M.

COM DEGREE (CSS) EXAMINATION, APRIL 2024

Second Semester
CORE - CM010202 - HUMAN RESOURCE MANAGEMENT

QP CODE: 24018966

Part A (Short Answer Questions)

Answer any eight questions.
Weight 1 each.

1. What are the objectives of Human Resource Planning?

o Predict Future Needs

o Hire the Right People
o Train and Develop Employees
o Keep Good Employees
o Balance Staffing Levels
o Plan for Leadership Changes
o Manage Labor Costs
o Follow Legal Requirements
o Organize the Team
(Any 5 points with brief explanation)

2. What do you mean by placement?

Placement refers to the process of assigning employees to specific jobs or roles within an organization.
placement is about finding the right job for each employee to ensure they perform well and contribute
effectively to the company. It involves:
o Matching skills to jobs.
o Filling positions
o Role assignment
o Job fit
o Effective utilisation

3. State any five principles of HRD.

o Capacity building
o Management of change
o Attention to contextual factors
o Integration with other functions
o Priority
o Differentiation and integration
 o Establishing linkages
o Monitoring
(Any 5 points with brief explanation enough)

4. Describe the structure of Quality Circle.

A quality circle is a small group of employees who meet regularly to discuss and solve work-related
problems, aiming to improve quality and productivity.
o Steering Committee
o Co-ordinator
o Facilitator
o Circle leader
o Circle members

5. Explain the philosophy of Training.

Training is the act of increasing knowledge & skill of an employee for doing a particular job. The
importance of training is:
o Skill Development
o Increased Productivity
o Employee Satisfaction
o Improved Performance
o Adaptability to Change
o Enhanced Efficiency
o Reduced Errors
o Better Customer Service
o Competitive Advantage
o Career growth
(Other relevant points also can be considered)

6. Distinguish between induction and training. Explain the significance of on- the- job training.

Introduce new employees to job roles, To familiarize new employees with organizational
Purpose
responsibilities, and workplace details. culture, values, and expectations.
Job-specific information, departmental roles, and Overall organizational structure, culture, and
Focus
immediate work-related expectations. general policies and procedures.
Generally shorter, focusing on immediate job-related May be longer, covering a wide range of
Duration
information. organizational aspects beyond specific job roles.
Conducted Often conducted by departmental heads or Usually conducted by HR or top management,
by immediate supervisors. covering organization-wide information.
Employees gain a clear understanding of their job Employees gain insight into the company’s culture,
Outcome
roles, expectations, and departmental interactions. values, and overall organizational environment.
Specific training and development programs related May be followed by induction for more specific,
Follow-up
to the job role may follow. job-related information and training.

Importance of on-the-job training:

• Immediate Application
• Cost-Effective
• Real-World Skills
• Enhanced Performance
• Quick Learning
• Team Integration
• Instant Feedback
 • Productivity Boost
• Employee Confidence
• Practical experience

7. What is Quantitative method of Job Evaluation?

Job evaluation
Systematically & orderly process of determining the worth of a job in relation to other jobs .
Quantitative methods of Job Evaluation :
*Point System- It involves quantitative & analytical approach to the measurement of job worth .
*Factor Comparison Methods - Combination of ranking & point system of job evaluation .
 8. What is separation?
Employee separation refers to the end of a professional relationship of an employee with their employer .
This typically happens when an employee's contract ends with the employer. Other reasons for separation
may include:
• Dismissal or Discharge
• Death
• Suspension
• Lay off
• Retrenchment
9. What is Human Resource Outsourcing?
Human Resource Outsourcing is the act of obtaining services from an external source.
Reason for outsourcing:

• Cost.
• quality
• Risk
• Focus
• Convenience
10. What are HR records? Explain with examples.
HR Records: The informational documents & files relating to the human resources of an organisation
which are utilised by the organisation for carrying out its operations .
Examples:
• job descriptions & specifications.
• job application & test scores.
• interviewers check list
• Employees history
• Medical reports
• contracts of employment
• Training records
• Performance records
• Absenteeism data
• Labour turnover records.
• Wage & Salary records
• Attendance records & payrolls
• Leaves, transfers & promotions
• Accident & sickness records
• Industrial disputes & grievances
(Any relevant points relating to the above can be considered)

Part B (Short Essay/Problems)

Answer any six questions.
Weight 2 each.

11. What are the essential characteristics of a sound HR policy?

• Clear and easily understandable
• Should be in writing
• Protect the interest of all parties in an organisation
• Help in achieving organisational goals
 • Should not be rigid; adjustable
• Uniform
12. Explain the concept of HRD and discuss the important components of HRD mechanism

Human resource Development:

• System for learning and development
• Man making mechanism aimed at maximise the intangible resources
• Concept and practises of HRD revolves around people in an organisation
• HRD is a crucial limb of HRM
• Enduring process
Components of Mechanisms HRD
Performance Appraisal:
A performance appraisal is the periodic assessment of an employee’s job performance as
measured by the competency expectations set out by the organization. The performance assessment often
includes both the core competencies required by the organization and also the competencies
specific to the employee’s job.
Potential appraisal:
Potential appraisal is a future-oriented appraisal whose main objective is to identify and
evaluate the potential of the employees to assume higher positions and responsibilities in the
organizational hierarchy.
Training
Training is any instruction or activity that teaches employees new skills or improves their
current skills and performance. The term may describe anything from safety training for an entire staff to
introducing a new hire to the ins and outs of a particular job to training an existing employee how to use
new technology.

Career development
Career development is the proactive, lifelong process of finding your footing and advancing
your career path. It’s an intentional approach to creating a meaningful career that includes setting long-
term goals, exploring professional development opportunities, and gaining new work experience.
Management development
Management development is a systematic process of management training and growth by
which individuals (aspiring to rise on the ladder of management) gain and apply knowledge, skills,
insights, and attitudes to manage managers, workers and work organisations effectively.
Organisational development
Organizational development is a critical and science-based process that helps organizations
build their capacity to change and achieve greater effectiveness by developing, improving, and reinforcing
strategies, structures, and processes.
13. Explain the need and importance of human capital measurement.
• To determine your human capital’s ROI: It helps to examine the investment on human resources
and the return or values generated by them.
• Strategic decision-making: Accurate human capital data informs decisions on talent acquisition,
development, and retention.
• Performance evaluation: Measures the effectiveness of HR initiatives and programs.
• Resource allocation: Helps optimize investments in training, development, and compensation.
• Risk management: Identifies potential skill gaps and succession planning needs.
• Competitive advantage: Organizations with a skilled and engaged workforce gain a competitive
edge.
• Improved productivity: Human capital measurement helps identify areas for productivity
enhancements.
• Enhanced talent management: Data-driven insights support attracting, retaining, and
developing top performers.
• Better financial management: Human capital measurement helps allocate resources efficiently
and optimize ROI.
• Compliance and reporting: Supports regulatory requirements and investor requests for human
capital data.
• Data-driven culture: Encourages a culture of data analysis and evidence-based decision-making.
• Identifying skill gaps: Helps address emerging skill requirements and upskilling needs.
• Enhancing employee experience: Human capital measurement informs initiatives to improve
engagement, well-being, and diversity.
(Value liberally, Other relevant points also can be considered)
14. Explain training for creativity and problem solving with its methods.

• Case study
• Project assignment
• Role playing
• In basket exercise
• Brainstorming
• Mind mapping
• Star bursting
• Lateral thinking
• Design thinking
• Root cause analysis
15. Explain the essentials of an effective grievance handling procedure.
• Clear Policy: Establish a well-defined grievance policy, easily accessible to all employees.
• Confidentiality: Ensure confidentiality throughout the process to encourage employees to report
grievances.
• Fairness and Impartiality: Guarantee a fair, unbiased, and timely process.
• Easy Reporting: Provide multiple channels for employees to report grievances (e.g., online, in-person,
anonymously).
• Acknowledgement: Acknowledge receipt of the grievance promptly.
• Investigation: Conduct a thorough, prompt, and impartial investigation.
• Response: Provide a clear, written response to the employee, explaining the outcome and actions
taken.
• Appeal Process: Offer an appeal process for dissatisfied employees.
• Documentation: Maintain detailed records of grievances, investigations, and outcomes.
 • Training: Provide training for managers and employees on the grievance procedure and resolution
skills.
• Monitoring and Evaluation: Regularly review and assess the effectiveness of the grievance procedure.
• Feedback: Encourage employee feedback to improve the grievance handling process.
• Timeline: Establish a reasonable timeline for resolving grievances.
• Employee Support: Offer support and resources to employees throughout the process.
• Accountability: Hold managers and employees accountable for adhering to the procedure.
By incorporating these essentials, organizations can create a fair, effective, and efficient grievance handling
procedure that promotes a positive work environment and resolves issues promptly.
(Any 10 points with brief explanation enough)

16. Explain the objectives of Worker's Participation in Management.

• Improve productivity
• Enhance job satisfaction
• Increased commitment
• Reduce chances of conflicts
• Facilitates teamwork
• Industrial democracy
• Reduces communication gap
• Platforms for expressing ideas and suggestions
17. Discuss any three Human Resource Accounting methods based on HR Cost.
• Historical Cost Approach
Values assets or resources at their original purchase price or acquisition cost. This approach ignores inflation,
changes in market value, or replacement costs.
• Replacement Cost Approach
Values assets or resources at their current replacement cost, considering the cost of acquiring a similar asset or
resource today. This approach reflects current market conditions.
• Opportunity Cost Approach
Values resources based on their potential alternative uses or opportunities forgone. It considers the value of the
next best alternative use of the resource.
• Standard Cost Approach
Assigns a predetermined, standard cost to an asset or resource, often used for budgeting and control purposes.
This approach simplifies costing but may not reflect actual costs.
• Economic Value Approach
Values resources based on their expected future economic benefits, such as cash flows or returns. This approach
considers factors like inflation, risk, and time value of money.
• Net Realizable Value Approach
Values assets at their expected selling price minus costs to sell.

• Present Value Approach

Values future cash flows or benefits at their present value, using discount rates.
18. Why human resource audit is gaining popularity in the current business scenario?

• Risk Management: HR audits identify and mitigate risks related to compliance, employee relations, and
talent management.
• Talent Management: Audits help organizations optimize talent acquisition, development, and retention
strategies.
• Compliance: Ensures adherence to changing labour laws, regulations, and industry standards.
• Cost Optimization: Identifies areas for cost reduction and process improvements.
• Benchmarking: Provides insights for benchmarking HR practices against industry best practices.
• Enhanced Employee Experience: Identifies areas to improve employee engagement, satisfaction, and
well-being.
• Change Management: Facilitates organizational change and transformation initiatives.
• Technology Integration: Ensures effective utilization of HR technology and systems.
• An HR audit helps eliminate the guesswork around benefits packages.
• An HR audit helps ensure that your employees are being paid fairly.
• An HR audit can analyze and reduce employee turnover
• An HR audit can improve organizational structure and update job descriptions.
• An HR audit will help you adapt to the evolving expectations of Millennials.
• An HR audit can help address and prevent harassment.
(Value liberally, Other relevant points also can be considered)

Part C (Essay Type Questions)

Answer any two questions.
Weight 5 each.
19. Human resource management involves two categories of functions – “managerial and operative”.
Explain the functions.
Human resource management is that process of management which develops and manages the human
elements of an enterprise. Human resource management is the planning, organizing, directing and
controlling, of the procurement, development, compensation, integration, maintenance and reproduction
of human resources to the end that individual, organizational and societal objectives are accomplished.
Function of personnel management may be discussed under two broad categories :-
(A) Managerial function
(B) Operative function
Managerial functions
1. Planning
2. Organizing
3. Directing
4. Co-coordinating
5. Controlling
Operative functions
1. Procurement
2. Development
3. Compensation
4. Integration
5. Maintenance
20. “The choice of job analysis method depends upon the purposes to be served by the data”.Discuss
the method of job analysis and highlight the usefulness of each method.
Job analysis in human resource management (HRM) is a process that helps organizations understand
the requirements, responsibilities, and roles of jobs. It's a critical process that can help organizations
with recruitment, selection, training, performance management, and career development.
Techniques/ Methods of Job analysis.
• Critical incident technique
• Hierarchical Task Analysis
• Position analysis Questionnaire.
• Functional Job analysis.
• Questionnaire.
• Observation method.
• Interview.
• Record.
• Job performance.

21. Why selection process is called “Successive hurdle technique”. What are the successive hurdles
commonly involved in this process?
Selection is the process of choosing the best candidates to fill specific job roles within an organization.
It's an important part of HR because it helps organizations differentiate between qualified and unqualified
applicants. The selection process is a series of successive hurdles which an applicant must cross. These
hurdles are created to eliminate an unqualified candidate at any point in the selection process.
Steps:
• Reception
• Preliminary interview.
• blank application form.
• Selection process.
• Selection interviews.
• Checking references.
• Final selection.
• Physical examination.
• Job offer.
• Job contract.
• Evaluation.
22. Explain the traditional methods of employee performance appraisal. State the merits
and demerits of each method.
The term “performance appraisal” refers to the regular review of an employee’s job performance and
overall contribution to a company. It is the systematic, periodic and an impartial rating of an
employee’s excellence in matters pertaining to his present job and his potential for a better job”
Traditional methods of performance appraisal.
• Confidential report
• Graphic scales.
• Straight ranking.
• Paired Comparisons
• Grading system.
• Forced distribution
• Check list method.
• Critical incident method
• Free essay method.
• Group appraisal.
• Field review
• Nominations
• Work sample tests.
(Any 6 methods with merits and demerits enough)