M.I.E.T.

Engineering College, Trichy

Department of Management Studies
L.S.Narendhira
BA5019 STRATEGIC HUMAN RESOURCE MANAGEMENT
UNIT- I
HUMAN RESOURCE DEVELOPMENT
Ques 1) Define Human Resource Development.
Ans: Meaning and Definition of Human Resource Development
HRD is an effort to develop capabilities and competencies among employees
as well as create organizational environment conducive to the employees
development.
According to Swanson and Holton, ‘’Human Resource Development is a
process for developing and unleashing human expertise through organization
development and personnel t raining and development for the purpose of improving
performance’’.
Ques 2) Write down any Two Features of HRD.
Ans: Two Features of HRD
i) Planned and Systematic Approach: HRD is a planned and systematic
approach to t he development of people. HRD is a system consisting of
several interdependent and interrelated subsystems.
ii) Continuous Process: HRD is a continuous and dynamic process which
believes in the need for continuous development of personnel to face the
innumerable challenges in the functioning of an
organization. Ques 3) List any Two Differences between HRM
and HRD. Ans: Two Differences between HRM and HRD

Basis of
HRM HRD
Difference

i) Objective Its objective is to develop Its objective is to develop human

competitive advantage based resources matching with organizational
on human resources. culture and provide inputs for the
effective performance of various HRM
functions.

ii) Status It is viewed as a set of It is seen as a subsystem of a larger

independent sub-functions. system, i.e., the organization, It is
assumed to be made up of mutually
dependent parts.

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Ques 4) Define the term SHRD.
Ans: Meaning and Definition of SHRD
Strategic Human Resource Development (SHRD) is concerned with
development of a learning organization and the provision of learning, development,
and training opportunities order to improve individual, team and organizational
performance.
According to Garavan, SHRD is ‘’Concerned with the management of
employee learning for the long-term keeping in mind the explicit corporate and
business strategies’’.

Ques: 5) What are the Benefits of SHRD?

Ans: Benefits of Strategic Human Resource Development
i) Greater extrinsic and intrinsic job satisfaction.
ii) Greater customer and client satisfaction.
iii) Shorter learning ties and more effective use of resource and less wastage of
materials.
iv) The creation of a learning organization that is flexible and responsible in
coping with present and future demands’’.

Ques 6) Define Need Assessment.

Ans: Meaning and Definition of Need Assessment
Needs assessment is a process by which an organization’s HRD needs are
identified and articulated. It is the starting point of the HRD and training process.
According to Kaufman et al., ‘’Need asessment can be defined as a process for
identifying and prioritizing gaps between current and desired results

Ques 7) What is Strategic/Organizational Analysis?

Ans: Meaning of Strategic/Organizational Analysis
Strategic/Organizational analysis involves a review of key organizational
activities such as, long- and short-term business goals, major environmental
changes and existing human resource development, and performance management
systems. Organizational analysis examines organizational goals, available
resources, and the organizational environment to determine where training should be
directed.
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Ques 8) What do you mean by Person Analysis?
Ans: Meaning of Person Analysis
A person analysis involves deciding which employees actually need to
participate in training programs. The information needed to make this decision can
come from a variety of sources. Regardless of the source of the information, it is very
important to make sure that training is what is needed to address any gaps between
an individual's performance and desired outcomes.

Ques 9) What do you mean by JIT?

Ans: Meaning of JIT
JIT is a technique of training the employees by using the actual work site as a
proper setting to instruct employees while at the same time engaging in productive
work. JIT is one of the best training methods because it is planned, organized and
conducted at the employee's worksite. If is particularly appropriate for developing
proficiency skills unique to an employee's job - especially jobs that are relatively easy
to learn and require locally-owned equipments and facilities.

Ques 10) What are the Steps in Implementing HRD Programs?

Ans: Steps in Implementing HRD Programs
i) Choosing Delivery System: Effective and innovative methods of training
and development should be utilized to deliver the learning materials,
ii) Communicating Training and Development Programs: Trainers should use
appropriate channels of communication to elicit participation in the program
by the trainees.
iii) Implementation: Trainer must make all arrangements necessary for the
seamless conduction of the training and development program.

Ques 11) Research Design is Critical to HRD Evaluation.

Comment. Ans: Research Design is Critical to HRD Evaluation
A research design is simply the framework or plan for a study that is used as
a guide in collecting and analyzing the data. Research design is critical to HRD
evaluation as it specifies the expected results of the evaluation study, the methods of
data collection, and how the data will be analyzed. Awareness of research design
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issues and possible designs alternatives can help managers and HRD professionals
do a better job of conducting evaluations and critiquing the results of evaluation
studies.

Ques 12) What is Strategic Capability?

Ans: Strategic Capability
Strategic capabilities refer to the capabilities of the members of the
organization that enable the formation and deployment of strategy in pursuit of a
sustainable advantage.
Working within the strategic management framework, capable people who are
woven into effective processes, inspired by the business design construct, and
compelled by purpose to create the competencies of the business organization that
produces advantage.

Ques 13) Define the term Benchmarking.

Ans: Meaning of Benchmarking
Benchmarking is the process of identifying, understanding, and adapting
outstanding practices from organizations anywhere in the world to help organization
to improve its performance. "Benchmarking is a highly respected practice in the
business world. It is an activity that looks outward to find best practice and high
performance and then measures actual business operations against those goals."

Ques 14) What is HRD Audit?

Ans: Meaning of HRD Audit
HRD audit is a recent phenomenon. The audit here means taking a holistic
view of evaluating the current state of HRD affairs in the organization. It generally
focuses on the existence of development and learning culture as well as HR sub-
systems prevailing in the organization in a proactive manner. It helps analyzing an
organization where it stands in terms of its effectiveness of its HRD practices and
brings out die areas requiring focus and improvements.

Ques 15) What are the Limitations of HRD Audit?

Ans: Limitations of HRD Audit
i) Top management can influence HR audit.
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ii) Failure of implementation of corrective action based on the feedback.
iii) Victimize the HR department and remove some HR staff, due to negative
audit feedback.
iv) HRD audit does not give evaluation of individuals but focuses on units and
systems.

UNIT-II
E – HRM

Ques 1) What do you mean by E-HRM?

Ans: Meaning and Definition of E-HRM
E-HRM aims to leveraging of technology to deliver HR solutions that brings
about convergence in human capital, processes, data and tools as a catalyst
towards achieving business strategies.
According to Ruel et al., "E-HRM as a way of implementing HR strategies,
policies, and practices in organizations through a conscious and directed support
and/or with the full use of web-technology-based channels".

Ques 2) What are the various Types of E-HRM?

Ans: Types of E-HRM
i) Operational E-HRM: It is concerned with administrative function like
payroll, employee personal data, etc,
ii) Relational E-HRM: It is concerned with supportive business process by the
means of training, recruitment, performance management and so forth.
iii) Transformational E-HRM: It is concerned with strategic HR activities such as
knowledge management, strategic re-orientation, etc.

Ques 3) Define the term E-Employee Profile.

Ans: Meaning of E-Employee Profile
E-employee profile is self access to database to view or update particulars, list
compensation packages, skills, qualifications and other information related to the job.
E-employee profile maintenance lies with the individual employee, the manager and
the database manager. In other words, E-employee profile provides a central point of
access to the employee contact information and provides a comprehensive
employee database solution, simplifying HR management and team building by
providing an employee skills, organization chart and even pictures.
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Ques 4) What is E-Recruitment?
Ans: Meaning of E-Recruitment
It is also called internet recruitment, or online recruitment. E-recruitment
simplifies this process by providing a sophisticated web-based solution that manages
the process of recruitment from start to finish, ft ranges from the applicant interface
for advertising vacancies and making job applications, to the back office processes,
which allow a liaison between Human Resources (HR) and line managers to set up a
talent pool! or database of potential recruits.

Ques 5) Mention Two Advantages of E-Recruitment,

Ans: Two Advantages of E-Recruitment
i) Generating Talent Pool; Helps in generating talent pool for future vacancies,
and a data base for research, policy formulation and/or policy review.
ii) Improve Corporate linage: Web presence and use of internet for recruitment
helps in improving the image of company in the mind of prospective and
talented candidates.

Ques 6) What are the various Challenges in E-Test?

Ans: Challenges in E-Test
i) Security and using test centers for Web-based testing.
ii) Measuring complex skills and problem-solving tasks on the Web.
iii) Integrating modern item selection and test assembly algorithms,
iv) Storing and processing ail relevant examinee response data.
v) The large-scale distribution of "high-bandwidth" tests (e.g., multimedia, high-
density audio-video, or images).

Ques 7) Define the term E-Learning.

Ans: Meaning and Definition of E-Learning
Virtual learning is defined as the delivery of learning through electronic
mediation which bridges the gap caused when the instructor and student are
separated in either time or place. The range of electronic mediation includes voice,
video, data, and print through such formats as radio, television, web-based
programming, and streaming audio and video, as well as a variety of recording
technologies.
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 According to Bank of America Securities, "E-learning is the convergence of
learning and the internet".

Ques 8) What are the Benefits of Virtual Orientation?

Ans: Benefits of Virtual Orientation
i) Facilitates Online Problem-Solving: Virtual orientation provide link of the boss
or the concerned individual to employees if their questions remain
unanswered and it also increases their search capacity.
ii) Improved Employee Connection to the Organization: It helps employees to
focus on the topics of their particular interest and increases the employee
connection to the organization.
iii) Flexibility and Convenience: Information is always upto date as policy
changes can be entered immediately on the website or intranet.

Ques 9) What is E-Training?

Ans: Meaning of E-Training
E-training is equivalent to e-learning in terms of the use of technology but it
refers to the acquisition of practical knowledge, skills, or competencies used in
carrying out specific tasks. While the content and instructional design structure in e-
training might be focused on the skills or competencies needed for the identified
tasks, there is no difference between the technology tool set available for e-learning
and e-training.

Ques 10) What are the Features of E-performance

Management? Ans: Features of E-Performance Management
E-performance management provides the following features:
i) Job- or individual-centered performance contracts;
ii) Uploading of performance criteria;
iii) Secure online appraisal with password;
iv) Automatic .e-mail notification of completed appraisal to employee and
manager; and
v) Workflow system to monitor appraisal progress

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Ques 11) What is HRIS?
Ans: Meaning and Definition of HRIS
Human resource information system (HRIS) is a systematic procedure for
collecting, storing, maintaining, and retrieving data needed by an organization about
its human resources and various activities that are relevant for their management.
According to Nel et at, "HRIS is a computerized system that collects, stores,
analyzes, distributes and retrieves information about employees and their jobs".

Ques 12) What are the Objectives of HRIS?

Ans: Objectives of HRIS
i) To enhance the ability of the human resource management to leverage and
absorb new and emerging opportunities and challenges in the business
horizons.
ii) To ensure efficient collection, storage, and distribution of HR-related
information in a paperless work environment.
iii) To create an HR information hub for the whole organization, this facilitates
effective people-to-people and people-to-information contacts.

Ques 13) What are HR Portals?

Ans: Meaning of HR Portals
A human resource portal (or HR portal) is a set of applications that provides
users with a single gateway to customized and personalized information. This
portal can be limited to a company intranet or it can extend to the internet or include
both. Using these portals, employees can collect information related to benefits,
compensation, training opportunities, knowledge management, and continuous
learning, to name a few. Human resource portals allow the development of web-
based human resource self-service.

Ques 14) Mention Two Benefits of HR Portal.

Ans: Two Benefits of HR Portal
i) Reduce Tangible Cost: It also includes tangible costs, such as reduction
in call center staffing, reduction in interactive, voice response traffic and
cost, and saving in paper and production.

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ii) Locate Employees and Clients: HR portals can help locate those employees
with particular expertise for new product development. They can also help
easily to locate suppliers and clients.

Ques 15) What are the. Disadvantages of Employee Online

Survey? Ans: Disadvantages of Employee Online Survey
i) Limited use: Online survey useful only for organizations using computers
and others technologies. It can be used only for highly literate employees.
ii) Possible Cooperation Problems: Although online surveys in many fields can
attain response rates equal to or slightly higher than that of traditional
modes, Employees today can be constantly bombarded by messages and
can easily delete advances.
iii) No Interviewer: A lack of a trained interviewer to clarify and probe can
possibly lead to less reliable data.

UNIT-III
CROSS CULTURAL HRM

Ques 1) Define the term International HRM.

Ans: Meaning and Definition of International HRM
International Human Resource Management (IHRM) is about the worldwide
management of human resources. It examines the way in which international
organizations manage their human resources across these different national
contexts.
According to Morgan, "International Human Resource Management is the
interplay among these three dimensions - human resource activities, types of
employees, and countries of operation".

Ques 2) Mention the Features of IHRM.

Ans: Features of IHRM
Some important features of IHRM are as follows:
i) IHRM involves employment of the right people at the right positions,
irrespective of geographic locations,
ii) It requires the development of a diversified range of skills for employees,
especially for those who need to work beyond national boundaries,

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iii) It requires the creation of centralized reporting relationships around the world
for faster information sharing.

Ques 3) Mention the Objectives of IHRM.

Ans: Objectives of IHRM
Some of the important objectives of IHRM are:
i) To reduce the risk of international human resource.
ii) To avoid cultural risks.
iii) To avoid regional disparities.
iv) To manage diversified human capital.
v) To remain competitive throughout the world.

Ques 4) What are the Reasons for Emergence of

IHRM? Ans: Reasons for Emergence of IHRM Reasons
for emergence of IHRM are as follows:
i) Rapid growth of internationalization and global competition.
ii) Need of effective management.
iii) Need for international managers.
iv) Traditional hierarchical organizational structures are becoming redundant.
v) Developing different organizational cultures.

Ques 5) What do you mean by Cross-Cultural Training?

Ans: Meaning and Definition of Cross-Cultural Training
Cross-cultural training involves all the methods like lectures, simulation, etc.,
used to make the person familiar with a different culture. The term cross-cultural
training hence is broad enough to include differences in areas like language abilities,
business etiquettes, beliefs and values, social system, negotiating styles, etc., of any
culture.
According to Tung, "Cross-cultural training can be defined as any intervention
aimed at increasing an individual's capability to cope with and work in foreign
environment".

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Ques 6) What are the main Objectives of CCT?
Ans: Main Objectives of CCT
i) Bridging the cultural gaps between the host and the parent organization.
ii) Recognizing that orientation/induction challenges are different for the parent
and the host unit,
iii) Ensuring that organizational success is critical in achievement of the global
objectives.

Ques 7) What is Global Leadership?

Ans: Meaning of Global Leadership
Global leadership development is a key human resource issue in the future
success of multinational companies. A shortage of global leaders is becoming an
increasing problem for multinational companies, constraining the implementation of
global strategies and leading to lower bottom-line results. Leadership is widely
recognized as being very important in the study of international management, but
relatively little effort has been made to systematically study and compare leadership
approaches throughout the world.

Ques 8) Who are Expatriates?

Ans: Meaning and Definition of Expatriates
Expatriates are employees that are non-citizens of the country in which they
are working. They have to work in unfamiliar surroundings, make cultural
adjustments, and face certain challenges regarding new job.
According to Aycan and Kartungo, "Expatriates can be defined as the
employees of business and government organizations who are sent by their
organization to a related unit in a country which is different from their own, to
accomplish a job or organization-related goal for a pre-designated temporary time".

Ques 9) What are the Trends in Expatriate Training & Development?

Ans: Trends in Expatriate Training and Development
i) Rather than providing only pre-departure cross-cultural training, more firms
are providing continuing; in-country cross-cultural training during the early
stages of the overseas assignment.

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ii) Employers are using returning managers as resources to cultivate the "global
mindsets" of their home-office staff.
iii) Employers increasingly use software and the Internet for cross-cultural
training.

Ques 10) What are the Stages in Expatriate Training?

Ans: Stages in Expatriate Training
i) Pre-Move Training: This refers to training the employees who are shortlisted
for foreign assignments.
ii) Continual Training: This is just a continuation of pre-move training.
iii) Repatriation Training: Once the expatriates complete the foreign assignment
and are ready to return to their home country, a brief training is provided to
refresh the employees' memory about the home-country workers, workplaces
and work practices.

Ques 11) What do you understand by Repatriation?

Ans: Meaning of Repatriation
Repatriation is the process of returning a person back to one's place of origin
or citizenship. Repatriation is often described a surprisingly more difficult than
moving overseas. Returning home may evoke mixed feelings on the part of the
expatriate and the family. Their concerns are both professional and personal. Even
in two years, dramatic changes may have occurred not only at home but also in the
way the individual and the family perceive the foreign environment. At worst, reverse
culture shock may emerge.

Ques 12) Define the International Performance Management.

Ans: Meaning of International Performance Management
Performance management is a set of regular, ongoing human resource
activities carried-out by managers and supervisors relative to their subordinates to
enhance and maintain employee performance towards the achievement of desired
performance objectives, especially in international business, performance
management can serve as an effective human resource control mechanism for
implementing MNC strategy and carrying-out important objectives despite significant
distance and cultural barriers.
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Ques 13) Define the term Outsourcing.
Ans: Meaning of Outsourcing
Outsourcing is a made-up word that combines the three terms outside,
sourcing and using. The term of outsourcing describes the procurement of resources
from external suppliers that were generated within the sourcing organization.
Outsourcing is contracting with another company or person to do a particular
function. Almost every organization outsources in some way. Typically, the function
being outsourced is considered non-core to the business.

Ques 14) Mention Two Advantages of BPO.

Ans: Two Advantages of BPO
i) Cost Reductions: Cost reduction is done through process improvements, re-
engineering and use of technologies that reduce and bring administrative and
other costs under control.
ii) Concentration on Core Business: With the day-to-day back office
operations taken care of, the management is free to concentrate more on the
core business of the company.

Ques 15) What is International Compensation?

Ans: Meaning of International Compensation
International compensation can be defined as the provision of monetary and
nonmonetary rewards, including base salary, benefits, and perquisites, long- and
short-term incentives, valued by employees in accordance with their relative
contributions to MNC performance. Its broad HRM purpose is to attract, retain, and
motivate those personnel required throughout the MNC currently and in the future.
Job evaluation is the means by which internal relativities and compensable factors,
those elements such as skills, physical and mental demands, and responsibilities
that comprise an individual's work role in the MNC and contribute to its performance,
are determined.

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 UNIT-IV
CAREER & COMPETENCY DEVELOPMENT
Ques 1) Define the term Career.
Ans: Meaning and Definition of Career
Career is the general course or progression of one's working life or one's
professional achievements. It means a person's progress or general course of action
through life or through a phase of life, as in some profession or undertaking.
According to Edwin B. Flippo, "A career as a sequence of separate but related
work activities that provide continuity, order and meaning in a person's life".

Ques 2) What are the various Career Stages?

Ans: Various Career Stages
There are five stages which are as follows:
1) Exploration: This is the career stage that usually ends in one's mid-twenties
as one makes the transition from college to work.
2) Establishment: This is the career stage, where one begins the search for work
and picks up the first job.
3) Mid-Career: Mid-career is a stage that is typically reached between the age of
35 and 50.
4) Late Career: This is the stage where one relaxes a bit and plays the part of an
elder states person.
5) Decline: During this period, a person's attention may turn to retirement.

Ques 3) What do you understand by Roles?

Ans: Meaning and Definition of Roles
A role is the pattern of actions expected of a person in activities involving
others. Role reflects a person's position in the social system, with its accompanying
rights and obligations, power and responsibility. In order to be able to interact with
one another, people need some way of anticipating others' behavior. Role performs
this function in the social system.
According to Koor, "Roles are defined as the expectations for how a person
should behave or the persons' actual behavior while in a particular position".

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Ques 4) Mention Two Characteristics of Career Planning.
Ans: Two Characteristics of Career Planning
1) Developmental Process: Career planning is a process of developing human
resources rather than an event. It is not an end in itself but a means of
managing people to obtain optimum results.
2) Participative Process: Career planning is a participative process and under it
job assignments are based on merit alone. This helps to improve employee
morale and productivity.

Ques 5) Define the term Career Development.

Ans: Meaning and Definition of Career Development
Career development essentially means the process of increasing an
employee's potential for advancement and career change. It can also be defined as
a systematic process of guiding the movement of human resources of an enterprise
through different hierarchical positions.
According to Pietrofesa and Splete, "Career Development is an on-going
process that occurs over the life span; includes home, school, and community
experiences".

Ques 6) Mention few Benefits of Career Enrichment.

Ans: Benefits of Career Enrichment
1) Helps in bridging the gap between where the person is and where he wants to
be in future in his career,
2) Identifying the right direction at work and assist in making it meaningful,
focused, and energized,

3) Selecting the role which best suits the capability of the person depending
upon his skills and knowledge,
4) Helps employees in contributing their best in productivity of an organization.
5) Engages employees in work that fulfills their life goals most effectively,

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Ques 7) What are Career Plateaus?
Ans: Meaning and Definition of Career Plateaus
A career plateau is a point in a career where the likelihood of additional
hierarchical promotion is very low. Career plateau is not a new phenomenon, but
there is a worrying situation about the rate at which it is becoming increasingly
widespread in various organizations.
According to Ferrence, Stoner and Warren, "A career plateau has been
defined as the point in a career where the likelihood of additional hierarchical
promotion is very low".

Ques 8) Mention the Four Career Development Models.

Ans: Four Career Development Models
Developmental models of careers differ on a number of different dimensions.
Basically there are four types of models which are as follows:
1) Life span model
2) Individual differences model
3) Directional pattern model and
4) Organization based model.

Ques 9) What do you mean by Competency?

Ans: Meaning and Definition of Competency
A competency can be defined as a specific, identifiable, definable, and
measurable knowledge, skill, ability, and/or other deployment-related characteristic
(e.g., attitude, behavior, physical ability) which a human resource may possess and
which is necessary for, or material to, the performance of an activity within a specific
business context".
According to Mirabile, "Competency is knowledge, skill, ability, or
characteristic associated with high performance on a job".

Ques 10) What is the Role of HR Manager in Career Management?

Ans: Role of HR Manager in Career Management
The role of HR manager is to:
1) Provide information or advice about training and development opportunities;
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2) Provide specialized services such as testing to determine employees' values,
interests, and skills;
3) Helps to prepare employees for job searches; and
4) Offer counseling on career-related problems.

Ques 11) What is the Purpose of Competency Development?

Ans: Purpose of Competency Development
1) The organization provides opportunities for individuals to develop their
capabilities in its workforce competencies.
2) Individuals develop their knowledge, skills, and process abilities in the
organization's workforce competencies.
3) The organization uses the capabilities of its workforce as resources for
developing the workforce competencies of others.
4) Competency development practices are institutionalized to ensure they are
performed as defined organizational processes.

Ques 12) Define the term Competency Mapping. Ans:

Meaning and Definition of Competency Mapping
Competency mapping is a process of identifying key competencies for an
organization and/or a job and incorporating those competencies through the various
processes (i.e. job evaluation, training, recruitment, career and succession planning)
of the organization.
According to Garrette, "Competency mapping is a process an individual uses
to identify and describe competencies that are the most critical to success in a work
situation or work role".

Ques 13) What is Single Job Competency Model?

Ans,: Meaning of Single Job Competency Model
This is a traditional, time tested and commonly used method. A position that is
most important and being performed well will be identified from a class of positions
(jobs).
Data will be obtained observing its incumbent while performing the job,
discussing with him/her and other related departments, past records, decisions taken

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by that person, formal job description, etc. The data so obtained will be used to build
competency model for that particular position.

Ques 14) Define Employee Stock Purchase Plan (ESPP).

Ans: Meaning of Employee Stock Purchase Plan
Employee Stock Purchase Plan (ESPP) means a plan under which the
company offers shares to employees as part of a public issue or otherwise. A
company-run program in which participating employees can purchase company
shares at a discounted price (below the fair value). Employees contribute to the plan
through payroll deductions, which buildup between the offering date and the
purchase date. At the purchase date, the company uses the accumulated funds to
purchase shares in the company on behalf of the participating employees. The
amount of the discount depends on the specific plan but can be as much as 15%
lower than the market price.

Ques 15) What are the Components of Competency-Based Pay?

Ans: Components of Competency-Based Pay
CBP plans usually contain a:
1) System that defines specific skills and a process for tying a person's pay to
his or her skill,
2) Training system that lets employees seek and acquire skills,
3) Formal competency testing system, and
4) Work design that lets employees move among jobs to permit work
assignment flexibility. "

UNIT-V

EMPLOYEE COACHING & COUNSELING

Ques 1) What do you mean by Employee Coaching?

Ans: Meaning and Definition of Employee Coaching
Coaching is a process of instructing, directing, or prompting. It involves the
acquisition of knowledge or skills for the purpose of improving performance, personal
development, or both. It can also be defined is an activity of guiding a manager by a
senior one.
According to Downey, "Coaching is the art of facilitating the performance,
learning and development of another".
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Ques 2) Mention Two Characteristics of Coaching.
Ans: Two Characteristics of Coaching
i) Secondary Learning: Coaching is a secondary learning as the employee is
expected to learn the primary skills through training.
ii) Continuous Process: Training is time-bound activity, but coaching is a
continuous process that will happen as long as there is a supervisor-employee
relationship;

Ques 3) What is the Role of HR in Coaching?

Ans: Role of HR in Coaching
Role of HR in coaching is given as follows:
i) HR practitioners need to understand when coaching is an appropriate and
effective intervention in relation to other learning and development options.
ii) They need to be clear about what the different types of coaching and
diagnostic tools/models are, and when each is appropriate,
iii) They need to understand how to select appropriately qualified coaches and
then match them to both the organizational culture and to the needs of
particular individuals.

Ques 4) What is the Difference between Mentoring and

Coaching? Ans: Difference between Mentoring and Coaching

Mentoring Coaching

i) Focus on potential Focus on the skills and performance

on current job

ii) Agenda defined by the needs of the Agenda defined by the coach.
protege.

iii) Emphasis on feedback and reflection Emphasis on feedback for the learner.
by the protege.

iv) Typically a long-term relationship Addresses a short-term need

which may continue throughout life

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Ques 5) Define the term Counseling.
Ans: Meaning and Definition of Counseling
Counseling is a collaborative process in which a unique, confidential helping
relationship is developed between a counselor and a willing client. In this
relationship, the professional counselor acts as a facilitator to help the client to
understand more accurately him/herself and the world around him/her.
According to Smith, "Counseling is a process in which the counselor assists the
counselee to make interpretations of facts relating to a choice, plan, or adjustments
which he needs to make".

Ques 6) Mention Two Goals of Counseling.

Ans: Two Goals of Counseling
i) Improving Awareness: To facilitate awareness. This is achieved by keeping
the focus on the client, acknowledging feelings, experience, and behavior. By
exploring feelings and behavior and future options.
ii) Improving Personal Effectiveness: Another goal of counseling is that of
improving personal effectiveness. This is closely related to the preservation of
good mental health and securing desirable behavioral change(s).

Ques 7) What is Directive Counseling?

Ans: Meaning of Directive Counseling
Directive counseling is the process of hearing a person's emotional problems,
deciding what he should do, and then telling and motivating him to do it. Under
directive counseling, the counselor performs all the functions of counseling except
reorientation. If the directive counselor listens to the employee's problems carefully
and makes the counselee realize that his advice is worthwhile, directive counseling
can be successful.

Ques 8) Mention Two Counseling Skills.

Ans: Two Counseling Skills
i) Clarify the Problem: People who have a clear idea of what is wrong in their
lives are more likely to discover solutions. One should try to understand the
problem from the person's point of view.
ii) Focus on Feelings: Feelings are neither right nor wrong. By focusing on
feelings, one can encourage the outpouring of emotion that is the basis for
catharsis. Passing judgment on what is said just makes people defensive.

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Ques 9) What do you mean by Mental Health?
Ans: Meaning and Definition of Mental Health
Mental health, also known as emotional health, shows the degree to which
people feel comfortable about themselves, right about other people, and are able to
meet the demands of life.
According to World Health Organization, "Mental health is a state of well-being
in which the individual realizes his or her own abilities, can cope with the normal
stresses of life, can work productively and fruitfully, and is able to make a
contribution to his or her community".

Ques 10) What do you mean by Trusteeship Theory of Labor

Welfare? Ans: Meaning of Trusteeship Theory of Labor Welfare
It is also called the paternalistic theory of labor welfare. According to this the
industrialist or employer holds the total industrial estate, properties, and profits
accruing from them in a trust. In other words, the employer should hold the industrial
assets for himself, for the benefit of his workers, and also for society. The main
emphasis of this "theory is that employers should provide funds on an ongoing basis
for the well-being of their employees.
Ques 11) Define the term Stress.
Ans: Meaning and Definition of Stress
Stress obviously involves interaction of the person and the environment.
Stress is an adaptive response to an external situation that results in physical,
psychological, and/or behavioral deviations for organizational participants.
According to Fred Luthans, "Stress is an adaptive response to an external situation
that results in physical, psychological and/or behavioral deviations for organizational
participants".

Ques 12) What is the Need of Self Management?

Ans: Need of Self-Management Self management
is needed because:
i) Employees want greater security in a changing and unpredictable world;
ii) Employees are looking for long-term quality solutions, sustainable profits, and
cost savings;
iii) Employees do not want to feel like they are in constant "survival mode" when
maximizing the profits and minimizing the costs for the organization;

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iv) The perception of rapid change in the world requires employees to find
innovative ways to deal with change.

Ques 13) What is Emotional Intelligence?

Ans: Meaning of Emotional Intelligence
Emotional intelligence is the ability of a person to use emotions as a guiding
tool for interpersonal effectiveness in his or her social environment. While interacting
with members of the social environment, emotionally intelligent people produce win-
win relationships and outcomes for themselves and others. Such people develop a
magnetic field of emotional attraction around them and often are the owners of an
ever-increasing network of social relationships and emotional support structures.

Ques 14) Define the term Emotional Literacy.

Ans: Meaning of Emotional Literacy
Emotional literacy is the ability to recognize, understand, and appropriately
express our emotions. Just as verbal literacy is the basic building-block for reading
and writing, emotional literacy is the basis for perceiving and communicating
emotions. Emotional literacy is a term that was used first by Steiner. Emotional
literacy can contribute to health, to positive relationships, to success, and to quality
of life.

Ques 15) Mention Two Advantages of Emotional Intelligence.

Ans: Two Advantages of Emotional Intelligence
i) Better Empathy Skills: Empathy is a core El skill in communication. Without
the ability to feel how the other person might be feeling, the persons are
unlikely to have a close relationship or influence others effectively. They will
always feel that they do not really understand them - and they will be right.
ii) Acting with Integrity: Integrity is another core of EI ability. It means being
integrated, behaving in a way that is consistent with his core beliefs, being
true to himself and honest with others.

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