HUMAN RESOURCE MANAGEMENT

UNIT-I

Q. Define HRM and its features?

Ans. According to French Wendell “Human Resource Management is
recruitment, selection development and utilization of and accommodation to
human resources by organization”.
According to Gary Dessler “Human Resource Management is a process of
acquiring, training, appraising, and compensating employees and attending to
their labour relations, health, safety and fairness concerns”.
Features of HRM: -
I. Concerned with Human Element: - Human resource management deals
with people work. It includes organization, motivation, guidance and
leading of people for the accomplishment of organizational goals.
II. Pervasive Function: - Human resource management is pervasive in
nature. It is present in all enterprises. It permeates all the functional
areas of management such as Financial Management, Production
Management and Marketing Management.
III. Continuous Function: - Human resource management is continuous in
nature. Every manager has to perform this function continuously. It
requires constant alertness and awareness of human relation and their
importance in everyday operation.
IV. Employee Relation: - Human resource management handles employee
grievances, resolve conflicts and promotes positive work environment to
enhance employee satisfaction.
V. Training & Development: - Human resource management is responsible
for designing and implementing training programs to enhance employee
skills and knowledge and enabling them to perform their jobs efficiently.
VI. Recruitment & Selection: - Human resource management involves
identifying staffing needs, sourcing candidates, and selecting the most
qualified candidate for the job within the organization.
Q. Personal Management V/S Human Resource Management
Ans. Personal Management: - Personal management is a branch of
management that is concerned with employees and their relationship with the
entity. It includes workforce related activities such as staffing, payroll, control
management and administrative decisions.
Human Resource Management: - Human resource management is the process
of acquiring, training, appraising, and compensating employees and attending
to their labor relation, health, safety and fairness concerns.

Basis Personal management Human resource management

Meaning Personal management is
concerned with workforce and
their relationship with entity.
Nature A personal managers job is
administrative in nature.
Growth Based on the evaluation of job.
Treatment Treated like tools and
of machines.
workforce
Orientatio Oriented towards discipline
n and control.
Human resource management is
the effective use of manpower
resources.
A human resource managers job
is persistent in nature.
Based on the evaluation of
performance.
Treated like assets.
Oriented towards development
and growth.

Q. Define HRM and its Importance related to Organization, Society and Nation?
Ans. HRM: - HRM is the process of acquiring, training, appraising and
compensating the employees and attending to their labor relation, health,
safety and fairness concerns.
Importance of HRM: -
I. Importance for Organization
 Good human resource practice can help in attracting and retaining
the best people in the organization.
 Appropriate recruitment and selection activity identify the best
people for available jobs and make sure they are placed at the
right positions.
 Good human resource practice can motivate organization
members to do outstanding works.
 II. Importance for Society: -
 It provides sound personal policies for socio physiological satisfaction
to people at work.
 It maintains a balance between the job available and the job seekers
in terms of numbers, qualifications, needs and aptitudes.
 It eliminates the wastage is of human resource through conservation
of physical and mental health of people.
III. Importance for Nation: -
 It plays a role in maintaining positive labor relation, minimizing strikes
and employees conflicts.
 It enhanced the skills and talent of the employees. If people are
educated, skilled, the country will progress in desired direction.
 It speed up the process of economic growth which leading higher
standard of living and employment opportunities.
Q. Explain the Role of HR Manager?
Ans. Role of HR Manager are as follows: -
i. Talent and Acquisition: - HR Manager are responsible for recruiting and
hiring new employees. This includes creating job description, conducting
interviews and making job offers.
ii. Policy Formulator: - They develop and implement HR policies and
procedure to guide employees behavior and ensure consistency across the
organization.
iii. Strategic Planning: - HR Manager works closely with senior management to
align HR Strategies with organizations overall goals and objectives. They
contribute to workforce planning and talent management strategies.
iv. Training and Development: - HR Manager is responsible for developing the
skills and carriers of the employees by organizing training program and
workshop.
v. Leadership Role: - HR manager provides leadership and guidance to the
employees and their group. He ensures effective communication in the
organization and influences the employees to achieve the organizational
goals effectively and efficiently.
vi. Employee relation: - HR Manager Handle the conflicts among the
employees, employees grievances and provide counseling and support
when needed. They play a crucial role in the maintaining positive work
Environment.
 Q. Explain Job analysis?
Ans. Job analysis refers to a systematic process of collecting all information
about a specific job, including skills requirements, role, responsibilities and
processes in order to create a valid job description. Job analysis is an
important step in ensuring that the right candidate is selected.
Job analysis is divided into two parts: - Job description and job specification.
Job Analysis

Job Description Job Specification

It refers to what job is about. It refers to what job requires.

 Job Title  Qualification

 Job Location  Experience
 Duration  Any Skills
 Salary  Certification Course
 Duties, Responsibilities  language

Example of Job Analysis of Punjab National Bank.

Punjab National Bank

Job Analysis
Job Title: - Accountant
Salary: - As per Banking Standard Norms
Location/ Branch: - Delhi, Laxmi Nagar
Reporting To: - Accountant Manager
Working Duration: - 6 to 7 Hours
Job Summary: - The accountant shall maintain all the financial transactions, maintains records of
all assets and liabilities and prepare the financial report.
Qualification: -
 Bachelor’s degree & Master’s degree in Finance
 Candidate must have professional degree of CA or CMA
Experience: - Candidate must have a minimum experience of 3 years in respective field.
Language: - English/ Hindi

Q. Explain the Functions of HRM?

Ans. There are two categories of Human resource management function are as
follows: -
 Managerial Function
 Operative Function
1. Managerial Function: - Human resource management is the part of
management. So, he must perform basic managerial function such as
Planning, Organizing, Staffing and Controlling.
a) Planning: - This involves accessing the organization current and future
human resource needs. HR must anticipate the demand for employees,
considering factor such as expansion, turnover and skill requirement.
b) Organizing: - Organizing in HRM refers to the designing the structure of
HRM department and the overall organization to carry out HR activities
effectively. This includes defining job, roles, responsibilities and reporting
relationship.
c) Staffing: - Staffing involves recruitment, selection and placement of
employees in the organization. Staffing refers to the putting the right
person at the right time at the right place.
d) Controlling: - Controlling in HRM means monitoring and evaluating the
performance of the employees. It includes performance appraisal, if
employee needs training and counselling HR must provide to their
employees.
2. Operative Function: - Operative function of HR refers to the day to day
activities that HR manage the organization workforce effective. The
operating function of HRM are as follows: -
a) Procurement: - the first operative function of HR Department is
procurement and the number of person necessary to achieve the
organization objective. This involves recruitment, selection,
placement, human resource planning.
b) Training and development: - HR manager is responsible for designing
and providing training program to employees to enhance their skills
and knowledge to perform their job efficiently and effectively.
c) Performance appraisal: - Evaluating employees job performance
through regular assessments, feedback and performance reviews to
identify strength, weakness and area of improvement.
d) Employee relation: - HRM handles the employees grievances, resolve
conflicts and promotes positive work environment to enhance
employee satisfaction.
e) Compensation benefits: - HR manager manages employees
compensation packages including salary, bonus, incentives and
benefits such as health insurance, retirement plans and other perks.
 f) Motivation: - employees work in the organization for the satisfaction
of their needs. In many cases employees not contribute towards
organizational goals this happens because they are not motivated.
The HR must motivate the employees in terms of financial and non-
financial rewards to achieve the organizational objectives.

UNIT-II
Recruitment & Selection
Q why recruitment is a positive process and selection is a negative process.
Explain with the help of example?
Ans. Recruitment and selection are two essential components of the human
resource management process and both are crucial for building a successful
and effective workforce.
They can be characterized as a positive process and a negative process are as
follows: -
 Recruitment as a positive process
 Objective: - The primary goal of recruitment is to attract a large
number of qualified candidates to fill the job vacancy within an
organization.
 Positive aspects: - It focuses on creating job opportunities for
individuals to join the organization and contributes their skills and
talents.
 Example: - If a company wants to expand its operation and needs to
hire additional software developer the recruitment process starts to
acquire a software developer within an organization for the company
and they start receiving an application for software developer job
post.
 Selection as a negative process
 Objective: - The primary goal of a selection is to identify the most
suitable candidate from the large number of applicants, ensuring the
right match for the right job and the organization.
 Negative aspects: - It involves screening out candidates who may not
meet the specific criteria or qualification for the job.
  Example: - After receiving a large number of applications for the
software developer the selection process begins. This may includes
several tests like Interviews, Aptitude test, Background check etc.
 Conclusion
In summary recruitment is a positive process because it attracts large
number of applicants for the job and it create job opportunity and on the
other hand selection is a negative process because it eliminating the
applicants who does not meet the specific criteria or qualification for the
particular job post.
Q Explain the recruiting yield pyramid process with the help of diagram?
 Definition
The term yield is commonly used in recruiting refers to the conversion rate of
candidate as they move through each stage of the recruitment process.
The yield pyramid represents the diminishing
number of candidates at each stage of the recruitment process that is initial
stage to final hires.

5:3(3)
Final

Joinee
2:1(5)
Job offer
3:1(10)
Final Interview
10:30(30)
Interview
10:1 (100)
Initial Screening
Applicant 1000 Recruitment

Fig: - Recruiting Yield Pyramid

 Process
1. Initial Pool of Candidate (Base)
a) It represents the total number of candidates who became aware
of a job opportunity.
 b) This stage involves the sourcing the candidates from various
channels such as Employee referrals, social media platforms like
LinkedIn etc.
2. Application and Screening
a) Candidate who shows interest in the job opportunity submit
application.
b) Initial Screening process, such as resume reviews or pre-screening
interviews filter out the candidates who may not meet the specific
criteria and qualification for the particular job post.
3. Assessment
Candidate who passed the initial screening move into the next
process that is in more depth assessments. It includes interviews, skill
test and other evaluations.
4. Final interviews and evaluation
Candidate who passed the assessment process they have to give final
interview and evaluation process. It includes further interviews such
as technical interview, behavioral interview etc.
5. Job offer
a) This is a stage where a job offers to the candidate who successfully
passed all the assessments and interviews.
b) Some candidate may decline the job offers or negotiate terms and
condition.
6. Acceptance and onboarding
This is a final stage where the candidate accepts the job offer and
begins the on boarding process.
Q Explain the sources of recruitment and also write its advantages and
disadvantages?
Ans. Recruitment and selection are the two main components of the human
resource management process and both are crucial for building a successfully
and effective workforce.
There are two main sources of recruitment

 Internal
Internalsource
Source External Source
In internal source of recruitment company uses Its existing workforce to
fill the vacancies. This includes
 Promotion: - Promotion reports to the process of moving an
employee to a lower-level position to higher- level position within
the same organization. It involves increased in responsibility,
higher level task and with higher salary. It motivates the employee
and develop their skills and knowledge.
Example: - In XYZ Company a product manager promoted to senior
product manager.

Higher
level

Promotion

Lower
level

 Transfer: - Transfer refers to the horizontal movement of an

employee from one job position, department or location within
the same organization to another.
Example: - A bank manager of SBI Laxmi Nagar Branch transfer to
Karol Bagh Branch at the same job position.

Transfer at same job post

A B

 Rehiring of ex-employees: - Rehiring of ex- employee refers to the

process of bringing back a former employee who had previously
left the organization. In this situation ex- employees are invited to
rejoin the organization either the same or a different job role.
 Example: - A product manager of a Tesla Company left the
organization due to some reason in 2007 but they rejoined the
Tesla in 2022 for the same job post.

Note: - TCS is the only one company who does not rehire its ex- employees. If
anyone of its employees left they can’t come back to the TCS.

 Advantages
1. Familiarity with the organization: - Internal candidates are already
familiar with the organization culture, policies and procedure.
2. Cost effective: - Internal recruitment are more cost effective than
external recruitment as it saves advertisement cost and the time and
resources spent on orientation for new candidates.
 Disadvantages
1. Limited number of candidates: - Internal recruitment limit the
diversity of the candidate and lack of fresh talented candidate.
2. skills might get old: - Only hiring the candidate from internal source
means probably everyone has a similar skill. Bringing new candidate
from outside can make sure that company up to date with latest
skills.
 External source
In external source of recruitment company invited outsider candidate to
fill the job vacancies. This includes
 Employee referrals: - Employee referral is a process in which
current employee recommends a qualified candidate from their
personal or professional network for a vacant job position at their
company.
Example: - Aman, a software engineer at HCL company is referred
by his friend for an open senior software engineer position in a
Google Company.
 Job portal: - It refers to an online platform or a website where
companies advertise their job openings and individuals can search
and apply for various job opportunities. This portal act as a bridge
between employees and job seekers.
Example: - Naukri.com, LinkedIn, career builder etc.
 Campus recruitment: - It refers to the process where companies
visit educational institutions such as colleges or universities to
 identify and hire most qualified and potential student for job
opportunities.
Example: - A HCL Info. Tech Company Visit Delhi University to
recruit 10 students for providing job opportunity.
 Advantages
1. Fresh talent: - External source of recruitment bring new skills and
talented candidates that makes the company up to date with latest
skills.
2. Reduce internal politics: - Hiring external candidate minimize internal
politics and bias associate with promoting the internal employees.
 Disadvantages
1. Higher cost: - External source of recruitment more expensive due to
advertising cost and the time and resources spent on orientation for
new candidates.
2. Adjustment Period: - External hire candidate may require a longer
adjustment period to adopt the company culture, policies and
procedures.
Q Difference between recruitment and selection with example?
Ans. Recruitment and selection are the two main components of the human
resource management process and both are crucial for building a successfully
and effective workforce. The difference between recruitment and selection are
as follows: -
Recruitment Selection
It is a process in which company It is a process in which company is
invites large number of applicants to screening out the candidate who may
fill the job vacancy. not meet the specific criteria and
qualification and select the most
qualified candidate who meets all the
criteria and qualification from the
large number of applicants.
It is a positive process because it It is a negative process because it is
creates job opportunity. screening out the candidate who may
not meet the specific criteria and
qualification for the particular job
post.
It is the first step towards the hiring It is the second step towards the
process. hiring process.
 There is no contractual relation in the Selection involves a contractual
recruitment process. relation between the employee and
the organization.
It is an activity to boost the candidate It is an activity to reduce the
pool. candidate pool until we find the most
qualified and potential candidate.
Example: - If a company wants to Example: - After receiving large
expand its operations and needs to number of applicants for the
hire an additional software software developer. The selection
developer. The recruitment process process begins. This may include
starts to acquire a software several tests like interviews, aptitude
developer within an organization. test, background check etc.

Q Explain the process of selection?

Ans. Selection: - It is a process in which company select the most qualified and
potential candidate who meets all the specific criteria from the large number of
applicants. And eliminates who may not meet the specific criteria and
qualification.
Process of selection: -

Background
Preliminary Selection and Selection Medical job offer
Interview
screening test reference decision check up
check

I. Preliminary screening: - Preliminary screening facilitates the HR

manager of the organization to shortlist the candidate and eliminate
those who are not suitable for the job based on the details
mentioned in the application form. In this interview round the
candidate are questioned by the interviewer based on their
qualification, experience etc.
II. Selection test: - This type of test is a method that is either a written
test or an exercise that tries to find out some particular skills or ability
of the employees based on their mental ability, personality, physical
capacity, or mindset.
 III. Interview: - An interview is a formal conversation between two
people that is the candidate and the interviewer. It is conducted to
test the candidate capability. The interviewer’s job is to question the
candidate and obtain as much information as possible.
IV. Background and reference check: - Personal details such as Name of
the candidate, Address, Mobile number, Aadhar number and
telephone number of the reference may also be requested to provide
to attain extra information about the candidate. The reference can be
anyone who know the applicant. Example- Teachers, professor, ex-
employees etc.
V. Selection decision: - The candidate who qualify all the test, interview
rounds and reference check get selected for the final decision.
VI. Medical checkup: - After the selection decision and before the job
offer, the candidate goes through a medical check up to prove that
they are physically fit for the job.
VII. Job offer: - The candidate who passes all the test interview rounds
reference check and medical checkup. The job offers to the candidate
through letter of appointment. The letter of appointment normally
contains the date on which the candidate has to report.
Q Types of error or bias in interview?
Ans. Types of error or bias in interview are as follows: -
 Hello effect: - When one trait or action of an candidate influences
the interviewer to select the candidate.
Example: - Handshake or greetings with confidence, good action
of speaking.
 Horn effect: - When a negative trait or action of a candidate
convinces the interviewer to not select the candidate.
Example: - Unprofessional dressing or not greeting the
interviewer.
 Projection error: - When the interview tense to find the same
characteristics in the employee.
Example: - Same College of study, same hometown, same
education etc.
 Contrast error: - When the performance of succeeding candidate
is influenced by the performance of preceding candidate.
 Example: - If three candidates have performed worst the fourth
candidate even with average performance would be considered
outstanding.
 Stereotype error: - For recruiting for the post of Receptionist,
Secretary, Air hostage. It is a general stereotype that a woman
would do justice to the role. Similarly, preference for men for
Merchant navy, Army jobs.