Basics:

Q1. How would you define HRM?

The policies and practices involved in carrying out the “people” or human resource aspects of a
management position, including recruiting, screening, training, rewarding, and appraising.

Q2. What is the scope of HRD?

1. HRD aims at anticipating the needs of the organization and meeting them in a planned way.
2. It includes developing the capabilities of line managers to handle development, grievances,
performance appraisal and punishment of their team.
3. It emphasizes on motivating the employees and building up a good work culture.

Q3. What is the importance of HRD?

HRD helps in:

1. Developing competent employees and committed workforce

2. Establishing role clarity
3. Generating great trust and respect
4. Minimizing resistance to change
5. Facilitating Human Resource Planning
6. Increasing productivity, Cost effectiveness etc.

Q4. What is job analysis?

Job analysis is the process of studying and collecting information relating to the operations and
responsibilities of a specific job. It comprises of job description and job specification.

Q5. What is the difference between job description and job specification?

Job description comprises of the job title, location, job summary, duties & responsibilities, tools
that will be used to perform the job and the working conditions. It is a written statement which
includes the above information. A proper job description helps in advertising the vacancy
effectively and attracting the right talent while Job specification comprises of the qualification
that a particular job seeks in the candidate. It includes educational qualifications, work
experience, personal qualities etc.
Q6. What is Recruitment ?

1. Recruitment is the process of identifying, screening and hiring the most suitable
candidate for a job vacancy.
2. The candidate might be hired internally or from external sources
3. The process must be performed in timely and cost-effective manner
4. It can also be termed as a process linking the employers and the employees

Q7. Explain recruitment process.

The recruitment process tries to get the best manpower for the organization. It can be
considered as the first strategic step towards the success of an organization.

The process consists of following major steps:

1. Identifying the vacancy

2. Preparing the job specifications and description of the potential candidate
3. Advertising the requirement
4. Receiving and managing the applications
5. Short listing the candidates
6. Arranging the interviews
7. Conducting the interviews and deciding on the candidate

Q8. What are the various internal and external sources of recruitment?

There can be two kinds of sources of recruitment for organizations - Internal and External.
Internal recruitment - It means getting the candidate from within the organization to fulfil a
vacancy.

Internal recruitment can be done by:

1. Transfer - transferring an employee from one location/ department to another.

2. Promotion - Taking the employee higher up in the hierarchy
3. Ex-employees - These could be the retired or retrenched employees
4. Demotion - Lowering the position of an employee in the hierarchy for various reasons

External recruitment - It means getting the new candidate to the company. The sources of these
employee could be many:

1. Job notifications in the print/ online media

 2. College campuses
3. Placement agents
4. Unsolicited applicants
5. Employee referral program
6. Labor contractors

Q9. Explain The Internal And External Factors Affecting Recruitment?

There can be various internal and external factors which affect the recruitment process.
Internal factors: The factors which are under the control of organization are called internal
factors.
These could be:
1. Recruitment policy of the organization
2. Human Resource Planning
3. Expansion plans
4. Cost of recruitment

External factors: These are the factors which are not under the control of the organization.
These could be:
1. Availability of talent
2. Brand image of the organization
3. Politico-social environment
4. Legal conditions
5. Economic condition of the market
6. Recruitment policy of the competitors

Q10. What are the advantages of outsourcing the recruitment services?

Many organizations outsource their recruitment services to the placement agencies. The main
advantages of doing so are as follows:

1) It allows the organizations to focus on core and strategic activities

2) It leads to optimal use of resources and time

3) It provides access to the expertise of the placement agents

4) Reduction in recruitment cost

Q11. List the e-recruitment techniques. What are the advantages of e-recruitment?
E-recruitment means using the internet for recruitment services. Three main techniques used in
e-recruitment are:

1) Advertising on job portals

2) Building a recruitment section on company's website.
3) Screening the database of candidates on job portals

The advantages of e-recruitment are:

1. Lower cost of advertising the job openings

2. Helps in saving time
3. Large pool of candidates to choose from
4. Day in - day out access to the database
5. Screening the database brings in only relevant candidates
6. Paper less process - more organized

Q12. Differentiate between recruitment and selection

1. Recruitment aims at searching for the talent and promoting the candidates to apply for the
position while selection is the process of screening the candidates to fill a position with
the most suitable candidate.
2. Recruitment process get a pool of candidates for the selection process to work and choose
the best one.
3. Recruitment encourages more and more people to apply while selection eliminates
unsuitable candidates to zero down on the best one.
4. There is no contractual agreement between the employee and the employer in the
recruitment process while after the selection a contract is agreed upon by the employee
and the employer.

Q13. What Is Performance Management?

Performance management is a system by which we should recognize and utilize the

employee’s skill, efficiency and as well as identifying his/her drawbacks, negative points and
try to remove those.

Q14. How Do You Endow With Performance Appraisal?

There are many ways to do Performance Appraisal:

1. 90-degree appraisal-- Where the performance feedback is taken only from the Supervisor.
2. 180-degree appraisal- Where the performance feedback is taken from the peers.
 3. 360-degree appraisal- Where the performance feedback is taken from the supervisor the
subordinates, the peers, and the self-appraiser.

Q15. What kind of work culture do you think increases the motivation level of an
employee?

Following are some of the characteristics of the culture that increases motivation level of an
employee:

4. Suggestions and feedback from the employees are heard

5. Employees are well informed about the things affecting them
6. Communication among the team members and with the superiors is open in nature
7. Employees are trusted and treated with respect
8. Employees work and deliver as a team
9. Employees see a path to grow and are regular trained for development