Define acquisition function in HRM?

This function is concerned with hiring competent workforce in the company. In

simple words, it is related with posting quality employee at different jobs in the
organization.It makes availability of right person in right number at right time at
right job
Various tasks of the company come under these functions.

● Examining employment needs

● Forecasting demand and supply of employee
● Job analysis
● Job design
Difference between recruitment and selection?

State the approaches for assessing the training needs?

Training needs survey
Competence analysis
Performance Appraisal approach
Task analysis approach
Feedback approach
Management approach
What is 360 degree appraisal system?
A 360 degree appraisal is a type of employee performance review in which
subordinates, co-workers, customers and managers all anonymously rate the
employee. In other words, it is an appraisal or performance assessment tool that
incorporates feedback from all who observe and are affected by the performance
of a candidate.

Point types of employment benefit plans?

Pay for the time not worked
Supplement pay benefits [Paid for maternity leave, family leave, mourning leave
etc.]
Unemployment insurance
Vacation or holidays
Sick leave

Insurance Benefits
Workers’ Compensation [ compensation for worker’s family upon any accident or
death in workplace]
Hospitalization, medical & disability insurance
Long Term Care [Home care, recreation, socialization to old age employees]

Retirement benefits
Social Security
Pensions Plans

Employee Service Benefits [Tools & Services, Counselling, child care,

subsidized cafeteria, educational
subsidies, subsidized loans etc.]

State sexual harassment at work with examples?

Sexual harassment at work refers to both unwelcome sexual advances, or other
visual, verbal, or physical conduct of a sexual nature and actions that create an
intimidating, hostile, or offensive work environment based on an employee’s sex.
for example, unwanted kissing, touching of breasts or genitals, butt slapping,
What are the disciplinary actions taken in organizations(Process/Steps of
managing discipline)?
Workplace disciplinary action is a response to some form of misbehavior or rule-
breaking at work.
a. Oral warning:
b. Written warning
c. Suspension:
d. Demotion:
e. Pay cut:
f. Dismissal

Write types of employment tests?

● Job knowledge tests.
● Integrity tests.
● Cognitive ability tests.
● Personality tests.
● Emotional intelligence tests.
● Skills assessment tests.
● Physical ability tests.

Write various causes of grievances at work in organization?

a. Unclear Job Contracts between management and labour

b. Violation of labour contract by management

C. Unfair Treatment of employees by management or supervisor

d. Personality trait

e. Poor Working conditions

f. Economic Aspects [Pay & Benefits]

g. Improper Workgroups

How important are health and safety issues for employees in an organization?

Health and Safety is important because it protects the well being of

employers, visitors and customers. Looking after Health and Safety makes
good business sense. Workplaces which neglect health and safety risk
prosecution, may lose staff, and may increase costs and reduce profitability.
Outline four function of HRM?

Acquisition -Human resource planning -Job analysis -Recruitment -Selection

-Socialization

Development -Analyzing development needs -Employee training -Management

development -Career development

Utilization -Motivation -Performance appraisal -Compensation management

Maintenance - Employee relation - Labor relations - Employee welfare

Difference between job enlargement and job enrichment?

Difference between employee training and management development?

Training is the process of teaching employees the basic skills they need to
perform their jobs. Training is present-day oriented.

Management development refers to teaching managers and professionals to

increase knowledge, skills, attitude, needed for future jobs.
Development is future day oriented.

What is collective bargaining?

Collective bargaining is the negotiation process that takes place between an

employer and a group of employees when certain issues arise. The employees
rely on a union member to represent them during the bargaining process, and the
negotiations often relate to regulating such issues as working conditions,
employee safety, training, wages, and layoffs.

Explain about workplace violence?

Workplace violence is any act or threat of physical violence, harassment,

intimidation, or other threatening disruptive behavior that occurs at the work site.
It ranges from threats and verbal abuse to physical assaults and even homicide.
It can affect and involve employees, clients, customers and visitors.

What is a polygraph test?

Polygraph testing involves the use of an instrument which detects and

measures some of the physiological changes that take place in the human body
when a person lies.

Generally, employers are permitted by their employment contracts to use the

polygraph to investigate specific incidents.

What is piece rate compensation plan?

A piece-rate pay compensation plans means that the worker is paid per unit of
creation. Whether the "unit of creation" is a clay pot or a piece of writing, a
person is paid by individual output, no matter how long it takes.

Write main objective of performance appraisal?

✓ Define Performance Criteria against which performance will be measured

✓ Provide Reward and Recognition

✓ Develop & Motivate Employees

✓ Measure and Review Potential of Employees

✓ Aligning the performance in the organizational level

✓ Implement the performance based culture in organization

Concept of Human Resources Management

Human resources management (HRM) is concerned with the “people” dimension

in management. It deals with the totality of the manpower management function.
HRM may be defined as an art of processing, developing and maintaining a
competent workforce to achieve the goals of an organization in an effective and
efficient manner.

In other words, HRM can be defined as a process, concerned with the

management of human energies and competencies to ensure a competent and
committed workforce to achieve organizational goals in a changing environment.

Human Resource Planning

Human Resource Planning (HRP) is a process of determining and ensuring the

right number of people, in right place at right time, capable of executing the
assigned task in effective and efficient manner in an organization. It deals with:

● Demand and supply of people

● Cost effectiveness
● Development and Training
● Setting Standards

In other words, HRP is the process of analyzing, anticipating the HR requirement

and fulfilling them in accordance with business strategy.

Job Design

Job design is the process of identifying the content of the job and determining the
method of doing it. In other words, designing a job means improving the
conditions of employees‟ participation in the work.

From the above definition, it is clear that job design is not just determining the
contents and methods, but to make job motivating, interesting and challenging
enough so that individuals ability and the degree of their participation will be
increased.

Job Analysis
Job Analysis can be defined as a structured, multi-method approach aimed at
defining the skills, knowledge and personal attributes necessary for effective
performance. It is the systematic process of discovery of the nature of a job by
dividing it into small units. The final outcome of job analysis is the preparation of
job description and job specification.

Thus, job analysis is just an accurate recording of the activities ,where

information are gathered to define the specific job attributes .It produces
information used for writing job description( a list of what the job necessities ) and
job specification (what kind of people to hire for the job).

Purpose of Job Analysis (Uses of Job Analysis Information)

Following are the purposes of Job Analysis:
a. Job Description: Job analysis is used in developing job descriptions. A job
description is a written statement of what the job holder does, how it is done and
how the job is done .It accurately portrays job contents, environment and
conditions of employment. In other words, job description is a list of job duties,
responsibilities, reporting relationship, working conditions and supervisory
responsibilities. A common format of job description includes:
I. Job title
Ii. Level of the job
Iii. Job location
Iv. Duties and Responsibilities
V. Authority and Accountabilities.

b. Job Specification: Job Analysis is used in developing job specifications. A job

Specification states the minimum acceptable qualification that the incumbents
must have to perform the job successfully. It defines the knowledge, skills, and
abilities needed to do the job effectively. The important information includes in
job specification are:
a. Education and training
b. Experience
c. Physical Health
d. Skills
e. Maturity
c. Job Evaluation: Job Analysis information is crucial (essential) for estimating
the value of each job and its appropriate compensation. If an organization is to
have an equitable compensation program, job that has similar demand in terms
of skills, education, and other personal characteristics should be placed in
common compensation groups. Thus, job evaluation contributes toward the end
by specifying the relative value of each job in the organization.

d. Recruitment and Selection: Job Analysis provides information about what the
job entails and what human characteristics are required to perform these
activities. This information in the form of job description and job specification,
helps management decide what sort of people to recruit and hire.

e. Performance Appraisal: A performance appraisal compares each employee‟s

actual performance with his/her performance standards. Managers use job
analysis to determine the job‟s specific activities and performance standards.

f. Training and Development: Job Analysis identifies and suggests individual

abilities required for a job. Therefore training and development needs can be
ascertained by job analysis.
g. Human Resource Planning:

Recruitment
Recruitment is the process of creating a pool of potential employees in an
organization to fulfill the human needs. It aims to attract a high performing
workforce in the organization. It is a positive function persuading people to apply
for work.
Thus, recruitment is a linking activity that brings together those with job to fill and
those seeking job. In addition, it aims to attract the qualified and not attract the
unqualified.
The need of recruitment in any organization is because of two reasons:
a. Mobility of Human resources: It is due to transfer, promotion, retirement,
resignation, dismissal, disability and death of employees.
b. Growth of business: It is due to expansion, diversification, acquisition, growth,
job redesign and technology up gradation.

Selection
Selection is the process of choosing the best suitable candidates from each pool
of prospective employees for a vacant post. In other words, selection is the
process of gathering information about job applicants in order to determine who
should be hired and who should be rejected.
Thus, selection is the process of carefully scrutinizing the information supplied by
the prospective employees and identifying the best possible candidates for the
current or future organizational undertakings.
Training
Training is the process of providing the ideas, knowledge and methodology to the
staff to fit-in in the job requirements. In other words, training is a learning
experience, which relatively change an individual behavior that will improve
his/her ability to perform on the job.
Thus, training is a technique to upgrade employees‟ skills and knowledge to work
in a changed work process and position and to fit-in in it.

Management Development
Management development is any attempt to improve managerial performance by
imparting knowledge, changing attitude or increasing skills. In other words, it is a
systematic process which prepares managers to handle present and future
responsibilities.
Thus, management development is the process of enhancing one‟s ability to
overcome the environmental managerial challenges that is encountered by an
organizational setting.

Performance appraisal
Performance appraisal is the process of evaluating an individual‟s effort on a job,
and taking corrective measures if any deviation is found between actual and
standard performance required for a job.
Thus, performance appraisal is the process of systematically evaluating
performance of an individual with a view to meet prior objectives of a job.

Employee Discipline
Discipline is a systematic method of obtaining obedience from others. In other
words, discipline is a condition which allows the employee to show the specific
behavior in an organization.
Thus, discipline is an enforcing compliance to control the behavior of employees
in an organization.

Type of disciplinary problems:

There are different types of disciplinary problems:
1. Attendance related problems :
● i.Arriving late for work.
● ii.Absenteeism
● iii.Leaving work without permission.
2. Job-behavior related problem:
I. Refuse to obey orders (insubordination)
Ii. Defective work.
Iii. No-reporting of accidents
Iv. Drunk on job.
V. Destruction of property.
Vi. Fighting on job.

3. Dishonesty related problems:

I. Stealing of organization property.
Ii. Falsification of information.
Iii. Hiding defective works.
Iv. Creating terror in organizational environment.
4. Outside activities related problems:
I. Working for another competing organization.
Ii. Humiliate organization by giving embarrassing speeches outside.
Iii. Involve in other criminal activities outside the organization.