1 two marks questions
List out any two roles of HR Manager
a)
ANS:-Strategic Planning
Recruitment and Selection
Training and Development
b) Write the meaning of HR Planning
ANS:-HRP is the process of analysing and identifying the needs for
and availability of human resources so that the organisation
can meet its objectives.
Write the meaning of job specification
c)
ANS:-Job specification refers to the knowledge, skills and activities
that are required to perform a job in an organisation.
What to you mean by performance appraisal?
d)
ANS:-Performance appraisal is the process of valuating and
employee performance of a job in terms of its requirements. It
is the systematic evolution of the individual with respect to his
performance on the job.
Write the meaning of Employee Engagement?
e)
ANS:-Employee Engagement refers to the emotional and
psychological commitment that employees have towards their work
and the organization.
Give the meaning of Promotion
f)
ANS:-Promotion means moment of an employee from one position
to another position (lower to higher position) including
increased duties and responsibility, skills and knowledge,
prestige, status and rate of pay.
What is direct componsation?
g)
ANS:-Direct form of Compensation refers to the monetary rewards
that employees receive for their work. This includes the base
salary or wages, bonuses, commissions etc.
five marks questions
2. Difference B\W Personnel Management and Human
resource Management.
ANS:-
3. Explain the reason for Transfers.
ANS:-
1. Skills Utilization:
Transfer employees to leverage their specialized skills and knowledge
more effectively across different departments or locations.
2. Career Development:
Provide opportunities for employees to gain new experiences, broaden
their skill sets, and advance their careers within the organization.
3. Organizational Needs:
Align talent with changing business requirements, such as
restructuring, expansion, or reassignment of responsibilities.
4. Employee Performance and Behavior:
Address performance issues, conflicts, or interpersonal dynamics by
transferring employees to different roles or teams.
5. Employee Preference and Work-Life Balance:
Accommodate individual preferences for location, schedule, or job
role to support employee well-being and job satisfaction
4. Explain the benefits of Training and Development.
ANS:- Improves Employee Performance: Training equips employees
with the necessary skills and knowledge to perform their jobs
effectively, leading to improved productivity and efficiency.
Boosts Employee Morale and Motivation: Development opportunities
show that the organization values its staff, increasing job satisfaction and
motivation.
Reduces Employee Turnover: Well-trained employees are more
confident and loyal, leading to lower staff turnover and recruitment costs.
Encourages Innovation: Continuous development helps employees stay
updated with industry trends and technologies, fostering creativity and
innovation.
Ensures Organizational Growth: A skilled workforce contributes
directly to achieving organizational goals, improving overall business
performance and competitiveness.
5. Explain the objectives of Performance appraisal?
ANS:-1.Feedback and Communication: Performance appraisal
facilitates open communication between managers and employees by
providing feedback on performance, strengths, and areas for
improvement.
2. Performance Improvement: It identifies areas where employees
can enhance their
performance through targeted training and development initiatives.
3. Goal Setting and Alignment: Helps in setting clear goals aligned
with organizational objectives, ensuring employees understand their
role in achieving them
4. Reward and Recognition: Serves as the basis for rewarding and
recognizing employees' contributions, motivating them and
reinforcing desired behaviors.
5. Decision Making: Provides data for HR decisions like promotions,
transfers, and succession planning, aiding in talent management and
organizational development.
6. Explain the benefits of Empoloyee engagement?
ANS:-1. Increased productivity: Engaged employees are more likely
to be committed and focused, which
can lead to increased productivity
2. Reduced absenteeism: Engaged employees are more likely to take
their work seriously, so they
are less likely to be absent
3. Improved job satisfaction: Engaged employees are more likely to
be happy in the workplace
4. Higher retention rates: Engaged employees are less likely to look
for other employment
opportunities
5. Enhanced creativity and innovation: Engaged employees are
more likely to be creative and
innovative
7. Increased loyalty: Engaged employees are more likely to be loyal
to the organization
12 Marks Questions
8. Explain the internal and External sources of recruitment
ANS:-Internal Sources of Recruitment:
a. Internal Job Postings: Promoting job openings within the
organization allows current
employees to apply for new positions, fostering career growth.
b. Employee Referrals: Encouraging existing staff to recommend
qualified candidates can lead to
the identification of potential hires through trusted networks.
c. Promotions: Recognizing and promoting employees internally not
only rewards performance
but also motivates others to strive for advancement.
d. Internal Talent Pools: Maintaining a database of employee skills
and interests facilitates quicker
identification of suitable candidates for new opportunities.
e. Transfers: Moving employees within different departments or
locations helps utilize existing
skills while providing fresh challenges.
f. Succession Planning: Identifying and developing internal talent for
key roles ensures a pipeline
of qualified individuals for future leadership positions.
External Sources of Recruitment:
1. Advertisements: Utilizing various media channels to broadcast job
openings helps attract a
diverse pool of external candidates.
2. Job Portals and Websites: Posting vacancies on online platforms
broadens the reach to potential
candidates actively seeking employment.
3. Campus Recruitment: Partnering with educational institutions
allows organizations to tap into
fresh talent emerging from universities and colleges.
4. Consultants and Agencies: Employing recruitment agencies or
headhunters can expedite the
process of finding specialized or high-level talent.
5. Job Fairs and Events: Participating in or hosting recruitment
events provides opportunities to
engage with a wide array of candidates in person.
6. Social Media: Leveraging platforms like LinkedIn, Twitter, and
Facebook for recruitment
advertising helps reach a large and diverse audience
9. Explain the methods of on the job and of the job training
ANS:-
On the job Training
1. Job Shadowing: New employees observe and learn from
experienced colleagues as they
perform their tasks, gaining practical knowledge and skills directly
related to their roles.
2. Mentoring and Coaching: Seasoned employees or managers
provide guidance, feedback, and
support to less experienced employees, helping them develop their
skills and competencies
over time.
3. Job Rotation: Employees are assigned to different roles or
departments within the
organization, allowing them to gain exposure to various tasks,
functions, and perspectives,
enhancing their versatility and adaptability.
4. Apprenticeships: Structured programs that combine classroom
instruction with hands-on
learning under the supervision of skilled professionals, typically in
trades or technical fields.
5. Internships: Temporary placements for students or recent
graduates to gain practical work
experience in their field of study, often with the goal of transitioning
into full-time
employment.
6. Simulation Exercises: Realistic scenarios or simulations are used
to replicate workplace
situations, allowing employees to practice and refine their skills in a
controlled environment
before applying them on the job.
Off-the-Job Training:
1. Workshops and Seminars: Short-term training sessions conducted
by external trainers or
experts on specific topics or skills relevant to employees’ roles or
career development.
2. Conferences and Professional Events: Employees attend industry
conferences, trade shows,
or professional networking events to learn about the latest trends,
technologies, and best
practices in their field.
3. E-Learning: Online courses, webinars, and virtual training
programs accessible remotely,
offering flexibility and convenience for employees to learn at their
own pace and on their own
schedule.
4. Higher Education: Employees pursue formal education such as
degree programs,
certifications, or specialized courses to acquire advanced knowledge
and qualifications in their
field, often with the support of tuition reimbursement programs.
5. Self-Study: Employees engage in independent study or research
using resources such as
books, journals, and online tutorials to enhance their skills and
knowledge outside of formal
training programs.
6. External Training Programs: Organizations may sponsor
employees to attend training
programs offered by external training providers, institutions, or
professional associations to
develop specific competencies or expertise relevant to their roles.
10. Explain the various methods of performance appraisal.
ANS:-
1. 360-Degree Feedback: Involves gathering feedback from multiple
sources, including peers,
subordinates, and supervisors, to provide a holistic view of an
employee’s performance.
2. Management by Objectives (MBO): Focuses on setting and
achieving specific, measurable
goals, with performance evaluation based on goal attainment.
3. Rating Scales: Uses predefined criteria to assign numerical ratings,
providing a quantified
assessment of various aspects of an employee’s performance.
4. Critical Incident Technique: Highlights specific events to assess an
employee’s behavior,
emphasizing exemplary or problematic instances.
5. Behaviorally Anchored Rating Scales (BARS): Integrates
narrative and quantified ratings based
on specific behavioral examples for a comprehensive evaluation.
6. Graphic Rating Scale: Utilizes a visual scale to rate employees on
defined traits or behaviors.
7. Essay Appraisal Method: Involves providing a detailed written
assessment of an employee’s
performance, strengths, and areas for improvement.
8. Ranking Method: Compares employees and assigns rankings based
on overall performance.
9. Self-Assessment: Allows employees to evaluate their own
performance, encouraging self
awareness and personal development.
10. Paired Comparison Analysis: Ranks employees by comparing
each with every other employee
to determine relative performance.
11. Checklist Method: Assesses performance using a checklist of
predefined traits or behaviors.
12. Cost Accounting Method: Evaluates employees based on the
costs incurred or profits generated
as a result of their performance.
Skill Development Activities:
1. Preparation of Job Descriptions and Job specifications for a Job
profile
2. Choose any MNC and present your observations on training
program
3. Develop a format for performance appraisal of an employee.
4. Discussion of any two Employee Engagement models.
5. Analysis of components of pay structure based on the CTC sent by
the Corporate to the institute for the various jobs of different sectors.
