Q-4 Two Definitions of HRM

• Planning, Organizing, Directing, controlling of

procurement, development, Compensation,
integration, Maintenance, and separation of human
resources to the end that individual, organizational
and social objectives are achieved.

• Human resource management is organizing, coordinating, and

managing an organization's current employees to carry out an
organization's mission, vision, and goals. This includes
recruiting, hiring, training, compensating, retaining, and.

Q2. What is Formal Organisation?

• In every organisation, employees are guided by rules, policies, and
procedures, and the structure of jobs and positions of employees are
 clearly defined for achieving smooth functioning of the organisation.
Such a structure is known as Formal Organisation.
• Informal Organisation:-
Interaction amongst employees at the workplace gives rise to
networks of informal communication and employees cut the official
channels and form their own social groups, which are known
as Informal Organisations

C. Job Analysis is a precursor to job design.

• The precursor to job design is job analysis. Job design aims to organize
tasks, duties, and responsibilities of a job to achieve organizational and
individual goals.

• Job design is defined as the systematic and purposeful allocation of tasks

to individuals and groups within an organization.

• It is important to note that if properly conducted job design can lead to an

increase in productivity and job satisfaction.

• The main ingredients of job design are a task, motivation, resource

allocation and a compensation system.

• The design of jobs is influenced by organizational, environmental and

behavioural factors.
 Q Modern Trends in selection

1. From reactive to proactive

• The biggest shift that is slowly going on, is the shift from

reactive to proactive recruitment.

• It requires some level of workforce planning.

• With the current level of HR analytics, it is relatively easy

to increase the quality of workforce planning.

2. From recruiting for jobs to recruiting for assignments

• Organizations are more creatively using the

opportunities of a more flexible workforce. It helps

to think less in terms of jobs and more in terms of

assignments.

• Intermediaries with good knowledge of the market

of self-employed professionals can help here.

 3. From selecting on skills to selecting on values

and personality.

• For their core organizations are looking for talent

where there is a good fit between the values and the

personality of the organization and the values and the

personality of the candidates.

4. Gamification in recruitment

• The use of gamification in recruitment and selection

has been going on for some time. Recruitment can be

fun, and people want to work for organizations where

work and fun are closely connected.

5. Gamification in selection

• Gamification is now entering selection as well.

Candidates are asked to play a game (e.g. The

Wasabi Waiter) and the companies behind the games

 claim they can make a valuable profile of the

candidate based on his or her game behavior and

results.

6. The end of trainee-ships

• Trainee-ships are slowly fading away. Planning the

careers of people years ahead does not fit in a time

where the speed of change is continuously

increasing.

• Also, it does not help the business to create a group

of people who are pampered during a couple of years

and who are kept away from real work.

7. Community management as a recruitment tool

• The communities are connected to organizations and through

the community people can be given a real experience of what it

means to be part of an organization.

 • When opportunities occur, candidates from the communities can

very organically become part of the organization.

F Purpose of Socialization.

• 1) Develop a self-concept:- “Self-concept is an individual’s perception of his or

her identity as distinct from that of others.

• It emerges from experiences of separateness from others.

• The value one places on that identity [is] self-esteem. … A self-concept develops when the

attitudes and expectations of significant others with whom one interacts are incorporated into

one’s personality”

2) Enable self-regulation:- Self-regulation involves the ability to control

one’s impulses, behavior, and/or emotions until an appropriate time, place, or object is

available for expression.

3) Empower achievement:- “Socialization furnishes goals for what you are

going to be when you become an adult …These goals provide the rationale for [following
society’s rules and give] meaning or purpose to adulthood and to the long process a child has

to go through to get there”

4) Teach appropriate social roles:- “In order to be part of a group,

one has to have a function that complements the group. … We have many social roles

throughout life, some of which occur simultaneously” (p. 41); for instance, many people take

on the social roles of child, sibling, partner, parent, friend, and worker at some point in their

lives.

5) Implement developmental skills:- “Socialization aims to provide social,

emotional, and cognitive skills to children so that they can function successfully in society”

These skills depend on the culture of the society. In 21st-century North America, social skills

like how to obtain information from other people, use the telephone and the internet, and

make small talk might be important to learn.

Q What is Mentoring:-

There are many definitions of mentoring. However, the most succinct definition of

mentoring is when someone shares their knowledge, skills, and experience to help

another person to progress.

 • This progression could be professional or personal, although given the work/life

balance a lot of us now have, the crossover between the two is often considered.
Benefits of mentoring can include:

• Effective learning and first-hand knowledge-sharing through mentoring

• Gaining practical insights, guidance, and advice from those in a position of
experience
• Increased confidence (typically for the mentee) from having a mentor in a
position of seniority in an organisation
• Improved interpersonal and communication skills for both the mentor and
mentee
• Empowerment from the mentee to progress effectively and the mentor to take
on the new and additional responsibilities of supporting the mentee
• Wider understanding of different perspectives, be that from different countries,
organisations or departments in the same organisation
• A trusted partner to discuss more confidential challenges and goals in one’s
career

Examples of One-to-One Mentoring

1. Reverse Mentoring:- As mentioned, one-to-one mentoring is traditionally done

between a more senior mentor and a junior mentee. But, this isn’t always the case.

Many one-to-one relationships focus on reverse mentoring where the roles of the

relationship are switched.

2. Mentoring for skill Development:- Mentoring is a great way to help employees

develop their skills. An example of one-to-one mentoring for skill development is a

leader within the HR department working alongside their mentee to help them

acquire the skills they need to progress within their HR career.

 3. One to one Mentoring for Onboarding:- Another way one-to-one mentoring can be

used, and is becoming increasingly popular across the world, is through the use of

mentoring to support the onboarding process. In this one-on-one mentoring

relationship, the mentor offers their support and guidance to make the onboarding

process seamless for the mentee.

H. Difference Between 360 and 720 Appraisal.

• 360 Degree appraisal system is done by superiors, peers, subordinates and

internal customers of a firm whereas 720 Degree appraisal system consists

of appraisal by all the persons consists of top management, superiors, peers,

subordinates, internal clients and auditors, external suppliers, customers and all .

• In the 360 Degree appraisal system, appraisal is taken from the superior,

subordinates, customers and peers and in 720 Degree appraisal system, they will

take the appraisal from the same persons but will ask them twice.

• The 720 Degree appraisal system is more focused on the higher level Management

whereas the 360 Degree appraisal system can be applied in the case of all the levels

of management.
Q. Challenges of HRM in Indian Economics

1. Compliance with laws and regulations

The countries are amending Labour laws to be more employee-friendly. This is

becoming a challenge for organizations, especially small and medium enterprises,
as they need more resources to keep pace with such regulatory changes.

2. Health and safety of staff

Similar to laws and regulations, it is human resources’ responsibility to ensure the

workers’ health and safety within the company. The challenge is creating and
enforcing health and safety processes within the organization.

Importance of HRM:-

• The importance of HRM (Human resource management) is concerned

with more than just selecting the appropriate people for the right tasks.

• Also, it helps to foster a streamlined process and build team spirit, in

which employees realize their aspirations by developing themselves
and contributing to the achievement of organizational goals.

• More businesses across the world are shifting from personnel

management to human resource management (HRM) since it is a more
advanced and effective means of managing people in the workplace.
C List of Human Resource planning:-
• Define HR Objectives and Goals

Defining HR objectives and goals is considered the first step of

effective HR planning because it lays the foundation for the entire
planning process.

• Analyze Current HR Status

Analyzing the current HR status is the second step in effective HR

planning because it provides important information for the
organization to make informed decisions about its workforce.

• Identify Future HR Requirements

In this step, the organization should consider future HR
requirements by forecasting the demand for HR based on
business projections, market trends, and demographic changes.
This will help the organization identify potential HR gaps and to
plan accordingly.

• Analyze Supply and Demand for HR

Analyzing the supply and demand for HR is the third step in

effective HR planning because it helps organizations to determine
their current and future workforce needs and to align these needs
with their overall business strategy.

• Develop HR Action Plans

After defining HR objectives and goals, analyzing the organization’s

current HR practices, and assessing the internal and external HR
environment, HR is ready to develop action plans to help achieve
its objectives and goals.

• Implement HR Plans and Programs

Implementation involves putting HR plans and programs into

action, which includes communicating the HR strategy to
stakeholders, training employees, and establishing systems
and HR workflow processes to support the HR initiatives.

Factors affecting Job design:-

• Organizational Factors
• Environmental Factors
• Behavioural Factors
 Q-D. Internal Recruitment
• Making use of existing staff to fill up vacant jobs is known
as Internal source of recruitment.

• Those employees are recruited for positions who are already

working in the organisation

• Internal recruitment includes promotion and transfer. In promotion,

there is a vertical shift of employees, whereas, in transfer, there is
a shift of employees from one place or department to another.

External Recruitment
• Searching for employees from sources outside the organisation is
known as External source of recruitment

• Every job position cannot be filled by internal sources of recruitment,

so organisations are required to fill the jobs from external sources.

• It provides a wide range of choices and infuses new blood into the
organisation.

• Moreover, it is a costly and lengthy method of recruitment.

E-Selection Process
1. Announcing The Job:- Once it is decided that an empty position needs to be
filled or after a new position is created, the management team should list out the
desired qualifications for the job.

2. Reviewing Candidate Applications:- Next, go through all the

applications, resumes, and cover letters to narrow down the candidate pool. Discard any
that stray significantly outside the desired qualifications listed in step 1
3. Conducting Initial Candidate Screening:- To keep your interview
time to a minimum and free up management and HR resources, use phone interviews to
further narrow down the pool

4. Conducting In-person Interviews:- Now that you have fewer

candidates in the pool, you can start setting up in-person interviews to better assess
their qualifications.

Companies have been known to schedule their interviews all on one day, so managers only have
to take time away from their duties once.

5. Making Final Candidate Selection:- Once everyone has been

interviewed and you’ve received feedback from the interviewers, the hiring manager
will narrow the pool down to the best fit for the job.

Sometimes, a second candidate will be identified as a runner-up in case the first pick declines
the job offer.

6. Testing The Candidate:- Before an applicant is brought on board as a

proper new employee, the employer may make an offer of employment conditional upon
passing tests or a background check.

This communicates that, if all goes well, the job is theirs. Drug tests are common, as well as
criminal background history checks.
F. Employee Orientation
Steps of employee orientation Programm
1. Identify your goals and objectives
• Before you start designing your orientation program,
you need to define what you want to achieve and
how you will measure it.
• What are the main outcomes you want your new
hires to have after completing the program?
• How will you evaluate their learning and satisfaction?
• Having clear goals and objectives will help you align
your orientation program with your organizational
strategy and vision, as well as create a roadmap for
your content and delivery.

2. Choose your format and methods

1. Depending on your goals, objectives, resources, and
audience, you can choose different formats and
methods for your orientation program.
2. For example, you can use a combination of online and
offline, synchronous and asynchronous, or formal and
informal approaches

3. Plan your content and

structure:-

• Once you have chosen your format and

methods, you need to plan your content and
structure.
 • You should prioritize the most important and
relevant topics for your new hires, such as the
organization's mission, vision, values, culture,
history, products, services, customers,
competitors, structure, policies, procedures,
benefits, expectations, and performance
standards.

4.Deliver your orientation program:-

• When you deliver your orientation program, you should follow
some best practices to ensure a smooth and positive
experience for your new hires.
• Additionally, provide clear instructions and expectations for
the program and each activity.

Q G Career Management Process:-

• Career Management is a life-long process of investing resources to accomplish
your future career goals.

• It is a continuing process that allows you to adapt to the changing demands of

our dynamic economy. The career management process embraces various
concepts: Self-awareness, career development planning/career exploration, life-
long learning, and networking.

• Some Examples of Career Initiatives :

1) A Job Posting System:-
Job posting is an organized process that allows employees to apply for open
positions within the organization.
• They can respond to announcements and postings of positions and then be
considered along with external candidates.

2) Mentoring Activities
• The primary purpose of a mentoring system is to introduce people to the
 inner network of the organization, which may assist them in their career
advancement.

3) Career Resource Centers

• A career resource center returns the responsibility of career development
to the employee.
• The center offers self-directed, self-paced learning, and provides
resources without creating dependence on the organization.

4) Managers as Career Counselors

• These initiatives bring several unique advantages to the career counseling
role. Managers:
• can make realistic appraisals of organizational opportunities
• can use information from past performance evaluation to make realistic
suggestions concerning career planning.

5) Career Development Workshop

• Career development workshop is designed to encourage employees to take
responsibilities for their careers.
• Employees can reflect on their present occupation in order to determine
their level of satisfaction.

H. Competitive advantage by Performance

appraisal.
• Improving performance:-
An effective appraisal system can contribute to competitive advantage by improving
employee job performance in two ways-by directing employee behavior towards
organizational goals and by monitoring the behavior to ensure that the goals are met.

• Making Correct decisions:-

Performance appraisal is very useful in making decisions on issues like pay raise,
promotion, transfer, training, discharges etc. right decisions in each of these can give
competitive strength to a firm for example if promotion is done on the basis of
performance then the employee is motivated and enhances his performance further.
• Ensuring legal compliance:-
If promotions are based on factors other than performance it might be a problem for an
organisation as they might have to fight some legal battle. So the companies can
minimize this by giving fair and accurate results.

• Minimizing job dissatisfaction and employee turnover:-

Employees become frustrated if they come to know that the ratings are inaccurate and
unfair. Due to this, job dissatisfaction sets in and more and more employees leave the
job.