6. To provide suitable promotional opportunities. 2. personal management, manpower management personal administration, staff management etc.”. The first workshop of HRD was held in 1979. Milestones in Human Evolution 2. Biology MCQs for Class 12 Chapter Wise with Answers PDF Download was Prepared Based on Latest Exam Pattern. 6. To suggest changes in employees behavior. 7. The HR manager plays multiple roles like a researcher, a counselor, a bargainer, a mediator, a peacemaker and a problem solver, etc. It definitely reduces boredom and monotony by providing the employee more variety of tasks in the job. He submits his report within 14 days from the date of commencement of conciliation proceedings. Management development is necessary for the following reasons: 1. Ans. To help the superior to have a proper understanding about their subordinate. 4. vii. Performance Appraisal provides valuable information and reliable data for such decisions. HRD is regarded as a proactive function- The function of HRD is not merely to cope with the needs of the organization but to anticipate them and to act on them in advance in a continuous and planned way. Job description is the measure of job whereas job specification is the measure of the job-holder. Risk of professional and knowledgeable workers. personal management, manpower management personal administration, staff management etc.” The basic objectives of human resource management effectiveness may be explained as follows: 1. Following are the objective of capacity-building: 1. Involvement in Workers Participation in Management. To browse Academia.edu and the wider internet faster and more securely, please take a few seconds to upgrade your browser. ii. Compare the functions of HRM and HRD. Strategic management deals with both aids and means. (i) Meaning – Determining of the relative worth of different jobs of an organisation is called job evaluation. The new industrial policy was announced by the Government of India on July 24, 1991. He utilise that acquire knowledge and skill, in different field. The importance of reskilling has been discussed in the following: 1. There are four integral components of 360 Degree Appraisal: Ans. 4. In contrast, development is an effort to provide employees with the abilities the organisation will need in the future. understanding of human anatomy and physiology? Inadequate compensation creates strikes, intensive tensions rivalries, frustration, poor performance and low morale of the employees. 2. How Do We Know? What is the purpose for conducting selection interview? Adequate time must be allowed to let it take roots. Thus they can develop their capability by which they can do their present job easily. i. Now-a-days trade union have more powerful and playing more active role in human resource management. 5. 1. Ans. The key elements of a Performance Management System include the following: i. iii. Human evolution defined human evolution, the process by which human beings developed on Earth from now-extinct primates. Employee assistance programmes include: (i) Counselling to overcome death of a loved one, children-parent relation, husband-wife relation, alcoholism, drug abuse, depression, etc. Failure to carefully monitor the system is also a problem. The outcomes of training programmes are not mentioned. Ans. † Humans have shorter arms and longer legs, while apes have shorter legs and longer arms. No two persons are similar in mental abilities, traditions, sentiments, and behaviour; they differ widely also as groups, and are subject to many and varied influences. 1. 2. 2. With training, we can convert his work points into strength points. (i) Meaning – Performance appraisal refers to knowing of the level of performance of employees working in an organisation. 4. Superannuation Pension- Superannuation pension given to an officer who retires at the prescribed age. Improper procedures and inadequate communication create misunderstanding, confusion, low productivity, poor quality, low morale and so on Total Quality Management bring together members of different levels of management. 2. Also if the employee is promoted and there is no increase in the employee’s pay, it is called a ‘dry’ promotion. Advisory Role – HRM advises management on the solutions to any problems affecting people, personnel policies and procedures. 3. There is trend to get work done through service industry, to get knowledge through Information Technology. Ans. It is a continuous function because needs of an organisation keep on changing and some people leave the organisation from time to time. (vii) Retain people who are familiar with the organisational networks, culture and behaviour and ethical standards. It is a slow and steady process. a. Evolution of donut eating by police officers. It helps to reduce wastage of manpower. 4. Ans. Job description is the measure of job whereas job specification is the measure of the job-holder. Functional Role – The personnel function interprets and helps to communicate personnel policies. Evolutionary anthropologists have mostly focused their answers to these more specific questions on food choices, suggesting three main kinds of solution. 2. 2. The structure of an organization will determine the modes in which it operates and performs. Evolution Study Questions True/False Questions: Answer the following questions True (T) or False (F). Human resource manager is the head of the human resource department. By developing such capability profile of employees, they can facilitate skill and competency mapping for other strategic decisions. To facilitate for resting & validating selection test, interview techniques through comparing their scores with performance appraisal. Every training should ideally result in development. Ans. HUMAN EVOLUTION N NOTES † The human vertebral column is S-shaped for flexibility and shock absorption. 6. Personnel Procedures – Relating to manpower planning procedures, recruitment and selection procedures, and employment procedures, training procedures, management development procedures, performance appraisal procedures, compensation procedures, industrial relations procedures and health and safety procedures. But line managers advice and assistance in HRM matters. (viii) Retain institutional knowledge and specialised competencies. To instill a sense of confidence in management and the human resources function that it is well managed and prepared to meet potential challenges. What are the six steps in training? Disclaimer 8. 7. Q.25. 4. 4. Many individual scientists — from Rev. 4. Dynamic – Career planning is dynamic in nature due to an ever changing environment. Employees contribute to organization are as members of the team. It considers informal organization, autonomous work groups, job enrichment, job challenge and creativity as the main motivating forces. (v) Human Resource Planning creates awareness about the effective utilisation of human resources throughout the organisation. Increasing proportion of women in the work force. By providing advice and information, human resource department enables a line manager to concentrate on technical/operative responsibilities of his department. Content Filtration 6. This means that the design of HRD cannot be considered in isolation. For developing specific outcomes to achieve strategies and tactics. 3. This will minimize grievances and improve confidence in the management. Preparing the instruction or getting ready for the job. Other incidental purposes of discipline are developing a sense of equanimity and spirit of tolerance, adjustment among superior and subordinates, acceptance to the rules, regulation and procedure of the system on the part of workers, securing responsible behaviour on the part of employees, improving overall effectiveness of the organisation, by emphasizing organisational culture. The idea of employees association first developed in private industry in the nineteenth century Socialism At that time workers were feel that employers are getting more profit by using their collective strength and employees could expect little, from their employers in the matter of wages and working conditions. The model developed by the American Society for Training and Development (ASTD) identifies nine human resource areas: 6. On the whole, the NRF was constituted on February 3, 1992 but become operational only in early 1993. Every task in the organisation is effectively done if there are a right number of employees with the right level of talent and skill and right incentive. Wages may be based on number of units produced (i.e. HRM function considers improved satisfaction and morale as the cause of improved performance. Ans. Lack of efforts to make better utilisation of the trainees. According to the International Labour Organisation, “Profit-sharing is a method of industrial remuneration under which an employer undertakes to pay to his employees, a share in the net profits of the enterprise in addition to their regular wages. (iv) Task Fragmentation- Every task should be fragmented into small components in order to improve technical efficiency. Human Evolution Questions and Answers - Discover the eNotes.com community of teachers, mentors and students just like you that can answer any question you might have on Human Evolution A Conciliation Officer, appointed by the government to settle the dispute. Ans. HRM function is seen as an independent function with independent sub-functions. Role of human resource audit is essential due to rising labour cost and increasing opportunity for competitive advantage in human resources management. In 1973, the International Labour Office Workers Manual defines collective bargaining as “negotiation about working conditions and terms of employment between an employer, a group of employers or one or more employers’ organisations. It deals with working conditions and amenities such as canteen, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities etc. iv. The goal of training is fairly quick improvement in workers’ performance, whereas the goal of development is the overall enrichment of the organisation’s human resources. You will recognize that staffing the organization, designing jobs and team, developing skillful employees, identifying approaches for improving their performance, and rewarding employee successes—all typically are known as HRM issues-are as relevant to line managers as they are to managers in the HR department. According to Flippo, “Human resource management is the planning, organising, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resource to the end that individual, organisational and society’ objectives are accomplished.”, According to Dessler, “Human resource management is the process of acquiring, training, appraising and compensating employees and attending to their labour relations, health, and safety and fairness concerns.”, Milkovich and Boudreau have defined HRM as follows, “Human resource management is a species of integrated decisions that form the employment relationships; their quality contributes to the ability of the organisations and the employees to achieve their objectives.”. iii. Ans. As a result they were organized themselves into Trade Unions which arose in the wake of the Industrial Revolution. It gears organisations to fully understand the competition and develop an effective combat strategy. (iv) Basis of Policies – Policies regarding training, promotion, transfer etc. 4. 4. Identify grievances- Employee dissatisfaction should be identified by the managers if they are not expressed. To develop a consistent wage policy. Reskilling employees should be on ongoing process. 6. Labour will be made on equal partner in progress and prosperity. Job description assists the management in appraising the performance of the employees. To grid, the job changes with the help of continuous ranking. † In humans the knee-joints have become larger and stronger to support greater body weight. Second, it determines which individuals get to participate in which decision-making processes, and thus to what extent their views shape the organization’s actions. Evaluation and critical review of human resource function is no less important than that of accounting and finance function. According to Manson Haire, Pay in one form or another is certainly one of the mainspring of motivation in our society. 3. Ans. Stress is an additive phenomenon. 4. Job design is the process of deciding on the contents of a job in terms of its duties and responsibilities. In simple words, HRD is an organized learning experience aimed at matching the organizational need for human resource with the individual need for career growth and development. D. evolution E. none of the above 20. Ans. Performance appraisal is done usually by immediate boss. Nature of the product being manufactured, 3. To enable management to gauge and control the payroll costs. Define the structure of HR department. The concept of Strategic Human Resource Management (SHRM), defined as the integration of HRM with the strategic goals which improve business performance for achieving organizational goals. Management is getting things done through and with people, responsibility of managing people rests with the line manager. It enhance job satisfaction, reduces employee turnover. In our experience of this type of question (one point tested in each Part), it is best for can-didates to answer virtually all questions. (iv) Basis of Policies – Remuneration policy of an organisation is determined on its basis. 3. 3. 2. The aim of the organisations is to achieve the desired and objective quality performance. Trained employees make better economic use of materials and equipment resulting in reduction of wastage and spoilage. The organisation always aims at improving productivity asset, leads to reduction in cost resulting in increased unprofitability. Industrial relations means the relationship between employer and employees in industrial organisation. iv. During the year, discussion is on that, the labour will not be thrown out of employment in the name of modernisation. 3. List of question and answers on Human Resource Management! Therefore, human resource audit is most essential to check the organisational performance in the management in the human resources. 3. l2) ‘Satyashodhak Samaj’ was founded by Jyoti Rao Phule in– a) 1850 AD. Job description tells what is to be done and what is the nature of job, whereas job specification tells what attributes are needed in the person handling the job. To increase the utilisation of managerial reserves within organisation. iii. Personnel management policies: A policy is a statement or general guidelines for employees to make decisions in respect of to any course of action. Merit rating tells the strength and weakness of employee with proper record. HR practices that build employee commitment can improve an organisation’s performance in an increasingly global marketplace. The chairman is an independent person and its members are appointed by the dispute parties itself in equal number. Therefore, strategic management is visionary management, which is concerned with the future of the organisation. Following are the main definitions of selection: (1) According to Dale Yoder, “Selection is the process in which candidates for employment are divided in two classes those who are to be offered employment and those who are not.”, (2) According to Weihrich and Koontz, “Selecting manager is choosing from among the candidates the one who best meets the position requirements.”. Job analysis provides valuable information required to identify training needs to design training programs and to evaluate training effectiveness. At that time attitude of the government towards these unions was not good but time changes everything. 3. The size and complexity of organisations are increasing. 5. On the basis of performance, we can utilize him in better works. To achieve higher productivity and organization developments. 2. 7. 8. Increase in the size and complexity of organisation. The higher one rises in the management hierarchy, the greater the need of conceptual skills. A Answer, say, 20 questions (100 decisions), aiming to complete them in about 50 minutes. This involves advertising in newspaper, radio, T.V., journals etc., advertising can be very effective if its media is properly chosen. Only one union should be recognised in each industrial unit to represent the workers. Collective bargaining is bipartite in nature because only the employers and the employees are involved in the bargaining process. To provide opportunities to executives to fulfil their career aspiration. It is a pervasive function. (7) Employers and workers should agree on the objectives of industry. Critically discuss the principal methods of wage and salary payment. 6. Canon Corporation has core competencies in precision mechanics, fine optics, and microelectronics. A formal Compensation Philosophy Statement. To sum up, while human skills are important at all levels of management, conceptual skill is essentially critical in top executive positions, and technical skill is an essential ingredient in low-level management. These include the ability to communicate, motivate and lead. Training enables employees to develop and rise within the organization and increase their earning capacity. Particularly in knowledge-based industries such as software and information services, success increasingly depends on “people-embodied know- how”. Human resources, along with financial and material resources contribute to the production of goods and services in an organization. Trained workers enable the enterprise to face competition from rival organization. Briefly describe the importance of HRM. Ans.The quality of work life (QWL) is defined as the favourableness or otherwise of the job environment to the people. Career anchors denote the basic drives that create the urge to take up a certain type of a career. Incentive is the important motivational factor. 6. From moral point of view it was realised that the public services must have a voice in determining their own condition of Work. On the basis of job analysis, worth of different jobs are determined. Help to obtain additional information from the applicant. According to an old Sanskrit proverb, strength lies in the organisation. Training typically focuses on providing employees with specific skills or helping them correct deficiencies in their performance. Job description assists the management in appraising the performance of the employees. Ans. Ability development – HRD makes capable employees. Reskilling employees should be never-ending process. (ii) Human Resource Planning identifies gaps in existing manpower in terms of their quantity and talent. Briefly describe the importance of m. HRM Question and Answers:- Q.23. You can download the paper by clicking the button above. This includes the knowledge, skills, and abilities people of an organization possess. Ans. partially satisfying answers to these profound questions. Collective bargaining is the process, where terms and conditions of employment are determined by mutual agreement between the employer and the employees. Management development programmes are required to train and develop professional managers. This process is called ‘collective’ as both employer and employees participate in groups rather than as individuals and bargaining refers to arriving at a stage of agreement using methods like discussion, exchange of ideas and facts, and negotiation rather than confrontation. It involves friendly intervention of a neutral person or group of persons to help the parties to settle their dispute peacefully. At the same time, we have to be aware of economic, technological, social, and legal issues that either facilitate or constrain our efforts to achieve organizational goals. From the very first life form to various theories of evolution, we detailed our MCQ based on the most important topics and frequently asked questions in the exam. Job analysis is an essential element of effective human resource planning. It provides not only information on personnel, but also gets information on strength of employees on different position. (iii) Collect data- Complete information should be collected from all the parties relating to the grievance. HRM department may consist of human resource manager, human resource officers and a few assistants/ clerks. It is provided through appreciation letters, merit certificates, medals, more meaningful involvement in decision-making and opportunity for self-growth. Supervisors often do not have critical ability in assessing the staff. 5. For example, when an organisation is introducing new equipment, they may give training to their workers regarding how to use that equipment on their job. 1. (iii) Providing information to all employees affected by training. It is a horizontal expansion and increases jobs scope and gives a variety of tasks to the jobholder. 5. It builds up overtime. are formulated on its basis in an organisation. 3. (iii) There is need to replace employees who retire, die, resign and become incapacitated due to injury. To recognise and satisfy individual needs and group goals by offering appropriate monetary and non-monetary incentives. It is also known as work planning and review or goal setting approach to appraisal. Promotion may be defined as “an upward advancement of an employee in an organisation to another job, which commands better wage, better prestige and higher opportunities, responsibilities, and authority, better working environment, hours of work and facilities, and a higher rank.”, According to L.D. (3) Workers should be made aware of the benefits of participation. 6. Business and industrial leaders are increasingly recognition their social and public responsibilities. (ii) Relation – It is concerned with the job and not individuals.
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