Question 1

Define HRM.

Accepted Answer

The planning, organizing, directing and controlling of
the procurement, development, compensation, integration, maintenance and
separation [pdcims]of human resources to the end that individual, organizational and societal
objectives are accomplished.”

Question 2

HRM Features
1] SYSTEMATIC PROCESS

Accepted Answer

Systematic process for managing ppl in the workplace. It includes:
-HRP
-Job Evaluation
-Recruitment & Selection
-Placement
-Training & Development
-Compensation
-Promotion
-Transfer

Question 3

2]PEOPLE-ORIENTED

Accepted Answer

-focuses on ppl in the organisation
-treats employees as valuable assets and works to develop their skills
-aims to understand their needs, expectations and behaviour
-works to keep employees satisfied, motivated and happy at work

Question 4

3]DEVELOPMENT-ORIENTED

Accepted Answer

-continuous development of
employees by providing training, upskilling, and
career advancement opportunities.
-identifies gaps in employee competencies and
arranges learning programs to fill them.
-ultimate aim is to improve individual
performance a

Question 5

4]CONTINUOUS PROCESS

Accepted Answer

-not a one-time activity but an ongoing process that
runs throughout the lifecycle of an employee in the organization.
-begins with recruitment and continues through induction,
training, performance appraisal, promotions, and retirement
or exit.
-Thi

Question 6

5]GOAL-ORIENTED

Accepted Answer

-designed to achieve both organizational and
individual goals.
-strives to align the goals of the employees with the
strategic objectives of the company.
-employees aim for job satisfaction, career
growth, and recognition, organizations aim for
effi

Question 7

6]UNIVERSAL FUNCTION

Accepted Answer

-HRM is a function that applies to all types of
organizations—whether big or small, public or
private, local or global.
-Every organization that employs people needs to
manage them effectively, making HRM a universal
function.
-The scale and tools m

Question 8

7]EMPLOYEE WELFARE

Accepted Answer

-It includes looking after the health, safety, and
general well-being of employees.
-HRM provides welfare measures such as medical
insurance, mental health support, workplace
safety, grievance redressal mechanisms, and
recreational facilities.
-Thes

Question 9

8]LEGAL COMPLIANCE

Accepted Answer

-HRM ensures that the company follows all labor
laws and employment rules.
-These laws protect employees' rights related to
wages, working hours, safety, leave, and equal
treatment.
-The HR department must stay updated with
legal changes and make su

Question 10

9]TECHNOLOGICALLY ADAPTIVE

Accepted Answer

-From online recruitment platforms and
digital attendance to AI-driven performance
analysis, HRM adapts to technological
advancements to streamline operations and
make data-driven decisions.

Question 11

10]MUTUAL RELATIONSHIP BUILDING

Accepted Answer

-HRM helps build a strong and healthy
relationship between employers and employees
by encouraging open communication, solving
problems fairly, and maintaining discipline.
It creates trust and teamwork, which improves
the work environment and performa

Question	Answer
Define HRM.	The planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation [pdcims]of human resources to the end that individual, organizational and societal objectives are accomplished.”
HRM Features 1] SYSTEMATIC PROCESS	Systematic process for managing ppl in the workplace. It includes: -HRP -Job Evaluation -Recruitment & Selection -Placement -Training & Development -Compensation -Promotion -Transfer
2]PEOPLE-ORIENTED	-focuses on ppl in the organisation -treats employees as valuable assets and works to develop their skills -aims to understand their needs, expectations and behaviour -works to keep employees satisfied, motivated and happy at work
3]DEVELOPMENT-ORIENTED	-continuous development of employees by providing training, upskilling, and career advancement opportunities. -identifies gaps in employee competencies and arranges learning programs to fill them. -ultimate aim is to improve individual performance a
4]CONTINUOUS PROCESS	-not a one-time activity but an ongoing process that runs throughout the lifecycle of an employee in the organization. -begins with recruitment and continues through induction, training, performance appraisal, promotions, and retirement or exit. -Thi
5]GOAL-ORIENTED	-designed to achieve both organizational and individual goals. -strives to align the goals of the employees with the strategic objectives of the company. -employees aim for job satisfaction, career growth, and recognition, organizations aim for effi
6]UNIVERSAL FUNCTION	-HRM is a function that applies to all types of organizations—whether big or small, public or private, local or global. -Every organization that employs people needs to manage them effectively, making HRM a universal function. -The scale and tools m
7]EMPLOYEE WELFARE	-It includes looking after the health, safety, and general well-being of employees. -HRM provides welfare measures such as medical insurance, mental health support, workplace safety, grievance redressal mechanisms, and recreational facilities. -Thes
8]LEGAL COMPLIANCE	-HRM ensures that the company follows all labor laws and employment rules. -These laws protect employees' rights related to wages, working hours, safety, leave, and equal treatment. -The HR department must stay updated with legal changes and make su
9]TECHNOLOGICALLY ADAPTIVE	-From online recruitment platforms and digital attendance to AI-driven performance analysis, HRM adapts to technological advancements to streamline operations and make data-driven decisions.
10]MUTUAL RELATIONSHIP BUILDING	-HRM helps build a strong and healthy relationship between employers and employees by encouraging open communication, solving problems fairly, and maintaining discipline. It creates trust and teamwork, which improves the work environment and performa

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HRM

Module-1