Here are the detailed answers to your HRM questions based on the provided PowerPoint files,

PDF documents, and textbook excerpts:

Unit 1: Overview of HRM

1. Define HRM
Human Resource Management (HRM) is the process of managing people within an

organization. This includes hiring, training, performance appraisal, and ensuring that

employment practices comply with regulatory standards.

2. Explain in detail the nature and scope of HRM

● Nature of HRM:
● Strategic: Aligns human resource policies and practices with organizational
goals.
● Integrated: Involves linking various HR functions (recruitment, training,
performance management) seamlessly.
● Comprehensive: Encompasses a wide range of activities to ensure effective use
of human resources.
● Scope of HRM:
● Recruitment and Selection: Attracting and selecting the right talent.
● Training and Development: Equipping employees with necessary skills.
● Performance Management: Evaluating and enhancing employee performance.
● Compensation and Benefits: Designing reward systems.
● Employee Relations: Ensuring satisfactory labor relations.

3. Define HRM and explain in detail the functions of HRM with suitable examples

● HRM Defined: Same as above.

● Functions of HRM:
● Recruitment: E.g., using job fairs and online portals to attract talent.
● Training: E.g., conducting workshops for skill enhancement.
● Performance Management: E.g., annual reviews to assess employee
achievements and areas for improvement.
● Compensation Management: E.g., creating competitive pay packages to retain
top performers.
● Employee Relations: E.g., resolving conflicts through mediation and negotiation.
Unit 2: Human Resource Planning (HRP)

4. Define the meaning and purpose of HRP and evaluate factors affecting HRP

● Meaning: Human Resource Planning is the process of forecasting an organization's

future human resource needs and devising strategies to meet these needs.
● Purpose: Ensures that the right number of people with the right skills are available at the
right time.
● Factors Affecting HRP:
● Organizational Growth: Expansion plans can increase demand for new hires.
● Technological Changes: Technological advancements may require new skill sets.
● Employee Turnover: High turnover rates can necessitate more aggressive hiring
strategies​​.

5. Role of HRP in small and large organizations and explain the process of HRP

● In Small Organizations: More flexible, direct involvement of top management.

● In Large Organizations: More structured, often involves a dedicated HR department.
● Process of HRP:
● Demand Forecasting: Estimating the number of employees needed.
● Supply Forecasting: Assessing the availability of suitable candidates internally
and externally.
● Gap Analysis: Identifying the gaps between current resources and future needs.
● Action Plan: Developing strategies to bridge the identified gaps.

Unit 3: Job Design

1. Define Job Design, its importance, and scope

● Definition: Job Design involves outlining how a specific job role is to be executed, its
responsibilities, and the processes involved.
● Importance: Ensures efficiency and employee satisfaction by aligning job roles with the
skills of employees and the goals of the organization.
● Scope: Includes job simplification, job enlargement, job enrichment, and job rotation.
2. Define Job Analysis and explain in detail the components of Job Analysis with suitable
examples

● Definition: Job Analysis is the process of studying and collecting information about the
content and human requirements of jobs, as well as the context in which jobs are
performed.
● Components:
● Job Description: Lists duties, responsibilities (e.g., a software developer's job
may include designing, developing, and implementing software solutions).
● Job Specification: Lists the skills, knowledge, abilities, and other attributes
needed to perform the job effectively​​.

3. Define Job Evaluation and explain in detail the Job Evaluation process and its steps

● Definition: Job Evaluation is the systematic process of determining the relative worth of
jobs to create a job hierarchy within an organization.
● Process and Steps:
● Stage 1: Establish objectives of job evaluation (e.g., to ensure fair
compensation).
● Stage 2: Conduct job analysis to obtain job descriptions and specifications.
● Stage 3: Choose a job evaluation method (e.g., ranking, classification, point
method).
● Stage 4: Implement the method and assess its effectiveness in reflecting job
worth​​.
Unit 4: Recruitment and Selection

1. Define Recruitment and explain in detail the methods and process of Recruitment

● Definition: Recruitment involves the process of identifying and attracting potential

candidates from a pool of applicants for actual or anticipated organizational vacancies.
● Methods:
● Internal Recruitment: Promoting existing employees or transferring them to new
positions.
● External Recruitment: Utilizing job ads, online job portals, campus recruitments,
and recruitment agencies.
● Process:
● Identifying Vacancy: Determining the need for a new or replacement position.
● Job Analysis: Gathering information about the required skills, knowledge, and
experience.
● Attracting Candidates: Using various recruitment methods to attract suitable
candidates.
● Screening Applications: Shortlisting candidates based on predetermined criteria.
● Interviewing: Assessing shortlisted candidates through interviews and other
assessment methods.

2. Define the meaning of Selection, purpose of Selection, and enumerate the process of
Selection

● Definition: Selection is the process of choosing the most suitable candidate from those
who apply for a job, based on criteria such as qualifications, experience, and potential
for future growth.
● Purpose:
● To find the best match of individual skills and job requirements.
● To ensure a reliable and effective workforce.
● Process:
● Application Review: Screening resumes to match job specifications.
● Written Tests: Assessing candidates' competencies that are critical for the job.
● Interviews: Conducting one or more rounds of interviews to evaluate candidates'
skills and cultural fit.
● Background Checks: Verifying the selected candidate's background, including
references and past employment.
● Job Offer: Extending a job offer to the chosen candidate.
3. In the context of multinationals and startups, how do you ensure recruitment and
selection processes attract the attention of employees

● Multinationals:
● Global Branding: Leveraging the company's global presence to attract top talent.
● Diverse Opportunities: Offering varied career paths and international
assignments.
● Startups:
● Culture and Innovation: Highlighting a culture of innovation and flexibility.
● Growth Potential: Emphasizing rapid career progression and learning
opportunities.
● Common Strategies:
● Employer Branding: Building a strong employer brand that resonates with desired
talent.
● Social Media Engagement: Using platforms like LinkedIn to engage with potential
candidates.

Unit 5: Training & Performance Appraisal

1. What is the role of Training in the context of employee engagement?

● Skill Development: Training provides employees with the skills necessary to perform
their jobs effectively, which can increase confidence and satisfaction.
● Career Advancement: Opportunities for continuous learning and development can lead
to higher levels of employee engagement as they feel valued and invested in.
● Alignment with Goals: Training aligns individual performance with organizational goals,
fostering a sense of purpose and commitment【16†source】.

2. Performance appraisal: Methods of Performance Appraisal and explain in detail

traditional and modern methods

● Traditional Methods:
● Annual Reviews: Formal evaluation done yearly.
● Rating Scales: Numerical scales to rate performance against specific criteria.
 ● Modern Methods:
● 360-Degree Feedback: Involves feedback from peers, supervisors, subordinates,
and sometimes customers.
● Continuous Feedback: Regular, informal feedback provided through one-on-one
meetings and after project completions.

● Detail: Modern methods tend to focus more on continuous improvement and provide a
more comprehensive view of employee performance by involving multiple stakeholders【
16†source】.

3. Explain in detail the nature and function of 360 degree performance appraisal system
with suitable examples

● Nature: The 360-degree performance appraisal involves collecting performance data

from various sources who interact with the employee, such as managers, peers, direct
reports, and customers.
● Function:
● Holistic View: Provides a well-rounded view of an employee's performance.
● Developmental Focus: Highlights areas for personal and professional growth.
● Examples: An employee might receive high marks from peers for teamwork, but
managers might rate them lower in areas like leadership, indicating areas for
development.
Unit 6: Compensation Management

1. Roles of compensation management in developing salary structures for employees in

the private sector

● Equity: Ensures fair compensation based on role, experience, and industry standards.
● Competitiveness: Helps attract and retain talent by offering competitive pay packages.
● Alignment: Aligns compensation with business strategy and organizational goals【
15†source】.

2. Define Compensation and explain in detail the theories of compensation

● Definition: Compensation encompasses all forms of financial returns and tangible

services and benefits employees receive as part of an employment relationship.
● Theories:
● Equity Theory: Employees are motivated when they perceive their compensation
to be equal to the effort they put in.
● Expectancy Theory: Employees are motivated when they believe that their efforts
will lead to effective performance and they will be rewarded accordingly【
15†source】.

3. Define incentives and factors influencing employee compensation (both external and
internal)

● Definition: Incentives are additional compensation used to motivate employees and

encourage higher performance levels.
● External Factors:
● Market Rates: Competitive wages offered by similar businesses in the industry.
● Economic Conditions: Overall economic health influencing wage levels.
● Internal Factors:
● Business Strategy: Higher pay for strategic roles.
● Performance Results: Compensation tied to individual or group performance
metrics【15†source】.
Unit 7: Industrial Relations

1. Define IR
Industrial Relations (IR) refers to the management of relationships between employers and

employees or between employers and trade unions. It involves negotiating labor contracts,

handling grievances, and ensuring compliance with employment laws.

2. Explain in details approaches to IR

● Unitarist Approach: Views the organization as an integrated and harmonious system,

focused on mutual cooperation.
● Pluralist Approach: Recognizes the legitimacy of different interests within the
organization and the role of trade unions in representing these interests.
● Marxist/Radical Approach: Views IR in the context of conflicts arising from power
imbalances between employers and employees.

3. Define Industrial Disputes

An industrial dispute is a conflict between employers and employees, generally caused by

disagreements over terms of employment, working conditions, wage negotiations, or employee

rights.

4. Examine the nature of disputes and settlement mechanisms of IR disputes

● Nature of Disputes: Can be about wages, working conditions, disciplinary actions, and
rights.
● Settlement Mechanisms:
● Negotiation: Direct discussions to reach a mutual agreement.
● Mediation: Involving a third-party mediator who helps both sides reach a
consensus.
● Arbitration: A neutral third party makes a binding decision to resolve the dispute.

5. Define Trade Union, meaning, purpose, and approaches to TU

● Definition: A trade union is an organized group of workers whose purpose is to increase

the welfare of its members.
● Purpose:
● Representation: Representing members in negotiations with employers.
 ● Protection: Ensuring fair treatment and adequate working conditions for
members.
● Approaches:
● Collaborative: Working together with employers for mutual benefits.
● Adversarial: Engaging in collective bargaining and strikes to enforce demands.

Let me know if you need further information or explanation on any of these topics or if you want

to proceed with the remaining units!

Unit 8: HR Audit

1. Role of HR Audit in the service sector with suitable examples

● Role of HR Audit:

● Compliance: Ensures all practices comply with legal and ethical standards.

● Efficiency: Evaluates the efficiency of HR functions and processes.

● Effectiveness: Assesses the effectiveness of HR strategies in meeting organizational

goals.

● Examples:

● Hospitality Industry: An HR audit might review staff turnover rates and training

programs to ensure the delivery of high-quality customer service.

● Financial Services: Audits might focus on compliance with labor laws and

regulations affecting confidentiality and security.

2. Explain in detail HRIS (Human Resource Information System)

● HRIS Definition: A Human Resource Information System (HRIS) is software that provides a

centralized repository of employee data and helps manage payroll, benefits administration,

and compliance with employment laws.

 ● Detailed Explanation:

● Data Management: Stores detailed employee data, including personal information,

job histories, and performance records.

● Process Automation: Automates routine tasks like payroll, benefits enrollment, and

performance reviews.

● Reporting and Analytics: Provides analytics that help HR make informed decisions

regarding workforce management and planning.

3. Explain HRIS to track employee performance, reward system, and promotion

● Employee Performance Tracking: HRIS can automate and streamline the performance

appraisal process by providing tools for setting goals, evaluating performance regularly, and

gathering 360-degree feedback.

● Reward System Management: HRIS can help manage compensation and benefits by aligning

them with performance outcomes, tracking eligibility for rewards, and administering bonuses

and other incentives.

● Promotion Management: Facilitates career development planning by tracking employee

skills, performance achievements, and readiness for promotion, helping ensure that

promotions are handled fairly and effectively.

Unit 9: Learning and Development

1. Define Learning and Development and its purpose

● Definition: Learning and Development (L&D) encompasses various educational activities

designed to improve employees' skills and knowledge, enhancing their performance and

productivity.

● Purpose:

● Skill Enhancement: To upgrade the skills of employees to meet current and future job

requirements.
 ● Employee Engagement and Retention: To motivate employees and reduce turnover

by investing in their professional growth.

2. Explain in detail the methods of Learning and Development

● On-the-Job Training: Training that occurs in the work environment, allowing employees to

learn by doing.

● E-Learning: Use of online resources and courses to enable flexible learning schedules.

● Workshops and Seminars: Structured training events focused on specific skills or knowledge

areas.

● Coaching and Mentoring: Personalized guidance provided by more experienced employees

or professional coaches.

3. Evaluate the effectiveness of Learning and Development programs

● Evaluation Techniques:

● Feedback Surveys: Gathering participant feedback to assess satisfaction and

applicability of learned skills.

● Pre and Post-Assessment: Testing participants' knowledge before and after training

to measure learning outcomes.

● Performance Metrics: Observing improvements in work performance and

productivity as a result of training.

Unit 10: Employee Wellness and Safety

1. Define Employee Wellness Programs and their significance

● Definition: Employee Wellness Programs are initiatives aimed at maintaining or improving

employee health and overall well-being.

● Significance:
 ● Health Cost Reduction: Reducing healthcare costs for both employees and the

employer by promoting healthier lifestyles.

● Productivity Enhancement: Improving productivity by reducing absenteeism and

presenteeism related to health issues.

2. Describe the components of an effective Safety Management System

● Risk Assessment: Identifying and assessing hazards in the workplace.

● Safety Training: Educating employees on safety practices and emergency procedures.

● Incident Reporting: Systems for reporting accidents to facilitate analysis and prevention of

future incidents.

3. Discuss strategies to promote Employee Wellness

● Health Screenings and Programs: Offering regular health checks, flu shots, and wellness

challenges.

● Mental Health Support: Providing access to counseling services and mental health days.

● Fitness Initiatives: Subsidizing gym memberships or organizing workplace fitness programs.