6. Give an overview of the human relations movement in India.

A. Human relations movement refers to the researchers of organizational development who study

the behaviour of people in groups, particularly in workplace groups and other related concepts in
fields such as industrial and organizational psychology.

OVERVIEW:

 It originated in the 1930s, Hawthorne studies, which examined the effects of social
relations, motivation and employee satisfaction.
 The movement viewed workers in terms of their psychology and fit with companies,
rather than as changeable parts, which resulted in the creation of the discipline of human
relations management.

Mayo’s Involvement in Human relations movement:

 Elton Mayo's work is considered by various academics to be the basic counterpoint of

Taylorism and scientific management.

 Firstly, scientific management aimed to reduce inefficiency through studying the time and
motions in work tasks. The object of time studies was to determine how fast a job should
and could be done.

 Secondly, Taylor purported to introduce specific quantitative goals to individual

employees in order to provide challenging time restraints and thus increasing
productivity. Most importantly, Taylor sought to increase productivity through organization
of behaviour.

 Elton’s work has been widely attributed to the discovery of the 'social person', allowing for
workers to be seen as individuals rather than merely robots designed to work for
unethical and unrealistic productivity expectations.

 But it has been argued that Elton Mayo's actual role in the human relations movement is
controversial and although he is attributed to be the founder of this movement, some
academics believe that the concept of human relations was used well before the
Hawthorne investigations, which sparked the human relations movement.

7. What is the scope of HR in India?

A. The scope of Human Resource Management includes all the activities that come under the
banner of Human Resource Management. The HR officer is expected to provide advice and
assistance to staff and supervisors. They are required to take care of the training needs of staff,
execute performance reviews, devise personnel policies.

These activities may be enumerated as below-

a. Human Resource Planning: This is the process by which the organization identifies the
number of vacancies, whether there is a surplus or shortage and how to rectify the
situation.

b. Job Analysis Design: It is essentially a detailed description of each job in the company.

c. Recruitment and Selection: Job analysis clearly defines the requirement of the company.
Based on this information, the company starts the process of recruitment by preparing
 advertisements and publishing them in newspapers. The right candidate is selected after
sifting through numerous applications that are received and conducting interviews.

d. Orientation: After the selection process is complete an induction or orientation program is

conducted. The background of the organization, its culture, value and work ethics are
explained to the new hires.

e. Training and Development: Employees undergo training programs that are designed to
bring out their potential and help them perform better in their respective job roles.
Refresher training is imparted to existing staff to keep them abreast of the latest changes.

f. Performance Appraisal: After about one year of employment, a performance appraisal is

conducted.  Based on these annual appraisals future promotions, incentives, increments,
and salaries are decided.

g. Compensation Planning and Remuneration: Remuneration and compensation planning is

part of the human resources functionary’s job role.

h. Motivation and all kinds of safety: Different methods of motivation are required to retain
and sustain the number of employees in the organization.

i. Industrial Relations:  Creating cordial relations with the union members to ensure smooth
working in the company.

8. What are the recent trends of HR in India?

A. The past few years have redefined the Human Resource Management industry in more ways
than one. Upcoming HR trends add value to the recent transformation that the HR industry has
witnessed.

Recent trends of HR in India are as follows:

1. Remote Working is New HR Trends 2023

2. Remote Learning
3. Upskilling
4. Virtual Team Building Activities
5. Digital Collaboration Platform
6. Digital Tracking
7. Virtual Employee Experience
8. Data-Driven HR
9. Virtual Employee Engagement
10. Automation of Tasks
11. Mental Health Support
12. Mobile-Friendly Recruitment
13. VR Breakthrough
14. Productivity
15. Ethical Leadership
16. Getting Back to the Workspace

9. What are the managerial functions of HRM?

A. The managerial functions of HRM are heavy role, the whole organization is somewhat
dependent on this department as they connect with the workforce, the lifeblood of the business.

1. Recruitment and Selection: Recruitment is the process of inviting, screening, and

selecting the required, potential and qualified candidates based on the job vacancy.  
2. Orientation: Orientation is the fundamental step to guide a new employee to adjust
himself to the work environment of the business. Here an employee is introduced with
objectives and goals of the organization and how he can serve to achieve the long-term
and short-term goals of the organization.
3. Maintaining Good Working Conditions: Human resource management provides
good and healthy working conditions for the employee so that they are inclined to like the
workplace and the environment.
4. Managing Employee Relations: Employees are the supporting pillars of any
successful organization hence their relationship is a crucial function of human resource
management.
5. Training and Development: Training always goes hand in hand with development,
they are the indispensable functions of human resource management .They attempt to
improve the current and future performance of an employee by enhancing their skills.

10. Give 5 definitions of HRM.

A. The definitions of HRM are:

1. Human resource management may broadly be defined as planning, organising, leading,

directing, co-ordinating and controlling human resources activities of an organisation, which
contribute to realising the defined objectives of the organisation by making use of its human
resources in the most fruitful manner with major emphasis on human development and
welfare.

2. Planning for human resource management implies forecasting and determining human
resources of the organisation, establishing norms, procedures and rules and working out
schemes for human resource development.

3. Organising and co-ordinating involve setting up of an organisational structure for human

resource management, assigning duties and responsibilities to the functionaries involved,
establishing co-ordination amongst different functionaries and departments and defining the
status of joint bodies.

4. Controlling in human resource management aims at setting standards of performance of

various human resource functionaries, evaluating their performance, working out incentives
for improved performance and correcting faulty performance.

5. Human Resources Management is concerned with the human beings in the management
of an organization. Since every organization is made up of people, obtaining their services,
developing their skill, motivating them to high level of performance and ensuring that they
continue to put in best of their efforts and commitment to the organization are quite
essential for achieving the organizational objectives.