Programme:- BBA

Semester:- 2
Name:- JAIN HARDIK MAYUR
Roll Number:- 2114501175
Course Name and Code:- Human Resource Management
(DBB1203)
University Mail ID:- jain.2114501175@mujonline.edu.in
 Set 1
Q. 1 Discuss the concept of Human Resource Management. Detailed its objective and scope.
Answer→ Human Resource management can be referred as the process of recruiting and
mobilizing human resources in such a way that they contribute to achieving the goals of the
organization. According to Decenzo and Robbins, “Human Resource Management is concerned
with the people dimension in management. Since every organization is made up of people,
acquiring their services, developing their skills motivating them to higher levels of performance
and ensuring that they continue to maintain their commitment to the organization are essential to
achieving organizational objectives. This is true, regardless of the type of organization –
government, business, education, health, recreation, or social action”.
The objectives of HRM are expanding day-by-day, some of the important objectives are as follows:
1. To help the organization in achieving its goals effectively and efficiently by providing
competent and motivated employees.
2. To utilize the skills and abilities of the available human resources effectively.
3. To train and motivate the employees.
4. To increase the employee’s job satisfaction and self actualization to the fullest.
5. To develop and maintain the Quality of Work Life (QWL) which makes the employment
in the organization, a desirable personal and social situation.
6. To establish and maintain good relations between employees and the management.
7. To maintain the organizational policies and behaviour.
8. To communicate those policies with the employees of the organization
9. To achieve the individual / group goals along with the organizational goals.
So those are some of the objectives of the Human Resource Management which we need to be
understand.
The scope of the HRM is indeed, very vast and wide. It includes all activities starting from
manpower planning till employee leaves the organization. The scope of the HRM consist of
acquisition, development, maintenance and control of human resources in the organization.
The National Institute for personnel management, Calcutta has describe the scope of the HRM into
three broad aspects which are as follows:
1. Personnel aspect:- Personnel aspect means things related to the particular employee. It is
concerned with manpower planning, recruitment, selection, placement, promotion, training
and development, transfer, lay off and retrenchment, productivity, incentives,
remuneration, etc.
2. Welfare aspect:- Welfare aspect means things related to the organization which affect
employees. It deals with the working conditions, and other amenities such as canteens, rest
and lunch rooms, housing, medical, transport, education, health and safety, creech,
assistance, recreation facilities, etc.
3. Industrial relation aspect:- Industrial relation aspect covers the union management
relations, joint consultations, collective bargaining, settlement of disputes, grievances and
disciplinary approach, etc.
Q. 2 Write a detailed note on the concept of Human Resource Planning along with importance of
the concept.
Answer→

The Human Resource Planning process describes how management determines how to move the
organization from its current manpower position to its desired manpower position. By planning,
management aims to improve both the organization and the individual’s long term success, by
putting in place the right actions at the right time. It is a process to ensure that you have the right
people with right skillset in your group/team thereby building a strong workforce capability in
your organization. According to Coleman, “ Human Resource Planning is the process of
determining manpower requirements of an organization and the means for meeting those
requirements in order to carry out the integrated plan of the organization”.
HRP is one of the most important aspect of the HRM because planning is utmost important in
every situation. The importance of HRP are as follows:
1. It makes a careful and accurate assessment of future human resource needs:- After doing
HRP, the organization will come to know about the future needs of human resources. If
there is requirement of employees in future then organization will hire them, otherwise
they won’t hire anyone.
2. It is a part of strategic planning:- Today’s business world runs with strategy. Every
organization plans their strategy, but quality human resources are required to achieve those
targets and goals of the organization. So it is important to have good human resources.
3. Creating highly talented personnel:- Today organization requires skilled, talented and
versatile workers. IT companies like TCS and Infosys has not any unskilled worker. But
the skilled workers change jobs very quickly, so there is shortage of those workers. Hence
 proper HRP should be done to retain the skilled workers. Also HRP helps in identifying
training needs for employees and creating highly talented personnel.
4. Succession Planning:- Succession planning is very important in HRP. It is necessary to
have a plan of human resources. So when a particular Officer/manager retires, then the
other trained employee should get that position and so the work of organization won’t stop
due to the retirement. This planning should be done before and training to the upcoming
officers or managers should be given in advance.
5. Foundation for personnel functions:- HRP includes all the functions of human resources
such as recruitment, selection, training, transfer, promotion, development, etc. The
information given by HRP is works as base for implementing such functions.
6. Increasing cost of human resources:- In today’s world manpower plays very important role.
The cost of human resources is also increasing day-by-day. Heavy investment requires for
training and development of the human resources. So its important to use human resources
effectively.
7. International strategies:- People from foreign countries are now working in our
organizations because of globalization. So it is important to understand their culture, their
different languages, etc. to make strategies related to HRP.
8. Emergence of challenging personnel:- Its important for HRP to create strategies for today’s
personnel because they have self-evaluation, dedication and loyalty. Its hard for the
organization to move their employees according to them.
9. Uncertainties and changes:- A proper human resource planning can overcome maximum
uncertainty and changes and also it facilitates the organization in having right people at
right place and on right time.
10. Redundant employees:- Today, the world is changing day-by-day so employees also needs
to change their skills rapidly. Some employees are unable to change their skills with
changing time so they getting redundant. It’s not good to remove the redundant employees
from job. So HRP should find out those redundancies and provide an alternative to the
employees.
Q. 3 Discuss the concept of Recruitment in detail. Also, to explain the process of Recruitment,
include suitable examples to support your answer.
Answer→

Recruitment is the process of finding and hiring qualified employees to fill the open positions in
the company. Recruitment is often conducted by a recruiter, human resource department, hiring
manager or department manager. It is an initial phase of the employment process. It is the process
of bringing together those who are offering jobs and those who wants the job. After estimating the
need and requirement of the human resources in an organization, the HR manager proceeds with
the identification of sources of HR, which is termed as recruitment. A recruitment strategy starts
with clearly understanding your company’s values in order to best define and understand the
employee behavior you and your company want to attract. According to William B. Werther and
Keith Davis, “Recruitment is a discovering of potential applicants for actual or anticipated
organizational vacancies. Or from another perspective, it can be looked at the linking activity
bringing together those with jobs and those seeking jobs”.
The process of recruitment includes the following points:
1. Recruitment Planning:- It is the first step of the recruitment process, where the positions
which are vacant are described and analyzed. It includes Job analysis, job description, job
specification and also its nature, experience, qualifications and skills required for the
particular job. A structured recruitment plan is necessary to attract the potential candidates
from all the people.
For ex- ABC company is hiring a marketing manager for their company. So, it will include
their job specification like “what is the nature of the job?, how many years of working
experience in marketing field he requires to do the job?, what qualifications are required
 for that position? and what skills he requires to do the task?” This are some of the job
specifications which are decided by the company in recruitment planning process.
2. Recruitment Strategy:- It is the second step in the recruitment process after planning, where
a strategy is prepared for hiring the resources. After completing the planning process and
the preparations of job description and job specification, the next step is to decide which
strategy to adopt for recruiting the potential candidates for the organization.
3. Recruitment Sourcing:- It is the next step of recruitment where the resources are sourced
according to the job requirement. After the recruitment strategy is done, the searching of
candidates will be start.
It is generally of two types viz.
A. Internal sources:- It means hiring employees from the organization itself trough
transfers, promotions, etc.
For ex- If there is vacancy as marketing manager in the ABC company, then the
company can give promotion to their existing employee and give the position of
marketing manager to him.
B. External sources:- It means hiring employees from outside through direct
recruitment, advertisements, etc.
For ex- If there is vacancy in ABC company as a marketing manager and they don’t
want to give that position to their existing employee, then they can hire employees
from outside through advertisement, employment agencies, etc.
4. Attracting the applicants:- This is one of the most hardest but also excited part of this
process. Every employee wants high performing candidates and it is hard to attract them
because the employer of those employees retain those people. So there should be proper
schemes and methods to attract the potential candidates.
For ex- The ABC company needs an marketing manager and they found Raj Gore. He is
very good performing candidate but working in XYZ company, so now ABC will do
advertisement and will try to attract Raj by high salary, higher position, etc.
5. Feedback:- Its important to collect the feedback about the recruitment process. So, if there
is some mistake done by the organization, then they will try to not do it further.
 Set 2
Q. 4 Explain the term Training? Discuss the various method for on the job training.
Answer→ Training refers as teaching some specific skills and behaviour to employees for their
effective performance in the organization. Training is the process by which the employees are
taught skills and knowledge to carry out their responsibilities effectively. According to Mathis and
Jackson, “Training is a learning process whereby people learn skills, concept, attitudes and
knowledge to aid in the achievement of goals. For ex- Amazon runs various training programs
under the amazon technical academy to prepare nontechnical employees to move into software
engineering careers.
Now, On the Job training means training which is provided at the actual workplace. It is the most
commonly used method for job training. Some ‘on the job’ training methods are as follows:
1. Job Instruction Training:- This training method is used to teach the workers that how to do
their current job. It includes four instructional steps which are as follows-
❖ Demonstration-: The trainer demonstrates the right way to do the job.
❖ Overview-: Teach the trainee about the purpose and outcomes of the job.
❖ Performance-: The trainee is asked to copy the trainer and perform the task.
❖ Follow up-: Here, the trainer checks the trainee’s performance to see whether he/she
is able to do the job.
2. Coaching:- Coaching is also referred as an informal, unplanned training provided by the
superiors or peers to an employee. This methods involves daily feedback and training of
employees by their supervisors. The supervisors trains the employees by explaining him
the right methods of doing things, explaining the do’s and don’ts of the job, offering
suggestions to them, etc.
3. Mentoring:- Mentoring is a form of coaching used by experienced executives to groom the
junior employees. This method is done for top positions. Technical, interpersonal and
political skills are conveyed by a senior manager to help its juniors for attaining
psychological maturity and get integrated with the organization.
4. Job Rotation:- Job rotation means movement of employees from one job to another job
within the organization. Its main reason is to provide employees with a larger organization
perspective and better understanding of other functional areas. Job rotation also helps in
reducing the boredom of employees and providing flexibility in the organization.
5. Apprenticeship Training:- In this method of training, the apprentices means the trainees
spend their time working with an experienced coach or trainer. It requires high level of
participation from the trainee. Carpenters, Electricians, plumbers, etc. are examples of
apprenticeship training. Also summer camps and internships are part of it.
6. Committee assignments:- In this method, there are group of trainees which have asked to
solve an actual organizational problem. The trainees have to work hard and try to find a
solution on the problem. It gives an experience of working in a team. This is a very useful
and important method and the organization should handle this method well.
Q. 5 Discuss the concept of performance appraisal while having light on the process of
performance appraisal.
Answer→ A systematic and periodic process of measuring an individual’s work performance
against the established requirements of the job is called as Performance appraisal. It is a subjective
evaluation of the employee’s strengths and weaknesses, relative worth to the organization, and
future development potential. According to Beach, “Performance appraisal evaluates
systematically performance of individual with regard to his/her performance on the job and his
potential for development”.
The steps by step process of performance appraisal is as follows:
1. Establish Performance Standards:- The first and the foremost step in performance appraisal
process is to establish the performance standards against which an employee’s performance
is measured. Company sets the standards according to the skills and competencies they
required for a particular position. The performance standards should be clear, on to the
point and easy to understand.
2. Communicate the Standards:- After establishing the performance standards, the next step
is to communicate those standards with employees. It gives a clear picture to the employees
that what the company expects from them and ensures that the company and its workforce
are performing according to the standards given and working towards the same goal. It’s a
two way communication process so the manager must consider the views, feedbacks or
questions of employees and try to adjust it, if it is necessary.
3. Measuring/Assessing the performance:- The third step is to assessing the performance. In
this step, the supervising manager uses a combination of observation, statistics, oral or
written reports to evaluate an employee. There are two types of measurement to evaluate
an employee’s performance which are ‘Subjective’ and ‘Objective’. Subjective
measurements are based on the opinions of the appraiser, which could not verified by
anyone. It means rating given by the evaluators based on the level of commitment,
competence, etc. And objective measurement are quantitative where quality of production,
length of a particular service, absenteeism of an employee are used for assessing the
performance.
4. Comparing performance with standards:- The next step in this process is comparing the
employee’s performance with the pre-determined standards. It shows that where an
employee stands today, highlights the achievements and also show the gap between
expected performance and actual performance.
5. Discuss the appraisal and take action for correction:- After comparing the performance
with standards, the next step is to appraise the employees. The manager should discuss the
outcome of the entire appraisal process with their employees and give them a necessary
feedback. Constructive criticism helps the employees to identify their weaknesses and
strengths. A positive feedback boosts the confidence of the employees and also improves
its future performance.
6. Decision making:- It is the last step in the performance appraisal process. For long term
growth of an organization, they must devise a proper strategy and take the necessary
 decisions related to the appraisal outcome. Such actions may include rewarding to the good
performing employee, train the underperformers, identify those factors which hamper
employee performance.
Performance appraisal is a continuous process and it is also important in taking very crucial
organizational decisions.

Establish Performance Standards

Communicate the Standards

Measuring/Assessing the Performance

Comparing Performance with Standards

Discuss the Appraisal and take action for

Correction

Decision Making
Q. 6 List out the major difference between domestic and international Human Resource
Management while having light on the importance of International Human Resource
Management.
Answer→ Domestic HRM means human resource management done within the geographical
boundaries of a country whereas International HRM operates the human resource management at
International level.
The major differences between domestic and international Human resource management are as
follows:
Sr. International Human Resource Domestic Human Resource Management
No. Management
1. The IHRM addresses a wide range of The domestic HRM has not such wide range of
activities as compared to the domestic activities as compared to the IHRM.
HRM. For ex- IHRM deals with the
activities such as international taxation,
foreign currencies, exchange rates, etc.
2. IHRM is concerned with the employees Domestic HRM is concerned with the
who works with the organization spreads employees working in organization, which
in more than one nation. operates in a same nation.
3. IHRM needs greater involvement of HR Whereas the involvement of domestic HRM is
manager in the personal lives of very limited. The manager may only concerned
employees staying abroad in major with providing transport facility or insurance to
aspects like compensation package and the employee.
other relevant details regarding taxation
and transportation.
4. IHRM aims to provide more exposure to Domestic HRM can only aim to provide local
employees as an international assignment assignment in the area of concern.
offers varied learning opportunities.
5. IHRM has to deal with more external On the other hand, the domestic HRM do not
factors as compared to domestic HRM face such types of issues.
such as ministers, government regulations
of the foreign countries, etc.
6. IHRM can face cultural differences as Domestic HRM not face such cultural
whatever acceptable in one nation may differences because people from same nation
not be acceptable in other. generally have same culture.
7. IHRM may also face the problem of However, domestic HRM not face such
economic systems because there are problems because a single country has only a
different economies in different countries. single economic system.
8. The salary or wages given in the IHRM Whereas the salaries or wages given in the
must consider the factors such as the cost domestic HRM is based on domestic economic
of living country, conversion of situations and also in the national currency.
currencies, etc.
The importance of IHRM are as follows:
1. From past few years, the world is being changing and so that the business also had crossed
the geographical boundaries.
2. Because of globalization, the markets are opened to competition from domestic and foreign
firms.
3. Many people from India are going to foreign countries for the search of better jobs.
4. HR managers are targeting the high performing employees of various countries to join their
company , so it is important to retain the high performing employees.
5. For implementing the global business strategy, highly qualified employees should be
attract and retain successfully.
6. It is necessary for every organization to adopt the situation where it operates.
So International Human Resource Management is very important.

_________________________________THANK YOU ________________________________