Unit – I

Part – A
1. Define strategy.
Strategy is defined as determination of long-term goals of an
organization.
2. What do you mean by Human Resource planning?
Human Resource Planning is a tool which helps an organization ensures
that it has the right kind / type of people at the right time and place, capable of
effectively achieving the organizational goals and objectives.
3. Write down the three components HRP.
a) Demand for human resource emerging from a strategic human resource
plan.
b) Supply of manpower through internal and external sources.
c) Utilization of human resources cost effectively and effectiently.
4. What is employee resourcing?
Employee resourcing is a process of acquisition and utilization of human
resources. It involves a number of specialized activities, namely, human
resource planning and recruitment as well as selection. Which together aim at
acquiring the right quantity and quality of manpower at the right time as per the
needs of the organization.
5. What is organization culture?
Organization culture is a set of values which help the people in
organization to decide which activities are acceptable and which are
unacceptable.
6. Write down different types of organization culture.
Power based culture, Role based culture, supportive culture, and
achievement oriented culture.
7. What do you mean by placement?
It is the process of placing the employee on the job. He is assigned to the
job depending upon his qualifications and personality needs.
8. Write down any two advantages of Psychological tests.
i) Tests are able to distinguish wish between candidates.
ii) Test results are valid, reliable and standard.
9. What do you mean by interview?
 Interview has been the main selection technique used in industry in India
as well as the U.K. It provides a two-way opportunity both to the candidate and
the prospective employer to know each other within the specified period of time
in the interview.
10. Write down the different methods of interview.
Situational interview, patterned behavior description interview,
competency based interview.
11. What is intelligence test?
This method is used for testing a candidate’s numerical and verbal
abilities. It is seen that a good test score numerical and verbal is indicative of
subsequent good job performance.
12. What are the different tech are used by the employer to select the employees?
Interview, Psychological tests, assessment centre approach, bio data
approach, Reference, validity and reliability of selection techniques, cost
effectiveness of selection techniques.
13. Define selection.
According to Dale Yoder, “Selection is the process in which candidates
for employment are divided into two classes those who are to be offered
employment and those who are not selection means a process by which the
qualified personnel may be chosen from the applicants offering their services to
the organisation for employment.
14. What do you mean by human resource management?
Human resource management is a process, which consists of four main
activities, namely, acquisition, development, motivation as well as maintenance
of human resources.
15. Write down the objectives of human resource management.
iii) Attainment of organizational objectives through human capital.
iv) Development of human resource management policy with business
goals / objectives.
16. What is corporate strategy?
Corporate strategy relates to organizational mission, management ethos
and control of the business, mergers and acquisitions and portfolio etc.
17. What is culture?
 Culture is defined to encompass the whole gamut of the existing ways of
interaction, activities, values, attitudes, norms, beliefs, sentiments and feelings,
they took, the technology, including the products, machines and the structure
etc.
18. What do you mean by socialization?
The socialization process in an organization aims at fostering the
organizational culture into the new entrant’s mindset. The process, therefore,
prepares new entrants to accept organizational standards of behavior.
19. Write down any two assumptions in the socialization process.
v) Socialization process in impacted by the environment.
vi) Socialization influences individual performance.
20. What is strategic human resource management?
Strategic use of human capital is the sole responsibility of the top
management in the back drop of the turbulent market ambience inorder to
achieve its goal.
Part – B
1. Explain the socialization process.
Pre-arrival stage
Encounter stage
Metamorphosis stage
2. Explain the nature and scope of human resource management.
vii) The economic recession in the early 1990s and organizations worldwide
cost cutting measures like downsizing, leading to change in relationships
between the labour and the employers.
viii) New working methods based on flexible labour practices.
3. Explain the main important objectives of human resource planning.
i) Manpower planning ii) Analysis of performance
iii) Analysis of productivity
4. Explain the concept and types of culture.
Organization culture is the sum total of beliefs, styles, values and
symbols that portray an organizations reason and means for existence.
Types  Leadership culture, Structural culture, work culture, product
culture, market culture.
5. Explain – mentoring.
 Mentoring relates to on-the-job training. In large organization mentoring
is a part and parcel of the function of HRD department. Mentoring is a process
of socialization of the new entrants to an organization mentoring process starts
as soon as new trainee joins the organization.
6. Discuss the different types of psychology test.
i) Intelligence testing ii) General intelligence tests
iii) Aptitude and attainments tests iv) Personality testing

Part – C
1. Illustrate the selection process.
i) Initial screening interview – All
ii) Completion of Application form – prospective candidates are asked to
complete an application form.
iii) Employment tests: - Organisation expects a certain level of intelligence
from recruitment.
iv) Written tests: - It is the significant input to the selection decision.
v) Comprehensive interview: - It is conducted to seek clarification if any.
vi) Background investigation: - It is done for candidates who are potential
employees.
vii) Physical examination: - It I performed to find out if the candidate has the
minimum physical standards required for the job.
viii) Final job offer – The Candidate who qualify all the stages are alone
given the final job offer
2. Illustrate the employee resourcing in an organization.
Employee resourcing is a process of acquisition and utilization of human
resources. It involves a number of specialized activities, namely, human
resource planning and recruitment as well as selection which together aim at
acquiring the right quantity and quality of manpower at the right time as per the
needs of the organization.
Recruitment  Pre requisites of recruitment, source of recruitment.
Selection  Selection techniques
3. Enumerate the trends in human resource management.
HR role as a catalyst.
Emergence of e-learning, e-recruitment, new reward system.
 ODRS scheme in recruitment.
Planning recruitment.
Matrix system for effectiveness.
4. Explain Human Resource planning.
Human resource planning is a tool which helps an organization ensure
that it has the right kind / type of people at the right time and place, capable of
effectively achieving the organisational’s goals / objectives.
HRP Components
i) Demand for human resources
ii) Supply of manpower
iii) Utilization of human resources cost effectively and efficiently.
5. Enumerate the origin of strategic management.
Strategic management as a concept started in the USA with strategic
planning to take care of environmental turbulence.
During 1930s and 1950s the focus was on market orientation, leading to
differentiated products.
By mid 1950-s new challenges came to the force as a result of
organizational rivalry for higher market share in the highly competitive market.
By 1980s and 1990s competition became more intense resulting in the
situation of survival of the fittest.
In the context of Indian economy, emergences of the world Trade
organization (WTO) as well as gradual opening of the economy in 1990s have
been the main contributory factors, resulting in fierce competition in the home
market.
Unit – II
Part – A
1. Write down any two methods of determining training
needs?
i) Observation Method and Analysis of Job Performance.
ii) Interviews, Personality attitude test.
2. Write down any two needs of training?
i) Fast changing Technology.
ii) Safety on the Job.
iii) Stability on Job.
 iv) Better use of resources.
3. Define training?
According to E.B. Flippo, “Training is the act of increasing the
knowledge and skills of an individual for doing a given job.
4. Mention any two objectives of training?
a) It aims to improve the skills for existing as well as future job
assignments.
b) Trained employees are able to operate machines and equipments
effectively without break down.
5. Write down the indicators of training?
a) Poor (or) inadequate performance.
b) Accident rate growing up.
c) Poor handling of machines.
6. Write down the different role of trainer?
a) Head of training department.
b) A lead trainer on a training course.
c) Act as a facilitator.
7. Write down the different methods of on the job training?
i) Apprenticeship Training.
ii) Job instruction Training.
iii) Coaching and under study.
8. Write down the different methods of off-the job training?
i) Classroom lecture, Seminar and conferences.
ii) Simulation exercise.
iii) Computer modeling.
9. Write down the objectives of management development
program?
The objectives in management development are to prepare the managers
to meet the future demands of managerial hierarchy. It is a future development
orient activity and is more concerned with education than training.
10. Write down the different methods of developing the
managers?
i) On the job coaching (or) Training.
ii) Off the job coaching (or) Training.
11. Define wage?
The wage is the payment made to the workers for placing their skill and
energy at the disposable of an employer.
(or)
Wage is the remuneration paid to the workers.
12. Write down the components of salary (or) wages?
i) Basic wage.
ii) Dearness allowance.
13. What is Fring benefit?
It is also known as an indirect benefit. This is a non-wage benefit
offered to staff (or) employees in an organization. It constitutes a major part of
the wage and the benefit is not merely fringe (or) peripheral. Some defined
frings benefit as a wage cost not directly linked to employee’s productive effect,
sacrifice, service and performance.
14. Write down any two objectives of wages and salary
schemes?
i) It should be such as to attract talents and help the promotion of
productivity.
ii) To establish fairness and equity in wage structure for all employees.
15. Mention the different criterion helps for deciding
minimum wages?
i) The needs of workers.
ii) The capacity of the employers to pay.
iii) The wage payable for identical jobs, elsewhere in the state (or) country
as per the standard of living of the people.
16. Write down the aims (or) objectives of labour welfare
activities?
i) Elimination of risk hazards and insecurity, not merely for the individual
worker but also for his dependent.
ii) The provision of workers personal safety.
17. Write down the different types of welfare measures?
a) Non-statuatory welfare measures.
b) Statuatory Welfare measures.
18. What is performance appraisal?
 It is a merit rating. It helps to evaluate the strength and weakness of the
employees.
19. What is balance score card?
The balance score card is a strategic planning and management system
that is used extensively in business and industry, government and non-profit
organizations.
20. What is employee resourcing?
Employee resourcing is a process of acquisition and utilizaiton of human
resources. It involves a number of specialized activities namely human resource
planning, recruitment as well as selection.

Part – B
1. Explain the tools used I career development process.
Self assessment tools, individual counseling information services,
Employee assessment programs, Employee developmental program, career
programs for special groups.
2. Explain the different techniques used in training.
On-the job training.
i) Apprenticeship training.
ii) job instruction training
iii) coaching, under study
Off-the job training
i) class room lectures
ii) Simulation exercises
iii) computer modeling
3. Explain – performance appraisal
Performance appraisal is said to be merit rating. It helps to identify the
employee’s strength and weakness. It helps to fix the wages, promotion
compensation etc.
Objectives of performance appraisal Importance of performance
appraisal.
4. Explain the management development methods.
On-job coaching
Under study
 Job rotation
Committee assignments
Off job
Transactional analysis
Growth laboratories
Self development
5. Explain the different methods used in evaluating employee performance.
Rank method,
Check list method
360 degree appraisal system

Part – C
1. Explain the various steps in balance score card.
Step : 1  Score card building process starts with an assessment of the
organization’s mission and vision.
Step : 2  Elements of the organization’s strategy, including strategic
results, strategic themes and perspectives are developed by workshop participants.
Step : 3  Step 1 & 2 are decomposed into strategic objectives.
Step : 4  The causes and effect linkages between the enterprise – wide
strategic objectives are formalized in an enterprise – side strategy map.
Step : 5  Performance measures are developed for each of the enterprise –
wide strategic objectives.
Step : 6  Strategic initiatives are developed that support the strategic
objectives.
Step : 7  Implementation process begins.
Step : 8  The enterprise – level score card is cascaded down into business
and support unit scores card.
Step : 9  Evaluation of the completed scorecard is done.
2. Illustrate the wages and salary structure in India.
A salary / wage structure is a series of wage rates / grades which obtain in
an organization for compensating labour. According to prof. Dunlop, a wage
structure is he complex of rates within forms differentiated by occupation and
employees and the complex of inter – firm rate structure.
Wage rate structure may be divided into three components.
 Basic wage  It is the base rate in the respective grade / scale of the wage
structure.
Dearness allowance  is the part of the negotiated wage / pay agreement in
an organization.
Allowances and Fringe benefits  It is another form of compensation to a
wage earner, which are negotiated as part of the wage revision in the collective
bargaining process.
3. Explain Industrial relation
Industrial relation means the relationship between employees and
employees in organization objectives of Industrial Relation
i) To safeguard the interests of workers and management.
ii) To raise maximum productivity, Factors influencing industrial relation.
Industrial factor, political factor government factor, economic factor.
4. What is the role of an individual and organization in the career development?
Individual career development  Career progress and development is
largely the outcome of actions on the part of an individual. Hall, who views
careers as a life long learning process, believes that people must lean how to
learn and gain self-knowledge, and must become more adaptable.
Some of the important steps that could help an individual cross the
hurdles on the way ‘up’ may include:
a) Performance b) Exposure c) Wet working
d) Leveraging e) Loyalty to career f) Mentors and sponsors
Organizational career development.
The role includes coach, Appraiser, Adviser, Referral agent.
5. Illustrate the statutory and non statutory welfare programme.
Statutory welfare program  drinking water, facilities for sitting, First aid
appliances, Latrines & Urinals, Canteen facilities etc.
Non-welfare program  personal health care, flexi-time employee
assistance programme, medi-claim Insurance scheme.
 Unit – III
Part – A
1. What is meant by the term culture?
Culture as a set of beliefs that govern behavior. In other words, each of
us has a set of cultural “Lenses” that influence how we see and interpret certain
behaviours.
2. Write down the objectives of international training.
The objectives of international training is to develop an understanding of
cultural differences and an ability to work with HCNs to facilitate management
knowledge and know-how transfer from home country and with the same
objective training for HCNs should be provided.
3. Write down different types of international training.
i) Pre-field training for expatriates
ii) Post-Arrival training for expatriates
iii) Training for HCW and TCWS.
4. Define outsourcing.
Outsourcing is defined as hiring another firm or service provider to
perform a business process.
5. Write down any four challenges in outsourcing.
i) Managing relationship ii) Managing process iii) Self Identity
iv) Vendor selection
6. Write down the characteristics of a multicultural organization.
Organisaitonal resources (Key jobs, Income, Perquisites, Access to
information, etc) are distributed equitably and are not determined or affected by
cultural characteristic such as race or sex.
7. What is a multicultural organisation?
Now a days the organisations have diverse work force that is, its
employees differ in race, sex and ethnic background. An organization that
operates effectively in utilizing its diverse work force can be described as a
multicultural organization.
8. Define competency
The employee’s capacity to meet a job’s requirements by producing the
job outputs at an expected level of quality within the constraints of the
organization’s internal and external environment.
9. Write down the different types of competency.
Intellectual competencies, motivational competences, emotional
competencies, social competences.
10. What is competency mapping?
Competency mapping is a process of identifying the key competencies
for an organization and / or a job and incorporating those competencies through
out the various processes (ie. Job evaluation, training, recruitment) of the
organization.
11. Write down the different steps in competency mapping.
Step 1 : To classify the competencies under the types of competencies.
Step 2 : To determine type of competency that is the most critical for an
organization.
Step 3 : To determine the critical competencies that are required for
superior performance at a given level in the organization.
12. What is Equity?
Equity is defined as the perceived fairness of what of the person does
compared with what the person receives with respect to the other person.
13. What is pay openness?
A growing number of organizations are opening up their pay systems to
some degree by informing employees of compensation policies, providing a
general description of the compensation system, and indicating where an
individual’s pay is within a pay grade. The crucial element in an open pay
system is that managers be able to explain satisfactorily the pay differences that
exist.
14. Write down the organization related out comes of competency based pay system.
i) Greater work flexibility.
ii) Increased work effectiveness.
iii) Increased worker output per hour.
15. Write down the employee related outcomes of competency based pay system.
i) Greater employee commitment.
ii) Increased employee satisfaction
iii) Increased employee motivation
16. What is the reason for participative leadership approach in UK or Brittan?
 The top British managers are not highly involved in the day-to-day
affairs of the business, they prefer to delegate authority and let much of the
decision making he handled by middle and lower level employees.

Part – B
1. Explain the different approaches in setting up an organization internationally.
Ethnocentric approach, Polycentric approach, Regiocentric Approach,
Geo centric approach.
2. Compare and contrast us and Japanese leadership style.
Dimension Japanese Approach U.S. approach
Employment Life time, Very less lay offs Short-term or contractual
layoffs are common
Evaluation Show and not very often even Fast, new entrants will, get
for the new entrant report even with in a
quarter.
Promotion Very slow Very fast

3. What are the effective ways of transforming an organization into a multicolor

organization.
i) Actively seeks to learn from his / her and other’s experiences and to
improve as a manager in a multicultural organization.
ii) Establishes a personal perspective on multicultural management,
viewing it as a challenge, an opportunity, and something to be mastered
rather than as a set of problems.

Part – C
1. Explain the different issues in international human resource management.
i) Cultural issues ii) Ethical issues iii) Industrial Relations issues
iv) Legal and issues v) Social issues vi) Economic issues
2. Discuss some models of cultural assessment
Model Factors Considered
Hofstede Power distance, individualism versus collectivism,
masculinity versus feminity.
Cameron and Quinn Six key dimensions of organizational culture.
Dominant characteristics, organizational leadership
management of employees, etc.
3. What are the components of pre-field training?
The pre-field training programme contribute to a smooth transition to
foreign post include cultural awareness training, culture shock prevention
training, pre visits, language instruction and assistance with day today waters.
4. What are the challenges of outsourcing?
i) Managing relationship ii) Managing process iii) Self Identity
iv) Vendor selection v) Change management
vi) Structuring of contract
5. Discuss the outcomes of competency based pay system.
The benefits of competency based pay system can be analyed under two
categories
i) Organisational Related out comes
a) Greater work flexibility
b) Increased work effectiveness
c) Fewer bottlenecks of work flow
ii) Employee Related out comes
a) Improved employee satisfaction
b) Increased employee motivation
Unit – IV
Part – A
1. What is Ethics?
Ethics is a set of moral principles that help differentiate between good
and bad or right and wrong.
2. Write down any four concepts of ethics.
Value, belief, morality and Ideology.
3. Define work ethics.
Work ethics refers to certain accepted norms of behaviour governing the
conduct of a group of people involved in a work situation for achieving certain
defined goals.
4. Write down four ‘p’s of work ethics.
Pay, Promotion, Prospect, Performance
5. Define business ethics.
 It is defined as rules of business conduct by which the rightness /
proprietary of the business operation / activities may be assessed or judged.
6. What is e-employee profile?
The e-employee work profile is the principle source of document for
evaluating and allocating the position to the appropriate role.
7. Write down any two advantages of web based selection.
i) Increased efficiency and productivity
ii) Quick process
iii) Cost saving
8. What is E-HRM?
E-HRM is a way of implementing HR strategies and practices in
organizations through a conscious and directed support of and / or with the full
use of web-technology – based channels.
9. Write down the goals of E-HRM?
i) Improving the strategic orientation of HRM.
ii) Cost reduction / efficiency gains.
iii) Client service improvement.
10. What are the popular E-Recruitment methods?
Job boards, Professional / career web sites, employer we sites.
11. What is E-learning?
E-learning refers to any program of Learning, training or education
where electronic devices, applications and processes are used for knowledge
creation, management and transfer.
12. What is E-Training?
Most companies start to think of online learning primarily as a more
efficient way to distribute learning inside the organization, working it available
“any time”, “any where” reducing direct costs (instructors, printed materials)
and indirect costs (trowel time, lodging and travel expenses).
13. What do you mean by E-laboratory?
It consists of lab exercises using multimedia (such as animations). These
exercises are intended to supplement lectures given at a workshop. The
solutions to lab exercises are provided in a separate file to encourage the student
to solve the problem.
14. What is E-library?
 The e-library option is a set of information and resources about the
topic. It is similar to a hypermedia path or to a recommended bibliography. In
this area it is also possible for the students to use special retrieval information
tools or search engine to navigable among the internet servers.
15. Write down any four advantages of E-training.
i) Cost advantage ii) Economicaliii) Best resource creation
iv) Greater variety of information.
16. What is E-performance management system?
It can be defined as the system which uses the web (internet and
intranet) to effectively evaluate the skills, knowledge and the performance of
the employees.
17. Write down any two advantages of E-compensation management.
i) Establish fair and competitive pay practices based on company size,
location and industry.
ii) Avoid over or under spending on compensation relative to
competitions.
18. What is HRIS?
HRIS may also be defined as interrelated components working together
to collect, process, store and disseminate information to support decision
making, co-ordination, control analysis and visualization of an organization’s
human resource management activities.
19. Write down the components of HRIS.
Data base, Data entry, Information retrieval, Human Resource
Information Center, Data quality and integrity.
20. Write down any two uses of web based performance Management System.
Accuracy of data, Easy to use, fast way to conduct the appraisal
procedure in organizations, Modification of competences, weights etc can be
made easily.

Part – B
1. What are the advantages of E-selection?
Advantages  Increased efficiency and productivity, Quick process,
many participants can be tested within a short period of time, standardized
testing and evaluation, cost saving.
2. What are the advantages and disadvantages of E-training?
Advantage  A complete solution, cost advantage, uniformity,
Economical Best resource creation, greater variety of information.
Disadvantage  Lack of human contract, differing styles, current
technology used is not affordable and the affordable ones are not highly
suitable.
3. Explain – Work ethics
Work ethics refers to certain accepted norms of behaviour governing the
conduct of a group of people involved in a work situation for achieving certain
defined goals.
At the basic level – work ethics relates to commitment and
accountability.
At organization level work ethics protecting the interest of the
organization.
4. What are the uses of E-performance management system?
i) Appraisers only need to give the appraisal ratings. They do not have to
calculate anything themselves as all the will be done automatically and
stored in the database.
ii) Any information from the data base can be retrieved anytime easily.
5. Explain – Business ethics.
Business ethics is defined as rules of business conduct by which the
rightness / prosperity of the business operations / activities may be assessed or
judged.
Objectives of business ethics, Needs of business ethics.

Pact – C
1. What are the components of E-employee profile?
Certification, Honor / Award, membership, Education, past work
experience, Assignment skills, Competency, Employee Assignment Rules,
Employee availability, Employee exception hours, Employee utilization,
Employee tools, Job information, sensitive job information, service details,
calendar, Calendar administration, Employee locator.
2. What are the components of E-training system?
 i) Data base  It contains lecture based notes, tutor, question bank and
student information, course materials as self explanatory materials using
animations, audio / video clips.
ii) Self Learning.
iii) Audio visual Equipments  the text book, video cassette recorder, video
teleconferencing.
3. What are the principles of E-learning?
E-learning can be defined as learning that involves the acquisition,
generation and transfer of Knowledge using information and communication
Technology.
E-learning predictions for content, service and technology market
segments lack comparability and reliability as no agreed scientific basis exists
for the definitions used.
4. Explain the characteristics of E-learning.
i) E-learning outcomes extend beyond learning to strategic outcomes.
ii) E-learning is much more than e-training for skill outcomes.
iii) E-learning involves information and communication technology.

Unit – V
Part – A
1. What do you mean by coaching?
Coaching as a mutual conversation between a manager and an employee
that follows a predictable process and leads to superior performance,
commitment to sustained improvement, and positive relationships.
2. Write down any two benefits of coaching:
i) Coaching improved performance, greater enthusiasm and greater job
satisfaction to the employees.
ii) Coaching improved communication, motivation, delegation, employee
empowerment, planning and monitoring skills.
3. What do you mean by counseling
Counseling is guiding, consoling, advising, and sharing and helping to
resolve their problems when ever the need arises.
4. What are the reasons for poor performance?
 The employee does not know how to perform the process correctly due
to lack of skills, knowledge or abilities.
5. What is said to be rephrasing?
Rephrasing is a technique where the coach will try to establish a rapport
with the client and make the client to correct his language.
6. What is articulating?
This skill is needed by a coach. It helps to clear the fuzziness of the
client and to make them to see a clear picture of the problem.
7. Why do we need employee counseling in an organization?
Counseling helps the employee to share and look at his problems from a
new perspective, help himself and to face and deal with the problems in a better
way.
8. Write down the hurdles of Counseling?
The biggest bottleneck in employee counseling at the work place is the
lack of trust on the employee’s part to believe in the organization or his superior
to share and understate his problems.
9. Write down any two benefits of counseling.
i) Helping the individual to understand and help himself.
ii) Helping in better decision making.
10. Write down any two characteristics of coaching.
i) It is essentially a non-directive form of development.
ii) It focuses on improving performance and developing individuals skills.
11. Write down any two needs of coaching.
i) To take care of employee problems.
ii) To improve employee skills.
12. Write down the various approaches used in coaching discussion.
i) Confronting or Presenting.
ii) Using reactions to develop information.
iii) Resolving or Resolution.
13. What is said to be endorsing?
Most employees who need are coaching suffer form low self-esteem
issues and the coach can make a real difference in their self-perception by
reminding them what they do well-or by pointing out that some of the skills that
they take for granted are actually rare and valuable.
14. Write down any four essential skills needed by a coach.
Rephrasing, Articulating, Reframing, Endorsing.
15. Write down any two roles of HR managers in employee counseling.
i) Identifying critical ability, skill and Knowledge deficiencies that
require further development.
ii) Obtaining understanding and agreement from the employee to
correct identified deficiencies.
16. What is empathy?
It is one’s ability to perceive others feelings and to demonstrate accurate
perception to the counselee.
17. What is warmth?
Warmth is also called “unconditional positive regard. It involves
accepting and caring about the client as a person, regardless of any evaluation of
her or his behaviors or thoughts.
18. Write down any two ways to improve the coaching process.
i) Experiential exercises through increased self awareness.
ii) Facilitated group discussion in team coaching to solidify concepts.

Part – B
1. What is the need of coaching in an organization?
i) To facilitate performance
ii) To manage multicultural differences
iii) To take care of employee problems
iv) To improve employee skills
v) To motivate employees
vi) To help employee cope with changes.
2. Explain the benefits of coaching.
Achievement
Fulfillment
Joy.

3. What are the effective ways to improve employee coaching process?

Science based coaching via extensive research studies, Helping through e-
learning and CD-Room study.

4. Explain self management skills.

Being organized, Questioning Listening, Building relationship.
5. Explain the ingredients of counseling.
Performance counseling, Personal and family well being, other problems.
PART- C
1. Illustrate the skills for effective coaching.
Listening, Rephrasing, Articulating, Reframing, Endorsing, Classifying,
Contextualizing, Interpreting, Confidential, Conflict handling

2. How can the effectiveness of employee coaching process be checked?

Depending on strategy, Depending on interpersonal skill, cost effectives,
creation of a pool of future coaches, Retention of staff.

3. Explain the role of HR managers in employee counseling.

Identifying critical ability, skill and knowledge deficiency, measuring
performance improvement outcomes on a short and long-range basis.

4. What is self-management and explain its characteristics.

Learning and practicing skills necessary to carry on an active and
emotionally satisfying life in the face of a chronic condition.
Characteristics → Self-management provides a unique viewpoint for
understanding employee behavior.

5. Explain the four branch model of Emotional intelligence.

Perceiving Emotion, Using Emotion to facilitate thought, Understanding
Emotion, Management Emotion.