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Questions & Answers HRM-1

The document discusses human resource management (HRM) and related concepts. It defines HRM and lists its operative functions such as recruitment, performance appraisal, and training. It explains the purpose of HR policies and job analysis, and how they influence hiring and compensation. Job descriptions outline qualifications, duties, and responsibilities for a specific position.

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Atchaya murugesan
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5K views6 pages

Questions & Answers HRM-1

The document discusses human resource management (HRM) and related concepts. It defines HRM and lists its operative functions such as recruitment, performance appraisal, and training. It explains the purpose of HR policies and job analysis, and how they influence hiring and compensation. Job descriptions outline qualifications, duties, and responsibilities for a specific position.

Uploaded by

Atchaya murugesan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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2 MARKS WEEKLY TEST HRM

1. Define the term HRM.


Human resource management (HRM) is the practice of recruiting, hiring, deploying and
managing an organization's employees. HRM is often referred to simply as human
resources (HR).

2. Mention the operative functions of HRM.


Operative Function Includes:
 Recruitment/Hiring
 Job Analysis & Design
 Performance Appraisal
 Training & Development
 Salary Administration
 Employee Welfare
 Maintenance
 Labor Relations
 Personal Research
 Personal Record

3. What do mean by HR policy?


Human resource policies are formal rules and procedures that dictate how certain
matters should be addressed in the workplace, including employee rights and duties. HR
policies are tied to employment law.

4. What is appealed policy?


When a dilemma appears in a unit of the organization over some issue, the unit head
appeals his superiors for a decision. This appeal moves upward in the vertical hierarchy
of the organization till a most suitable decision is made. Such decisions become a ruling
on the issue and such rulings in turn becomes appealed policies.

5. Mention the factors that influence HR policy.


 Employment
 Technical changes in the society.
 Organizational changes
6. Define the term Job analysis.
Describing nature of the job like qualification, skill, work experience required for specific job
position is another important operative task. Whereas, job design includes outlining tasks,
duties and responsibilities into a single work unit to achieve certain goal.
7. List down the contents of Job Description.
 Heading information
 Summary objective of the job
 Qualifications
 Special demands
 Job duties and responsibilities.
8. What is meant by job specification?
A statement of employee characteristics and qualifications required for satisfactory
performance of defined duties and tasks comprising a specific job or function. Job
specification is derived from job analysis.

9. What are the methods used for the purpose of Job evaluation?
Job evaluation is the systematic process of assessing and determining the value of jobs
performed within the organization and the relative value or worth of the employee's
efforts. The four major methods of job evaluations are job ranking, job classification,
factor comparison, and the point method.

16 MARKS WEEKLY TEST HRM

1. Explain the Objective and importance of the HRM.


According to Leon C. Megginson “From the national point of view human resources
are knowledge, skills, creative abilities, talents, and attitudes obtained in the
population; whereas from the view-point of the individual enterprise, they represent
the total of the inherent abilities, acquired knowledge and skills as exemplified in the
talents and aptitude of its employees”.

Objectives:
The primary objective of HRM is to ensure the availability of right people for right jobs so as the

organisational goals are achieved effectively.


This primary objective can further be divided into the following sub-objectives:

1. To help the organisation to attain its goals effectively and efficiently by providing competent
and motivated employees.
2. To utilize the available human resources effectively.
3. To increase to the fullest the employee’s job satisfaction and self-actualisation.
4. To develop and maintain the quality of work life (QWL) which makes employment in the
organisation a desirable personal and social situation.
5. To help maintain ethical policies and behaviour inside and outside the organisation.
6. To establish and maintain cordial relations between employees and management.
7. To reconcile individual/group goals with organisational goals.

HRM Objectives and Functions


2. Write Short notes on:
a) Distinction between HRM and Personnel Management.

 1. Personnel management deals with employees, their payroll and

employment laws. On the other hand, Human Resources Management

deals with the management of the work force, and contributes to an

organization’s success.

 2. HRM basically deals with developing personnel management

skills. It is Human Resources Management that develops a team of

employees for an organization.

 3. While Personnel management is considered to be reactive, Human

Resources Management is stated to be proactive.

 4. Personnel management focuses on administrating people or

employees. On the other hand, the prime focus of Human Resources

Development is to build a dynamic culture.

 5. Personnel management is independent from an organization. On

the contrary, Human Resources Management forms an integral part of

a company or an organization.

b) Advantages of Job Analysis.

Provides First Hand Job-Related Information: The job analysis process


provides with valuable job-related data that helps managers and job analyst
the duties and responsibilities of a particular job, risks and hazards involved in
it, skills and abilities required to perform the job and other related info.

Helps in Creating Right Job-Employee Fit: This is one of the most crucial
management activities. Filling the right person in a right job vacancy is a test
of skills, understanding and competencies of HR managers. Job Analysis
helps them understand what type of employee will be suitable to deliver a
specific job successfully.
Helps in Establishing Effective Hiring Practices: Who is to be filled where
and when? Who to target and how for a specific job opening? Job analysis
process gives answers to all these questions and helps managers in creating,
establishing and maintaining effective hiring practices.

Helps in Analyzing Training & Development Needs: The process of job


analysis gives answer to following questions:

a. Who to impart training


b. When to impart training
c. What should be the content of training
d. What should be the type of training: behavioral or technical
e. Who will conduct training

Helps in Deciding Compensation Package for a Specific Job: A genuine


and unbiased process of job analysis helps managers in determining the
appropriate compensation package and benefits and allowances for a
particular job. This is done on the basis of responsibilities and hazards
involved in a job.

c) Job Description.

Importance of Job Description


Job description is the most important thing which a candidate gets about a job listing. Job
description gives all the relevant and necessary details about a job. The details which can help
one decide whether the job is relevant or not. Qualifications, roles, responsibilities etc are
included in the job description document which paints a clear picture of what is expected from
the particular role.

Job Description Components


A Job description will include the following:
- Roles and responsibilities of the job
- Goals of the organization as well the goals to be achieved as a part of the profile
- Qualifications in terms of education and work experience required have to be clearly mentioned
- Skill sets required to fulfill the job
- Salary range of the job

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