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HRM Notes
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Resource HR… Methodology
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KD The Human HRM Notes Research Recruitment & CH 02 HRM Assignment HRM Handsout
Resource HR… Methodology Selection… .docx Compiled
HUMAN RESOURCE MANAGEMENT
ANSWERS TO UNIVERSITY
QUESTION PAPERS
(1998, 1999, 2000, 2001, 2002)

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INDEX
HUMAN RESOURCE MANAGEMENT ( H R M )......................................................3

STRATEGIC HUMAN RESOURCE MANAGEMENT: -............................................8 
HUMAN RESOURCE DEVELOPMENT......................................................................9
TEAM EFFECTIVENESS.............................................................................................10
HUMAN RESOURCE PLANNING ( H R P )..............................................................13

JOB ANALSIS ..............................................................................................................19
JOB DESCRIPTION!!!!!!!!!!!!!!!!!!!!!!!!!..."3
JOB SPECIFICATION................................................................................................... "#
JOB EVALUATION........................................................................................................"$
JOB DESIGN..................................................................................................................."%
DESIGNING JOBS & MOTIVATING JOBS................................................................30
JOB SATISFACTION.....................................................................................................31
'OR SAMPLING........................................................................................................3"
RECRUITMENT  SELECTION................................................................................ 3#
TRAINING  DEVELOPMENT..................................................................................38
INDUCTION  ORIENATION.....................................................................................#3
CHANGE MANAGEMENT...........................................................................................#$
PERFORMANCE APPRAISALS..................................................................................$1
INCENTIVES BASED COMPENSATION..................................................................$%
HUMAN RESOURCE AUDIT.......................................................................................$8
MOTIVATION THEORIES........................................................................................... *0
MORALE.........................................................................................................................*"
PERSONNEL POLICIES...............................................................................................*3
'ORERS+ PARTICIPATION IN MANAGEMENT................................................*#
UNIONS............................................................................................................................*$
ORGANI,ATIONAL DO'NSI,ING..........................................................................*%
MEANING OF ORGANI,ATION STRUCTURE.......................................................*8

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Related titles HUMAN RESOURCE MANAGEMENT ( H R M )
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D ef i n i t i o n 1  Integration
“HRM is a series of integrated decisions that form the employment relationships; their
!ality contri"!tes to the a"ility of the organi#ations and the employees to achie$e their
o"%ecti$es&'

D ef i n i t i o n 2  Influencing
“HRM is concerned ith the people dimensions in management& ince e$ery organi#ation is
KD The Human
made !p of people,HRM Notes
ac!iring Research
their ser$ices,Recruitment &
de$eloping CH 02 s*ills, moti$ating
their HRM Assignment
them HRM
to Handsout
Resource HR… Methodology
higher le$els of performance and ens!ring thatSelection… .docx
they contin!e to maintain their Compiled
commitment
to the organi#ation are essential to achie$ing organi#ational o"%ecti$es& +his is tr!e,
regardless of the type of the organi#ation  go$ernment, "!siness, ed!cation, health,
recreational, or social action&'
D ef i n i t i o n !  Ap plica bil ity

“HRM planning, organi#ing, directing and controlling of the proc!rement, de$elopment,
compensation, integration, maintenance and separation of h!man reso!rces to the end that
indi$id!al, organi#ational and social o"%ecti$es are accomplished&'
MEANING O" HRM# $
HRM is management f!nction that helps managers to recr!it, select, train and de$elop
mem"ers for an organi#ation& -"$io!sly HRM is concerned ith the people.s dimensions in
organi#ations& HRM refers to set of programs, f!nctions, and acti$ities designed and carried
o!t
C o % e e& e'en t  o f H RM
• P eo  & e# -rgani#ations mean people& /t is the people ho staff and manage
organi#ations&
• M * n * + e'en t # HRM in$ol$es application of management f!nctions and principles for
ac!isitioning, de$eloping, maintaining and rem!nerating employees in organi#ations&
• In t e+ % * t i o n , C o n  i  t en - .# ecisions regarding people m!st "e integrated and
consistent&
• In f & / en - e# ecisions m!st infl!ence the effecti$eness of organi#ation res!lting into
"etterment of ser$ices to c!stomers in the form of high !ality prod!cts s!pplied at
reasona"le cost&
• A   & i - * 0 i & i t .# HRM principles are applica"le to "!siness as ell as non"!siness
organi#ations too, s!ch as ed!cation, health, recreation and the li*e&
OECTIVES O" HRM# $
1. S o - i et * & O 0 3 e- t i 4e # +o "e ethically and socially responsi"le to the needs and
challenges of the society hile minimi#ing the negati$e impact of s!ch demands !pon the
organi#ation&
2. O % + * n i 5* ti o n * & O 0 3 e- t i4e # +o recogni#e the role of HRM in "ringing a"o!t
organi#ational effecti$eness& HRM is only means to achie$e to assist the organi#ation ith
its primary o"%ecti$es&
3. "/ n - t i o n * & O 0 3 e- t i4e # +o maintain department.s contri"!tion and le$el of
ser$ices at a le$el appropriate to the organi#ation.s needs&
4. P e%  o n * & O 0 3 e- t i 4e # +o assist employees in achie$ing their personal goals, at
least in so far as these goals enhance the indi$id!al.s contri"!tion to the organi#ation& +his
is necessary to maintain employee performance and satisfaction for the p!rpose of
maintaining, retaining and moti$ating the employees in the organi#ation&

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SCOPE O" HRM# $
rom Ent%. to the E6it of an employee in the organi#ation
cope of HRM can "e descri"ed "ased on the folloing acti$ities of HRM& 3ased on these 
acti$ities e can s!mmari#e the scope of HRM into 4 different categories as mentioned
"elo after the acti$ities& 5ets chec* o!t "oth of them&
Resource
HRM HR…
A-ti4itie  Methodology Selection… .docx Compiled
1& HR 6lanning
2& 7o" nalysis
& 7o" esign
:& Recr!itment  election
<& -rientation  6lacement
=& +raining  e$elopment
4& 6erformance ppraisals
8& 7o" >$al!ation
9& >mployee and >?ec!ti$e Rem!neration
10& Moti$ation
11& @omm!nication
12& Aelfare
1& afety  Health
1:& /nd!strial Relations You're Reading a Preview
7 C*te+o%ie of S-oeUploadof HRMyour documents to download.
1& /ntrod!ction to HRM
2& >mployee Hiring OR
& >mployee and >?ec!ti$e Rem!neration
:& >mployee Moti$ation Become a Scribd member for full access. Your
<& >mployee Maintenance first 30 days are free.
=& /nd!strial Relations
4& 6rospects of HRM
Continue for Free
RO8E O" HRM
1& A94io%. Ro&e# HRM ad$ises management on the sol!tions to any pro"lems affecting
people, personnel policies and proced!res&
a& Pe%onne& Po&i-ie# -rgani#ation tr!ct!re, ocial Responsi"ility, >mployment
+erms  @onditions, @ompensation, @areer  6romotion, +raining  e$elopment and
/nd!strial Relations&
"& Pe%onne& P%o-e9/%e# Relating to manpoer planning proced!res, recr!itment
and selection proced!res, and employment proced!res, training proced!res, management
de$elopment proced!res, performance appraisal proced!res, compensation proced!res,
ind!strial relations proced!res and health and safety proced!res&
2& "/n-tion*& Ro&e# +he personnel f!nction interprets and helps to comm!nicate
personnel policies& /t pro$ides g!idance to managers, hich ill ens!re that agreed policies
are implemented&
& Se%4i-e Ro&e# 6ersonnel f!nction pro$ides ser$ices that need to "e carried o!t "y f!ll
time specialists& +hese ser$ices constit!te the main acti$ities carried o!t "y personnel
departments and in$ol$e the implementation of the policies and proced!res descri"ed
a"o$e&

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HUMAN RESOURCE MANAGEMENT

(1998, 1999, 2000, 2001, 2002)

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HUMAN RESOURCE MANAGEMENT ( H R M )......................................................3

HUMAN RESOURCE PLANNING ( H R P )..............................................................13

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Related titles HUMAN RESOURCE MANAGEMENT ( H R M )

D ef i n i t i o n !  Ap plica bil ity

MEANING O" HRM# $

OECTIVES O" HRM# $

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