1. What are the objectives and importance of Human Resource Management?

Human resource management is the strategic approach to the effective management

of people in a company or organization such that they help their business gain a
competitive advantage.

Objectives of HRM may be summarised as follows.

1. To provide, create, utilise and motivate employees to accomplish organisational goals.
2. To secure integration of individual and groups in securing organisational effectiveness.
3. To employ the skills and ability of the workforce efficiently, i.e., to utilise human
resources effectively.
4. To create a sense and feeling of belongingness team-spirit and encourage suggestions
from employees.

Importance of Human Resource Management:

Human resources are the valuable assets of the corporate bodies. They are their
strength. To face the new challenges on the fronts of knowledge, technology and
changing trends in global economy needs effective human resource management.
Significance of HRM can be seen in three contexts: organisational, social and
professional.

2. Discuss briefly the concept of Total Quality Management in HRM.

A core definition of total quality management (TQM) describes a management approach to long-term
success through customer satisfaction. In a TQM effort, all members of an organization participate in improving
processes, products, services, and the culture in which they work.

Many of these concepts are present in modern quality management systems, the successor to TQM.
Here are the 8 principles of total quality management

1. Customer-focused: The customer ultimately determines the level of quality. No matter what an
organization does to foster quality improvement—training employees, integrating quality into the
design process, or upgrading computers or software—the customer determines whether the efforts
were worthwhile.
2. Total employee involvement: All employees participate in working toward common goals. Total
employee commitment can only be obtained after fear has been driven from the workplace,
when empowerment has occurred, and when management has provided the proper environment. 
3. Process-centered: A fundamental part of TQM is a focus on process thinking. A process is a series
of steps that take inputs from suppliers (internal or external) and transforms them into outputs that
are delivered to customers (internal or external). 
4. Strategic and systematic approach: A critical part of the management of quality is the strategic
and systematic approach to achieving an organization’s vision, mission, and goals.

3. Explain the role of HRM in developing employees and Managers

1. Job design and job analysis : One of the foremost functions of HRM is job
design and job analysis. Job design involves the process of describing duties,
responsibilities and operations of the job.
 2. Employee hiring and selection : Recruitment is one of the primary functions
of human resource management. HRM aims to obtain and retain qualified and
efficient employees to achieve the goals and objectives of the company.
3. Employee training & development : Imparting proper training and ensuring
the right development of the selected candidates is a crucial function of HR.
After all, the success of the organisation depends on how well the employees
are trained for the job and what are their growth and development
opportunities within the organisation.
4. Compensation and Benefits : Benefits and compensation form the major
crux of the total cost expenditure of an organisation. It is a must to plug the
expenses, and at the same time, it is also necessary to pay the employees
well. 
5. Employee performance management : The next activity on HR functions list
is effective employee performance management. Effective performance
management ensures that the output of the employees meets the goals and
objective of the organisation.

HRM plays a major role in the smooth functioning of the organisation. The
process starts with formulating the right policies for the job requirements and ends with
ensuring a successful business growth of the company.

4. What is online recruitment? State its advantages.

E-recruitment, also known as online recruitment, is the practice of using technology and in
particular Web-based resources for tasks involved with finding, attracting, assessing,interviewing
and hiring new personnel. The purpose of e-recruitment is to make the processes involved more
efficient and effective, as well as less expensive. It’s can reach a larger pool of potential
employees and facilitate the selection process.

1. It’s Cost Effective : When you post a job ad on Facebook, you can pay for as much or
as little exposure as you want, as well as target it to a very specific audience.
2. It’s Immediate : Most job posts – and replies – appear in real time. This can help you
either increase your efforts to attract more candidates, a different set of candidates
(early- instead of mid-career professionals, for example) or even stop candidates from
applying if you’ve already found the right person for the job.
3. You Can Reach a Bigger Audience: The internet is a global phenomenon, with more
and more users gaining access every day, while in most developed countries, internet
usage is extremely high.
4. It’s Easy : Almost anyone can post a job advertisement online, because the majority of
established job boards make the process clear, easy to understand and user-friendly.

7. What is Selection? Explain Selection procedure for technical positions

 Selection is the process of picking or choosing the right candidate, who is most suitable for
a vacant job position in an organization. In others words, selection can also be explained as the
process of interviewing the candidates and evaluating their qualities, which are required for a
specific job and then choosing the suitable candidate for the position.

Here are eight steps in the selection process for hiring employees and how to best go
through each — if you’re interested in specific employee selection process steps, click on the table
of contents below:

1. Application : The application phase in the selection process is sometimes seen as

passive from the hiring team side – you just wait for candidates to respond to your job
ad. However, applications can and should be selection tools, helping you sort
candidates as qualified or unqualified.
2. Resume screening : Now that you have wrapped up the application phase of the
employee selection process, you have a collection of resumes or CVs to sift through and
filter those deemed suitable for a screening call. What you’ll need to do now is go
through resumes one by one, whether manually or software-assisted, and identify prime
candidates.
3. Screening call : The screening call, or phone screen, is among the initial hiring
stages where recruiters shortlist applicants. The purpose of this call is to establish
whether the candidate is truly interested in the job and (at least) minimally qualified to do
it successfully. This way, only the best applicants will go to the next, stricter (and more
expensive) hiring stages, like assessments and in-person interviews, saving your team
time and money.
4. Assessment test : Once you’ve screened candidates and sorted them out into
“promising”, “maybe”, and “disqualified” groups, you want to look at the surviving
candidates and further assess their ability to do the job you’re looking to fill. These
assessments can take place in a multitude of forms in the selection process:
5. In-person interviewing : we’re now deep in the selection process,
having screened candidates, evaluated their skills, assessed their
abilities, and created a shortlist of the most qualified people. It’s finally
time to meet in person with those promising candidates and determine
who’s going to be our next hire.
6. Background checks : Background checks reassure you that your finalists
are reliable and don’t pose risks to your company. For example,
employers may conduct pre-employment checks to make sure
candidates have told the truth in their resumes or don’t currently do illicit
drugs.
7. Reference checks : In the final stages of the selection process, you
might want to get some references for your best candidates. This way,
you’ll get feedback about their performance from people they’ve actually
worked with in the past, such as former managers, former colleagues or
business partners and clients.
8. Decision and job offer : After a series of well-organized selection
processes for recruiting new employees, you’ve finally found your perfect
hire. Now it’s time to let them know you’re offering them a position at
your company. The job offer process is a critical one; done right, you’ll
soon welcome your new employee in the office.
It’s time to start preparing our new employee’s arrival. We can send them
a welcome email to get them excited and plan their first day for a smooth
onboarding.

9. What is Performance Management? Explain its objectives and essentials.

Performance management is the process of ensuring that a set of activities and outputs meets an
organization's goals in an effective and efficient manner. Performance management can focus on the
performance of an organization, a department, an employee, or the processes in place to manage particular
tasks.
The overall goal of performance management is to create a high performance culture in which
individuals and teams take responsibility for the continuous improvement of business processes and their own
skills and contributions within a framework set by effective management.

The 5 main objectives of the performance management system are as follows :

1. To set and define objectives to achieve the company's goals : Goal setting is the most lucrative
way to improve employee performance. It has been repeatedly demonstrated that goal setting is
effective
2. Set the right expectations for managers and employees : An effective performance management
system will attempt to set clear expectations for both managers and employees. As a manager, it is
essential that you set manageable expectations for your employee.
3. Effective communication between individuals and teams : Changing workplace dynamics are
leading to a cultural change in today's workplace. As a result, communication has begun to play a
key role in the workplace.
4. Setting performance standards : The main objectives of performance management are to set
performance standards. An organization must establish performance standards and performance
plans to evaluate employee performance.
5. Define individual training and performance plans : Another key objective of a performance
management system is to determine the training and development needs of the workforce. It
promotes the personal development and career advancement of employees by helping them acquire
the desired knowledge and skills

Essentials Of Performance Management

1. Reward and Compensation : Every employee deserves to be appreciated and compensated for the
time they have invested in serving your company. Rewards and benefits motivate employees to
perform because it is not in vain.
2. Manager Reviews : Because the managers oversee various departments, it is crucial to understand
their relationship with their employees. By allowing employees to review their managers, you can
more quickly assess the performance level, leadership style, and influence of your managers.
3. Development and Improvement : Some employees need to be motivated more for them to bring
out their best. If an employee is going to complete a task ahead of schedule, for example, they have
plenty of time to find if there are any improvements.
4. Succession Planning : In most situations, employees do not work in the same place or position
forever. This is a real situation that employers need to be prepared for. That is because some of the
employees that leave the workplace, some of them hold an unbeaten record of perfect performance.

5. Performance Monitoring : It is critical to track the performance of your employees because it is

likely the only way of finding out where improvements are necessary. Also, you can have your
employee’s track their performance, and this will help them improve because they will know if they
are too reluctant.
 10 Discuss the tools available for evaluation of effectiveness of training programme.

With a simple, 4-level approach, this is one of the most successful models that help you measure the
effectiveness of customized corporate training programs. Here are the four levels of measurement and the key
indicators to look for at each level.

1. Reaction : This level measures how learners have reacted to the training, the relevance
and usefulness of the training. Use surveys, questionnaires or talk to learners before
and after the course to collect their feedback on the learning experience.

Topics to cover during your discussion:

 Was the course content relevant and easy to follow?
 Ask questions about the learnings and key takeaways.
 Discuss the strengths and weaknesses of the program.
 Understand if the training was able to accommodate the learner’s pace and
learning style.

2. Learning

Measure the knowledge and skills gained by learners as a result of the training. To measure this
level, you can use a combination of metrics such as:

 Test scores during and after the training

 Evaluation of applied learning projects

 Influence on performance KPIs

 Course completion and certification

 Supervisor report and feedback

3. Behavior

Understand how the training has impacted the learner’s performance and attitude at work.
Evaluate how the training has influenced the learner’s performance and delivery at work by using
a combination of these methods:

 Self-assessment questionnaires

 Informal feedback from peers and managers

 Focus groups

 On-the-job observation

 Actual job performance key performance indicators (KPIs)

 Customer surveys, comments, or complaints

 4. Results

Measure the tangible results of the training such as reduced cost, improved quality, faster project
completion, increased productivity, employee retention, better marketing leads, increased sales,
and higher morale. Key metrics to measure are:

 Improved business results

 Increased productivity and quality of work

 Employee retention

 Higher morale

 Customer satisfaction index

12.What is Manpower Planning? Explain the objectives and problems of Human

Resource Planning in India.

Manpower Planning is the development of strategies to match the supply

of manpower to the availability of jobs at organizational, regional or national
level. Manpower planning involves reviewing current manpower resources,
forecasting future requirements and availability, and taking steps to ensure
that the supply of people and skills meets demand.

Objectives Of Human Resource Planning

1. Demonstrate understanding of competency based approach in human

resource.

2. Utilise tools in identifying current staff competencies and gaps, vis-a-vis, the
organization’s goal and targets.

3. Demonstrate skills in conducting training needs analysis.

4. Design different training programmes to meet specific needs of particular

group.

5. Formulate detailed implementation schedule.

6. Design evaluation tool.

7. Implement training and development activities, programmes and plans.

Problems of Human Resource Planning in India

 1. Accuracy of Forecasts: Manpower planning includes forecasting
the demand and supply of human resources. In this way the
effectiveness of planning is conditional as it depends upon the
accuracy of forecasts.
2. Identity Crisis: It is found that a great number of human resource
specialists and the managers are unable to understand the whole
manpower planning process. Because of this, there is generally an
identity crisis.
3. Support of Top Management: Manpower planning needs full
and whole hearted support from the top management. Without of
this support and commitment, it would not be possible, to ensure
the necessary resources, cooperation and support for the success of
the manpower planning.
4. Expensive and Time Consuming: Manpower planning is a
many consuming as well as time consuming process. Employers
may resist manpower planning, feeling, as it tends to it increase the
cost of manpower.
5. Insufficient Initial Efforts: Successful human resource planning
flourishes slowly and gradually and is time consuming. Sometimes
sophisticated technologies are forcefully introduced, only due to the
fact that competitors have adopted them.

13. Describe the different methods of Training in an Organisation.

The best training methods target all three learning styles, but it's also important to get to know
what works best for your learners, and tailor the material to them. Here is a list of the eight most effective
employee training methods:

1. Technology-based learning

With the development of technology, computerized training is becoming more prevalent. It's
sometimes referred to as computer-based training (CBT) or e-learning, but it essentially refers to
the same thing with one key difference: e-learning is hosted completely online, while computer-
based training encompasses any kind of training that takes place on the computer.

2. Simulators

Simulations are an effective training technique for fields that require a specific set of skills for
operating complex machinery, such as in the medical or aviation industries. Successful
simulations reflect actual work situations, and allow trainees to solve issues that they will likely
face on the job.
 3. On-the-job training

On-the-job or hands-on training jumps straight to the practical skills necessary for the job. New
hires begin working immediately with this training method. In some cases, it may be beneficial to
incorporate an employee shadowing component. This will allow new hires to gain a little insight
into the context and job requirements before trying it on their own.

4. Coaching/mentoring

Though a structured curriculum has its place in training, there are many benefits to mentorship
and coaching. Implementing a mentorship program at your company, along with other training
methods, creates employee development opportunities as well as develops relationships that help
new employees feel welcomed and supported.

5. Instructor-led training

Classroom-style training is the most traditional and popular training method for employees. This
method mimics other classrooms in that an instructor prepares and leads the experience, usually
using a lecture-style presentation with a visual component.

6. Roleplaying

This technique is usually executed with a trainee and a facilitator (or trainer), where each is
allowed to act out different potential work scenarios. This method is most effective in industries
that require client or customer interaction, as it allows employees to practice handling difficult
situations.

7. Films and videos

Video has quickly gained popularity as an effective training technique. It aids companies in training
employees more quickly and efficiently. Many employees prefer it to reading materials. There are
several approaches to training videos. Some companies choose one approach depending on the
material, while others combine a few approaches into one video seamlessly.

8. Case studies

When you're hoping to develop analytical and problem-solving skills, case studies could be the
best training technique. Trainees are given scenarios, either real or imagined, that depict common
work situations.

These types of training methods do not make a full list, but they are the general methods that might be divided
into sub-categories. As such, each is worth exploring and considering when an organization or trainer wishes to
properly prepare an individual or a team to work at the chosen position.