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Q1

Definition and Concept of Human Resource Management

Human Resource Management (HRM) is a process of bringing people and

organisations together so that the goals of each are met. It is the art of

procuring, developing, and maintaining competent workforce to achieve the

goals of the organisation.

1.2.1 Features of Human Resource Management

From the definitions of human resource management, certain features of

HRM are:

a) It is action oriented: It helps the employees by emphasising the

employee satisfaction.

solution of the problem to attain organisational goal and to increase

b) It is individual oriented: It offers services and programmes to meet

every needs of the employee.

C) It is future oriented: It motivates the employees to achieve future

goals.

d) It is people oriented: HRM is concerned with employees as an

individual or a part of a group. It can be behavioural, social, or

emotional aspect. Every level and category of employees is important

for management of human resources,

e it is a comprehensive function: HRM is concerned with

development of people to obtain job satisfaction. In other words, it is

concerned with human resource development, knowledge and

capacity building, skill and potential development for attaining

results

employee's goal. It is a method of developing potential that aids better

1) It is a continuous function: Since organization witnesses number of

changes in its environment, continuous development of human


resource never stops

Q2

Personnel Management is also known as Personnel Administration, Labour

Management and Labour Administration. According to the Institute of

Personnel Management of India Personnel Management is that part of

management function which is primarily concerned with the human

relationships within an organisation. Its objective is the maintenance of

those relationships on a basis which by consideration of the well being of

the individual enables all those engaged in the undertaking to make their

maximum personal contribution to the effective working of that undertaking!

Q3

Set 2

Q1

Reception: Every organisation wants to create a ay

impression in order to attract the best candidates to the organisation

Any applicant coming to the organisation is treated well so that they

have a positive impression about the organisation. Information about

the current vacancies is provided to the applicant and the appropriate

application form is given to them to be filled up.

ii. Preliminary interview: When there are large numbers of applicants

organisations conduct a preliminary interview. This is a very general

and short interview. The recruiters aim at building good rapport with

the candidates in order to bring in a comfort level and to know about

their background. Initial interviews are used to eliminate those

candidates who do not meet the minimum eligibility criteria laid down

by the organisation. It is essentially a sorting process with an objective

of screening out undesirable or unqualified applicants. The skills,

academic and family background, competencies and interests of the


candidate are examined during preliminary interview. Initial interviews

are less formal than the final interviews. The candidates are given

brief up about the company and their job profile and also examined on

how much the candidate knows about the company. Preliminary

interviews are also called 'screening interviews'. Some of the factors

for elimination are inadequate years of experience, age, unexplained

gaps in the employment record, not possessing the exact education

qualification, high salary expectations, location choice etc.

Application blank: It is a traditional method used for collection of

information from the applicant. This form is designed in a way that it

records the personal as well as professional details of the applicant.

The candidates are required to fill application blank which contains

data record of the candidates such as details about age, marital status,

health conditions, educational qualifications, specialisation, special

etc.

achievements, experience, reason for leaving previous job, references

Selection tests: All shortlisted candidates are then called for

employment tests. Different types of tests are held depending on the

nature of job and the type of company, such as aptitude test,

intelligence test, reasoning test, personality test etc. These tests are

used to evaluate the capabilities of the applicant, behaviour, special

should not be biased. Some of the tests may be written on paper or

qualities, potential to perform that job effectively etc. These tests

taken online,

conversation conducted to evaluate the applicant's acceptability.

V. Selection interview: Interview is considered to be a formal, in-depth

These interviews are more important and huge emphasis is given to

these interviews Interviews can be held for unskilled, skilled

managerial technical professionals etc. Thus, this device can be used


Ir all groups with slight modifications. Final interview calls for a two

communication as the interviewer comes to know about theapplicant and the applicant also gets
information about the company

the tests. This also

and the interviewer in interviews the interviewer asks questions to

gnitive skills of the

obtain information that is not obtained through the tests

helps in evaluating the communication and cognitive S

candidates the ability to speak confidently and answer in a very

terviews may be forma

muestions. Sometimes

simple and logical manner is also assessed interviews may

and structured or informal and open ended questions

Telephonie interviews are carried out. If the interviewer is at a diferent

location Stress interviews are also common in organisations

the interviewer is seen to be rude or aggressive. This type of interview

thes to assess if candidates are able to control themselves even in the

foughest situations Informal interviews such as lunch or dinner

interviews are also carried out where the candidate's etiquette and

Medical examination: Most of the organisations undertake a medical

mannerisms are also evaluated

examination of candidates before finalising their selection. A general

medical examination helps the organisation to know if the employees

fit for work and whether there are any severe ailments that may impair

their level of carrying out work. Depending upon the nature of job

different medical tests are conducted on the candidates. For example,

for a job in the army, the candidates are asked to undergo a number of

medical tests examining their eye sight, height weight, chest. lungs.

blood pressure, heart etc. Organisations also check if the candidates


suffering from any major illness that can impact the psychological

wellbeing. This is done to decrease chances of employee absenteeism

and occupational stress

Reference check: Most application forms include a section that

requires prospective candidates to put down names of a few

including their behaviour, skills, conduct, character etc. This helps the

references are contacted to get a feedback on the person in question

employers get an overall picture of the candidate.

former customers, business references, reputable persons etc. Such

references. References can be classified into former employer

Hiring decision: Once the reference check is conducted and if the

candidate is found suitable, then the HR Manager makes the final

decision.

Q2

Objectives of Training

Training improves the quality of work, changes and molds the employee's

skills, knowledge and attitude. It also helps employees to increase their

To prepare the employee for the changing requirements of the job and

performance. Some of the objectives of training are:

the organisation

To impart basic knowledge to the new employees and ensure job

specific intelligent performance.

To prepare employee for higher level tasks.

To provide an opportunity for interchange of ideas for senior managers

1. To ensure effective performance in their respective field.

and broadening their minds.

To identify and develop the potential of the employees.

Vill To improve the morale of the employees.


VIL. To ensure smooth and efficient functioning of the organisation

To ensure quality in production and operations

To reduce expense, wastage and supervision

On the job training is a very commonly used method. This method is also known as job instruction
training. In this method,the trainees are not removed from his regular job hand taught necessary skill to
perform a particular job point under the guidance of a qualified worker or supervisor, they learn to
perform their job. the emphasis is on performing in an effective manner point

Some of the widely used on the job training methods are as follows:

Job Instruction Training: The job instruction training was developed

during World War II. In this training, workers are taught by a senior

coworker or supervisor to perform their current job. It is most suitable

for simple job of semi-skilled or unskilled jobs where operations are

easy. In this training, the trainee learns through observation and

practice

Coaching: It is a continuous process of learning by doing where the

training is given by immediate supervisors. In this method, the

supervisor explains the things and answers the questions of the

trainee. In other words, we can say that it is an unplanned, informal

way of training where supervisor tells the method of doing a particular

job. This method can be very useful when an employee is facing

the company.

problems in performance or having low morale or violating policies of

Mentoring: Mentoring is a method under which a successful and

competent senior employee takes the responsibility of grooming

junior employee to become successful. It is generally done for top

positions. Mentoring is an informal relationship between two people

mentoring is to help the employee develop strong decision making

who are not related as a boss and subordinate. The main objective of monitoring is to help the
employee develop strong decision making skills.

Job Rotation: In this training the employee is move


In this training the employee is moved from one job to

es the employee an idea about the functioning of the

organisation. The main objective of job rotations

wing of the different functional areas of the organisation and

of better career prospect. It provides job satisfaction and

skills. In an organisation when promotion or transfer is

required then job rotation offers flexibility and facilitates cooperation

Apprenticeship: Apprenticeship training is carried out under the

supervision of a senior skilled employee. The apprentices are trained

on several related groups of skills. This prepares them well for carrying

out a particular job. Apprenticeship is beneficial for mostly craft

workers such as carpenters, plumbers etc. It is generally for a given

period of time.

Committee assignments: In the committee assignment, a group of

trainees are given actual organisational problems to solve. It helps in

developing teamwork and team spirit. This method can be very useful

for growing organisations by providing opportunities to understand

mоnеу.

Q3

10.2.1 Objectives of Wage and Salary Administration

Wage and salary administration is not an easy process. However, it is

important to have a well-planned wage and salary administration

The objectives of a comprehensive wage and salary administration plan are!

To provide a reasonable and equitable remuneration for all employees,

To attract the best resource available in the labour market.

ii. To comply with the labour laws of the country.

iv. To retain the current employees and minimise employee turnover.

V. To ensure that the expenses for employees and administrative costs

are in balance to the organisation's capacity to pay.


trade or employee unions.

vi. To ensure that the management meets the agreed demands of the

vill. To eliminate any forms of discrimination based on caste, religion,

ix. To ensure that employees' basic needs are met.

vii. To ensure that equal pay for equal work is provided.

gender, age, region etc.

X. To create a favourable organisational climate, improve employee job satisfaction

Principles of wage and salary administration

mulating an effective wage and salary structure takes effort and

Janning. There has to be consistency in the salary structure. For this,

sain principles have to be applied while preparing the wage and salary

structure

important principles of wage and salary administration are:

Wage policy should match the needs of all the stakeholders of the

organisation such as employer, employees, consumers and the

society

Wage and salary plans and policies should be adequately flexible. It

should adapt to changes in the environment.

It should satisfy needs of employees.

IV. It must be based on job analysis and job evaluation

V. It should comply with the legal regulations of the country

Wages and salary must be paid promptly.

vii. Wage and salary administration plans should be formulated in such a

way it matches to the plans and programmes of the organisation

economic and social situations.

Vil Wage and salary administration plans must be compliant to the

profits made by the organisation.

ix It must be structured in such a way that the costs are in balance to the

It must be alert to the changes in the national as well as local


environment

The wage plans should help in simplifying and accelerating other

administrative processes.

grievance management system must be in place to address

complaints.

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