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Section I
Ans 1: Human Resource Management
Human Resource Management in its simplest definition means management of organizations
manpower or workforce or human resources.
Evolution of HRM
The evolution of the concept of Human Resource Management is presented below
Period before industrial revolution The society was primarily an agriculture economy with
limited production. Number of specialized crafts was limited and was usually carried out within
a village or community with apprentices assisting the master craftsmen. Communication channel
were limited.
Period of industrial revolution (1750 to 1850) Industrial revolution marked the conversion of
economy from agriculture based to industry based. Modernization and increased means if
communication gave way to industrial setup. A department was set up to look into workers
wages, welfare and other related issues. This led to emergence of personnel management with
the major task as

Workers wages and salaries

Workers record maintenance

Workers housing facilities and health care

An important event in industrial revolution was growth of Labour Union (1790) The works
working in the industries or factories were subjected to long working hours and very less wages.
With growing unrest , workers across the world started protest and this led to the establishment
of Labour unions. To deal with labour issues at one end and management at the other Personnel
Management department had to be capable of politics and diplomacy , thus the industrial
relation department emerged.
Post Industrial revolution The term Human resource Management saw a major evolution
after 1850. Various studies were released and many experiments were conducted during this
period which gave HRM altogether a new meaning and importance.
A brief overview of major theories release during this period is presented below

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Frederick W. Taylor gave principles of scientific management (1857 o 1911)

led to the evolution of scientific human resource management approach
which was involved in

Workers training

Maintaining wage uniformity

Focus on attaining better productivity.

Hawthorne studies, conducted by Elton Mayo & Fritz Roethlisberger (1927 to

1940). Observations and findings of Hawthrone experiment shifted the
focus of Human resource from increasing workers productivity to increasing
workers efficiency through greater work satisfaction.

Douglas McGregor Theory X and Theory Y (1960) and Abraham Maslows

Hierarchy of needs ( 1954) These studies and observations led to the
transition from the administrative and passive Personnel Management
approach to a more dynamic Human Resource Management approach which
considered workers as a valuable resource.

As a result of these principles and studies , Human resource management became increasingly
line management function , linked to core business operations. Some of the major activities of
HR department are listed as1. Recruitment and selection of skilled workforce.
2. Motivation and employee benefits
3. Training and development of workforce
4. Performance related salaries and appraisals.

Strategic Human Resource Management Approach

With increase in technology and knowledge base industries and as a result of global
competition , Human Resource Management is assuming more critical role today . Its major
accomplishment is aligning individual goals and objectives with corporate goals and objectives.
Strategic HRM focuses on actions that differentiate the organization from its competitors and
aims to make long term impact on the success of organization.

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Ans 3: Manpower planning means planning means deciding the number and type of the human
resources required for each job, unit and the total company for a particular future date in order to
carry out organizational activities. Manpower planning may be viewed as foreseeing the human
resources requirement of an organization and the future supply of human resources and (i)
making necessary adjustments between these two and organizational plans and (ii) foreseeing the
possibility of developing the supply of manpower resources in order to match it with the
requirements by introducing necessary changes in the functions of human resources
management.
The process of manpower planning in an organization.

Analysing the corporate and unit level strategies.

Demand Forecasting: Forecasting the overall human resources requirements in accordance

with the organisational plans.

Supply Forecasting: Obtaining the data and information about the present inventory of
manpower and forecast the future changes in the human resources inventory.

Estimating the net manpower requirement.

In case of future surplus than plan for redeployment.

In case of future deficit, forecast the future supply of manpower from all sources with
reference to plans of other companies.

Plan for recruitment, development and internal mobility if future supply is more than or
equal to net manpower requirements.

Plan to modify and adjust the organizational plan if future supply will be inadequate with
reference to future net requirements.

Degree of uncertainty and length of planning period.

The importance of manpower planning in an organization is :

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to recruit and retain the manpower of required quality and quantity.

to foresee the employee turnover and make the arrangements for minimizing turnover and
filling up of consequent vacancies.
to meet the needs of the programmes of expansion, diversification etc.
to foresee the impact of technology on work, existing employees and future human
resource requirements.
to improve the standards, skill, knowledge, ability, discipline etc.
to assess the surplus or shortage of manpower and take measures accordingly.
to maintain congenial industrial relations by maintaining optimum level and structure of
human resources.
to minimize the imbalances caused sue to non-availability of human resources of the right
kind, right number in right time and right place.
to make the best use of its human resources and
to estimate the cost of human resources.

Ans 5: Methods of Recruitment & Selection

Dunn & Bradstreet's AllBusiness states that your small business can use different types of
recruitment and selection methods. In human resources' jargon, recruiting or advertising for new
employees is sometimes referred to as "sourcing," meaning using different sources to find said
employee candidates. Once a number of candidates are found, you must qualify each and
determine if they are a good fit.
Internal Sourcing
Internal sourcing is the practice of advertising a new or recently vacated position within a
business to existing employees. More businesses have come to use internal sourcing as a method
to recruit employees upward or laterally within the company because little or no training is
needed, and expenses that include advertising for a new employee and running background
checks are spared. It also fosters loyalty and parity among team members.
External Sourcing
External sourcing is a method of recruitment that conducts an employee candidate search
through external recruitment tools, such as job boards, newspaper advertisements and trade
publication announcements. This method favors bringing in job candidates that may or may not
have direct experience in your small business' line of work; a candidate within a satellite field
may offer a fresh, out-of-the-box perspective to the organization. External sourcing is also used
when the open position is not able to be filled by a current employee because of the technicality
or specialty of the position. Small Business recommends that you know exactly what type of job
candidate you are looking for before advertising the position and accepting resumes.
Third-Party Sourcing
Third-party sourcing involves using a placement agency or headhunter to find qualified job
candidates. These third-party sources use various techniques and tools to find appropriate job

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applicants, such as extending offers of improved salary compensation and more flexible benefits
packages.
Interviewing/Pre-Selection
AllBusiness suggests that you should schedule interviews when you know you will have
uninterrupted time to review the job candidate's resume and conduct an insightful interview.
When conducting the interview, do not focus solely on the applicant's credentials or experience.
Instead, present hypothetical scenarios to the candidate and ask how she would evaluate and
solve the presented problems. Listen to her answers without interruption and take notes on key
points.
Candidate Selection
Using the interview notes you have taken, compare each interviewee with his resume and look to
see if you have missed anything while reading his resume the first time. Make your candidate
selection on the basis of how competently he answered your questions and what questions he
asked during the interview. Interviewees who do not ask questions are either shy or uninterested
in your business.
Section II
Ans 10: Stress is often a complex and complicated issue and understanding your own stress
experience can be confusing. Yet it is most important that in developing stress management and
stress relief techniques, that you understand the possible sources of your stress in your life?
DEFINING THE TERM SOURCE
When we define the term source you can understand how important it really is in your overall
stress management. The word actually means the point at which something springs into being or
from which it derives or is obtainedthe point of origin..andthat causes, creates, or initiates.
(The American Heritage Dictionary of the English Language, 2009)
In other words, what are the causes and where is the stress, anxiety, worry and tension you are
experiencing coming from?
SOURCES OF STRESS AND THE RESULTS
The origination or root of your stress can involve a range of different sources. Understanding
where your stress is coming from can help you in coping with stress, reducing your stress and
even relieving stress for you. For those professionals working to help you in managing stress,
knowing the sources of your stress is a very powerful starting point to stress treatment and
developing stress techniques.
SIX MAIN STRESS SOURCES
Although there are a variety of sources of stress in peoples lives, many people look for stress
help in dealing with predominantly six main sources of stress.

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Here is a quick overview and summary of each of the six main sources of stress:
SOURCE ONE ENVIRONMENTAL STRESS
The first source of stress, strain and hassle in your life, can be that of environmental stress. This
type of stress relates to those aspects of your environment and surroundings that are causing you
stress. For example, living next to a noisy, busy street may result in you exhibiting stress
symptoms and stress effects.
SOURCE TWO SOCIAL STRESS
A second major source of stress is called social stress. This relates to the stress involved in
interacting, socializing and communicating with other human beings. It revolves around your
relationship with other people. Some of these social interactions and relationships can be very
stressful and tension filled experiences in your life. Others can be enjoyable and positive types of
social stress and social interaction.
SOURCE THREE ORGANIZATIONAL STRESS
All of us engage with, belong to and are often employed by an organization. This can result in
organizational stress. Some experts in stress management and stress relief treatment discuss this
stress source under the areas of environmental or social stress. For others, it warrants a category
of its own, since organizations of all types play an important role in our lives. Most often this
source of stress is associated with work stress and job stress. It often involves the demands and
pressures placed upon you by the organization, business or group for which you work. However,
it also involves any organization with which you interact including the local government
organizations, clubs, associations and more.
SOURCE FOUR PHYSIOLOGICAL STRESS
A fourth source of stress is physiological stress. This relates to how your physiology, your body
reacts and responds to stressful situations. It is often discussed as physical stress and in relation
to the physical stress symptoms you exhibit. For example, take a moment and think of a time
when you have felt fearfulness, nervousness or trepidation. Now remember some of your bodily
reactions to that stressful situation. These responses by your body are aspects of your
physiological response to stress.
SOURCE FIVE PSYCHOLOGICAL STRESS
This fifth source of stress is psychological stress and involves the power of your own mind in
how you think, rationalize and make meaning of your stress, hassles and worries. It is about how
your brain, your psyche, your mind thinks about the stress in your life. It is often spoken of as
emotional stress or mental stress and involves powerful feelings and emotions.
SOURCE SIX SIGNIFICANT EVENTS STRESS
This sixth and final source of stress revolves around critical incidents and significant events in
your life. It is often known as significant events stress. Now not all stress is bad and there are

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significant events that may occur in your life that result in positive stress. Examples of this could
be your high school graduation, wedding or winning a sporting event. However, there are also
significant events that involve negative stress. Often these are referred to as critical incidents in
your life. These can involve a major single significant incident such as a serious accident, a
physical or sexual assault, etc. Such events involve a very high degree of stress and anxiety. They
are often associated with continuing trauma after the event, often referred to as post traumatic
stress disorder (PTSD).
Ans 9: Management development is the overall concept that describes the many ways in which
organizations help employees develop their personal and organizational skills, either as managers
in a management job or with an eventual management job in mind.
When employees think of management development they are likely to think about university
classes and MBA programs, consultant-led external training, and attendance at conferences, trade
shows, workshops, and seminars.
These are frequent ways in which employers invest time and money in developing their
managers.
Most Management Development Does Not Involve External Class Attendance
However, most management development does not involve outside classes or professional
trainers. It involves the employee's daily work, skill stretching assignments, leadership roles
played, mentoring by a manager, cross-training, and other development on-the-job.
Building the skills of managers through management development options is critical to the
effective functioning of your organization. This is because of the power of a manager to impact
the organization through his or her oversight of the work of other employees.
Especially middle managers are expected to communicate the company direction, goals, and
vision to their reporting employees. Only comfortable business communicators are likely to
perform their needed communication tasks effectively.
Yet senior company leaders depend on their communication because they can't easily
communicate with every employee themselves.
It is not surprising that the managers in your workplace are the single most important factor in
employee engagement, employee motivation, and building a productive workplace.
Managers are the key to employee retention and the main reason employees cite when they leave
their current employer.
So, the need for management development is significant and can provide a significant payback.
Internal Management Development Advantages
Internal management development has advantages over external seminars and classes. It presents
and reinforces needed skills and management techniques. It speaks a common language that

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people in your organization will understandand gives them a common language that they can
use with each other.
Internal management development is presented around your challenges and problems so it is
customized for the people who attend. It is offered on your terms at your preferred times and at
your preferred length.
Internal management development reinforces the organization's culture and addresses the norms
and expectations of the manager's workplace. It incorporates familiar workplace examples and
reinforces desired organization direction, values, and goals.
Done with care, internal management development also reinforces the application of the skills
learned in training back in the workplace. This significant ability to do the activities needed for
training transfer to the workplace before, during, and after the training is all the justification you
need to offer internal management development.
It can require weekly assignments, reading, and on-the-job training. Employees can work
together in study groups outside of the actual training. You can also provide management
development training as part of an ongoing, regularly-scheduled management meeting.
How On-the-Job Training Brings You Value
Management Development Options
An employer's training options are widespread and encompass many possibilities.
Management development can include such external opportunities as university classes,
seminars, workshops, courses, conferences, and field trips. Employers can assist employees to
pursue these options by paying for classes and seminars.
They can also offer tuition assistance for employees attending college or university classes and
who plan to earn a degree.
Internal management development options abound and can include the following opportunities
for employees' growth and ongoing development.

Employee training
Employee career paths
Coaching
Mentoring
Job rotation
Promotions
Performance management and development
Succession planning

Management Development Content

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These are the areas of content that management development training, either internal or external,
should contain for your organization to function effectively. Your managers will benefit as will
their reporting staff members and the organization as a whole.
Powerful Management Training
In addition to skill development, management development is also an opportunity to teach your
organization culture. The norms, rules, and expectations in your workplace are uniquely yours.
Even experienced managers will benefit from training reminders in the expectations of your
workplace culture and policies.
The focus of all aspects of management development is to enable managers to more effectively
accomplish their job as managers. Don't miss your opportunity to have an impact on one of your
most critical resources.
Your middle managers are the spokes that hold the wheel of your organization together. Help
them be the best that they can be.