National Institute of Business Management

Chennai - 020

FIRST SEMESTER EMBA/ MBA

Subject : Human Resources Management

Attend any 4 questions. Each question carries 25 marks

(Each answer should be of minimum 2 pages / of 300 words)

1. Explain the three main categories of IHuman Resource Management

Functions .
2. What are the Behavioural sciences input/ contribution to WPM?
3. Explain the salient features of Quality circle,
4. The demands of workplace functioning have prompted Organisations to
experiment with other forms of participation.Explain.
5. What are the benefits and drawbacks of MBO programs? Explain.
6. Explain the Characteristics of a good Training Programme

25 x 4=100 marks

1.Explain the three main categories of Human Resource Mangement

Functions.
Answer
Human resource mangement is a mangement function concerned with
hiring,motivating,and maintaining workforc in an organization.Human
resource management deals motivation,communication,and
adminstration.Human resource management ensures satisfaction of
employees and maximum contribution of employees to the achivemnet of
orgnizational objectives.
Some of the major functions of human resource management are as follow:
1.Management Functions
2.Operative Functions
3.Advisory Functions

Human resource or personnel department is eastablished in most of the

organisation,under the charge of an executive known as Human
Resource/Personnel Manager.This deparment plays an important role int the
efficient management of human resources.

The personnel department gives assistance and provides service to all other
departments on personnel matters.Though personnel or human resource
manager is a staff officer in relation to other department of the enterprise,he
has a line authority to get orders executed within his department.

1.Managerial Functions: The Human Resource Manager is a part of the

organizational management.So he must perform the basic managerial
functions of planning,organizing,directing and controllingin relations to his
department.
There functions are briefly discussed below:
1.Planning:To get things done through the subordinates,a manager must plan
ahead.Planning is neccssary to determine the goals of the organisation and
lay down policies and produces to reach the goals.For a human resource
manager,planning means the determination of personnel programs that will
contribute to the goals of the enterprise,that is anticipating
vacancies,planning,job requirments,job descriptions and detreminations of
the sources of recruitment.
The process of personnel plannig involves three essential steps.
Firstly,a supply and emand focast for cash job category is made.This step
requires knowledge to both labour market conditions and the strategic
posture and goals of the organistation.
Secondly,net shortage and excess of personnel by job category are projected
for a specific time horizon.
Finally,Plans are developed to eliminate the forcast shotage and excess of
particular categories of human resource.
2.Organizing
once the human resource manager has established objective and developed
plans and programs to reach them he must design and develop organistation
structure to carry out the various operations.
The organisation structure basically includes the following:
ADVERTISMENTS:
*Grouping of personnel activity logically into functions or positions;
*Assignment of different fuctions to different individuals;
*Delegation of authority according to the tasks assigned and responsibilities
involved;
*Co-ordinating of activites of different individuals.
3.Directing:
The plans to be pure into effect by people.But how smoothly the plans are
implemented depends on the motivation of people. The direction function of
the personnel manager involves encoraging people to work willingly and
effectively for the goals the enterprise.
In oreder word, the direction function is meant to guide and motivate the
people to accompliiesh the personnel programs.The personnel manager can
motivate the emopoyees in an organization through career planning,salary
admistration,ensuring employee morale,developing cordial relationship and
provision of safety requirment and wlfare of employees.
The motivational fucntions poses a great challenge for any manager.The
personnel manager must have the ability to identify the needs of employees
and the means and methods of satisfy those needs. Motivation is a continues
process as new need and expectations emerge among employees when old
one are satisfied.
4.Controlling:
Comtrolling is concerende with the regulation of activites in accordance
with the plans,which in turn have been formulated on the basis of the
objectives of the organization. Thus,controlling complete the cycle and leads
back to planning.It involves the observation and comparsion of result with
the standards and correction of deviations that may occur.
Contolling helps thepersonnel manager to evakuvate the control the
performance of the personnel depart ment in terms of various operative
functions. Itinvolvesperformance appraisal,critical examination of personnel
recirds and statistics and personnel audit.

2.Operative functions
The operative functions tasks or duties which are specifically entrusted to
the human resource or personnel departmetn.these are concerned with
employment,developmet,compensation,intehration and maintenance of
personnel of the organistaion.
The operative fuctions of human resources or personnel department are
discussed below:
1.Employment:
The first operative function of the human resource department is the
employment of proper kind and number of persons neccssary to achive the
objectives of the organistaion.This involvess
recuitment,selection,placement,etc.of the personnel.
Before these proccsses are performed, it is better to determine the manpower
requirments both in terms of number and quaility of the
personnel.Recruitment and selction cover the sourcess of supply of labours
and the devices designed to select the right type of people for various jobs.
2.Development:
Trainnig and development of personnel is follow up for employment
fucntion.It is a duty of management to train each employee propety to
develop technical skills for the job for which he has been employed and also
to develop him for the higher jobs in the organistaion.Proper development of
personnel is neccssary to increase their skills in doing thei job and in
satisfying their growth need.
3.Compemsation:
This functionm is concerned with the detremination of adequate and
equitable remuneration of the employees in the organizaton of thei
contribution