planning
3. It is foundation of job evaluation
4. It helps to establish standards for performance appraisal
5. It develops industrial relations
6. It helps to health and safety measures
7. It facilitates recruitment and selection, job evaluation, placement and orientation, training and
development, promotion and transfers, career planning and development, redesigning of jobs

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  JOB DESIGN-

1. It refers to the methods that management uses to develop the content of a job including all relevant
tasks and the process by which jobs are constructed and revised.
2. It integrates work contents (functions and relationships), the rewards (intrinsic and extrinsic) and the
qualification required (skills, knowledge and abilities) for each job in such a way that meets the needs
of the employees and the organization.
 Determinants/ Factors Influencing Job Design-
1. Nature of job
2. Organizational climate
3. Technology used
4. Employee needs
5. Nature of plant
6. Organizational structure
7. Availability of competent manpower
8. Nature of the organization

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 1.3 RECRUITMENT

• Definitions-
1. Recruitment is the process of searching for prospective employees and stimulating them to apply
for jobs in the organization.
2. It is the process of finding and hiring the best qualified candidate from within or outside of an
organization for a job opening, in a timely and cost effective manner.
 Meaning-
 It means to estimate the available vacancies and to make suitable arrangements for their selecting
and appointments.
 It is a process of searching and attracting people to apply for jobs in the organization.
 In recruitment, the available vacancies are given wide publicity and suitable candidates are
encouraged to submit applications so as to have a pool of eligible candidates for scientific selection.
 Features of Recruitment--
1. It is the process of searching and obtaining people for jobs and from the potential and right people
can be selected
2. It is a systematic and continuous process
3. It begins when new recruits are sought and ends when their applications are submitted
4. It acts as a link between the employers and the job seekers
5. It facilitates selection of employees
6. It ensure the placement of the candidate at the right place at the right time

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 SEECTION PROCEDURE

• Definitions-
1. It is the process of choosing the right person for the right job from a pool of different candidate
who applied for a job.
2. It is the process of differentiating between applicants in order to identify and hire those with a
greater likelihoods of success in a job.
• Meaning –
 Selection is the process of choosing eligible applicants out of the large number of applicants.
 It is the selection of right person for the right job.
 Selection Process/Procedure-
1. Job analysis
2. Advertisement
3. Application blank/form
4. Scrutiny of application
5. Written test
6. Interview/personal interview
7. Reference check
8. Medical examination
9. Final selection/ Initial job offer
10. Acceptance/rejection
11. Letter of appointment/job offer
 Distinguish between-

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 E-SELECTION
 Meaning-

It is the conduct of various tests through online, contacting the candidates through e-mails, conducting
the preliminary interviews and final interviews through audio conferencing and video conferencing. The
employers get the reference letters /opinions from the referees through e-mail.

Its process involves electronic job analysis, e-job-application and screening, e-tests and assessment, e-
interviews, e-selection decision making, evaluation of e-selection systems.

It is beneficial to both, organization and employees. In e-selection, the candidates need not move from
his place to take the written test, preliminary interview, provide additional information, thus, it eliminates
inconvenience, reduces costs and time, required to conduct the section process.

However, it is also subject to certain imitations like it is not applicable to psychological tests. Similarly,
mechanical defects in transmitting information reduce the efficiency of section techniques, judgments
based on this process cannot be as perfect as traditional process.

 Techniques of e-selection-

1. Online screening and shortlisting

2. Online interviews
3. Psychometric testing ( Ability and Aptitude test, Personality profiling)
4. Presentations
5. Group exercises
6. Assessment centers

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 2.1 MODULE –II- HUMAN RESOURCE DEVELOPMENT

1. What do you mean by human resource development? What are functions of human resource
development?
2. Define training. Explain the process of identifying training and development needs.
3. Explain the methods of training and development.
4. What are the methods of evaluating effectiveness of training?

2.1 HUMAN RESOURCE DEVELOPMENT

 Definitions-
• It is the integrated use of training and development, organizational development and career
development- to improve individual, group and organizational effectiveness.
• It is the process of accomplishing organizational objectives by acquiring, retaining, terminating,
developing, and properly using the human resources in an organization.
• Meaning-
• It is the process of developing skills, competencies, knowledge and attitudes of people in an
organization
 Features-
1. It is a systematic approach
2. It is a continuous process
3. Involves training, career development
4. Involves organizational development
5. It is multi-disciplinary
6. It Is a key element for problem-solving
 Scope/Functions-
1. It is a systematic approach
2. It is a continuous process
3. Involves training, career development
4. Involves organizational development
5. It is multi-disciplinary
6. It Is a key element for problem-solving
 Training-
 Training is the act of increasing the knowledge and skills of an employee for doing a particular job.
 It consists of planned programmes undertaken to improve employee knowledge, skills, attitudes and
social behaviour so that the performance of the organisation improves considerable.

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  METHODS OF EVALUATING TRAINING EFFECTIVENESS

1. Observation
2. Questionnaire
3. Interviews
4. Focus groups
5. Test/re-test method

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