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National Institute of Business Management

Chennai - 020
Subject : Human Resources Management
Attend any 4 questions. Each question carries 25 marks
(Each answer should be of minimum 2 pages / of 300 words)

1. Explain the emerging role of Personnel Management.

2. Describe the steps in Human Resource Planning.
3. Explain the








4. Explain Calendar preparation for training.

5. Explain the concept



6. Explain the purposes and importance of Performance


25 x 4=100 marks

Answer 1)

Explain the emerging role of Personnel

Personnel management can be defined as obtaining, using and
maintaining a satisfied workforce. It is a significant part of
management concerned with employees at work and with their
relationship within the organization.
According to Flippo, Personnel management is the planning,
organizing, compensation, integration and maintenance of people for
the purpose of contributing to organizational, individual and societal
According to Brech, Personnel Management is that part which is
primarily concerned with human resource of organization.
Nature of Personnel Management
1. Personnel management includes the function of employment,
development and compensation- These functions are performed
primarily by the personnel management in consultation with
other departments.
2. Personnel
management. It is concerned with promoting and stimulating
competent work force to make their fullest contribution to the
3. Personnel management exists to advice and assists the line
managers in personnel matters. Therefore, personnel
department is a staff department of an organization.
4. Personnel management lays emphasize on action rather than
making lengthy schedules, plans, and work methods. The
problems and grievances of people at work can be solved more
effectively through rationale personnel policies.
5. It is based on human orientation. It tries to help the workers to
develop their potential fully to the concern.

6. It also motivates the employees through its effective incentive

plans so that the employees provide fullest co-operation.
7. Personnel management deals with human resources of a
concern. In context to human resources, it manages both
individual as well as blue- collar workers.

Role of Personnel Manager

1. Personnel manager is the head of personnel department. He
performs both managerial and operative functions of
management. His role can be summarized as :
2. Personnel manager provides assistance to top managementThe top management are the people who decide and frame the
primary policies of the concern. All kinds of policies related to
personnel or workforce can be framed out effectively by the
personnel manager.
3. He advices the line manager as a staff specialist- Personnel
manager acts like a staff advisor and assists the line managers
in dealing with various personnel matters.
4. As a counselor, personnel manager attends problems and
grievances of employees and guides them. He tries to solve
them in best of his capacity.
5. Personnel manager acts as a mediator- He is a linking pin
between management and workers.
6. He acts as a spokesman- Since he is in direct contact with the
employees, he is required to act as representative of
organization in committees appointed by government. He
represents company in training programs.
To Sum up, Following are the four functions of Personnel Management:
1) Manpower Planning
2) Recruitment
3) Selection
4) Training and Development

Answer 2)

Describe the steps in Human

Resource Planning
Human resource planning is a process through which the company
anticipates future business and environmental forces. Human
resources planning assess the manpower requirement for future period
of time. It attempts to provide sufficient manpower required to perform
organizational activities. HR planning is a continuous process which
starts with identification of HR objectives, move through analysis of
manpower resources and ends at appraisal of HR planning. Following
are the major steps involved in human resource planning:
1. Assessing Human Resources
The assessment of HR begins with environmental analysis, under which
the external (PEST) and internal (objectives, resources and structure)
are analyzed to assess the currently available HR inventory level. After
the analysis of external and internal forces of the organization, it will
be easier for HR manager to find out the internal strengths as well as
weakness of the organization in one hand and opportunities and
threats on the other. Moreover, it includes an inventory of the workers
and skills already available within the organization and a
comprehensive job analysis.

2. Demand Forecasting
HR forecasting is the process of estimating demand for and supply of
HR in an organization. Demand forecasting is a process of determining
future needs for HR in terms of quantity and quality. It is done to meet
the future personnel requirements of the organization to achieve the
desired level of output. Future human resource need can be estimated
with the help of the organization's current human resource situation
and analysis of organizational plans an procedures. It will be necessary
to perform a year-by-year analysis for every significant level and type.
3. Supply Forecasting
Supply is another side of human resource assessment. It is concerned
with the estimation of supply of manpower given the analysis of
current resource and future availability of human resource in the
organization. It estimates the future sources of HR that are likely to be
available from within an outside the organization. Internal source
includes promotion, transfer, job enlargement and enrichment,
whereas external source includes recruitment of fresh candidates who
are capable of performing well in the organization.
4. Matching Demand and Supply
It is another step of human resource planning. It is concerned with
bringing the forecast of future demand and supply of HR. The matching
process refers to bring demand and supply in an equilibrium position
so that shortages and over staffing position will be solved. In case of
shortages an organization has to hire more required number of
employees. Conversely, in the case of over staffing it has to reduce the
level of existing employment. Hence, it is concluded that this matching
process gives knowledge about requirements and sources of HR.
5. Action Plan
It is the last phase of human resource planning which is concerned with
surplus and shortages of human resource. Under it, the HR plan is

executed through the designation of different HR activities. The major

activities which are required to execute the HR plan are recruitment,
selection, placement, training and development, socialization etc.
Finally, this step is followed by control and evaluation of performance
of HR to check whether the HR planning matches the HR objectives
and policies. This action plan should be updated according to change in
time as per the conditions.

Answer 3)

Explain the different sources and

methods of Recruitment.
In 21st century, traditional mode of recruitment is a history now. There
are several modern organized methods of recruitment that caters the
needs of the company in a very short period of time.
The modern sources of Recruitment are:
1. Employee Referrals: Present employees are well aware of the
qualifications, attitudes, experience and emotions of their friends and
relatives. They are also aware of the job requirements and
organizational culture of their company. As such they can make

preliminary judgment regarding the match between the job and their
friends and relatives.
2. Campus Recruitment: These candidates are directly recruited by
the Co; from their college/educational institution. They are
inexperienced as far as work experience is concerned.
employment agencies or consultants like ABC Consultants inIndia
perform recruitment functions on behalf of a client company by
charging fees. Line managers are relieved from recruitment functions
and can concentrate on operational activities.
Public Employment Exchanges: The Government set up Public
Employment Exchanges in the country to provide information about
vacancies to the candidates and to help the organization in finding out
suitable candidates. As per the Employment Exchange act 1959,
makes it obligatory for public sector and private sector enterprises
inIndia to fill certain types of vacancies through public employment
5. Professional Organizations: Professional organizations or
associations maintain complete bio-data of their members and provide
the same to various organizations on requisition. They act as an
exchange between their members and recruiting firm.
6 Data Banks: The management can collect the bio-data of the
candidates from different sources like Employment Exchange,
Educational Training Institutes, candidates etc and feed them in the
computer. It will become another source and the co can get the
particulars as and when required.

7 Casual Applicants: Depending on the image of the organization its

prompt response participation of the organization in the local activities,
level of unemployment, candidates apply casually for jobs through mail
or handover the application in the Personnel dept. This would be a
suitable source for temporary and lower level jobs.
8 Similar Organizations: Generally experienced candidates are
available in organizations producing similar products or are engaged in
similar business. The Management can get potential candidates from
this source.
9. Trade Unions: Generally unemployed or underemployed persons or
employees seeking change in employment put a word to the trade
union leaders with a view to getting suitable employment due to latter
rapport with the management.
10.Walk In: The busy organization and rapid changing companies do
not find time to perform various functions of recruitment. Therefore
they advise the potential candidates to attend for an interview directly
and without a prior application on a specified date, time and at a
specified place.
11.Consult In: the busy and dynamic companies encourage the
potential job seekers to approach them personally and consult them
regarding the jobs. The companies select the suitable candidates and
advise the company regarding the filling up of the positions. Head
hunters are also called search consultants.
12.Body Shopping: Professional organizations and the hi-tech
training develop the pool of human resource for the possible
employment. The prospective employers contact these organizations
to recruit the candidates. Otherwise the organizations themselves
approach the prospective employers to place their human resources.
These professional and training institutions are called body shoppers

and these activities are known as body shopping. The body shopping is
used mostly for computer professionals. Body shopping is also known
as employee leasing activity.
13.Mergers and Acquisitions: Business alliances like acquisitions,
mergers and take over help in getting human resources. In addition the
companies do also alliances in sharing their human resource on adhoc
14.E-Recruitment: The
telecommunications helped the organizations to use internet as a
source of recruitment. Organizations advertise the job vacancies
through the World Wide Web (www). The job seekers send their
applications through e-mail using the internet.
15.Outsourcing: Some organizations recently started developing
human resource pool by employing the candidates for them. These
organizations do not utilize the human resources; instead they supply
HRs to various companies based on their needs on temporary or adhoc basis.

Answer 5)

Explain the concept of Workers Participation

in Management.
A process by which subordinate employees, either individually or
collectively, become involved in one or more aspects of organizational
decision making within the enterprises in which they work is popularly
known as the concept of Workers Participation in Management.
Workers participation in management is an essential ingredient of
Industrial democracy. The concept of workers participation in
management is based on Human Relations approach to Management
which brought about a new set of values to labour and management.

Traditionally the concept of Workers Participation in Management

(WPM) refers to participation of non-managerial employees in the
decision-making process of the organization. Workers participation is
also known as labour participation or employee participation in
management. In Germany it is known as co-determination while in
Yugoslavia it is known as self-management. The International Labour
Organization has been encouraging member nations to promote the
scheme of Workers Participation in Management.
Workers participation in management implies mental and emotional
involvement of workers in the management of Enterprise. It is
considered as a mechanism where workers have a say in the decision.
The philosophy underlying workers participation stresses on:
1. Democratic participation in decision-making;
2. Maximum employer-employee collaboration;
3. Minimum state intervention;
4. Realization of a greater measure of social justice;
5. Greater industrial efficiency; and
6. Higher level of organizational health and effectiveness.
It has been varyingly understood and practiced as a system of joint
consultation in industry; as a form of labour management cooperation;
as recognition of the principle of co-partnership, and as an instrument
of industrial democracy. Consequently, participation has assumed
different forms, varying from mere voluntary sharing of information by
management with the workers to formal participation by the latter in
actual decision-making process of management.
The objective of WPM is to:

To establish Industrial Democracy

To build the most dynamic Human Resources.

To satisfy the workers social and esteem needs.

To strengthen labour-management co-operation and thus

maintain Industrial peace and harmony.

To promote increased productivity for the advantage of the

organization, workers and the society at large.

Its psychological objective is to secure full recognition of the