✅ PART–C (10 MARK LONG ANSWERS)
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1. Various Functions of HRM (10 Marks)
Human Resource Management (HRM) is responsible for managing people in an organization. Its major functions are:
1. Human Resource Planning
Identifying future manpower needs
Ensuring the right number of employees
2. Recruitment
Attracting suitable candidates from various sources
3. Selection
Choosing the best candidate using tests and interviews
4. Placement & Induction
Posting candidates to the right job
Introducing them to the organization
5. Training & Development
Increasing employee skills and knowledge
Providing career growth opportunities
6. Performance Appraisal
Evaluating employee performance
Providing feedback for improvement
7. Compensation Management
Fixing wages, salaries, incentives, and benefits
Ensuring internal and external equity
8. Employee Welfare
Providing health, safety, canteen, housing, and social security
9. Labour Relations
Maintaining healthy relations with trade unions
Handling grievances and disputes
10. HR Auditing & Research
Evaluating HR policies and effectiveness
Conducting surveys and studies to improve HR practices
Conclusion: HRM ensures effective use of human resources to achieve organizational objectives.
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2. Benefits of Labour Welfare (10 Marks)
Labour welfare refers to all facilities and services provided to workers to improve their working and living conditions.
1. Improves Employee Morale
Welfare facilities make employees feel valued and cared for.
2. Reduces Absenteeism
Good welfare improves health and reduces absenteeism.
3. Enhances Productivity
Healthy and satisfied workers perform better.
4. Reduces Labour Turnover
Welfare measures encourage employees to stay with the organization.
5. Promotes Industrial Peace
Better relations between management and workers
Fewer strikes and disputes
6. Improves Living Standards
Facilities like housing, medical care, recreation uplift workers' lives.
7. Ensures Safety
Safety measures reduce accidents and risks.
8. Social Security
Provides financial protection through PF, ESI, insurance, gratuity.
9. Builds Company Image
Organizations known for good welfare attract talent easily.
10. Legal Compliance
Helps the organization follow labour laws and government rules.
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3. Techniques of Performance Appraisal (10 Marks)
Performance appraisal methods include:
1. Ranking Method
Employees are ranked from best to worst.
2. Rating Scale Method
Employees rated on traits like punctuality, teamwork, quality of work.
3. Checklist Method
Evaluator checks statements describing employee behaviour.
4. Critical Incident Method
Recording exceptional good or bad incidents of employee performance.
5. Management by Objectives (MBO)
Goals are jointly set; performance is judged on achievement.
6. 360° Feedback
Feedback from supervisors, peers, subordinates, and self.
7. Assessment Centres
Employees evaluated through simulations, tests, group discussions.
8. BARS (Behaviourally Anchored Rating Scale)
Uses specific behavioural statements for rating.
9. Field Review Method
HR experts interview supervisors for employee evaluation.
10. Self-Appraisal
Employee evaluates his own performance.
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4. Different Methods of Training (10 Marks)
Training methods are classified into two types:
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A. On-the-Job Training
1. Coaching
Supervisor guides the employee on the job.
2. Job Rotation
Employee shifts between departments to learn multiple skills.
3. Apprenticeship
Combination of classroom and job training for skilled trades.
4. Internship
Students work in companies to gain practical experience.
5. Mentoring
Senior employees guide juniors personally.
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B. Off-the-Job Training
1. Lectures
Classroom-style teaching to large groups.
2. Role Play
Employees act out scenarios to learn behaviour and communication.
3. Simulation
Replicating real situations using software or equipment.
4. Case Study
Real business problems analyzed for decision-making.
5. E-Learning
Online courses and digital training modules.
6. Workshops & Seminars
Interactive sessions to share knowledge and develop skills.
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5. Nature, Scope & Benefits of HR Audit (10 Marks)
Nature of HR Audit
Systematic
Comprehensive
Objective
Continuous
Evaluative
Scope of HR Audit
1. HR Planning and staffing
2. Recruitment and selection
3. Training and development
4. Performance management
5. Compensation and benefits
6. Employee welfare and safety
7. Industrial relations
8. Legal compliance
Benefits of HR Audit
1. Identifies strengths and weaknesses of HR systems
2. Improves HR efficiency
3. Ensures compliance with labour laws
4. Aligns HR practices with organizational goals
5. Improves employee satisfaction and morale
6. Reduces HR cost and wastage
7. Helps better decision-making
8. Enhances organizational performance
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✅ 6. Approaches to HR Audit & How It Helps HR Management (10 Marks)
HR Audit evaluates the effectiveness of HR policies and practices.
The major approaches include:
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A. Approaches of HR Audit
1. Comparative Approach
HR practices of the company are compared with another successful or standard company.
Helps identify gaps and best practices.
2. Compliance Approach
Checks whether HR activities follow laws, rules, and company policies.
Ensures legal compliance and reduces risks.
3. Statistical Approach
Uses HR data (turnover rate, absenteeism, productivity) for evaluation.
Helps measure HR effectiveness through numbers.
4. Management by Objectives (MBO) Approach
Evaluates HR performance based on preset goals.
Measures achievement and contribution to organizational targets.
5. Outside Authority Approach
HR practices are evaluated based on standards given by external experts or professional bodies.
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B. How HR Audit Helps HR Management
1. Identifies Strengths and Weaknesses
Shows what HR is doing well and where improvement is needed.
2. Improves HR Efficiency
Reduces unnecessary processes and improves productivity.
3. Ensures Legal Compliance
Prevents legal problems related to labour laws and regulations.
4. Helps in Better Decision-Making
Provides data for manpower planning, recruitment and training.
5. Enhances Employee Satisfaction
Improves HR practices, which leads to higher morale.
6. Reduces Costs
Eliminates duplication, absenteeism, turnover and inefficiencies.
7. Aligns HR with Organizational Goals
Ensures HR strategies support company objectives.
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✅ 7. Factors Influencing Compensation Management (10 Marks)
Compensation management is influenced by several internal and external factors.
1. Job Value
Job evaluation determines worth of the job based on responsibility, skill and effort.
2. Employee Skills & Performance
Skillful or high-performing employees receive higher pay.
3. Demand and Supply of Labour
Scarce skills lead to higher wages; surplus labour lowers wages.
4. Cost of Living
Inflation and living cost determine DA and wage adjustments.
5. Government Laws
Minimum Wages Act, Bonus Act, Payment of Wages Act influence pay.
6. Organizational Ability to Pay
Financial strength of the company decides wage levels.
7. Industry Standards
Compensation must be competitive with similar industries.
8. Trade Union Influence
Strong unions demand better wages and benefits.
9. Compensation Policies
Organization's internal policies on seniority, performance, incentives.
10. Economic Conditions
Recession may reduce salary hikes; growth periods increase pay.
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✅ 8. Levels & Forms of Workers' Participation in Management (10 Marks)
Workers participate in management at different levels:
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A. Levels of Participation
1. Informative Participation
Workers receive information related to company decisions.
2. Consultative Participation
Workers are consulted before decisions are made.
3. Associative Participation
Workers share decision-making responsibilities.
4. Administrative Participation
Workers are given authority in certain areas like safety, welfare.
5. Decisive Participation
Workers take part in final decision-making (rare but ideal).
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B. Forms of Workers' Participation
1. Works Committees
Encourages cooperation between workers and management.
2. Joint Management Councils
Discuss topics like welfare, safety, and productivity.
3. Suggestion Schemes
Workers submit ideas for improvement.
4. Quality Circles
Small groups work together to solve workplace problems.
5. Co-ownership / Stock Option
Workers own shares and participate in decisions.
6. Board-Level Representation
Workers have representation on board of directors.
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Benefits
Improves communication
Boosts morale
Reduces disputes
Enhances productivity
Encourages partnership culture
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✅ 9. Steps Involved in the Selection Process (10 Marks)
Selection is choosing the right candidate for the job. Major steps include:
1. Preliminary Screening
Checking application forms and basic eligibility.
2. Application Form
Collecting detailed information about the candidate.
3. Selection Tests
Aptitude, intelligence, personality and skill tests.
4. Employment Interview
Face-to-face meeting to assess suitability.
5. Medical Examination
Ensures physical and mental fitness.
6. Background Verification
Checking references, past employment and criminal record.
7. Final Selection Decision
HR and departmental heads decide the final candidate.
8. Job Offer
Issuing appointment letter and terms of employment.
9. Placement
Assigning the candidate to the right job.
10. Induction
Introducing the new employee to the organization.
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✅ 10. Functions of Trade Unions in India (10 Marks)
Trade unions protect and promote workers' interests. Their functions include:
1. Collective Bargaining
Negotiating wages, bonus, hours and conditions.
2. Protecting Worker Rights
Safeguarding employees from exploitation.
3. Representing Workers
Presenting grievances to management.
4. Ensuring Safety and Welfare
Ensuring proper working conditions and welfare amenities.
5. Improving Worker Morale
Organizing cultural, educational and social programs.
6. Settlement of Disputes
Helping resolve conflicts peacefully.
7. Political Functions
Influencing government labour policies.
8. Social Functions
Providing financial help, healthcare, housing and education.
9. Promoting Industrial Democracy
Encouraging worker participation in decision-making.
10. Training & Education
Providing training on leadership, skills and labour rights.
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✅ 11. Objectives of Human Resource Audit (10 Marks)
1. Evaluate HR Effectiveness
Measures how well HR department is functioning.
2. Improve HR Policies
Identifies problems and suggests improvements.
3. Ensure Legal Compliance
Checks compliance with labour laws and regulations.
4. Improve Employee Satisfaction
Develops better HR practices to increase morale.
5. Control HR Costs
Reduces wastage, absenteeism and turnover.
6. Support HR Planning
Provides useful data for forecasting manpower needs.
7. Strengthen Communication
Improves communication between HR and employees.
8. Enhance Productivity
Ensures right person is doing the right job.
9. Ensure Fair Compensation
Evaluates salary structure for fairness.
10. Align HR With Organizational Goals
Ensures HR activities support company objectives.
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✅ 12. Needs & Objectives of Career Development (10 Marks)
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A. Need for Career Development
1. Employee Growth
Helps employees develop skills and advance.
2. Reduce Employee Turnover
Motivated employees stay longer.
3. Organizational Growth
Ensures availability of skilled people for future roles.
4. Better Succession Planning
Prepares employees for key positions.
5. Adaptation to Technological Change
Upgrades employee knowledge regularly.
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B. Objectives of Career Development
1. Identify Career Paths
Helps employees plan long-term careers.
2. Improve Employee Skills
Training and development to enhance abilities.
3. Increase Job Satisfaction
Employees feel valued and motivated.
4. Match Employee Needs With Organization Needs
Aligns employee goals with company goals.
5. Improve Organizational Effectiveness
Right people in the right jobs.
6. Provide Growth Opportunities
Promotions, transfers and job enrichment.
7. Prepare for Future Challenges
Develops leadership and managerial talent.
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✅ 13. Benefits of Training (10 Marks)
1. Improves Skills and Knowledge
Employees become more efficient and professional.
2. Higher Productivity
Trained workers produce more with fewer mistakes.
3. Reduces Accidents
Safety training reduces workplace hazards.
4. Less Supervision Needed
Skilled employees need less monitoring.
5. Increases Job Satisfaction
Training motivates and encourages employees.
6. Reduces Labour Turnover
Trained employees feel committed and stay longer.
7. Helps in Technology Adoption
Employees learn new machines, software and tools.
8. Improves Quality of Work
Reduces defects and improves performance.
9. Develops Future Leaders
Builds managerial and leadership competencies.
10. Enhances Organizational Stability
Training supports long-term growth.
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✅ 14. Principles of Transfer & Types (10 Marks)
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A. Principles of Transfer
1. Right Person to Right Job
Transfers must match employee abilities.
2. No Reduction in Pay
Transfers must not reduce employee salary.
3. Transparency
Policies must be clear and known to employees.
4. Fairness
Transfers should not be used as punishment.
5. Based on Organizational Need
Transfers must be justified and purposeful.
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B. Types of Transfers
1. Production Transfer
To meet workload requirements.
2. Replacement Transfer
Move a new employee to replace a departing one.
3. Versatility Transfer
To broaden employee experience (job rotation).
4. Remedial Transfer
Correcting employee misplacement or performance issues.
5. Shift Transfer
Moving employees from one shift to another.