Unit-5, EMPLOYEE

MAINTENANCE,
ENGAGEMENT AND
EMERGING HORIZONS
(Important Questions)
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 Question: HR Audit, Procedure, Objective, Benefits and
Limitations?
 What is HR Audit? (Meaning)
An HR Audit is a systematic, objective, and comprehensive examination
of an organization’s HR policies, practices, systems, and procedures.
It is done to identify strengths and weaknesses in the human resource
function and ensure compliance with laws and organizational goals.

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 Question: HR Audit, Procedure, Objective, Benefits and
Limitations?
Objectives of HR Audit

Objective Explanation
Ensure HR policies follow labor laws,
Compliance Check
regulations, and standards.
Assess the effectiveness and efficiency of HR
Performance Evaluation
practices.
Detect any weaknesses or inconsistencies in
Identifying Gaps
recruitment, training, appraisal, etc.
Make sure HR strategies align with business
Strategic Alignment
goals.
Identify legal risks and areas of potential
Risk Management
employee dissatisfaction.

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 Question: HR Audit, Procedure, Objective, Benefits and
Limitations?
Procedure of HR Audit

Step Description
Decide whether it's a full audit or focused (e.g., payroll,
Step 1: Determine the Audit Scope
training).
Gather data on HR policies, employee files, contracts,
Step 2: Collect HR Data
training reports, etc.
Evaluate the information to check effectiveness and
Step 3: Review & Analyze
compliance.
Create a detailed report with findings, strengths,
Step 4: Prepare Audit Report
weaknesses, and suggestions.

Step 5: Recommend Improvements Suggest actionable strategies for HR improvement.

Step 6: Follow-Up Monitor implementation of audit recommendations.

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 Question: HR Audit, Procedure, Objective, Benefits and
Limitations?
Benefits of HR Audit

Benefit Explanation
Legal Compliance Avoid penalties by ensuring labor law adherence.
Streamline HR operations and reduce wasteful
Improved HR Efficiency
practices.
Strategic Clarity Align HR strategy with organizational mission.
Build better workplace practices, leading to improved
Employee Satisfaction
morale.
Decision-Making Support Provides data-based insights for better HR decisions.
Helps compare current HR practices with industry
Performance Benchmarking
standards.

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 Question: HR Audit, Procedure, Objective, Benefits and
Limitations?
Limitations of HR Audit

Limitation Explanation
Time-Consuming Requires detailed data collection and analysis.

Costly Involves professional auditors and extensive resources.

Resistance from Staff Employees may fear exposure of flaws or criticism.

Incomplete or incorrect data can affect the audit

Data Inaccuracy
quality.
Recommendations may not always be put into
Implementation Gap
practice.

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 Question: Application Of HRIS in Modern Organisation? Explain its
features and function?
 What is HRIS (Human Resource Information System)?
HRIS is a software system or database used to collect, store, manage, and
interpret information related to the human resources of an organization. It
helps in efficient decision-making, streamlined HR operations, and real-time
employee data management.

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 Applications of HRIS in Modern Organisations
Application Area Description
Stores employee records such as personal details, job history, and
Employee Information Management salary.

Recruitment & Selection Manages online job postings, applicant tracking, and onboarding.

Attendance & Leave Management Tracks employee attendance, leave balances, and holidays.

Performance Management Supports appraisals, feedback systems, and goal-setting.

Automates salary calculations, deductions, and statutory

Payroll Processing compliance (PF, ESI, TDS).

Training & Development Manages training schedules, course tracking, skill gap analysis.

Generates reports for workforce planning, attrition rate,

HR Analytics & Reports recruitment effectiveness.
Ensures adherence to labor laws and generates audit-ready
Compliance & Legal Management documentation.

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 Features of HRIS

Feature Explanation
All HR data is stored in a single location for easy access and
🗄 Centralized Database
management.
Secures sensitive employee data with access controls and
🔐 Data Security & Confidentiality
encryption.
Reduces manual work in tasks like payroll, leave approval, and
🔄 Automation
recruitment.

🖥 User-Friendly Interface Easy-to-use dashboards for HR staff, managers, and employees.

Allows employees to view pay slips, apply leave, update info,

📲 Self-Service Portals
etc.

⏱ Real-Time Processing Instant update and retrieval of data without delay.

📊 Custom Reports & Analytics Enables custom report generation for better decision-making.

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 Functions of HRIS

Function Description
Analyzes workforce availability and helps in future hiring
Human Resource Planning
strategies.
Tracks job applicants, schedules interviews, sends offer
Talent Acquisition
letters.

Time and Attendance Tracking Monitors clock-in/clock-out times, shifts, overtime.

Compensation Management Manages payroll, bonuses, tax calculations, benefits.

Records performance ratings, KRAs, feedback, and

Performance Appraisal
promotions.
Records training needs, attendance, assessments, and
Learning & Development
certifications.

Legal Compliance Maintains records for audits and statutory filings.

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 Question: Concept E-HRM?
E-HRM stands for Electronic Human Resource Management.
It refers to the integration of digital technologies, especially internet-based platforms,
into HR processes and practices. Through E-HRM, HR activities like recruitment,
selection, training, payroll, performance appraisal, employee communication and
record keeping are performed digitally using web-based systems.

Objectives of E-HRM:
• Reduce HR administrative costs
• Improve quality and transparency of HR services
• Increase speed and accuracy of HR operations
• Enhance employee engagement and self-service
• Enable strategic decision-making through HR analytics

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 Question: Concept E-HRM?
Types of E-HRM:

Type Description
Automates routine HR activities like payroll, attendance, leave
1. Operational E-HRM
management.
Supports HR functions such as recruitment, training, and
2. Relational E-HRM
performance management through digital tools.
3. Transformational E- Focuses on strategic HR roles like knowledge management, talent
HRM development, and organizational change through technology.

Benefits of E-HRM:
• Saves Time by automating manual tasks
• Reduces Costs of paperwork and administrative processes
• Improves Accessibility for both HR and employees
• Enhances Efficiency in recruitment, training, and communication
• Supports Strategic HRM with data insights and analytics

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 Question: Give Procedure for Redressal of Grievances?
A grievance is a formal complaint raised by an employee concerning working
conditions, management policies, behavior of supervisors or colleagues, or
any dissatisfaction related to employment.

Objectives of Grievance Redressal Procedure:

• To resolve employee complaints quickly and fairly
• To maintain a healthy work environment
• To build trust between employees and management
• To ensure industrial peace and boost morale

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 Question: Give Procedure for Redressal of Grievances?
Grievance Redressal Procedure (Standard 4-Step Model):

Step 1: Informal Complaint (Level 1 – Immediate Supervisor)

• The aggrieved employee should first approach the immediate
supervisor.
• The complaint is heard informally and resolved orally if possible.
• Most grievances are resolved at this stage if handled empathetically.

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 Question: Give Procedure for Redressal of Grievances?
Grievance Redressal Procedure (Standard 4-Step Model):

Step 2: Written Complaint (Level 2 – Department Head/HR)

• If the employee is not satisfied, a written grievance is submitted to
the Department Head or HR Manager.
• A formal meeting is held.
• A written response is given after investigation within a specified time
(usually 3–7 days).

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 Question: Give Procedure for Redressal of Grievances?
Grievance Redressal Procedure (Standard 4-Step Model):

Step 3: Grievance Committee (Level 3 – Internal Redressal Body)

• If unresolved, the grievance is referred to a Grievance Redressal
Committee (comprising HR, managers, and worker representatives).
• The committee hears both sides, examines evidence, and gives a fair
resolution.
• This ensures transparency and neutrality.

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 Question: Give Procedure for Redressal of Grievances?
Grievance Redressal Procedure (Standard 4-Step Model):

Step 4: Appeal to Top Management / Arbitration (Level 4)

• If the employee is still not satisfied, the grievance is escalated to the
Top Management.
• In some organizations, arbitration or legal remedies may also be used.
• The decision of top management or arbitrator is usually considered
final and binding.

Employee ➜ Supervisor ➜ HR/Dept Head ➜ Grievance

Committee ➜ Top Management

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 Question: Work from Home V/s Work from Office?
The COVID-19 pandemic accelerated the adoption of remote work globally.
Today, many companies are debating between Work from Home (WFH) and
Work from Office (WFO) models—or adopting a hybrid approach. Each has its
advantages and disadvantages for both employees and employers.

Advantages of Work from Home (WFH):

• Flexibility: Employees can choose their working hours (in some roles).
• Increased Productivity: Less time spent commuting means more time
for work.
• Cost-effective: Saves costs for both employees and employers (e.g.,
travel, office rent).
• Access to Global Talent: Companies can hire from anywhere in the
world.

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 Comparison Between Work from Home and Work from Office
Feature/Criteria Work from Home (WFH) Work from Office (WFO)
Location Remote, from home or any location Designated office space

Flexibility High flexibility in time and setting Fixed hours, limited flexibility

Cost Savings (Employee) Saves on travel, food, clothing, etc. Involves commuting and other expenses

Higher in structured environments for

Productivity Can be higher if distractions are managed
some tasks
Face-to-face, faster informal
Communication Relies on virtual tools (Zoom, Teams, email)
communication
Easier team bonding and instant
Team Collaboration Challenging without in-person interaction
discussions
Supervision Difficult to monitor directly Easier to supervise physically

Better if managed well; otherwise may blur

Work-Life Balance Clear separation of home and work life
boundaries

Technology Dependence High (internet, devices, security tools) Moderate

Higher due to physical presence and
Employee Engagement Lower due to isolation
interaction

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 Question: Explain Concept of Talent Management?
Talent Management refers to the systematic process of attracting, identifying,
developing, engaging, retaining, and deploying individuals with high potential who
are critical to an organization's success.
• In simple terms, Talent Management means hiring the right people, developing
their skills, motivating them to perform well, and retaining them for the long
term.

Objectives of Talent Management:

• To attract the best talent in the industry.
• To retain high-performing employees.
• To ensure employee development and career progression.
• To align individual goals with organizational objectives.
• To build a strong leadership pipeline for the future.

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 Question: Explain Concept of Talent Management?
 Key Components of Talent Management:

Component Description
Talent Acquisition Recruiting skilled and suitable candidates.
Providing training, mentoring, and learning
Talent Development
opportunities.
Setting goals, monitoring performance, and
Performance Management
providing feedback.
Identifying future leaders from within the
Succession Planning
organization.
Creating a work environment that motivates
Employee Retention
employees to stay long-term.
Offering competitive salary, bonuses, and
Compensation & Rewards
recognition.

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 Question: Explain Concept of Talent Management?

Talent Management Process:

• Planning – Identify current and future talent needs.
• Attracting – Employer branding, recruitment, job
marketing.
• Selecting – Interviews, assessments, skill tests.
• Developing – Training programs, workshops, learning
tools.
• Retaining – Engaging, motivating, and rewarding
talent.
• Transitioning – Promotions, transfers, succession.

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 Question: Explain Concept of Talent Management?

Importance of Talent Management:

• Increases employee productivity.
• Builds a competitive advantage.
• Reduces attrition and hiring costs.
• Enhances employee engagement and
satisfaction.
• Ensures business continuity through succession
planning.
• Encourages a learning and innovation culture.

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 Question: Why is it important for an organization to care for
employees health? What provision can be made to ensure health
of employees?
Employee health is directly linked to productivity, performance, motivation,
and the overall success of an organization. Organizations that invest in
employee health build a positive work environment, reduce absenteeism,
and increase employee loyalty.

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 Question: Why is it important for an organization to care for
employees health? What provision can be made to ensure health
of employees?
Reasons Why Employee Health is Important:
• Higher Productivity:
Healthy employees are physically and mentally fit to perform better, meet deadlines, and contribute more
effectively.
• Reduced Absenteeism and Sick Leaves:
Fewer health problems mean fewer leaves, which reduces work disruption and ensures smooth
operations.
• Lower Healthcare Costs:
Preventive health care programs can reduce medical claims and insurance expenses in the long term.
• Improved Employee Morale:
When employees feel that their employer cares for their well-being, they feel more valued and stay
motivated.
• Retention and Loyalty:
Companies that promote wellness build stronger emotional bonds with employees, reducing turnover.
• Positive Work Culture:
Health-friendly policies foster a safe, happy, and engaged work environment.
• Compliance with Legal Norms:
Ensuring workplace health is also a legal responsibility under various labor laws and industrial safety acts.

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 Provisions to Ensure Employee Health:
1.Health & Medical Facilities:
• On-site medical rooms or tie-ups with nearby hospitals.
• Free or subsidized health check-ups.
2.Mental Health Support:
• Stress management programs.
• Counseling services and Employee Assistance Programs (EAP).
• Mental wellness workshops.
3.Sanitation & Hygiene:
• Clean drinking water, toilets, and pantry areas.
• Regular cleaning and disinfection of the workplace.
4.Wellness Programs:
• Yoga, meditation, and fitness sessions.
• Health awareness camps and webinars.
• Nutritional guidance.
5.Ergonomic Workplace Design:
• Comfortable seating, proper lighting, and ventilation.
• Adjustable desks and posture-friendly equipment.

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 Question: Explain Social Security, its Significance in context of
Indian Working System?
Social Security refers to the protection given by the government or
employers to workers against economic risks such as:
• Sickness
• Unemployment
• Old age
• Disability
• Maternity
• Work-related injuries or death
It is a system of public or employer-based benefits designed to
provide financial support, healthcare, and employment security to
employees and their families in times of need.

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 Question: Explain Social Security, its Significance in context of
Indian Working System?
🇮🇳 Social Security in the Indian Context
Significance in India:
Large Workforce in Unorganized Sector:
• Over 90% of India’s workforce is in the unorganized/informal
sector, with little to no job or income security.
• Social security schemes protect this vulnerable population.
Rising Cost of Healthcare & Living:
• Medical inflation, housing costs, and education expenses make
social protection essential for survival and dignity.
Welfare of Workers:
• Government schemes like EPF, ESI, PM-SYM ensure workers are
supported during retirement, accidents, or emergencies.
Industrial Peace and Productivity:
• Workers feel secure and valued, leading to reduced strikes,
absenteeism, and higher morale.

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 Social Security Schemes in India:
1. Employees’ Provident Fund (EPF):
• Retirement benefit scheme for employees in the organized sector.
2. Employees’ State Insurance (ESI):
• Medical, sickness, and maternity benefits for employees earning less than
₹21,000/month.
3. Maternity Benefit Act, 1961:
• Paid leave and job security to working women during maternity.
4. Payment of Gratuity Act, 1972:
• Lump sum payment for employees after at least 5 years of service.
5. Workmen’s Compensation Act, 1923:
• Compensation to workers for injury or death during employment.
6. Atal Pension Yojana (APY):
• Monthly pension scheme for unorganized sector workers.
7. Pradhan Mantri Shram Yogi Maandhan (PM-SYM):
• Voluntary pension for unorganized workers after 60 years.
8. National Pension System (NPS):
• Long-term retirement plan for all citizens, especially private-sector employees.

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