Human Resource Management 2024 Solved Question Paper [Gauhati University BCom CBCS Pattern]

Get Gauhati University B.Com 4th Semester Human Resource Management Solved Question Paper 2024 which is very useful if you are preparing for HRM Exam.

Get Gauhati University B.Com 4th Semester Human Resource Management Solved Question Paper 2024 which is very useful if you are preparing for HRM Examination.

Human Resource Management 2024 Solved Question Paper [Gauhati University BCom CBCS Pattern]

GU B.Com Human Resource Management Solved Question Paper 2024

Gauhati University
B.Com 4th Semester (CBCS)
Honours Core – HC 3 (HRM)
2024
COMMERCE
(Honours Core)
Paper: COM-HC-4036
(Human Resource Management)
Full Marks: 80
Time: Three hours
The figures in the margin indicate full marks for the questions.

1. Answer as directed: (1×10=10)

(a) Which of the following is not a managerial function of a human resource manager?
(i) Planning
(ii) Motivation
(iii) Organising
(iv) Controlling
(Choose the correct answer)
Answer: (ii) Motivation

(b) Which among the following is not a technique of job analysis?
(i) Questionnaire
(ii) Job performance
(iii) Training
(iv) Interview
(Choose the correct answer)
Answer: (iii) Training

(c) Projective test is a type of selection test. (State True or False)
Answer: True

(d) Provident fund is an example of _______. (Fill in the blank)
Answer: Retirement benefit

(e) Seniority is a base of promotion. (State True or False)
Answer: True

(f) Which of the following is not an involuntary separation?
(i) Downsizing
(ii) Dismissal
(iii) Transfer by request
(iv) Termination
(Choose the correct answer)
Answer: (iii) Transfer by request

(g) Critical incident method is a method of performance appraisal. (State True or False)
Answer: True

(h) Rowan premium plan was developed by D. Rowan in the year:
(i) 1910
(ii) 1911
(iii) 1901
(iv) 1921
(Choose the correct answer)
Answer: (ii) 1911

(i) Hobbies are included in work-life balance. (State True or False)
Answer: True

(j) In which Act are the provisions relating to the health of the workers stated?
Answer: The Factories Act, 1948

2. Write very short answers: (2×5=10)

(a) Write two characteristics of human resource management.
Answer:

  1. It is a continuous process.
  2. It focuses on the development of employees.

(b) What is recruitment?
Answer: Recruitment is the process of attracting, identifying, and encouraging potential candidates to apply for job vacancies in an organization.

(c) State two objectives of performance appraisal.
Answer:

  1. To evaluate employee performance for promotions and rewards.
  2. To identify training and development needs.

(d) What is induction?
Answer: Induction is the process of introducing a new employee to the organization, its culture, policies, and their job role.

(e) State two causes of demotion.
Answer:

  1. Poor performance or incompetence.
  2. Violation of company policies or misconduct.

3. Answer any four of the following: (5×4=20)

(a) Explain in brief the qualities of a human resource manager.
Answer:
A human resource manager should possess several key qualities:

  1. Leadership: Ability to inspire and guide employees toward achieving organizational goals.
  2. Communication Skills: Effective verbal and written communication to convey ideas clearly.
  3. Decision-making Ability: Making timely and sound decisions regarding employee-related issues.
  4. Empathy: Understanding and addressing the concerns and emotions of employees.
  5. Problem-solving Skills: Ability to identify problems and implement solutions to resolve them.

(b) Write a note on fringe benefits.
Answer:
Fringe benefits refer to additional compensation provided to employees beyond their regular salary or wages. These benefits are intended to enhance the well-being of employees and attract talent. Examples of fringe benefits include health insurance, retirement plans, paid vacations, bonuses, and company-sponsored events. They are offered to improve employee satisfaction and loyalty.

(c) Explain in brief the factors affecting the quality of work life.
Answer:
The quality of work life is influenced by several factors:

  1. Work Environment: A safe, clean, and comfortable physical environment improves employee morale.
  2. Work-Life Balance: Offering flexible work hours and ensuring employees have time for personal life.
  3. Job Security: Employees feel more satisfied when they have stability in their positions.
  4. Social Support: Good relationships with colleagues and supervisors create a positive atmosphere.
  5. Opportunities for Growth: Access to training and career advancement helps improve job satisfaction.

(d) State briefly the objectives of social security.
Answer:
The primary objectives of social security are:

  1. Income Protection: Providing financial support to individuals in case of illness, disability, or unemployment.
  2. Health Coverage: Ensuring access to medical care for individuals and families.
  3. Pension Benefits: Offering retirement pensions to employees to ensure financial security after retirement.
  4. Welfare Support: Assisting individuals in need through various government-provided benefits.

(e) State the difference between Personnel Management and Human Resource Management.
Answer:

  1. Focus: Personnel Management focuses on administrative tasks related to employees, while Human Resource Management (HRM) focuses on the strategic development of employees and organizational goals.
  2. Approach: Personnel Management takes a reactive approach, dealing with issues as they arise, whereas HRM is more proactive and aligned with the company's long-term objectives.
  3. Scope: Personnel Management is limited to hiring, firing, and compliance with labor laws, while HRM also includes talent development, training, and performance management.

(f) Write a note on job description.
Answer:
A job description is a written statement that outlines the key responsibilities, duties, qualifications, and skills required for a particular job role. It serves as a guide for both employers and employees by setting expectations and providing clarity on job responsibilities. It typically includes job title, location, reporting structure, essential functions, required qualifications, and performance standards. Job descriptions help in recruitment, performance evaluation, and defining the scope of work.

4. Answer any four of the following: (10×4=40)

(a) What is performance appraisal? Explain any two techniques of performance appraisal.

Answer:
Performance appraisal is the systematic process by which an organization evaluates the job performance of an employee. It involves assessing an employee’s strengths, weaknesses, achievements, and areas of improvement to ensure that the organization can make decisions regarding promotions, pay increases, training needs, and other HR-related activities. It also serves as a basis for improving employee performance, aligning individual goals with organizational objectives, and enhancing motivation.

Two Techniques of Performance Appraisal:

  1. 360-Degree Feedback:
    This technique involves collecting feedback about an employee’s performance from a variety of sources, including supervisors, peers, subordinates, and sometimes customers. The aim is to gather a comprehensive and balanced view of the employee’s performance. By incorporating feedback from multiple perspectives, the employee receives a more accurate picture of their performance, which leads to improved self-awareness and personal development. This method also promotes a culture of openness and accountability within the organization.

Advantages:

  • Provides a well-rounded view of an employee’s performance.
  • Promotes employee self-awareness and growth.

Disadvantages:

  • Feedback can be biased, particularly if relationships are strained.
  • Time-consuming to collect and analyze feedback.
  1. Behaviorally Anchored Rating Scales (BARS):
    BARS is a technique that uses a set of behaviorally specific descriptions to rate employees. Each job is broken down into specific behaviors that are essential for successful performance. These behaviors are then rated on a scale, typically from 1 (poor performance) to 5 (excellent performance). The goal is to provide a more objective and detailed assessment of the employee’s performance by using concrete examples of behaviors associated with different levels of performance.

Advantages:

  • Provides clear and specific feedback to employees.
  • Reduces ambiguity by focusing on actual behaviors rather than subjective opinions.

Disadvantages:

  • Requires a significant amount of time and effort to develop relevant behavioral descriptions.
  • May not work well for all job roles, especially those with less measurable performance outcomes.

(b) What is job analysis? Explain the process of job analysis.

Answer:
Job analysis is the process of gathering, analyzing, and documenting the information about the responsibilities, duties, qualifications, and skills required for a particular job. The purpose of job analysis is to create clear, accurate, and comprehensive job descriptions and specifications that help organizations align the right people with the right jobs. It forms the foundation for various HR functions such as recruitment, performance appraisal, compensation management, training, and career development.

Process of Job Analysis:

  1. Preparation:
    The first step involves preparing for the job analysis by identifying the purpose and scope. The organization must determine which jobs need to be analyzed and define the key objectives of the analysis. HR professionals should also establish a team or individual responsible for conducting the analysis.

  2. Data Collection:
    Data collection can be done through various methods such as interviews with employees and supervisors, questionnaires, observation, and reviewing existing records or reports. The goal is to gather information about the tasks performed, the tools and equipment used, the skills required, and the working conditions.

  3. Job Description Creation:
    Based on the collected data, a job description is developed. A job description includes the duties and responsibilities of the job, the job title, working conditions, and any specific requirements such as physical or mental demands. This document serves as a guideline for what the job entails.

  4. Job Specification Creation:
    A job specification outlines the qualifications, skills, knowledge, and experience needed for an employee to perform the job effectively. It lists the necessary education, experience, technical skills, and personal traits required.

  5. Review and Finalization:
    After compiling the job description and specification, they should be reviewed by management and employees to ensure that they accurately reflect the job's requirements. The finalized documents are then used for recruitment, training, performance evaluation, and compensation planning.

(c) Explain the importance of human resource planning. What are the objectives of human resource planning?

Answer:
Human resource planning is the process of forecasting and ensuring that an organization has the right number and type of employees at the right time to meet its business objectives. It helps an organization anticipate its future human resource needs, assess the current workforce, and implement strategies for meeting its long-term goals. Effective HR planning ensures the optimal utilization of human capital, reduces employee turnover, and contributes to business success by aligning the workforce with organizational needs.

Importance of Human Resource Planning:

  1. Optimal Utilization of Resources:
    HR planning ensures that the organization has the right number of employees with the right skills at the right time, thereby avoiding both under-staffing and over-staffing.

  2. Reduces Recruitment Costs:
    By forecasting future staffing requirements, HR planning helps avoid last-minute hiring, reducing the costs associated with emergency recruitment.

  3. Employee Development and Retention:
    HR planning helps in identifying the need for training and development programs, fostering career growth, and enhancing employee satisfaction, which leads to better retention rates.

  4. Strategic Alignment:
    HR planning ensures that human resources are aligned with the organization’s strategic goals and objectives, allowing the business to meet its challenges effectively.

Objectives of Human Resource Planning:

  1. Ensuring Adequate Staffing:
    HR planning aims to ensure that the organization has sufficient numbers of employees with the required skills at the right time to perform necessary functions.

  2. Improving Productivity:
    It focuses on developing and maintaining a workforce that can contribute optimally to achieving the organization’s goals.

  3. Promoting Employee Development:
    HR planning identifies training and development needs to help employees grow in their careers, enhancing their performance and contributions.

(d) What is human resource accounting? Explain the advantages and disadvantages of human resource accounting.

Answer:
Human Resource Accounting (HRA) is a concept that involves measuring the value of human capital in an organization. It assigns a monetary value to employees based on their skills, experience, and potential contribution to the organization’s success. HRA provides a way to treat employees as valuable assets that contribute to the organization’s overall financial performance, just like physical and financial assets. This practice helps businesses better assess the value of their human resources, aiding in decision-making processes related to recruitment, training, and compensation.

Advantages of Human Resource Accounting:

  1. Improved Decision-Making:
    HRA provides valuable data that assists management in making informed decisions related to human resources, such as hiring, training, and performance evaluation.

  2. Enhanced Value Recognition:
    By recognizing human resources as assets, HRA elevates the importance of employees, motivating them and fostering a positive work culture.

  3. Better Investment Decisions:
    HRA can help businesses evaluate the potential return on investment in human capital, leading to better allocation of resources toward employee development.

  4. Clearer Financial Picture:
    Including human capital as an asset on the balance sheet provides a more accurate reflection of the organization's true value, improving transparency for stakeholders.

Disadvantages of Human Resource Accounting:

  1. Subjectivity:
    The process of assigning monetary value to human resources is subjective and can vary based on the method used, making it difficult to establish precise and universally accepted values.

  2. Lack of Universally Accepted Standards:
    There are no standard methodologies for measuring the value of human capital, making it hard for organizations to adopt a uniform approach.

  3. Complexity and Cost:
    Implementing human resource accounting requires significant effort, resources, and expertise, which can be costly and time-consuming.

  4. Potential for Misinterpretation:
    The inclusion of human capital in financial statements might lead to misinterpretation by stakeholders if the valuation method is not clear or well understood.

(e) What is human resource management? Explain how the concept of employees is undergoing changes in recent times.

Answer:
Human Resource Management (HRM) refers to the management of an organization's workforce or human resources. It involves recruiting, training, evaluating, and compensating employees, as well as overseeing other areas like employee relations, performance management, and compliance with labor laws. HRM plays a strategic role in ensuring that an organization attracts, develops, and retains a skilled and motivated workforce that contributes to achieving organizational goals.

Changes in the Concept of Employees in Recent Times:

  1. From Manual Labor to Knowledge Work:
    Previously, employees were seen as workers whose primary function was manual labor. However, with technological advancements, the role of employees has shifted to include knowledge work, where intellectual capital is key. Employees are now expected to possess technical, creative, and analytical skills.

  2. From Job Security to Career Development:
    Earlier, employees often expected long-term job security in the same organization. Now, employees focus more on career development opportunities and seek organizations that provide learning and growth prospects rather than simply job security.

  3. Work-Life Balance and Flexibility:
    The concept of work has changed from a rigid 9-to-5 schedule to a more flexible arrangement, where employees seek a better balance between work and personal life. Remote work, flexible hours, and focus on mental well-being are now key priorities.

  4. From Hierarchical to Flat Organizational Structures:
    Traditional hierarchical structures are being replaced with flatter organizational structures where employees are more empowered and have greater involvement in decision-making. Employees now expect to have more autonomy and a voice in organizational processes.

  5. Diversity and Inclusion:
    There has been a significant shift towards promoting diversity and inclusion in the workplace. Employees now expect employers to foster an inclusive environment where people from various backgrounds, ethnicities, genders, and cultures feel valued and respected.

(f) Describe the methods of the executive development program.

Answer:
Executive Development Programs (EDPs) are designed to enhance the skills, knowledge, and abilities of senior management and other top executives within an organization. These programs aim to improve leadership qualities and strategic decision-making abilities, enabling executives to better manage the organization and drive its long-term success.

Methods of Executive Development Programs:

  1. Classroom Training and Workshops:
    These programs are typically held in a structured classroom setting where executives participate in specialized training and workshops. These sessions may cover leadership development, strategic planning, financial management, and other advanced topics.

  2. Executive Coaching:
    In this method, individual coaching sessions are provided by an expert coach. The coach helps executives enhance their decision-making, leadership, and communication skills. Coaching is personalized, allowing the executive to work on specific challenges they may face in their role.

  3. Mentoring:
    Senior executives are paired with experienced mentors who provide guidance, share knowledge, and offer advice. Mentoring helps the executive develop a broader perspective on management and leadership while learning from the mentor’s experiences.

  4. Job Rotation and Cross-Functional Experience:
    In this method, executives are rotated through different roles or departments within the organization to gain a better understanding of various functions. This helps them develop a more holistic view of the organization’s operations and strategic challenges.

  5. Action Learning:
    In action learning, executives work on real business problems or projects in small groups, applying their learning in real-time. This helps them develop practical problem-solving and leadership skills while contributing to the organization’s goals.

  6. Simulations and Case Studies:
    These exercises allow executives to engage in simulated business scenarios or analyze real-life case studies. By applying theory to practical situations, executives can develop critical thinking and strategic decision-making skills.

(g) Explain the concept of employee redeployment. What are the advantages and disadvantages of employee redeployment?

Answer:
Employee redeployment refers to the process of transferring employees from one role, department, or location to another within the same organization. This often occurs when an organization undergoes restructuring, technological changes, or shifts in business priorities. Redeployment allows the organization to retain its talent while ensuring employees continue to contribute to organizational objectives.

Advantages of Employee Redeployment:

  1. Retaining Talent:
    Redeployment helps the organization retain experienced employees by finding new roles for them instead of laying them off. This helps in maintaining institutional knowledge and skills within the company.

  2. Cost Savings:
    Rather than hiring new employees for new roles, redeployment can reduce recruitment and training costs by utilizing existing employees.

  3. Employee Motivation and Loyalty:
    When employees are redeployed, it shows that the organization values their contributions and is willing to help them transition into new roles, which boosts employee morale and loyalty.

  4. Flexibility:
    Redeployment allows the organization to adapt more quickly to changing market conditions by reallocating its human resources to areas of greater need.

Disadvantages of Employee Redeployment:

  1. Resistance to Change:
    Employees may resist redeployment, especially if they feel they are being moved to roles they are not comfortable with or do not have the necessary skills for.

  2. Reduced Productivity:
    New roles may require employees to acquire additional skills or knowledge, leading to a temporary decrease in productivity as they adjust to the new responsibilities.

  3. Employee Discontent:
    Some employees may feel unhappy or demotivated if they believe the redeployment is a demotion or a sign of a lack of advancement opportunities.

  4. Training Costs:
    While redeployment can save on recruitment costs, there may still be significant training expenses if employees need to acquire new skills for their new roles.

(h) Explain the methods of wage payments.

Answer:
Wage payment refers to the compensation given to employees for their labor in the form of salaries or wages. Various methods are employed by organizations to pay employees based on different factors such as performance, working hours, or job position.

Methods of Wage Payments:

  1. Time-Based Payment (Hourly or Monthly):
    In this method, employees are paid based on the amount of time they work. It is commonly used for hourly or salaried employees. For hourly employees, wages are calculated based on the number of hours worked, while salaried employees receive a fixed monthly amount.

  2. Piece Rate System:
    Under the piece rate system, employees are paid according to the number of units or pieces of work they complete. This method is common in industries where production can be measured in specific units, such as manufacturing or agriculture.

  3. Commission-Based Payment:
    In commission-based payment, employees earn wages based on their sales or performance. Sales representatives or agents are often paid a percentage of the sales they make. This method is commonly used in industries like retail, real estate, and insurance.

  4. Salary Plus Bonus:
    Employees in certain roles may receive a fixed salary along with performance-based bonuses or incentives. The bonus is typically tied to individual or company performance, motivating employees to achieve certain targets or goals.

  5. Profit Sharing:
    In a profit-sharing system, employees receive a share of the organization’s profits in addition to their regular wages. This payment method is often used to encourage employees to work toward the company's success and align their interests with organizational goals.

  6. Allowance and Benefits:
    Apart from the base wage, employees may receive allowances for housing, transportation, medical, and other benefits. These are provided in addition to the basic pay and can be an important part of the overall compensation package.

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