1. Differentiate HRM and HRD.

HRD aims to improve learning and performance on both individual and organizational
levels. This may include furthering the personal goals of employees and the broad goals of the
organization, so both may benefit from the relationship. HRD also identifies problems within
these areas and helps to develop systems to address them.

HRM seeks to build, maintain and improve the relationship between an organization and its
employees to retain and foster their talent. This is particularly relevant today as issues regarding
diversity and inclusion come to the forefront of workplace. Another objective of HRM is to help
build career paths for people and solve problems that arise within an organization, from
compliance to leadership.

2. What are the causes of employee grievances in an organization? How can such
grievances be addressed effectively.

Grievance may be any genuine or imaginary feeling of dissatisfaction or injustice which an

employee experiences about his job and its nature, about the management policies and
procedures. Grievance is any discontent or dissatisfaction whether expressed or not, whether
valid or not, arising out of anything connected with the company which an employee thinks,
believes or even feels to be unfair, unjust or inequitable. To understand what a grievance is, it is
necessary to distinguish between dissatisfaction, complaint, and grievance:

3. Explain the objective of HRM.

The primary objective of HRM is to ensure the availability of competent and willing
workforce for an organization. Beyond this, there are other objectives too. Specifically, HRM
objectives are four fold: Societal, Organization, Functional and personal.

4. “Human resource is old wine in the new bottle”.

‘’HRM is regarded by some personnel managers as just a set of initials or old wine in new
bottles. It could indeed be no more and no less than another name for PM’’ (Armstrong,
1987)

First we have to understand the meaning of HRM, but attempts to define HRM precisely
have resulted in confusion and contradiction rather than clarity [Price, 1997]. However,
according to Storey (1989) Human resource management is a completely different
philosophy and an approach contrast to Personnel management.

5. Discuss the role and functions of HRM.

Human resource management (HRM) involves the management of an organization’s

workforce to achieve business objectives. This includes fulfilling the organization’s staffing
needs and maintaining ideal workplace conditions.

Human resource management employs a comprehensive approach to managing an

organization’s most valuable asset, its workforce. The role of the HR department encompasses
all issues related to people such as hiring, training, compensation, wellness, benefits,
communication, administration, and safety.

6. Mention the major objective of HRM.

 Human resources theory is a general term for the strategies, tactics and objectives used by
business owners and managers to administer policies and procedures related to employees. While
the specific HR objectives will vary between organizations depending on their particular needs
and composition of the workforce, there are several major, overarching objectives that are
generally seen to be important.

7. Explain the various phases in evolution of HRM.

Evolution of HRM over the period of time is important for understanding the philosophy,
functions, and practices of HRM that are followed in different situations so that relevant HRM
practices are evolved in the present situation.

8. Explain HRM and how it relates to the management process.

Human resource management is the process of planning, organizing, controlling and

directing in an organization. In this way, it helps an organization to achieve the success
by attaining the advantages in managing.

HRM manages the details of all aspects of the employees in an organization. It carries the
policies and practices to be followed for functioning. It helps to avoid errors and provides
accurate information.

Human resource management use the available skilled staffs and also make efficient use
of existing staffs in the organisation by managing them properly.

9. What are the qualities that a HR manager should possess in order to perform his job
effectively?

Qualities of HR Manager are Sympathetic Attitude, Quick Decisions, Integrity, Patience,

Formal Authority, Leadership, Social Responsibility, and Good Communication Skills. HR
Manager's role is to interview and hire candidates based on their skills and talents.

10. “Money cannot motivate all people under all circumstances”.

Money cannot motivate all people under all circumstances and we can prove it by means of
Maslow's hierarchy of needs. The most fundamental and basic four layers of the pyramid contain
what Maslow called "deficiency needs" or "d-needs": esteem, friendship and love, security, and
physical needs. When people have enough money to meet the physical needs they start to look
for needs of higher layer that very often don’t depend on money.