2. 360 system involves evaluation of a manager by everyone above, alongside and below him. To recognise and satisfy individual needs and group goals by offering appropriate monetary and non-monetary incentives. The idea is that the employer and employee should not make decision unilaterally or with the intervention of any third party. There are mainly three popular approaches to managing change: (1) Lewin’s classic Three-step model of the change process. (4) Monitoring and Control- HRM department conducts HR audit and helps other departments in proper implementation of human resource policies and programmes. Discipline is very essential in civil service. 1. Worker’s participation in management will be encouraged to participate in the packages designed to turn around sick companies. The scientific management approach has provided the following principles for job design: (i) Specialisation- Workers should be selected to perform specific tasks so as to ensure narrow specialisation. The HRM function is a routine, maintenance oriented administrative function. Discipline in the service is very essential for an efficient personnel system. Make your revision for KNEC Diploma in Human Resource Management Exams easy by using these Previous done examination past papers which are free to Access on this website. 2. In the modern time a negative confidential report is required to be communicated to the employee. Increasing proportion of women in the work force. v. Stress can be either a positive or a negative influence on employee performance. Helps achieve organisational goals. Labour intensive blue collar and clericals jobs have started declining with arrival of the new techniques. are not made with precision and each one of these has different implications. (x) Human Resource Planning helps in planning for physical facilities like canteen, staff quarters, dispensary and school for the staff and their children. Not only the fresher, but also the employee in service requires training for promotion or to change any new job. Performance Appraisal through MBO. It includes individual relation and joint consultation between employers and workers of the place of work. Personnel Research and Information systems. vi. x��XyTS�?9稔*�(qH��U�m�C��Pg� �!�H�|a� B(32 j�:��U[���mo��:��l�݇~���h��[뽵�z�?T��o����P'P�`ʑ�(�b�VYd������� �\�C8�װ�=��؁Bv�ab��ٟ:�k�A�� �JM��:R�z��璥K�m�Ũ�a!�q.��|m�K���+.ۥ���h�E� �HYL�4:�-,* ^�rH��b{��G��NQԖ-�[e�b�����+~wB��^e�>U��� 7�`�����������tݴd��WW�����\��f���(j>u���N-�R�C�"�0��:B�RG�%�� Content Guidelines 2. Effective Training Program – Training programmes can be drawn out on the basis of the needs of employees to remove their weaknesses. These are also called human relations abilities, which enable a manager to handle human resources in such a way that personal satisfaction is achieved and organizational goals are attained. 3. Core competencies are an integrated knowledge set within organizations that distinguish it from its competitors and delivers value to customers. Need for Multi-skilled Human Resources, 6. Lack of efforts to make better utilisation of the trainees. Involvement in Workers Participation in Management. Supervisors often do not have critical ability in assessing the staff. iii. 1. Ans. It is also most important for the welfare of both the employees and employer. Ans. These principles have focus on the planning, standardizing and improving human effort at the operative level for higher productivity. Retiring Pension- Retiring pension given to an officer who retires after completing a fixed period of qualifying services. Stress also differ from frustration, which is blocked goal attainment. v. HRM takes a very narrow view of its scope and aims only at developing and administering people. HRD aims at developing the capabilities on all line managers to carry out various personnel functions themselves. Job description is the measure of job whereas job specification is the measure of the job-holder. ]ߥ�������ߑ���V��p��HX@pXB����kr�FV���Ŏ�3�1�Ő��՛+�޻�v��ѳj+Z��'��� �>��>��s�S.�[m���BbǷ�ݜO��T���O�̆���#+�#��b>i��O���|���G�%�~�N�7�@��`�¥���?�̄9-wot7F��ذ��C��gXmg�pI�y�cH�HIݖ���/�n��ё�e!���G�7"v���OYPOPf�xK�1�)j���t�\�"�� 3. But line managers advice and assistance in HRM matters. – Ralph Kilmann and Kenneth Thomas. It is helpful to measure the performance of employees. (3) Workers should be made aware of the benefits of participation. This globalization of markets and manufacturing has vastly increased international competition, changes are taking place in the nature of work, jobs due to the trends in technological change and globalization. i. Under this system, remuneration is based on the amount of work done on output of a worker. Internships and walk-in interview are other methods of direct recruitment. Job analysis provide information about the task, responsibilities, knowledge and skill required for a job. Ans. What are the benefits of training program? Responsibility commensurate with authority and accountability for various jobs can be specified so as to minimize duplication or overlapping. 2. i. (iii) Building better health- Pre-employment medical check-ups, teaching relaxation techniques, special diets, onsite physical rehabilitation, ergonomics, onsite gym, etc. Role of Audit in the human resource management is most important. Ans. Ans. Lack of coordination among the training staff and other staff. HRD emphasizes the importance of higher needs in motivating individuals. Therefore, the final authority and responsibility for the management of human resource still rests will line managers. HRM Question and Answers:- Q.21. Ans. In the methods to be used in carrying out the job, in terms of techniques, system and procedures, and in the relationship that should exist between the job-holder and his Superiors, subordinates and colleagues. Audit is required to tackle these problems. Ans. Every task in the organisation is effectively done if there are a right number of employees with the right level of talent and skill and right incentive. 4. 3. The word stress is derived from the Latin term “stringers” which means “to draw tight”. Reskilling employees should be never-ending process. Job analysis is an essential element of effective human resource planning. Huge Collection of Essays, Research Papers and Articles on Business Management shared by visitors and users like you. 2. Trade unions have become vital part of organisation. (ii) Human Resource Planning identifies gaps in existing manpower in terms of their quantity and talent. Explain … 5. Training leads to job satisfaction and higher morale of the employees. White, “Promotion means an appointment from a given position to a position of higher grade, involving a change of duties to a more difficulties type of work and greater responsibility, accompanied by change of title and usually an increase of pay.”. By providing advice and information, human resource department enables a line manager to concentrate on technical/operative responsibilities of his department. Following are the requirements for a sound industrial relations: Ans. Ans. Trained workers need lesser supervision. At present the budgetary support for implementation of VRS in central public sector undertakings has been made available directly to the concerned administrative ministries by Ministry of Finance from the financial year 2001-2002 and funds required for retraining of rehabilitation of employees availing VRS has been placed with the Department of Public Enterprises from 2001-2002. Ans. It makes fresher employee fully productive, in the minimum time. Information obtained through job analysis is helpful to both management and trade unions for collective bargaining. Motivate staff to improve performance. Human resource management is known by different names, e.g. 6. 5. To facilitate for resting & validating selection test, interview techniques through comparing their scores with performance appraisal. HRM is a staff function and it helps all executives in making the organisation a good place to work in. Generally, it consists of several sub­systems such as appraisal; counselling, training, rewards, and welfare, quality of work life, etc. It helps examine critically and continuously all processes to remove non-productive activities and waste. The HRM department has staff relationship with other departments and it acts in an advisory capacity. According to an old Sanskrit proverb, strength lies in the organisation. HRM Case studies play a vital role in management education especially in subjects like Human Resource Management (HRM), Personnel Management, PAAP and related subjects. Good Relation – HRD manager stresses the need of coordination which is used for the benefits of himself and for the benefits of those who come in their contact. Plagiarism Prevention 5. The overall purpose of selection interviews in an organization are as follows: HRM Question and Answers:- Q.22. Get Your Custom Essay on Human Resource Management: Exam Questions Just from $13,9/Page. At the same time, we have to be aware of economic, technological, social, and legal issues that either facilitate or constrain our efforts to achieve organizational goals. Some main features of stress has been analyzed in the following: i. 2. personal management, manpower management personal administration, staff management etc.” The basic objectives of human resource management effectiveness may be explained as follows: 1. Is performance appraisal advantageous? This process is called ‘collective’ as both employer and employees participate in groups rather than as individuals and bargaining refers to arriving at a stage of agreement using methods like discussion, exchange of ideas and facts, and negotiation rather than confrontation. It also helps in judging the effectiveness of human resource policies and programmes of management. 3. A training policy must incorporate the following: – modern workers do not remain confined to a single function but can do more than one function. Following are the main definitions of selection: (1) According to Dale Yoder, “Selection is the process in which candidates for employment are divided in two classes those who are to be offered employment and those who are not.”, (2) According to Weihrich and Koontz, “Selecting manager is choosing from among the candidates the one who best meets the position requirements.”. It is also known as work planning and review or goal setting approach to appraisal. It help employees to accelerate skill development. Skip to main content . In long-range planning, top managers need these skills. Employee selection, employee remuneration, employee motivation, employee health and safety, industrial relations, employee education, etc. Every organisation provided financial incentives and non-financial incentives to its employees to motivate them. Inflexibility- MBO can be self-defeating if it fails to take into consideration the deeper emotions of people. (vi) Follow up- Implementation and follow-up of the solution must be followed up at every stage in order to ensure effective and speedy implementation. These skills are developed through experience and education. Therefore, HRM is the responsibility of every manager and not that of the HRM department alone. – Stephen Robbins. It further provides a chance to the personnel to make use of their already acquired skills in conjunction with the newer opportunities and challenges faced by the organisation. Try this free PHR practice test to see what's on a certification exam for human resource professionals. To enable management to gauge and control the payroll costs. 3. 8. Orient staff towards goal achievement. HRM department may consist of human resource manager, human resource officers and a few assistants/ clerks. You can add more questions using comment box. Functional Role – The personnel function interprets and helps to communicate personnel policies. ii. To review statutory compliances with a myriad of administrative regulations. 4. On the basis of such information, management can develop measures to ensure the health and safety of employees. This will improve organization productivity. 4. 5. Personnel policies provide guidelines for a variety of employment relationships and identify the organization’s intentions in recruitment, selection, development, promotion, compensation, motivation etc. All the organisations adopting Statistical Quality Control (SQC) and Statistical Process Control (SPC) techniques and developing and using a system of evaluation. Organizational viability and the transformation process. 12. Job description tells what is to be done and what is the nature of job, whereas job specification tells what attributes are needed in the person handling the job. To maintain or enhance the organization’s and the department’s reputation in the community. 7. SECTION A: Compulsory question. (2) Proper training and education should be provided to the workers and their representatives, about the process of participative management. (v) Prompt redressal- The grievance should be redressed by implementing the solution. Assessment of employee made in terms of satisfactory, good, outstanding differs from officer to officer and also department to. Today, labour-management relations are complex. Ans. Performance appraisal has come to occupy a vital place in human resource function. Inadequate compensation creates strikes, intensive tensions rivalries, frustration, poor performance and low morale of the employees. 5. Keep checking as we keep uploading these Diploma Past papers . (6) Strong, enlightened and truly representative trade union should be developed. Promotion of the employees depends upon their good behaviour and observance of discipline in the service. (v) Optimization of Technology- Through scientific study and analysis, the best method for doing a task is developed. It provides not only information on personnel, but also gets information on strength of employees on different position. It is true that if the employees do not organise themselves, it would be difficult for them to get better working condition and improve their life. Involvement in social and religious Organizations, 9. 32 0 obj To replace elderly executive who have risen from the ranks by highly competent and academically qualified professionals. vi. In simple words, HRD is an organized learning experience aimed at matching the organizational need for human resource with the individual need for career growth and development. Organizational Viability and Transformation Process. 1. Ans. Career anchors are distinct patterns of self – perceived talents, attitudes, motives and values that guide and stabilize a person’s career after several years of real world experiences and feedback. Ans. Managers need to be developed to handle the problems of complex organisations in the face of increasing competition. Personnel management policies: A policy is a statement or general guidelines for employees to make decisions in respect of to any course of action. Ans. It is also helpful to resolve disputes and grievances originated in the workplace. 8. 1. HRD is viewed as a sub-system of a larger system. Answers to exam and assignment long questions ( ) Courses, subjects, and textbooks for your search: Press Enter to view all search results ( ) Here we have given some live HRM case studies which are short, … ii. Scott, Clothier and Spriegel have defined Human Resource Management … Personnel Procedures – Relating to manpower planning procedures, recruitment and selection procedures, and employment procedures, training procedures, management development procedures, performance appraisal procedures, compensation procedures, industrial relations procedures and health and safety procedures. It also helps to understand the pulse of the customer. 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