NAME: AHAMED RAEEZ HUSSAIN

ROLL NO: 2314516749

PROGRAM: BACHELOR OF BUSINESS ADMINISTRATION (BBA)
SEMESTER: II
COURSE NAME: HUMAN RESOURCE MANAGEMENT
COURSE CODE: DBB1203

SET – 1

Question 1: Define Human Resource Management. Explain the distinction between Personnel
Management and HRM.
Answer: Human Resource Management is a process of leading people and organisations together
because the aims of each are met. It is the art of obtaining, expanding, and maintaining skilled
workforce to attain the aims of the organisation. It includes those ventures designed to provide
for and coordinate the workforce of an organisation.
Difference between Personal management and HRM.
1) Personnel management is workforce-centred. It is conducted mainly at the employees of
the organisation by concentrating on their recruiting, providing incomes and salary,
clarifying the management’s aims and objects, justifying the conduct of the management
etc. On the different hand, HRM is resource –centred. It is directed for the most part at
management, by concentrating on providing opportunities to employees for development
and evolution through guidance and management development programmes, dispatching
more capacity and control to the laborers, etc.
2) Personnel Management is fundamentally an working function. It gives a lot of
significance to the occurring everyday administration of the employees. HRM, still, is
strategic in type. It focuses on enabling the organisation to gain maintained competitive
advantage through strategic preparation.
 3) HRM is full of enthusiasm than Personnel Management. Personnel management focuses
on employee grievances and disputes hinted. They play a bigger part in discussing the
problems after its incident. Hence it is reactive. HRM focuses on providing a healthful
work atmosphere checking each situation of the employees. They value the employees as
a important resource and then take all measures to guarantee the job delight of the
employees. This is worked out by providing sufficient opportunities for employees to
study and evolve, supplying enough promotional opportunities, managing to get a fair
performance valuation etc.
4) Personnel Management focuses on bargaining. It focuses on dealings and negotiating
between the workers. HRM still focuses on facilitation. In HRM, the management
surpass the contracts and try to hire the employees to the maximum.
5) Personnel management uses work analysis and work judgment for fixing the wages and
payroll of the workers. The payments for work and salary are mostly established and has
a particular format. HRM provides for performance-based pay, where the staff members
command a price of based on their level of efficiency. It further provides for periphery
benefits that may not be finances such as petrol concession, phone concession etc.

Question 2: How does Selection vary from Recruitment? Distinguishing Internal and External
sources of Recruitment.
Answer: Selection is the process of putting the right individual on the right task. It is a process of
corresponding organisational necessities accompanying the abilities and accomplishments of
people. Effective selection may be done only when there is an effective corresponding of
requirement and potential. And whereas Recruitment is a process of seeking for potential
employees and stimulating and promising them to apply for jobs in an organisation.
Internal Recruitment: internal recruitment needs recognizing people already working in the
organisation to add to vacancies. When organisations favor internal recruitment, it puts a helpful
impact on loyalty, morale and ambition of the employee. When an organization prefers within
recruitment, each occasion there is a vacancy in the organization existing employees concede
possibility be promoted, moved, upgraded to meet that opening. Any retired employee,
dependent of any deceased employee or retrenched employee also comes under internal sources.
Benefits of internal recruitment:
that it can motivate worker to work hard and efficiently for opening vacancies.
Internal candidates are acknowledged to the company so their suitability maybe criticized better.
It can create and improve faithfulness, obligation, a sense of belongingness and a sense of
security.
The staff member can receive a chance for improvement so the chance for work delight is more.
Promotion could lead to expanded salary.
External Recruitment: To overcome the troubles of internal recruitment, organisations choose
external recruitment. In a vital environment a fast increasing company can have extreme demand
for mechanics, skilled and knowing people with new ideas and greatness. This form of recruiting
is economical in a way that it removes the cost of training by selecting skillful people.
Benefits of External recruitment:
External source supplies large pool of candidates so there is a wide choice of people
accompanying precondition qualifications.
New talent with most recent knowledge and creativity can influence healthy perspective to the
organisation.
Internal candidates are motivated to work hard cause they face tough competition from external
candidates

Question 3: What is Human Resource Planning? Explain the significance of planning human
resources.
Answer: Human resource preparation is a progressive function. It tries to determine human
resource requirements earlier consistency in market fluctuations, demand forecasts and chance of
legitimate candidates, etc., in the background. According to Terry, Human Resource Planning
(HRP) is a set of tasks that involve guess of in what way or manner many qualified people are
necessary to complete activity the appointed projects; by means of what many people will be
handy; and what, if all, must be finished to guarantee that personnel supply equals personnel
demand at an appropriate time in future. According to E. W. Vetter, HRP is a process by which an
organization concede possibility move from allure current laborers position to its asked laborers
position.
Significance of PHR:
It Is Part Of Strategic Planning: Business today is strategic. Carefully planned strategies are
essential for the endurance and well-being of organisations. Human resource plan is principal to
strategic preparation cause the achievement of the mission, vision and aims of the arrangement
very depends on the character of its human system. When the approaches are fashioned,
recommendation from human property planning helps it by allowing for possibility the status and
kind of manpower wanted. On the other hand, once the method has been made, executives need
to form system distribution decisions. HR managers are, therefore, essential facilitators of the
clever planning process.
Creating highly talented personnel:Nature of jobs has transformed dramatically in the last 3
decades. Today we demand highly restricted, flexible professionals to-do day to day work. There
was a time when an organisation hopeful having hundred unskilled employees for each five
qualified engineers and managers. Today IT organisations like Infosys and TCS have certainly no
unskilled workforce. All their employees are well qualified and skilled crew. Such skillful public
keep on dynamic jobs rapidly. Thus organisations face deficiency of man power on common
basis. Human resource planning helps in countering specific shortages by developing appropriate
retention strategies.
Succession planning: Human resource planning is essential to simplify succession planning.
Retirement of a chief executive is complete of uncertainties. Many organisations withered once
their successful Chief Executive Officer retired. Through preparation we can identify acceptable
nominees much before any well-known executive retires so that the candidates maybe ready with
the necessary knowledge, ability, capability and exposure. This guarantees that the organisation
keeps on moving in its clear course regardless of any retirements/exits.

Set-2

Question 4: What is training? Explain different job training methods.

Answer: Training helps people in selecting, utilising and evaluating their knowledge. Different
people have characterized training in different methods. According to H.John Bernardin,
“Training is any attempt to enhance staff member performance on a presently grasped job or one
related to it.” In other words, we can announce that training focuses on current jobs, and it has to
do with specific job abilities and attitude. Thus, we can announce that training is a process for
improvement of necessary knowledge, skills and attitude (named KSA).
Different job trainings methods are on the job and off the job trainings:
On the job trainings: On the job training is a very usually used method. This method is also
popular as job guidance training. In this method, the trainees are not detached from his routine
task and taught necessary abilities to act a particular job. Under the counseling of a skillful
worker or boss, they learn to do their job.
Some of the usual on the job training patterns are:
Job Direction Training: The task direction training was grown all the while World
War II. In this training, workers are instructed by a senior coworker or overseer to
perform their current task. It is most sufficient for natural job of semi-skillful or
 incompetent jobs place movements are smooth. In this training, the beginner
learns through observation and practice.
Mentoring: Mentoring is a pattern under that a successful and qualified senior
worker takes the responsibility of grooming a junior worker to turn into
successful. It is mainly done for top positions. Mentoring is an simple friendship
between two people who are not related as a boss and subordinate. The main
objective of mentoring is to help the employee evolve sharp decision-making
skill.

Off the job training: In off the job training, the employee is outside of from his original
workplace. Training is supported at a area particularly organized for training program.
some methods of off the job training:
Vestibule training: In this training pattern, theory maybe related to the practical
scene. In this order, real work like condition is simulated at a training centre. This
type of preparation is used to prepare people for clerical and semi clerical jobs.
Role playing: It is a training pattern which includes action, doing as well as
practice. It focuses on sensitive issues. Trainees play different duties and they
discover to expand relations. It is very beneficial for interpersonal ability growth.
Question 5: What are the goals of Performance Appraisal? Explain its various modern methods.
Answer: Goals of performance appraisal are providing response to employees about their
efficiency, deciding who gets advanced, facilitating layoff or shrinking decisions, encouraging
performance improvement Motivating superior accomplishment, Setting and measuring goals
Counseling deficient performers, determining benefit changes, encouraging coaching and
instructing, supporting manpower plan or succession plan, deciding individual and organizational
training and development needs, Providing lawful defensibility for work force decisions,
Confirming that good enlisting conclusions are being made.
The modern methods of performance appraisal are:
Assessment Centre: The assessment centre method of appraising was first used for one
German company in 1930. Thereafter the business field started utilizing this arrangement.
Assessment centre is an approach and it does not mention a tangible form. This approach
uses various methods in the way that in-box, duty acting, case studies ,simulation
exercises etc. Through these methods an on the job experience is played to evaluate the
efficiency of an staff member. In this pattern, staff members from diverse departments are
brought together to work on individual or group tasks.
 Management By Objectives: The term Management By Objectives (MBO) was first
invented by Peter Druckerby way of building group work. MBO is a process at which
point managers and their employees mutually set goals for the employee, annually judge
the accomplishment and reward in accordance with the results. The proficient service of
MBO is well recognised. It strengthens managers not to depend upon hunches or guess
work but to advance a defined aim in organized method.
Human Asset Accounting Method: This method evaluates the efficiency of the employee
on the basis of cost. This covers the cost of keeping a worker and its benefit to the
organisation. Human resource cost includes expenditure by the company in conditions of
recruitment, guidance, compensation and growth. The employee’s contribution is the
money worth of the labour output. The employee’s efficiency is calculated in terms of
how much he’s/her offering in the organisation. Performance is better if offering is above
the cost and it is negative if the cost is much higher than the offering.
Question 6: Explain various challenges faced in International Human Resource Management.
Answer: Challenges of International Human Resource Management are:
Managing Human Resources: One of the most troublesome tasks for an
International HR Manager is to control human resources. Right from the process
of preparation to recruitment and placing the employees, it is troublesome for an
HR manager to guarantee that all the legal and organisational needs are convene,
happening at about the same time comply with people of diverse nationalities and
culture.
Managing Communication: Communication is most important key facilitator of
information in all organisation. More than all, employees need eye to eye
communication with their superior officers because there is a better ground for
explanation and supervision. Although in international HRM, we take advantage
of most important recent technology and try to devise a virtual environment, it
does not replace the benefits of eye-to-eye communication. One of the most
considerable challenges when organisations expand cross borders is to uphold
employee motivation and guaranteeing that staff members feel participating with
the organisation.
Imparting parent organisation characteristics: It is crucial the parent organisation
principles are passed on to all the off-shore employees also. There has expected
uniformity in the principles and stances of the operators across the organisation. It
is troublesome to monitor the giving of principles and stances of employees
across the globe.
Maintaining Uniformity and Fairness: In a worldwide company it is smooth for
workers to feel that the payment that they receive is not corresponding to the
amount the workers in foreign nations get. Currency conversion can more be a big
challenge for the worldwide human resource manager. Even promotions, transfers
maybe grounds for dissatisfaction of workers.