DEPARTMENT OF COMPUTER SCIENCE AND BUSINESS SYSTEMS

MID SEMESTER EXAMINATION- I

18MBS402T-HUMAN RESOURCE MANAGEMENT
Answer Key

S.No Part-A

1. Define the term Human Resource Management.

Human Resource Management (HRM) is the strategic approach to managing an organization's

most valuable asset: its people. It involves planning, organizing, directing, and controlling
people-related activities to achieve organizational goals.

2. Summarize the Human Resource Philosophy.

Human Resource Philosophy is a set of beliefs and values that guide an organization's approach
to managing its workforce. It outlines the organization's commitment to its employees, their
well-being, and their contribution to the company's success.

3. Illustrate the Polices of Human Resource.

Recruitment and Selection Policies

Performance Management Policies

Compensation and Benefits Policies

Training and Development Policies

Employee Relations Policies

Health, Safety, and Wellness Policies

4. Relate the purpose of Accounting and Auditing in Human Resource.

Accounting and auditing are traditionally associated with financial matters, they also play a
significant role in human resource management. These disciplines provide essential tools for
tracking, analyzing, and ensuring the accuracy and compliance of HR processes.

5. Outline the term Human Resource Information System.

A Human Resource Information System (HRIS) is a software solution designed to manage an

organization's human resources data. It automates many HR functions, making them more
efficient and accurate.
 PART-B

6(a) Apply Addressing diversity, equity, and inclusion. Explain the strategies does your organization
employ to ensure that it’s HR Policies promote a diverse, equitable, and inclusive workplace.(8)

 Inclusive Hiring Practices:

 Actively seek candidates from diverse backgrounds, including underrepresented

groups.
 Implement blind resume reviews and structured interviews to minimize
unconscious bias.
 Use inclusive language and avoid gendered or stereotypical terms.

 Equitable Compensation and Benefits:

 Conduct regular audits to ensure fair compensation practices.

 Clearly communicate compensation criteria and decision-making processes.

 Inclusive Workplace Culture:

 Provide regular training to employees to raise awareness of unconscious bias,

cultural differences, and inclusive behaviors.
 Support ERGs to foster a sense of belonging and community.
 Train leaders to promote inclusivity, recognize and reward diverse contributions,

 Employee Feedback and Engagement:

 Conduct regular employee surveys to gather feedback on workplace culture and

DEI initiatives.
 Encourage open communication and feedback from employees.

6(b) Develop HR Procedure compliance and consistency. Create your organization ensure that HR
procedures are consistently applied across all departments and locations, adhering to legal and
regulatory requirements.(8)

1. Centralized HR Function

 Establish a centralized HR team responsible for developing, implementing, and

maintaining HR policies and procedures.
 Create standardized HR processes and templates to ensure consistency across all
departments and locations.

2. Clear and Concise HR Policies

 Develop a comprehensive HR policy manual that outlines all relevant policies and
 procedures.
 Write policies in clear and concise language, avoiding jargon and legalistic terms.

3. Effective Training and Development

 Provide mandatory HR training to all employees, including managers and

supervisors.
 Conduct regular refresher training to reinforce key HR policies and procedures.

4. Robust HRIS Implementation

 Implement a centralized HRIS to streamline HR processes and ensure data

consistency.
 Maintain accurate and up-to-date employee data in the HRIS.

5. Regular Audits and Monitoring

 Conduct regular internal audits to assess compliance with HR policies and

procedures.
 Engage external auditors to provide an independent assessment.

6. Strong Leadership Commitment

 Secure executive sponsorship to drive HR initiatives and ensure compliance.

 Hold leaders accountable for ensuring compliance with HR policies and
procedures.

7. Employee Feedback and Suggestions

 Conduct regular employee surveys to gather feedback on HR policies and

procedures.
 Encourage employees to raise concerns or suggestions directly with HR.

7(a) Build HR profession ethical considerations. Identify the ethical challenges and a responsibility
does the HR Profession face in today's business environment. (16)

Ethical Challenges in HR

Privacy and Confidentiality

Fairness and Equity

Conflict of Interest

Ethical Leadership
 HR's Ethical Responsibility

Uphold Ethical Standards

Protect Employee Rights

Ensure Fair Treatment

7(b) Develop Line management employee relations. Compare strategies do line managers employ to
maintain positive employee relations, address concerns, and resolve conflicts within their teams.
(16)
Line managers are responsible for the employee-employer relationship and play a key role in developing a
strong employee relations strategy.

Line managers have many responsibilities, including:

Recruitment and selection

Onboarding, training, mentoring, and coaching

Performance management and appraisal

Motivation

Health and well-being

Team bonding

8(a) Analyse Line management role in HR policy implementation. Identify line managers effectively
implement and enforce HR policies within their teams, ensuring consistency and compliance.(16)
1. Understanding HR Policies:
 Thorough Knowledge: Line managers should have a comprehensive understanding of
all relevant HR policies and procedures.
 Regular Updates: Stay updated on any changes or updates to HR policies.
2. Consistent Application:
 Fairness and Equity: Ensure that HR policies are applied consistently and fairly to all
team members, regardless of their position or relationship with the manager.
 Avoid Favoritism: Refrain from making exceptions or bending rules for certain
employees.
3. Effective Communication:
 Clear Communication: Clearly communicate HR policies and expectations to team
members.
 Open-Door Policy: Encourage open communication and feedback from employees.
 Regular Check-ins: Conduct regular one-on-one meetings to discuss performance,
address concerns, and reinforce HR policies.
4. Leading by Example:
 Model Behavior: Demonstrate the desired behaviors and attitudes expected of
employees.
  Ethical Conduct: Adhere to ethical principles and avoid unethical behavior.
5. Providing Training and Development:
 HR Training: Ensure that team members receive necessary HR training, such as anti-
harassment, diversity and inclusion, and performance management.
 Performance Management: Conduct regular performance reviews and provide
constructive feedback.
 Career Development: Support employees' career development by providing
opportunities for growth and advancement.
6. Addressing Non-Compliance:
 Prompt Action: Address any instances of non-compliance promptly and fairly.
 Disciplinary Action: Take appropriate disciplinary action, if necessary, in accordance
with HR policies and procedures.
 Documentation: Document all instances of non-compliance and disciplinary actions.
7. Collaborating with HR:
 Seek Guidance: Consult with the HR department for advice and support on complex HR
issues.
 Provide Feedback: Share feedback on HR policies and procedures to help improve their
effectiveness.

8(b) Contrast the HRIS integration and interoperability. Explain the HRIS integrate with other
organizational systems, such as payroll, benefits, and performance management, ensuring
seamless data flow and efficiency.(16)

Database: HRIS acts as a centralized database for employee information,

including personal, demographic, and compensation data
Employee self-service: Allows employees to manage their HR tasks, such as
updating personal details and requesting time off
Payroll: HRIS automates payroll processes
Time and attendance: HRIS helps track employee time
Benefits administration: HRIS automates the administration of employee
benefits
Talent management: HRIS helps with talent management processes, such as
hiring and promotions
Succession planning: HRIS helps with succession planning
Performance management: HRIS helps with performance management
Training: HRIS helps with training
Applicant tracking system: HRIS includes an applicant tracking system (ATS)