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All fields are Mandatory to be filled
Course Name: Human Resource Management Course Code: HR333
Registration No: SUIT-18-02-021-0014 Roll No: 18SP-00527
Name: MUHAMMAD JAMEEL Father Name: MUHAMMAD AYUB
Degree Program: BBA Date: 29-01-2021

Student’s Signature: ___________m. jameel______ Page Number: __1__ of __12_

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STAR YOUR ANSWERS HERE

Q no 1: Define Human Resource Management. How HR department plays an important role in context
to organizational success.

Ans: Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an
organization's employees. HRM is often referred to simply as human resources (HR). A company or
organization's HR department is usually responsible for creating, putting into effect and overseeing policies
governing workers and the relationship of the organization with its employees. The term human resources was
first used in the early 1900s, and then more widely in the 1960s, to describe the people who work for the
organization, in aggregate. HRM is employee management with an emphasis on those employees as assets of
the business. In this context, employees are sometimes referred to as human capital. As with other business
assets, the goal is to make effective use of employees, reducing risk and maximizing return on investment
(ROI).

The Importance of Human Resource Management

The role of HRM practices are to manage the people within a workplace to achieve the organization's
mission and reinforce the culture. When done effectively, HR managers can help recruit new professionals who
have skills necessary to further the company's goals as well as aid with the training and development of current
employees to meet objectives. A company is only as good as its employees, making HRM a crucial part of
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maintaining or improving the health of the business. Additionally, HR managers can monitor the state of the job
market to help the organization stay competitive. This could include making sure compensation and benefits are
fair, events are planned to keep employees from burning out and job roles are adapted based on the market.

The objectives of HRM can be broken down into four broad categories:

1. Societal objectives: Measures put into place that responds to the ethical and social needs or challenges
of the company and its employees. This includes legal issues such as equal opportunity and equal pay for
equal work.

2. Organizational objectives: Actions taken that help to ensure the efficiency of the organization. This
includes providing training, hiring the right number of employees for a given task or maintaining high
employee retention rates.

3. Functional objectives: Guidelines used to keep HR functioning properly within the organization as a

whole. This includes making sure that all of HR's resources are being allocated to their full potential.

4. Personal objectives: Resources used to support the personal goals of each employee. This includes
offering the opportunity for education or career development as well as maintaining employee satisfaction.

Within the unit of each organization, the objectives of HRM are to:

1. Help the organization achieve its goals by providing and maintaining productive employees.
2. Efficiently make use of the skills and abilities of each employee.
3. Make sure employees have or receive the proper training.
4. Build and maintain a positive employee experience with high satisfaction and quality of life, so that
employees can contribute their best efforts to their work.
5. Effectively communicate relevant company policies, procedures, rules and regulations to employees.
6. Maintaining ethical, legal and socially responsible policies and behaviors in the workplace.
7. Effectively manage change to external factors that may affect employees within the organization.
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Q no 2: what are the reasons, advantages, and purposes of job analysis?

Ans: Job analysis is a step by step process of gathering, recording and studying the roles, responsibilities, tasks,
duties, knowledge and abilities involved in a particular job position. Job analysis is not just framing of the job
description and specification, rather it is a rigorous process of deeply understanding a particular job position.

Reasons of Job Analysis: There are many reasons for conducting a systematic job analysis & these are as
follow.

1. Staffing: The staffing is not performed accurately if the recruiting officer does not understand the
required qualifications for a job.
2. Training & Development: The need for training & development of new selecting employees is
determined by knowing the required skills, knowledge & experience for a job. In this way the training &
development is given to the new employees at start to make them potential workers.
3. Compensation & Benefits: The management must know the worth of the job in terms of dollar value
before the recruitment & selection process. The worth of any job is directly related with the duties &
responsibilities associated with that job.
4. Safety & Health: The considerations of safety & health of employees is also derived from the
information of analysis process.
5. Employee & Labor Relations: The relations with the employees of the organizations are influenced
through the information collected from the analysis and this would help the management in various
decisions of the HR.
6. Legal Considerations: The legal aspects of the jobs & policies are better covered by conducting proper
analysis.

Job analysis is a systematic process in which all the information associated with any job is collected and
judged. It provides the comprehension of the tasks and duties linked with any job and the types of people
suitable for the job. The job description and job specification are prepared by the analysis, which helps the
processes of recruitment, selection, training, compensation, and performance appraisals etc.

Advantages of Job Analysis: Following are the advantages of job analysis.

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1. Provides First Hand Job-Related Information: The job analysis process provides with valuable job-
related data that helps managers and job analyst the duties and responsibilities of a particular job, risks
and hazards involved in it, skills and abilities required to perform the job and other related info.
2. Helps in Creating Right Job-Employee Fit: This is one of the most crucial management activities.
Filling the right person in a right job vacancy is a test of skills, understanding and competencies of HR
managers. Job Analysis helps them understand what type of employee will be suitable to deliver a
specific job successfully.
3. Helps in Establishing Effective Hiring Practices: Who is to be filled where and when? Who to target
and how for a specific job opening? Job analysis process gives answers to all these questions and helps
managers in creating, establishing and maintaining effective hiring practices.
4. Guides through Performance Evaluation and Appraisal Processes: Job Analysis helps managers
evaluating the performance of employees by comparing the standard or desired output with delivered or
actual output. On these bases, they appraise their performances. The process helps in deciding whom to
promote and when. It also guides managers in understanding the skill gaps so that right person can be fit
at that particular place in order to get desired output.
5. Helps in Analyzing Training & Development Needs: The process of job analysis gives answer to
following questions:
i. Who to impart training
ii. When to impart training
iii. What should be the content of training
iv. What should be the type of training: behavioral or technical
v. Who will conduct training
6. Helps in Deciding Compensation Package for a Specific Job: A genuine and unbiased process of job
analysis helps managers in determining the appropriate compensation package and benefits and
allowances for a particular job. This is done on the basis of responsibilities and hazards involved in a
job.

Job Analysis Process: Without a proper path, it becomes difficult to plan our direction. Therefore, we must
understand the step by step process of job analysis as given below:

1. Organizational Analysis: The management needs to understand the organizational requirements and
objectives, to design an effective human resource strategy.
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2. Select Representative Positions: Next, analysts or human resource representatives are chosen to carry
out the job analysis activities. They are internal resources of the organization.

3. Gather Information: Now, the data related to the essentials of a particular job position is collected
through different job analysis methods or techniques.

4. Review Collected Data: This data is then reassessed to screen all the relevant information about a
particular job position.

5. Develop Job Description: A complete job position analysis helps to determine the responsibilities,
activities, tasks, duties, objectives and authority possessed by that particular opening.

6. Prepare Job Specification: Based on the job description, a relevant job specification is made which
defines the essential attributes, abilities, qualities, skills, qualification, age and experience required for
the specified job position.

Q no 3: what is interview process? Briefly explain the types of interviews with appropriate examples.

Ans: An interview is an answer to know and ascertain how to fit a man to the required job. An interview is
beneficial to both the candidate and the organization, for it helps them to grow. Usually two groups or two
individuals sit facing each other in an interview. The person asking questions is the interviewer and the person
answering the questions is the interviewee. It can be simply defined as the formal meeting between two people
where the interviewer asks questions to the interviewee to obtain information

Interviews are carried out to fulfil the following objectives:

1. It helps to verify the information provided by the candidate. It helps to ascertain the accuracy of the
provided facts and information about the candidate.
2. What the candidate has written in the resume are the main points. What other additional skill set does he
have? All these are known by conducting interviews.
3. It not only gives the interviewer information about the candidate’s technical knowledge but also gives an
insight into his much needed creative and analytical skills.
4. Helps in establishing the mutual relation between the employee and the company.
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5. It is useful for the candidate so that he comes to know about his profession, the type of work that is
expected from him and he gets to know about the company.
6. An interview is beneficial for the interviewer and the interviewee as individuals, because both of
them gain experience, both professionally and personally.
7. It helps the candidate assess his skills and know where he lacks and the places where he needs
improvement.
8. The interview also helps the company build its credentials and image among the employment seeking
candidates.

1. One-to-one interview (Personal interview): It is the most common among the interview types, it involves
the interviewer asking questions maybe both technical and general to the interviewee to investigate how fit the
candidate is for the job.

Example: Posts in small organizations and mid-level and high-level jobs in big organizations.

2. Group interview: This involves multiple candidates and they are given a topic for discussion. They are
assessed on their conversational ability and how satisfactorily they are able to have their own views and make
others believe in them. Here, the best among the lot gets selected.

Example: Fresher posts and mid-level sales posts.

3. Panel interview (Committee Interview): The interviewers here are a group from among the company
people who are in a senior position and usually, the panel interview is when the candidate is supposed to make a
presentation. But many-a-times it could be for the job interview as well.

Example: Mid-level and high-level jobs.

Based on the Planning Involved:

1. Structured interview (Formal interview or guided interview): It is the traditional form of an interview, the
questions asked are all in a standard format and the same is used for all the candidates. This is to assess the
ability of all the candidates impartially.
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Example: Entry-level jobs for fresher.

2. Unstructured interview (Informal interview or conversational interview): This is the opposite of a

structured interview. Here the interviewer has a definite idea in mind about the questions to be asked, but it
doesn’t follow a certain format. The interviewer may deviate and a conversation type interview follows.

Example: Mid-level job interview for managerial position

Based on Judging the Abilities:

1. Behavioral-based interview: The interviewee is asked questions about past work experiences and how it
was dealt with in a particular situation. This helps the interviewer understand the candidate’s future
performance based on his past experiences. Here the candidates need to provide examples when they have
handled situations. The probing maybe in detail to assess the candidate’s behavior and responses and this
determines the candidate’s future job prospects.

Example: Interview for managerial positions, executive posts.

2. Problem-solving interview (Task-Oriented interview): Here the interviewer is more concerned about
problem-solving abilities be it technical, managerial, creative or analytical skills. This is the most common
among the interview patterns and it may involve either writing and answering a questionnaire set or answering
the technical questions orally.

Example: Interviews for Software recruitments, technical industries, and managerial positions.

3. Depth interview (In-depth interview): When you need to ascertain everything about the interviewee right
from life history, academic qualifications, work experiences, hobbies, and interests; you conduct the depth
interview. Here the interviewer has a clear idea about the questions he will be asking but once the question is
asked, he allows the conversation to flow and is more of a listener. This interview takes time and more of a
friendly approach of the interviewer towards the interviewee.

Example: For executive posts.

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4. Stress interview: Very rare, but such interviews are conducted to see how the candidate will be able to react
in stressful situations and to assess if he will be able to handle the crisis at his job.

Tactics involved include:

1. Completely ignore the candidate by maybe, making a phone call in the middle of the interview.
2. Or some other tactic like continuously interrupting the candidate when he answers the questions.
3. Trying to enforce your point of view forcefully even if he disagrees.
4. Asking a whole lot of questions all at once.
5. Interrupting him by asking another question not related to his answer.

Example: For banker jobs.

Based on the Facilities or Settings:

1. Telephonic interview: This interview is conducted over the phone and its main objective is to narrow down
the probable list of candidates so that only the most eligible ones finally get shortlisted. This is done in the
initial stages and before the personal interview.

Also when the candidate is far-off, the company first conducts a telephonic interview and if satisfied then
arranges the travel expenses for a one-to-one interview.

Example: Interview for entry-level jobs.

2. Online interview (Video interview or Skype interview): This interview may be was done by instant
messaging, online chats, and email or through videos. This involves the interviewer asking questions just like in
a personal interview. This is done based on situations like if the interviewee resides far-off or if the interview at
the appointed time gets cancelled due to valid reasons. Also, it is more convenient for the interviewer that he
can fix the interview at his spare time and convey the message to the candidate a few hours before or so.

This helps as the interviewer doesn’t need to inform the candidate many days in advance.
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Example: Interview for mid-level posts.

3. Job Fair Interview (Career Fair interview): Here the interviewer does a mini-interview to know the
qualifications and the technical knowledge. Then basic technical questions are asked to know if the candidate
can proceed further for the main interview. This is a very short interview to net only the potential candidates.

Example: Interviews for fresher jobs held at the college campus.

4. Lunch interview: This interview is more of a conversational interview mainly designed so that the
interviewer gets to know more about the candidate. This also helps the interviewer to assess how the candidate
conducts himself in a less-formal environment and how he presents himself.

Example: Interview for managerial and sales posts.

5. Tea interview: This is the same as a lunch interview but only that it differs in the time limit. Here the
interviewee gets less time to prove himself. The interviewer here has a structured format for questioning since
there is a time limit.

Example: Interview for positions in the fashion and glamour industry and sales posts.

Based on the Task:

Apprenticeship interview: Here the candidate is a novice and the interview is a very formal one with general
questions and some skill related questions being asked.

Example: Interview for training programs in organizations.

2. Evaluation interview: In this interview, a fixed set of questions are asked and a scoring system evaluates the
points scored. This type of interview negates the scope of the personal bias of the interviewer.

Example: Interview in corporate organizations

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3. Promotion interview: This is for an employee of the company seeking a higher position for career
enhancement purposes.

Example: Interviews in mid-level posts.

4. Counselling interview: When employees are called and their problems and solutions are discussed within
the organization, such meeting type interviews are called counselling interviews.

Example: Interviews in big organizations

5. Disciplinary interview: Here an individual or number of employees or sometimes the employee union is
interviewed for their misconduct or non-performance. This is more sort of a meeting between the manager and
the employees to get the problem resolved.

Example: Interviews in big companies.

6. Persuasive interview: The interviewee here has to persuade the interviewer to accept his point of view as in
case of an employee persuading his manager to implement some changes in the policy or a sales manager
persisting on selling a product.

Example: Interviews in mid-level managerial posts

Q no 4: Job evaluation is very important for HR planning. How?

Ans: Job Evaluation is a systematic process of determining the worth of one job in relation to another job in the
organization. During job evaluation, the relative worth of various jobs are assessed so that wages can be paid
depending upon the worth of the job.

Job evaluation is done to

1. Eliminates inequalities: Job evaluation aims at removing inequalities in wage rates within the
organization. Differential in wages for comparable works is an important factor that causes
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dissatisfaction among employees and leads to various conflicts among management and labor unions.
Job evaluation ensures that a fair and adequate wage system is established in an organization for
providing proper wages to workers. 

2. Facilitates comparison: Approach of job evaluation facilitates comparison of job by providing all

necessary information. Data provided enables in doing a salary or wages comparison of one job with
another within the organization or jobs of similar nature in other organizations.  In addition to this,
necessary information obtained is used for the community wage surveys. 
3. Solve wage controversies: Job evaluation is very helpful in resolving wage controversies by providing
a relative objective basis involving comparative rates. This approach by collecting all necessary
information related to job positions enables management in following a more rational and consistent
salary and wages structure for people working in an organization. A logical basis is created for
negotiation of wages and collective bargaining.
4. Analyze job factors and requirements: The process of job evaluation focuses on analysis of job
positions which enables in selecting right candidates. Analysis of job is done from two aspects: Job
description and job specifications. Job description refers to what role or responsibilities need to be
performed holding a job position. Whereas, job specification deals with the qualifications required by
candidate for effectively delivering his duties.  
5. Eliminates personal prejudices: Job evaluation eliminates personal prejudices from organization
which demotivate employees from performing efficiently. In case of favoritism by management in
respect of some employees in setting of wage rate, it will lead to personal prejudice. Job evaluation
process rate only the job but not the employees which removes all grounds of favoritism and personal
prejudice. 
6. Clear plan for wage administration: It establishes a wage rate for different job positions within the
organization on scientific basis. Under such wage rates, it become easy for managers to evaluate
employee’s performance in terms of job. Managers can more efficiently decide the promotion and
transfer of employees. All these things assist the wage department in managing its operations in more
convenient way.
7. Standardization of wage and salary rate: Job evaluation has an effective role in bringing
standardization in wages and salary levels in an organization. A high degree of standardization is
attained when wages rate for various job positions is decided on scientific basis. Salary structures are
uniformed throughout the organization in all of its plants even if they are located in different areas. 
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8. Simplify wage structure: The simplification of wage structure is another important benefit provided by
job evaluation approach. Every job is divided into distinct elements which are graded for establishing
the wage rates. The range of wage rate with minimum and maximum amount is also established. In
addition to it, for the periodic review of wage structure, a provision is made. All these lead to simplify
the structure of wages in an organization. 
Importance of Job Analysis
1. Assist in employee’s selection: This is one of the major advantages provided by technique of job
evaluation. It properly analyses the job specification in line with the competencies of candidates.
Employees are chosen on the basis of their qualification required in delivering the role effectively. All
these factors enable in choosing right candidates by organization.  
2. Specialization: Job evaluation assist in specialization of labor by organization. There are large number
of job positions within an enterprise which requires many employees for performing them. Therefore, a
job evaluation technique does a clear division of labor by defining them their roles properly which
results in specialization of labor. 
3. Develop harmonious relations among manager and employees: Every company want to develop
harmonious relations with their staff members. Job evaluation works towards minimizing controversies
among manager and employees by eliminating all wage differentials within the business enterprise.
4. Avoids inequalities in salary structure: Job evaluation approach focuses on avoiding inequalities in
wage and salary structure of organization. It establishes a scientific basis for fixing remuneration of
workforce by collecting all relevant information about job positions. Proper salary structure is an
important determinant of affecting the efficiency and motivation level of workers. 
5. Prevents conflicts within organization: It resolves all conflicts within organization by paying peoples
in a fair manner. All inequalities in wage rate and personal prejudices are eliminated by doing a
standardization of salary and wage rate. Job evaluation collects key information about job positions
which serve as a logical basis for collective bargaining and wage negotiations thereby avoiding any
conflicts in an organization. 
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