HUMAN RESOURCE MANAGEMENT

Semester Question Paper

Code: MIM401A

GROUP-A (1 Mark Each – Total 50 Questions)

UNIT 1: Introduction to HRM
1. Define Human Resource Management.
HRM is the process of recruiting, selecting, training, developing, and managing an
organization’s workforce to achieve business goals.
2. What is the primary aim of HRM?
To maximize employee performance in alignment with the organization’s strategic
objectives.
3. Differentiate between Personnel Management and HRM.
Personnel Management is administrative and focuses on employee welfare, while HRM is
strategic and aligns human resources with business goals.
4. Name two objectives of HRM.
 Enhancing employee productivity
 Ensuring employee satisfaction and development
5. What is the role of a Line Manager in HRM?
Line managers implement HR policies, manage employee performance, and provide
feedback.
6. Give an example of a strategic HRM function.
Workforce planning and talent management.
7. What was the focus of HRM in the early stages in India?
Employee welfare and industrial relations.
8. Name one modern trend in HRM.
Use of artificial intelligence (AI) in recruitment and HR analytics.
UNIT 2: Human Resource Planning
9. What is Human Resource Planning?
Human Resource Planning (HRP) is the process of forecasting an organization’s future
workforce needs and developing strategies to meet those needs.
10. List two objectives of HR Planning.
 Ensuring the right number of employees with the right skills.
 Reducing workforce shortages and surpluses.
11. Why is HR Planning important?
HR Planning ensures efficient workforce management, minimizes labor costs, and
supports business growth.
12. Define Work Load Analysis.
Work Load Analysis is the process of assessing the amount of work assigned to
employees to ensure a balanced distribution of tasks.
 13. What is Manning Norms?
Manning Norms define the standard number of employees required for specific tasks or
job roles in an organization.
14. What is Demand Analysis in HRP?
Demand Analysis in HRP involves estimating the future workforce requirements based
on business goals and operational needs.
15. Name one component of HR Policy.
Recruitment and Selection Policy.
UNIT 3: Job Analysis
16. Define Job Analysis.
Job Analysis is the process of gathering and examining information about a job’s duties,
responsibilities, and required skills.
17. Mention two uses of Job Analysis.
 Helps in recruitment and selection.
 Assists in performance appraisal and training.
18. What is Job Description?
A Job Description is a written document that outlines a job’s duties, responsibilities, and
reporting relationships.
19. What is Job Specification?
Job Specification defines the qualifications, skills, experience, and attributes required for
a specific job role.
20. Name one method of collecting Job Analysis data.
Observation method.
UNIT 4: Talent Acquisition & Training
21. Define Recruitment.
Recruitment is the process of attracting, identifying, and encouraging candidates to
apply for job vacancies in an organization.
22. Differentiate between Recruitment and Selection.
Recruitment is the process of attracting candidates, while Selection involves choosing
the most suitable candidate for the job.
23. Name two sources of Selection.
 Internal sources (promotions, transfers)
 External sources (job portals, campus recruitment)
24. What is Training Needs Assessment?
Training Needs Assessment is the process of identifying gaps in employee skills and
knowledge to design effective training programs.
25. What is the KIRK-PATRICK model?
The Kirkpatrick Model is a framework for evaluating training effectiveness based on four
levels: Reaction, Learning, Behavior, and Results.
26. Define Training Calendar.
A Training Calendar is a scheduled plan of training programs, including dates, topics, and
target participants, to ensure systematic employee development.
 27. What is the difference between Training and Development?
Training focuses on improving job-specific skills, while Development enhances overall
career growth and future competencies.
UNIT 5: HRD (Human Resource Development)
28. Define HRD.
Human Resource Development (HRD) is the process of enhancing employees' skills,
knowledge, and abilities to improve performance and career growth.
29. List two objectives of HRD.
 To develop employees’ competencies and potential.
 To improve organizational efficiency and productivity.
30. What is the process of HRD?
The HRD process includes Need Assessment, Designing Programs, Implementation, and
Evaluation.
31. Name one HRD method.
On-the-job training.
UNIT 6: Performance Appraisal & Compensation
32. What is Performance Appraisal?
Performance Appraisal is the process of evaluating an employee's job performance
against predefined standards.
33. Name two methods of Performance Appraisal.
 Graphic Rating Scale
 Management by Objectives (MBO)
34. What is a 360-degree Appraisal?
A 360-degree Appraisal is a performance evaluation method where feedback is collected
from superiors, peers, subordinates, and customers.
35. Define HR Scorecard.
The HR Scorecard is a strategic tool that measures HR performance and its impact on
business goals using key HR metrics.
36. What is Potential Appraisal?
Potential Appraisal is the process of identifying and assessing employees' future
capabilities for career growth and leadership roles.
37. What is Compensation Management?
Compensation Management is the process of designing and administering salary,
benefits, and incentives to employees in a fair and competitive manner.

GROUP-B (5 Marks Each – Total 10 Questions)

UNIT 1
1. Define Personnel Management. Compare Personnel Management and HRM. Explain
objective of HRM. (1+2+2)
2. Discuss the historical evolution of HRM in India. Explain the role of Line Managers in
HRM. (2+3)
UNIT 2
3. What is HR Planning? Explain the steps in HR Planning. (1+4)
4. Define Work Load Analysis. Discuss the importance of HR Policy. (2+3)
UNIT 3
5. What is Job Analysis? Differentiate between Job Description and Job Specification. Name
two methods of Job Analysis. (1+2+2)
UNIT 4
6. Explain Recruitment process. Differentiate between Training and Development. (2+3)
7. What is the KIRK-PATRICK model? Explain Training Needs Assessment methods. (1+4)
UNIT 5
8. Explain the HRD process with examples. (5)
UNIT 6
9. Discuss the 360-degree Appraisal method. What are common errors in Performance
Appraisal? (3+2)
10.Explain Compensation Management and its components. (5)

GROUP-C (15 Marks Each – Total 10 Questions)

UNIT 1
1. Define HRM and explain its nature. Discuss the scope of HRM. Explain the changing role
of HRM with examples. (5+5+5)
UNIT 2
2. Explain the importance and objectives of HR Planning. Discuss Demand Analysis and
Work Load Analysis. (9+6)
UNIT 3
3. Define Job Analysis and its uses. Explain Job Evaluation methods. (7+8)
UNIT 4
4. Discuss the Recruitment and Selection process in detail. Explain different Training
Methods. (10+5)
5. What is Training Needs Assessment? Explain the KIRK-PATRICK and CIRO models. Discuss
the importance of a Training Calendar. (5+5+5)
UNIT 5
6. Define HRD and explain its objectives, process, and methods. (15)
UNIT 6
7. Explain Performance Appraisal methods in detail. Discuss the concept of HR Scorecard.
(9+6)
8. What is Compensation Management? Explain wage calculation theories. (15)
9. Discuss Potential Appraisal and Appraisal Interview. Explain errors in Performance
Appraisal. (7+8)
10.Define Performance Appraisal and its purpose. Explain 360-degree Appraisal. Discuss
Compensation Management. (5+5+5)