Q.1. What do you understand by human resource management? Discuss its nature and scope. Ans.

Human Resource Management : Modern organizational setting is characterised by constant relating to the environment forces and human resources. Environmental factors are adated to economic, political and social patterns in which organizations exist. Human resource 1ictor includes changes in affecting employment relationships. Management of human resources known as human resource management or personnel management. It is the part of management process which deals with the management is concerned with human problems of an organisation that individuals can make their maximum contribution to accomplishment of common goals iid at the same time attain social satisfaction. Personnel function is concerned with the procurement development, compensation, integration and maintenance of the personnel of an organisation toward the accomplishment of organisations major goals and policies. Personnel management is that phase of management which deals with the effective control iuid use of man power as distinguished from other scenes of power. Nature/Feature and characteristics, of Human Resource Management/Personnel management : 1. It is a continuous function. It cannot be turned on and off like water from a fact. It cannot be practiced only pne hour each day or one day a week. It requires a constant alertness and awareness of human relations and their importance in every day organisation. 2.It is. concerned with managing people at work. It covers all types of personnel. Personnel work may take different shape and form at each level in the organizational hierarchy but the basic objective achieving organizational effectiveness through effective and efficient utilization of human resources, remains the same. It is basically a method of developing. 3.It is conscious of its social obligations towards society in general and to employees in particular. It is concerned with the -development of human resources i.e. knowledge, capability skill, potentialities and attaining and achieving employee goals, including job satisfaction. 4.It is concerned with employees both as individuals and as group in attaining goals. It is a1s concerned with behaviour, emotional and social aspects of personnel It pervade the organisation. Every person in an organisation is involved with personnel decisions. Scope of Human Resource Management / Personnel Management The scope of personnel management has changed considerably in the last decade. The name

personnel management has changed from personnel management to human resource management It is not only the change in the name but the activities under consideration have also broadened, It is not only limited to the procurement and taking work from the employees but it has a broad connotation and functions starting from manpower planning, recruitment, selection, training and development, developing human relations compensating and doing other functions According to Strauss and Sayles, the scope of personnel manager include. (a) Keeping records of the personnel. (b) Welfare Programmes (c) Recruitment- of Labour, selection and placement. (d) Public relations (e) Training and educational programmes. (f) Safety inspection and control. (g) Analysis, description and evaluation of work. (h) Personnel appraisal and development (j) Compensation and schemes of appraisal work and (k) Labour relations.

Q.2. Personnel Management is clearly a management function and not a third force as practised in some industries comment and discuss the various functions of a personnel department Ans .Functions of Human Resource Management/Personnel Management TI personnel manager has to perform the managerial functions such a planning organising directing motivating and- controlling personnel working in his department. In addition to the usual managerial functions he has also operative functions in the personnel field covering the entire rise. The operative functions are 1) Procurement, 2) Development, 3) Compensation, 4) Integration, and 5) maintenance.

1. Planning : Planning is deciding in advance what to do in future. In the context of personnel management. It is concerned with man power planning, studying turn over rate, forecasting the future requirement of personnel and planning for selection and training procedures etc. 2. Organising : Organising involves the establishment of inter-relationship within organisation. It provides a structure for the company for identifying the various sub groups heated I by individuals in managerial jobs as well as operative jobs. 3. Directing : Directing includes instruction to workers developing communication network,. interpretating various industrial Jaws and integrating workers. 4. Motivating : Motivating function involves motivation of employees through financial and non-financial incentives to increase productivity. 5. Controlling : Personnel department provides basic data for establishing standards, makes job analysis and performance appraisal etc. Operative Functions : These are service or routine functions of personnel management. These are 4 Integration Individual, social and organisational goals and interest are diverse and conflicting They have to be reconciled and properly co-ordinated or integrated Then ony employees can offer their willing co-operation for united and joint enterprise. 5 Maintenance It covers personnel activities relating to employee health and safety favourable work environment, employee benefits and services, labour welfare work, worker participate in management etc.

Q 3 Write brief note on the following

(a) Principles of personnel or human resource management (b) Qualifications and qualities of a personnel manager Ans (a) Principles of Human Resource Management Principles of human resource management are the fundamental rules and directions which guide the personnel executives in discharging their responsibilities properly Different authors have contributed to this in their own way The principles of human resource management are as follows Principles by C I-I Northcott 1 The feeling of co-operation and co-ordination must be developed between labour and management 2 To accept the responsibilities towards employers and workers to recognise them and to discharge these responsibilities faithfully 3 Labour management relations must be based upon mutual co-operation, faith and dignity 4 The efforts must be made to develop the personality of workers through the work done by them Principles by Institute of Labour Management, England has described the following Principles by Institute of Labour Management, England has described the following nine principles of personnel management. 1 Employees must have easy approach to the personnel executives of the enterprise 2 A clear and specific labour policy must be determined 3 All the possible facilities of education training and recreation must be provided to the employees 4 The employees must be motivated to be disciplined 5 Suitable and satisfactory wage payment must be adopted 6These must be effective co-ordination and co-operation between labour and management 7 Labour unions must be recognised 8 Working conditions of the enterprise must be healthy 9 The employment of employees must be stable

(b) Qualification and Qualities of Personnel Manager As the role of personnel manager has changed considerably from procurement of employees to procurement, development and developing human relations in the organisation to achieve organisation objectives For doing these activities, the personnel manager requires certain physical and mental qualifications. according to Richard P. Calton, a personnel manager must possess the following qualifications. (a) Impersonality : A personnel manager must be free from bias attitude. he should not judgement on the basis of fear or favour. He must consider all the matters and alternatives on basis of their merit. He should be known for bio honesty, integrity, character, justice and fair (b) Effective communicator : A personnel manager is required to address several verbal written communication to the employees working under his supervision. A personnel manager must be able to communicate bio ideas and opinions effectively and clearly so that all employees may understand and implement the message. (c) Mental Ability : A personnel manager must have the mental ability of very high standard. He must be able to understand different types of people. He must possess immense tact, practical mind and cool temperament. (d) Operational Ability A personnel manager must be a good leader and organiser. He be able in motivating the workers. He must have the ability of analysing problems from angle. (e) Foresightedness A personnel manager must have foresightedness also. He must be in predicting the problems of business in advance. He must be able in evaluating the merits and demerits of all the alternatives. (f) Good Personality : The personnel manager must possess attractive and effective personality. He must be trained in behavioural science so that he may predict and control the behaviour. He must be capable enough in getting the work done by others. (g) High Character : A personnel manager must be a good leader and organiser. He must able in motivating the workers. He must have the ability of analysing problems from every.

Q.4. What are the objectives of human resource policy in India? Ans. Objectives of Human Resource Policy : Human Resource polky is made because following reasons 1.To provide such conditions of employment and procedures as will enable all the employees to develop as sincere sense of unity with the enterprise and to carry out their duties in the most willing and effective manner.

2.To provide for a consultative participation by employees. in the management of an organisation and the framing of conditions for this participation. Which however, shall not take place in technical, financial or trading policy. 3.To enable an organisation to fulfill or carry out the main objectives which have been laid down as the desirable minimum of general employment policy. 4.To provide an efficient consultative service which aims at creating mutual faith among those who work in the enterprise. 5 To provide an adequate competent and trained personnel for all levels and typed management. 6.To establish the conditions for mutual confidence and avoid confusion misunderstanding between the management and the workers, by developing suggest plans. 7. (a) By effectively delegating the human relations aspects of personnel function line managers. (b) By enforcing discipline on the basis of co-operative under standing and a application of rules and regulations. (c) By developing management leadership which is hold and imaginative and guide by moral values (d) By providing a happy relationship at all levels 8. To provide an opportunity for growth within the organisations to person who willing to learn and undergo training to improve their future prospects 9.To create a sense of responsibility on the part of these in authority, for the claim employees as human beings who should be guaranteed protection of their fundamental rights and offered enough scope for developing their potential. 10. To recognise the work and accomplishments of the employees by offering monetary incentives ; and 11. To ensure that its employees are informed of those items of policy and to secure ill co-operation for their attainment. 12. To provide security of employment to workers so that they may not be distracted by uncertainties of their future.

Q.5. How the personnel policies can be made more effective? Ans. Principle of Human Resource Policy : In designing human resource policy management must balance the needs, goals, objectives and values of both the employers and employees. Policies are rules of conduct and the human resource policy should based following principles.

(a) Maker the organisation a co-ordinated team. (b) Put the right man at the right place. (c) Trained every one for the job to be done. (d) Look ahead plan ahead for better things (e) Supply the right tools and the right conditions of work (f) Give security with opportunity, incentive, recognition (a) Make the organisation a co-ordinated team : It can be done through a paper administration of different departments and divisions so that there is a minimum amount friction and unproductive Or unnecessary work. (b) Put the right man at the Right place : It can be done through the proper man power planning. Right man can be put at the right place through carefully selection and placement to make sure that be is physically & mentally fit for the job be is expected to do. (c) Trained every one for the job to be done : Basic training should be given to every one so that they can quality for better job and that they can do their present work very efficiently. (d) Look ahead plan ahead for better things : Planning for the manpower is to be done for short range medium range and long range time period. This calls for research and policy of continuing planning. (e) Supply the right tools and the right conditions of work : Providing the better working conditions are necessary for higher output. Thus this higher wages may have to be paid. (f) Give security with opportunity, incentive and recognition : In order to reduce turnover of employees, each employee should be given sound incentives for work such. as fair compensation, recognition for results achieved, reasonable security and opportunity and hope for advancement in the organisation.

Q.6. What do you mean by organisation structure ? Discuss its nature and importance? Ans. An organisation is a group of individuals co-ordinated into different levels of authority and segments of specialization for the purpose of achieving the goals and objectives of the organisation. Nature and Characteristics of Organisation Structure 1. Co-ordination of such activities and tasks.

2. The pattern of formal relationships and duties among people at different positions in the organisation. 3. The hierarchical relationship among different levels of management within the organisation. 4. The policies, practices, procedures, standards evaluation systems etc. that guide the activities and relationship among people i the organisation. 5. The activities and tasks assigned to different departments and people in the organisation. Advantages of Organisation Structure 1. The activities of the individuals and the groups will become more rational, stable and predictable. 2. An orderly hierarchy in which people are related in a meaningful sequence will result Individual responsibility will be known clearly and the authority to act would be defined. 3. Individuals will be selected on the basis of ability to perform expected tasks. Simplification and specialisation of job assignment so possible in more effective way. Disadvantages of Organisation Structure I Individual creativity and originality may be stifled by the rather determination of duties and responsibilities. 2 Workers may become less willing to assume duties that are not formally a part of their original assignment. 3 Very often the fixed relationship workers by pressing too heavily for routine and conformity. Q 7 Does the organasation structure varies according to the size of the organisation Give the human resource department structure of small, medium and a layer business unit Ans. Human Resource development department in a small business unit Small business organisation is that organisation which has less than 100 employees in all In small business unit human resource manager is appointed to perform the staff function The human resource manager acts as on advisor to top management

and assist top management is perform various personnel functions In case of single ownership small firms, the owner himself acts as a human resource manager and performs the function of human resource department Organisation structure of human resource department can be depreciated as follows

Personnel department in a medium size enterprise Medium size enterprise normally has one thousand to two thousand employees Each human resource function is attached to a separate section under the charge of separate head The figure presents the orgamsation structure of human resource development department :

Human Resource Development in a large size Enterprise : Normally large size enterprises employ more than one thousand employees and in such organisations the problems concerning personel are typical as well as complex. The department is headed by chief human resource development manager. General human resource department is departmentized on the is of functions The departments include manpower planning department, training and development, department

compensation department, labour relations department, maintenance department, employee service and benefits department. The human resource development dspartment can be depicted as:-