1. Differentiate between training and development.
2. What is the purpose of on-the-job training?
3. List two methods of off-the-job training.
4. Define performance appraisal.
5. Name two methods used in performance appraisal.
6. What is a halo error in performance appraisal?
7. Define job evaluation.
8. Mention two methods of job evaluation.
9. What is the objective of employee compensation?
10. Name two components of employee compensation.
11. Define employee retention.
12. What is employee welfare?
13. Explain employee grievance briefly.
14. List two key functions of industrial relations.
15. Define HR audit.
16. What is Global HRM?
17. Mention two features of workplace diversity.
18. What is telecommuting?
19. Define talent management.
1. Explain the difference between training and development, giving
examples.
2. Discuss two off-the-job training methods, highlighting their
advantages.
3. Outline the steps in the performance appraisal process.
4. Discuss two methods of performance appraisal and their
effectiveness.
5. Explain two common errors in performance appraisal and their
impact.
6. Describe two methods of job evaluation and their importance.
7. Explain the objectives and components of employee compensation.
8. Discuss the significance of employee retention and two retention
strategies.
9. Describe the importance of employee welfare and safety in the
workplace.
10. Outline the employee grievance process and its importance in
HRM.
11. Discuss the role of trade unions in promoting industrial
relations.
12. Explain the process and importance of collective bargaining.
13. Describe the steps involved in conducting an HR audit.
14. Explain the impact of workplace diversity and inclusion on
organizational culture.
15. Discuss the implications of downsizing for both employers and
employees.
16. Outline the benefits and challenges of employing a contingent
workforce.
17. Describe the role of HRIS in modern HR management.
18. Discuss the importance of competency mapping in employee
development.
19. Explain talent management and its role in enhancing
organizational performance.
**Case Study:** At SkillForge, a tech company known for its innovation,
employees struggled to keep up with the rapid advancements in their
field, leading to a skills gap that was impacting productivity and morale.
Recognizing the need for continuous learning, HR introduced a structured
training and development program. They conducted a skills assessment,
identified areas for improvement, and implemented both on-the-job and
off-the-job training. For on-the-job training, employees participated in job
rotation across departments to gain diverse skills. Off-the-job methods
included online courses and industry workshops.
HR provided employees with access to a learning management system
(LMS) where they could track their progress and choose from various
courses tailored to their roles. As employees completed the program, their
productivity and job satisfaction improved, fostering a culture of
continuous learning at SkillForge.
**Questions:**
1. Describe the steps HR took to identify and address the skills gap at
SkillForge.
2. Discuss the impact of offering both on-the-job and off-the-job training
on employee productivity and satisfaction at SkillForge.
**Case Study : Salesforce – Closing the Pay Gap**
At Salesforce, employees raised concerns about gender pay equity. After a
comprehensive pay equity audit, HR discovered a significant gap in
compensation between male and female employees across various
departments. Committed to fair pay, Salesforce leadership allocated $3
million to adjust salaries, ensuring equal pay for equal work. HR
implemented a transparent pay structure and incorporated regular pay
equity assessments into their annual review process. The adjustments and
new policies were communicated openly to the workforce, reinforcing
Salesforce’s dedication to equality.
**Questions:**
1. Outline the approach HR at Salesforce took to resolve gender pay
disparities.
2. Analyze the role of regular pay equity assessments in maintaining
employee trust and morale.
**Case Study : Google – Addressing Pay Equity**
Google faced scrutiny over pay inequality issues after reports highlighted
gender-based discrepancies. In response, HR launched an extensive pay
equity analysis, examining salaries across gender and job roles. Findings
led to salary adjustments for over 10,000 employees to ensure fairness
and consistency. To support transparency, Google introduced a structured,
criteria-based compensation system that allows employees to understand
the factors influencing pay. The changes, communicated through
company-wide announcements and Q&A sessions, fostered a culture of
openness and accountability, resulting in increased employee
engagement and confidence in management.
**Questions:**
1. Describe the key actions Google’s HR took to address pay equity.
2. Evaluate how a structured and transparent compensation system can
enhance trust and performance among employees.
