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✅ PART–B (5 MARK EXAM ANSWERS)
(All answers in perfect exam format)
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1. Objectives of Manpower Planning
1. To ensure the right number of employees at the right time.
2. To provide employees with the right skills and qualifications.
3. To avoid manpower shortages and surpluses.
4. To support organizational expansion and future growth.
5. To plan training, development, and succession needs.
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2. Components of Remuneration
1. Basic Pay – fixed wages or salary.
2. Allowances – HRA, DA, transport, medical.
3. Incentives – bonus, performance pay, commission.
4. Fringe Benefits – PF, ESI, gratuity, insurance, canteen.
5. Retirement Benefits – pension, provident fund, leave encashment.
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3. Types of Tests in Selection
1. Aptitude Test – measures learning ability and reasoning.
2. Intelligence Test – measures IQ and mental ability.
3. Personality Test – analyses attitude, behaviour and traits.
4. Trade/Skill Test – evaluates job-related skills.
5. Medical Test – checks physical and mental fitness.
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4. HR Audit and Its Dimensions
HR Audit: A systematic review of HR policies, practices and performance.
Dimensions:
1. HR Planning & Staffing
2. Recruitment & Selection
3. Training & Development
4. Performance Appraisal
5. Compensation & Benefits
6. Employee Relations and Compliance
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5. Sources of Recruitment
Internal Sources:
1. Promotion
2. Transfer
3. Employee referrals
4. Internal job postings
External Sources:
5. Campus recruitment / Job portals / Advertisements
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6. Role of Training
1. Improves employee skills and knowledge.
2. Increases productivity and work quality.
3. Reduces errors, accidents and wastage.
4. Helps employees adapt to new technologies.
5. Enhances career growth and motivation.
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7. Labour Welfare Measures in India
1. Statutory: safety, health, canteen, working hours.
2. Social Security: PF, ESI, gratuity, insurance.
3. Non-statutory: housing, transport, creche, restrooms.
4. Recreational: sports, clubs, cultural activities.
5. Improves working and living conditions.
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8. Objectives of Compensation
1. To attract talented employees.
2. To retain existing employees.
3. To motivate high performance.
4. To ensure internal and external equity.
5. To comply with legal wage regulations.
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9. Industrial Disputes – Causes & Settlement
Causes:
1. Wage and bonus issues
2. Poor working conditions
3. Retrenchment disputes
4. Indiscipline and victimisation
5. Unfair labour practices
Settlement:
Conciliation
Mediation
Arbitration
Adjudication (Labour Courts)
Collective bargaining
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10. Labour Relations and Significance
1. Promotes harmony between employer and employees.
2. Reduces strikes, disputes and lockouts.
3. Improves productivity and morale.
4. Encourages cooperation and teamwork.
5. Ensures smooth communication and industrial peace.
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11. Personnel Management vs HRM
Personnel Management:
1. Traditional approach
2. Focus on administrative tasks
3. Employee is a tool
HRM:
4. Modern, strategic approach
5. Focus on development, motivation & long-term goals
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12. Workers' Participation in Management
1. Suggestion schemes
2. Works committees
3. Joint Management Councils
4. Quality circles
5. Board-level participation
Outcome: better communication and reduced conflict.
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13. Principles of Good Training Program
1. Should be based on training needs.
2. Clear training objectives.
3. Use of appropriate training methods.
4. Qualified and experienced trainers.
5. Evaluation of training effectiveness.
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14. Merits & Demerits of Incentives
Merits:
1. Motivates employees
2. Higher productivity
3. Reduces supervision
4. Encourages goal achievement
Demerits:
5. Creates pressure and unhealthy competition
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15. Criteria for Promotional Decisions
1. Seniority
2. Merit and performance
3. Educational qualifications
4. Experience
5. Skills, behaviour & discipline
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16. About CV (Curriculum Vitae)
1. A document used for job applications.
2. Contains personal details and contact information.
3. Includes educational qualifications.
4. Shows work experience, skills and achievements.
5. Helps employers assess suitability.
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17. McGregor's Theory X and Theory Y
Theory X:
1. Employees dislike work
2. Need strict supervision
3. Prefer security
Theory Y:
4. Employees are self-motivated
5. Seek responsibility and creativity
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