Human Resource Management - BBA Semester 2 (GGSIPU)
Unit 1: Introduction to HRM
Q: Define Human Resource Management. What are its objectives and functions?
A: Human Resource Management (HRM) is the strategic and coherent approach to managing an
organization's most valued assets - its people. The objectives of HRM include recruiting the right talent,
training and developing employees, ensuring compliance with employment laws, and maintaining employee
relations. Functions include HR planning, recruitment, selection, training, performance appraisal,
compensation management, and industrial relations.
Q: Explain the importance and scope of HRM.
A: HRM is essential as it ensures the effective utilization of human resources to achieve organizational goals.
Its scope includes manpower planning, recruitment and selection, employee development, salary and wage
administration, employee welfare, and maintaining good industrial relations.
Q: Differentiate between HRM and Personnel Management.
A: HRM is a modern approach focusing on the strategic integration of HR practices with business goals, while
Personnel Management is a traditional approach focusing on employee welfare and administrative tasks.
HRM is proactive and development-oriented, whereas Personnel Management is reactive and
maintenance-oriented.
Q: What are the roles and responsibilities of an HR manager?
A: An HR manager is responsible for manpower planning, recruitment and selection, training and
development, performance appraisal, employee welfare, compensation management, and maintaining
employee relations.
Q: Explain the challenges faced by HRM in the modern business environment.
A: Challenges include managing workforce diversity, adapting to technological changes, ensuring legal
Human Resource Management - BBA Semester 2 (GGSIPU)
compliance, handling employee expectations, and managing organizational change effectively.
Unit 2: Human Resource Planning and Job Analysis
Q: What is Human Resource Planning (HRP)? Explain its process.
A: Human Resource Planning (HRP) is the process of forecasting an organization's future demand and
supply of human resources. The HRP process includes analyzing organizational objectives, inventorying
current human resources, forecasting demand and supply, estimating gaps, and developing HR strategies to
bridge those gaps.
Q: Discuss the importance and objectives of HRP.
A: HRP helps in ensuring the right number of people with the right skills are available at the right time.
Objectives include forecasting labor demand and supply, reducing employee turnover, identifying training
needs, and aiding strategic planning.
Q: What is job analysis? How is it conducted?
A: Job analysis is the process of gathering information about a job's duties, responsibilities, and required
qualifications. It is conducted through methods like observation, interviews, questionnaires, and examining
job performance.
Q: Differentiate between Job Description and Job Specification.
A: Job Description provides information about job duties, responsibilities, and working conditions. Job
Specification outlines the qualifications, skills, and experience required for the job.
Q: Explain the concept and uses of job design.
A: Job design is the process of structuring tasks and responsibilities to improve productivity and job
satisfaction. It is used to enhance work efficiency, reduce monotony, and ensure employee motivation.
Human Resource Management - BBA Semester 2 (GGSIPU)
Unit 3: Recruitment, Selection, and Induction
Q: Define recruitment. What are the sources and methods of recruitment?
A: Recruitment is the process of attracting qualified candidates to fill job vacancies. Sources include internal
(promotions, transfers) and external (advertisements, job portals, campus recruitment). Methods involve
direct applications, employee referrals, recruitment agencies, and online job portals.
Q: Differentiate between recruitment and selection.
A: Recruitment is about attracting candidates, while selection involves choosing the best among them.
Recruitment is a positive process; selection is a negative process as it eliminates unsuitable candidates.
Q: Describe the selection process in detail.
A: The selection process typically includes receiving applications, screening resumes, conducting interviews,
testing, background verification, medical examination, and final selection.
Q: What is induction? Why is it important?
A: Induction is the process of introducing a new employee to the organization, its culture, policies, and their
role. It helps new hires settle quickly and reduces anxiety, increasing employee retention.
Q: Discuss internal vs external sources of recruitment.
A: Internal recruitment includes promotions and transfers, ensuring employee motivation and loyalty. External
sources provide a wider talent pool, new ideas, and fresh perspectives but may take more time and
resources.
Unit 4: Training and Development
Q: Define training. What are its objectives and types?
A: Training is a planned effort to facilitate the learning of job-related knowledge, skills, and behavior.
Objectives include improving employee performance, updating skills, and preparing employees for higher
Human Resource Management - BBA Semester 2 (GGSIPU)
responsibilities. Types include on-the-job (coaching, job rotation) and off-the-job (lectures, simulations).
Q: Explain the training process and methods.
A: The training process includes assessing training needs, setting objectives, designing the program,
implementation, and evaluation. Methods include lectures, case studies, role-playing, and computer-based
training.
Q: What is the difference between training and development?
A: Training focuses on current job skills, while development is broader and aimed at future roles. Training is
short-term and job-specific; development is long-term and career-oriented.
Q: Discuss the importance of management development programs.
A: These programs help managers enhance their leadership, decision-making, and strategic skills. They
ensure a pipeline of capable leaders for the organization's future growth.
Q: What is a training needs assessment? Why is it important?
A: It identifies the gap between current and required competencies. It ensures training efforts are aligned with
organizational goals and employee needs.
Unit 5: Performance Appraisal and Compensation Management
Q: What is performance appraisal? Explain its methods.
A: Performance appraisal is the systematic evaluation of employee performance. Methods include traditional
methods (ranking, grading, critical incident) and modern methods (MBO, 360-degree feedback, BARS).
Q: What are the objectives and limitations of performance appraisal?
A: Objectives include evaluating performance, providing feedback, identifying training needs, and supporting
decisions on promotions and compensation. Limitations include bias, halo effect, and lack of objectivity.
Human Resource Management - BBA Semester 2 (GGSIPU)
Q: Define compensation management. What are its components?
A: Compensation management involves designing and implementing total compensation packages.
Components include basic salary, incentives, bonuses, benefits, and non-monetary rewards.
Q: Discuss the factors affecting wage and salary administration.
A: Factors include the cost of living, company policies, labor market conditions, job worth, and government
regulations.
Q: Differentiate between monetary and non-monetary incentives.
A: Monetary incentives include salary, bonuses, and profit-sharing. Non-monetary incentives include
recognition, flexible working hours, and career growth opportunities.
Unit 6: Industrial Relations and Employee Welfare
Q: What is industrial relations? What are its objectives?
A: Industrial relations refer to the relationship between employers, employees, and the government.
Objectives include promoting industrial peace, improving productivity, and ensuring fair treatment of workers.
Q: Discuss the causes and resolution of industrial disputes.
A: Causes include wage issues, poor working conditions, and lack of communication. Resolution methods
include negotiation, mediation, arbitration, and legal mechanisms.
Q: Explain the role of trade unions in HRM.
A: Trade unions protect employee interests, bargain for better wages and working conditions, and assist in
dispute resolution.
Q: What are employee welfare measures? Give examples.
A: These are services provided to maintain or improve employee well-being. Examples include canteens,
Human Resource Management - BBA Semester 2 (GGSIPU)
restrooms, medical facilities, transportation, and recreational activities.
Q: Describe the concept of grievance handling procedure.
A: It is a step-by-step process for resolving employee complaints. Steps include identifying the grievance,
reporting it, investigation, decision-making, and follow-up.
