NAME-

ROLL NO. -

PROGRAM- MASTER OF BUSINESS ADMINISTRATION (MBA)

SEMESTER- 1

SESSION- JUL-AUG 2024

COURSE CODE & NAME- DMBA112 & HUMAN RESOURCE MANAGEMENT

Q. 1 Define the term 'Recruitment'. Explain the various source of

recruitment.

Ans. Recruitment is the process of finding a job. The purpose of

recruitment is to find qualified candidates for the development of the
organization. It involves the right individuals who have a qualification
and experience to fulfill the requirements role.

Sources of Recruitment:-

There are two source of recruitment-

1. Internal source:- Internal source of recruitment refers to the

recruitment of employees who are already a part of the existing payroll
of the organization. The vacancy for the position can be informed to the
employee through internal communication.

There are different types of internal hiring in the organization and

they are as follows:-

a. Promotion: promotion is referred to as the change of designation

 of the employee. It involves shifting of the existing employee to a
higher position within the organization and providing that
employee with more responsibility and a raise in pay.

b. Transfer: transfer refers to the shifting of an existing employee

from one department to another department in an organization.

c. Former employees: Some organizations have the provision of

hiring retired employees willing to work part time for the
organization.

2. External source:- External sources of recruitment seek to employ

candidates that have not been recruited anytime before in the
organization.

Introduction of fresh talent among the workforce leads to growth and

development of the business.

following are the some of the external sources of recruitment:

a. Advertisement: Advertisements serve as a great source of

information regarding any job opportunities. this type of source is
used for recruitment of middle level employees, or high level
employees.

b. Employment Exchanges: Employment exchanges serve as a source

of recruitment for the people as it is run by the government.

c. Educational Institutions: Educational institutions also serve as a

good source of recruitment as many students or say resources will
be available at once under one roof.

d. Recommendation: This can also be a good source of recruitment

 as an existing employee will be able to provide better
recommendation for other candidates.

Choosing between internal and external recruitment sources depends

on the organization’s needs and objectives. Internal recruitment is cost-
effective and fosters employee motivation but many limit the talent
pool. External recruitment offers fresh perspectives and specialized skill
but can be more costly and time- consuming. Balancing both
approaches can help organizations build a diverse, skilled workforce
while managing costs and promoting employee growth effectively.
Q.2 Explain the concept of succession planning. State the advantages
that a structured succession planning system bring to an organization.

Ans. Succession planning is the process an organization uses to ensure

every critical position is occupied by an employee with the right skills
and experience. It aims to ensure workforce continuity by identifying
and preparing suitable candidates so that positions aren’t left vacant.

Organizations often focus on the senior leadership team, but succession

planning should take a broader ‘root and branch’ approach that
promotes candidates through the ranks, rather than rely on
recruitment. This is particularly important today because many of the
most in- demand skills are in short supply and expensive to acquire.

Here is the step of state the advantages that a structured succession

planning system bring to an organization:

Organizational restructuring: As team and department evolve, they may

reach a point where organizational goals and resources need to be
realigned with existing or anticipated personnel. In the best cases, a
reorganization occurs in an objective manner based on an
organization’s needs and goals.

Process improvement: Due to technology and institutional change,

work practices are constantly shifting and leaders must ensure we’re
using the systems and people within our organizations effectively.

Process improvement efforts vary widely and can include reducing the
time needed to perform certain functions, cutting costs, or enhancing
the quality of a service.

Change management: Successful change management balances people

and process. A change management consultant can help create both
well- laid plans and sustainable realities.

In the long term, succession planning strengthens the overall capability

of the organization by:

 Identifying critical positions and highlighting potential

vacancies.

 Selecting key competencies and skills necessary for business

continuity.

 Focusing development of individuals to meet future business

needs.

 Collaborate with organizational leadership to develop an

effective succession plan.

 Ensure that employees are committed to their growth and

prepared to take on new responsibilities.

 Promote a sense of ownership and motivation among

employees as they see clear pathways for their career
advancement within the organization.

Think of succession planning in terms of a business. Without succession

planning, a business that has become successful can just as easily fail.
The business grows partly because there is a leader with experience,
drive and ability.

The last part of the definition is to ensure continuity. This is the

ultimate purpose of all this work. Effective succession planning is
essential to ensure critical roles are always filled, and the business
continues to run smoothly. Now is the time to take a proactive
approach and start planning for the unforeseeable future.

In summary, a formal succession planning system enables organizations

to nurture talent, maintain stability during leadership transitions, and
build a strong leadership pipeline. It enhances employee engagement,
facilitate a smooth transition of assets, reduces recruitment costs, and
contributes to the long- term success of the organization.
Q.3 Describe Human Resource Planning. Elaborate on the process of
Human Resource Planning.

Ans. Human Resource Planning is the process of understanding the

requirements of an organization in terms of how many and what kind
of individuals are needed.

It is also known as workforce planning. It identifies the current and

future demands of a business to help achieve targets effectively.

Human Resource Planning revolves around the fundamental economic

principles of supply and demand concerning an organization’s
workforce. Just like finding the right balance in a recipe, HRP ensures
that a company has the right amount of workforce to meet its needs.

This article deals with the basic meaning of HRP and how scholars have
defined it in the past and present. Meanwhile, we learn its importance,
how HRP has evolved to what it is today, and what kind of processes
are being followed at present.

Employees are the best resources of a company. Hence, HRP is all

about finding the ideal employees and making sure they’re in the right
job, that benefits both the individual and the organization.

In short, a human resource planning process acts as a compass, guiding

organization through the ebb and flow of industry changes, promoting
cost control, and driving workforce efficiency, making it essential for
securing a competitive edge.

There are the challenges of Human resource planning:

It’s clear that HRP offers plenty of advantages. But it still comes with
several challenges for organizations to navigate.
 i. Talent Hiring: Small and medium sized enterprises face a daunting
task when competing with industry giants for top talent, this is
one of the crucial HR strategic challenges.

ii. Change Management: Effective change management requires

clear communication and transparency.

iii. Employee Experience: Optimizing the employee throughout the

entire employe lifecycle is a complex undertaking however it
helps to maintain employee retention.

In today world, the Human Resource management plays a very

significant role in the daily life. On the one hand, the soft and hard
human Resource management influence on the business and lets them
development rapidly.
Q.4 Describe the concept of Competency and its linkage to various HR systems.

Ans. Competency based Human Resource Management has become a significant area in HR.
Competency- based human resource management details the way to transform the human
resource department with the intention that job competencies- instead of job description-
become the building blocks for all HR efforts. Competency mapping is not just about choosing
the best individuals for the right job, it is a lot more complex than it appears. Competency-
based management demands the management of key HR functions like learning, performance
management & staffing, around a competency profile for the work to be completed.

A variety of human resource process could be included in one integrated system by relating
each to a common group of defined job competencies. Despite the fact that human resource
activities need to be built around competencies, only a handful of companies have done so.
Below are a few fundamental reasons why they should:

 Competencies are the standard link between the most human resource processes.

 The human resource processes, like selection, training, development and performance
management, relevant to job related behaviors are frequently discovered to be
functioning at cross purposes in companies.

Competency based HR processes:-

 Competency based job analysis: It finds the competencies essential for becoming
successful in a job by detailing the jobs in terms of quantifiable, observable, and
behavioral competencies which workers need to show to complete the job

 Competency based selection: The main purpose of competency based selection is

to bring the HR managers fairly close to moving forward and backward in time to
make efficient forecast about candidate’s performance at work by recreating earlier
performance, determining personality pattern, and imaging future performance.

 Competency based training & development: competency based training is an

organized method of training and assessment which is targeted at accomplishing
certain results. The focus is on performing as opposed to just knowing.

 Competency based human resource management: It requires lower

communication, training, and management time managers need to master just one
group of competencies for each and every position.

The main purpose of competency based selection is to bring the HR managers fairly
close to moving forward and backward in time to make efficient forecast about
 candidate’s performance.

Q.5 Define ‘Job Analysis”. Elaborate on the process of job analysis.

Ans – Job analysis is a methodical approach to gathering, appraising, and analyzing

information about the job's functions/tasks, duties/abilities/environments and its work
culture. It's a vital HR management tool that assists in planning, recruiting, training, and
evaluating performance.

Process of Job Analysis:

The following steps are involved in the job analysis process:

1. Planning

In the planning phase of job analysis, Organizations define the objectives and
parameters for job analysis during the planning phase. This involves determining the
specific objectives they want to achieve through the job evaluation, such as
enhancing job placement, boosting job satisfaction, or verifying legal compliance.
They also decide the scope of the research, defining which jobs or roles will be
studied and to what extent. Planning also involves the allocation of resources.
Organizations must determine the resources needed for the job analysis process,
including personnel and time as well as technology and budget.... Successful job
analysis requires effective planning.

2. Data Collection

Once the planning phase is complete, the data collection process begins. This step
involves obtaining detailed information about the job being analysed. There are several
methods for data collection, including:

 Interviews: To gather information about job responsibilities, abilities, and demands,

conduct formal interviews with employees who work or are overseen by them.

 Questionnaires: Questionnaires or surveys are distributed to employees to gather

standardized information about their roles, duties, and qualifications.

 Observations: Observing staff members during their work hours to gain insight into the
nature of the job and its surroundings.

3. Documentation

With the key job elements identified and analysed, the next step is to document the
findings. This documentation takes the form of job descriptions and job specifications:

 Job Description: It outlines the key elements of the job, including a summary of its
purpose, duties and responsibilities, reporting relationships, and sometimes
performance expectations. It offers an elucidated definition of the position that can be
utilized in job placement, employee recruitment, and evaluation.

 Job Specifications: Job specifications offer more information about the necessary
qualifications and requirements for the job.The information provided encompasses
education, past, skills, certifications, and any particular physical or cognitive abilities.
Organizations must use job analysis and competency modelling to manage their
workforce. Information about job requirements and their usefulness helps organizations
decide on recruitment, training methods (such as UPS), performance management, and
career development.

 Q.6 Explain the concept of Employee Welfare and the benefit of Employee Welfare.

Ans. Employee welfare, also known as staff welfare, refers to the services and benefits
provided to the employer by organizations for well-being of employees. It includes
healthcare, paid time off, and amenities. These services extend from physical to mental
health among employees, helping create an efficient and satisfied workforce. The main
objective of employee welfare is to improve employee morale, develop a better image of
the company, develop efficiency, and create a satisfied workforce.

Employee welfare can be divided into two:

1. Statutory

If statutory, the government introduces the employee welfare services. The. The
workplace has a minimum standard that ensures safety and well-being, including first
aid, work hours, hygiene standards, and more.

2. Voluntary

Other than the statutory duties, voluntary employee welfare encompasses the
organization's amenities. Included in these are transportation, medical care, free meals,
children's schooling facilities, sports and games, among other things.

Both employers and employees can benefit from the employee welfare services
provided.For employees, they become mentally and physically fit to perform their best
at work. They can share additional responsibilities and improve their standard of living.
In fact, they would be thriving in a healthy work environment. For employers, they can
 see an improvement in efficiency and productivity of employees. There will also be a
development in the attachment and belongingness of employees to the organization.
This promotes healthy industrial relations, ultimately achieving industrial peace. It also
enhances goodwill, reputation, and culture of the organization.

An employee welfare program includes physical and mental health benefits.

This may include things like wellness session, meditation classes, and yoga and so on.

Employee welfare, also referred to as staff welfare, are the services and benefits that an
employer offers to employees for their welfare. It includes healthcare, paid time off, and
amenities. These services extend from physical to mental health among employees, helping
create an efficient and satisfied workforce.

Employee welfare is a dynamic and evolving field. By understanding its objectives, you can
implement effective welfare programs that enhance the well-being of employees, leading to
boosted productivity. Stay proactive, involve employees, and regularly update welfare
initiatives to keep pace with changing needs and expectations.

Understanding employee welfare in HRM means recognizing the integral role it plays in
developing a motivated and healthy workforce. From employee welfare measures like
health and safety programs to innovative employee welfare facilities such as on-site
childcare and wellness centres, the continuous improvement of these programs is vital for
organizational success.