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HRM Short Answer
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Who is an HR Manager?</div> <div class="a">An HR Manager is a professional responsible for managing the human resources functions of an organization. Key roles include:<br> (1) <b>Recruiter</b> — hiring right talent for the organization<br> (2) <b>Trainer</b> — developing employee skills and competencies<br> (3) <b>Counselor</b> — handling grievances and employee welfare<br> (4) <b>Planner</b> — workforce planning and succession planning<br> (5) <b>Change agent</b> — facilitating organizational change<br> (6) <b>Strategic partner</b> — aligning HR goals with business strategy</div> </div> <div class="prev"> <div class="meta">⭐ 2022 Paper</div> <div class="q">Q2. Define internal environment.</div> <div class="a">Internal Environment refers to all factors within the organization that influence its HR decisions and functioning. These are controllable factors.<br><br> <b>Key components:</b><br> (1) <b>Value System</b> — ethics and beliefs of top management<br> (2) <b>Management Structure</b> — organizational hierarchy and culture<br> (3) <b>Human Resources</b> — skills, attitude, and competency of employees<br> (4) <b>Company Image</b> — brand reputation affecting talent attraction<br> (5) <b>Physical Assets</b> — infrastructure and technology available<br> (6) <b>Labor unions</b> — internal labor relations and policies</div> </div> <div class="prev"> <div class="meta">⭐ 2023 Paper</div> <div class="q">Q3. Explain the main objectives of HRD.</div> <div class="a">HRD (Human Resource Development) aims to develop the knowledge, skills, and abilities of employees. Main objectives:<br> (1) Develop employee <b>competencies</b> for current and future roles<br> (2) Improve <b>organizational effectiveness</b> and productivity<br> (3) Create a <b>learning culture</b> within the organization<br> (4) Facilitate <b>career development</b> of employees<br> (5) Improve <b>quality of work life</b> and employee satisfaction<br> (6) Build capacity for <b>organizational change</b> and adaptation</div> </div> <div class="prev"> <div class="meta">⭐ 2023 Paper</div> <div class="q">Q4. Define Strategic HRM.</div> <div class="a">Strategic HRM (SHRM) is the process of linking human resource management practices with the strategic objectives of the organization to improve business performance.<br><br> <b>Key aspects:</b><br> (1) Aligns HR strategy with overall <b>business strategy</b><br> (2) Takes a <b>long-term proactive</b> approach to managing people<br> (3) Focuses on building <b>competitive advantage</b> through people<br> (4) Involves HR in <b>top-level strategic decision-making</b><br><br> <b>Example:</b> If a company plans to expand globally, SHRM ensures hiring of multicultural talent in advance.</div> </div> <div class="prev"> <div class="meta">⭐ 2024 Paper</div> <div class="q">Q5. Define Job Design. State any two objectives.</div> <div class="a">Job Design is the process of organizing tasks, duties, and responsibilities into a productive unit of work to satisfy both organizational and employee needs.<br><br> <b>Two objectives:</b><br> (1) <b>Increase productivity</b> — by assigning the right tasks to the right person in an efficient manner<br> (2) <b>Improve employee satisfaction</b> — by making jobs meaningful, challenging, and motivating through elements like skill variety and autonomy</div> </div> <div class="prev"> <div class="meta">⭐ 2024 Paper</div> <div class="q">Q6. State any three differences between HRM and HRD.</div> <div class="a"> <table> <tr><th>Basis</th><th>HRM</th><th>HRD</th></tr> <tr><td>Meaning</td><td>Managing human resources of the organization</td><td>Developing the skills and potential of employees</td></tr> <tr><td>Scope</td><td>Broader — includes recruitment, compensation, IR</td><td>Narrower — focuses on training and development</td></tr> <tr><td>Objective</td><td>Optimum utilization of human resources</td><td>Growth and development of employees</td></tr> <tr><td>Focus</td><td>Present needs of the organization</td><td>Future capability building</td></tr> <tr><td>Nature</td><td>Reactive — responds to current problems</td><td>Proactive — anticipates future needs</td></tr> </table></div> </div> <div class="imp"> <div class="meta new">🔵 Important — Syllabus (Unit I)</div> <div class="q">Q7. What are the functions of HRM?</div> <div class="a">Functions of HRM are broadly divided into two categories:<br><br> <b>Managerial Functions:</b><br> (1) Planning — workforce planning and HR budgeting<br> (2) Organizing — structuring HR department<br> (3) Directing — leading and motivating employees<br> (4) Controlling — monitoring HR performance<br><br> <b>Operative Functions:</b><br> (1) Procurement — recruitment, selection, placement<br> (2) Development — training, career planning, performance appraisal<br> (3) Compensation — wages, salaries, incentives<br> (4) Integration — employee relations, grievance handling<br> (5) Maintenance — health, safety, welfare</div> </div> <div class="imp"> <div class="meta new">🔵 Important — Syllabus (Unit I)</div> <div class="q">Q8. What are the barriers to Strategic HRM?</div> <div class="a">Barriers to implementing Strategic HRM:<br> (1) <b>Short-term thinking</b> — management focused on immediate results, not long-term HR strategy<br> (2) <b>Resistance to change</b> — employees and managers resist new HR practices<br> (3) <b>Lack of top management support</b> — HR not given strategic importance<br> (4) <b>Communication gap</b> — HR strategy not properly communicated across levels<br> (5) <b>Resource constraints</b> — insufficient budget and technology for HR initiatives<br> (6) <b>Skills gap</b> — HR professionals lack strategic and analytical skills</div> </div> <div class="imp"> <div class="meta new">🔵 Important — Syllabus (Unit I)</div> <div class="q">Q9. What is the role of HR in mergers and acquisitions?</div> <div class="a">During mergers and acquisitions (M&A), HR plays a critical role:<br> (1) <b>Cultural integration</b> — blending two different organizational cultures<br> (2) <b>Talent retention</b> — retaining key employees during uncertainty<br> (3) <b>Communication</b> — keeping employees informed to reduce anxiety<br> (4) <b>Redundancy management</b> — handling downsizing with dignity<br> (5) <b>Policy harmonization</b> — aligning HR policies of both companies<br> (6) <b>Change management</b> — facilitating smooth transition for all employees</div> </div> <!-- ══════════════════════════════════════════════ --> <h2>📗 UNIT II — HR Planning & Employee Hiring (CO2)</h2> <div class="prev"> <div class="meta">⭐ 2022 Paper</div> <div class="q">Q10. What is the purpose of reference check?</div> <div class="a">Reference check is a background verification process conducted before finalizing a candidate's selection.<br><br> <b>Purposes:</b><br> (1) <b>Verify accuracy</b> of information provided by the candidate in resume<br> (2) Assess candidate's <b>past performance</b> and work behavior<br> (3) Verify <b>character and integrity</b> of the candidate<br> (4) Check for any <b>disciplinary issues</b> or misconduct in previous jobs<br> (5) Confirm <b>employment dates</b>, designation, and reason for leaving<br> (6) Reduce risk of <b>fraudulent hiring</b></div> </div> <div class="prev"> <div class="meta">⭐ 2023 Paper</div> <div class="q">Q11. Differentiate between Job Description and Job Specification.</div> <div class="a"> <table> <tr><th>Basis</th><th>Job Description</th><th>Job Specification</th></tr> <tr><td>Meaning</td><td>Written statement of what the job involves</td><td>Statement of qualifications needed to do the job</td></tr> <tr><td>Focus</td><td>The JOB — duties, responsibilities, tasks</td><td>The PERSON — skills, education, experience</td></tr> <tr><td>Content</td><td>Job title, location, duties, reporting structure</td><td>Education, experience, skills, physical requirements</td></tr> <tr><td>Purpose</td><td>Informs what the job requires</td><td>Helps identify the right candidate</td></tr> <tr><td>Example</td><td>"Manage a team of 10 sales executives"</td><td>"MBA with 5 years sales experience required"</td></tr> </table></div> </div> <div class="prev"> <div class="meta">⭐ 2023 Paper</div> <div class="q">Q12. What do you mean by Human Resource Planning (HRP)?</div> <div class="a">Human Resource Planning (HRP) is the process of forecasting the future human resource needs of an organization and planning how to meet those needs.<br><br> <b>Steps in HRP:</b><br> (1) Analyze organizational plans and objectives<br> (2) Forecast demand for human resources<br> (3) Assess current human resource supply (HR inventory)<br> (4) Identify gap between demand and supply<br> (5) Formulate HR plans to bridge the gap (recruitment/downsizing)<br> (6) Monitor and review the plan</div> </div> <div class="prev"> <div class="meta">⭐ 2022 Paper</div> <div class="q">Q13. What is Job Specification?</div> <div class="a">Job Specification (also called man/employee specification) is a written statement that describes the minimum qualifications, skills, knowledge, and personal characteristics required for performing a specific job effectively.<br><br> <b>Contents of Job Specification:</b><br> (1) Educational qualifications required<br> (2) Work experience needed<br> (3) Technical and soft skills required<br> (4) Physical requirements (if any)<br> (5) Personal traits — leadership, communication, teamwork<br> (6) Special requirements — willingness to travel, language skills</div> </div> <div class="imp"> <div class="meta new">🔵 Important — Syllabus (Unit II)</div> <div class="q">Q14. What is Job Analysis? State its two uses.</div> <div class="a">Job Analysis is a systematic process of collecting information about the duties, responsibilities, skills, and work environment of a specific job.<br><br> <b>Two uses:</b><br> (1) <b>Recruitment and Selection</b> — helps in preparing job description and job specification, ensuring right person is hired for the right job<br> (2) <b>Performance Appraisal</b> — provides clear standards against which employee performance can be measured and evaluated</div> </div> <div class="imp"> <div class="meta new">🔵 Important — Syllabus (Unit II)</div> <div class="q">Q15. What are the sources of Recruitment?</div> <div class="a"><b>Internal Sources:</b><br> (1) Promotion — elevating existing employees<br> (2) Transfer — moving employees to different departments<br> (3) Employee referrals — existing employees recommend candidates<br> (4) Internal job postings<br><br> <b>External Sources:</b><br> (1) Campus recruitment — hiring from colleges<br> (2) Job portals — Naukri, LinkedIn, Indeed<br> (3) Employment agencies<br> (4) Walk-in interviews<br> (5) Social media hiring — LinkedIn, Twitter<br> (6) Headhunting/Executive search firms</div> </div> <!-- ══════════════════════════════════════════════ --> <h2>📙 UNIT III — Employee Training & Development (CO3)</h2> <div class="prev"> <div class="meta">⭐ 2022 Paper</div> <div class="q">Q16. What do you mean by demotion?</div> <div class="a">Demotion is the downward movement of an employee in the organizational hierarchy — a reduction in rank, status, salary, and responsibilities.<br><br> <b>Causes of Demotion:</b><br> (1) Poor performance or inability to meet job standards<br> (2) Disciplinary action for misconduct<br> (3) Organizational restructuring or downsizing<br> (4) Employee's own request (voluntary demotion)<br> (5) Health issues making current role unsuitable<br><br> <b>Example:</b> A Sales Manager demoted to Senior Executive due to consistent underperformance.</div> </div> <div class="prev"> <div class="meta">⭐ 2022 Paper</div> <div class="q">Q17. Define ranking method (of performance appraisal).</div> <div class="a">Ranking Method is a traditional performance appraisal technique where all employees in a department are ranked from best to worst performer based on overall performance.<br><br> <b>Types:</b><br> (1) <b>Simple Ranking</b> — rank 1 = best, rank N = worst<br> (2) <b>Paired Comparison</b> — each employee compared with every other<br> (3) <b>Forced Distribution</b> — employees placed in fixed percentage categories (e.g., top 10%, middle 70%, bottom 20%)<br><br> <b>Limitation:</b> Does not tell HOW MUCH better one employee is compared to another.</div> </div> <div class="prev"> <div class="meta">⭐ 2023 Paper</div> <div class="q">Q18. Define Transfer.</div> <div class="a">Transfer is the lateral movement of an employee from one job, department, location, or shift to another — without a significant change in salary, status, or responsibilities.<br><br> <b>Types of Transfer:</b><br> (1) <b>Production Transfer</b> — from surplus to deficit department<br> (2) <b>Replacement Transfer</b> — replacing a long-serving employee<br> (3) <b>Remedial Transfer</b> — correcting poor initial placement<br> (4) <b>Shift Transfer</b> — change of work shift<br> (5) <b>Penal Transfer</b> — as punishment for misconduct</div> </div> <div class="prev"> <div class="meta">⭐ 2023 Paper</div> <div class="q">Q19. Briefly elaborate 360-degree Performance Appraisal System.</div> <div class="a">360-Degree Appraisal is a comprehensive performance evaluation where feedback is collected from multiple sources surrounding the employee.<br><br> <b>Sources of feedback:</b><br> (1) <b>Self-assessment</b> — employee evaluates own performance<br> (2) <b>Supervisor/Manager</b> — top-down feedback<br> (3) <b>Subordinates</b> — bottom-up feedback<br> (4) <b>Peers/Colleagues</b> — horizontal feedback<br> (5) <b>Customers/Clients</b> — external feedback<br><br> <b>Advantage:</b> Provides a complete, multi-perspective view of employee performance.<br> <b>Limitation:</b> Time-consuming; may be biased if relationships are personal.</div> </div> <div class="prev"> <div class="meta">⭐ 2024 Paper</div> <div class="q">Q20. Define Vestibule Training. When is it used?</div> <div class="a">Vestibule Training is an off-the-job training method where employees are trained in a separate area (vestibule) that closely resembles the actual work environment using the same equipment and tools.<br><br> <b>When used:</b><br> (1) When training a large number of employees for the same job<br> (2) When actual workplace training would disrupt production<br> (3) For jobs requiring use of expensive or dangerous machinery<br><br> <b>Example:</b> Airlines train pilots in flight simulators before actual flights. Banks train cashiers in a simulated banking setup.</div> </div> <div class="prev"> <div class="meta">⭐ 2024 Paper</div> <div class="q">Q21. What is the Critical Incident Technique of performance appraisal?</div> <div class="a">Critical Incident Technique (CIT) is a method of performance appraisal where the supervisor maintains a written record of both exceptionally good and extremely poor behaviors (critical incidents) demonstrated by the employee during the appraisal period.<br><br> <b>Process:</b><br> (1) Supervisor observes and records critical incidents throughout the year<br> (2) Both positive and negative incidents are documented<br> (3) At appraisal time, these incidents form the basis of evaluation<br><br> <b>Advantage:</b> Based on actual behavior, not opinions.<br> <b>Limitation:</b> Time-consuming; supervisor may forget to record incidents regularly.</div> </div> <div class="imp"> <div class="meta new">🔵 Important — Syllabus (Unit III)</div> <div class="q">Q22. What is Job Evaluation? State its methods.</div> <div class="a">Job Evaluation is a systematic process of determining the relative worth/value of jobs in an organization for the purpose of establishing a fair and equitable pay structure.<br><br> <b>Methods of Job Evaluation:</b><br> (1) <b>Ranking Method</b> — jobs ranked from highest to lowest in value<br> (2) <b>Job Classification/Grading</b> — jobs placed in predetermined grades<br> (3) <b>Point Rating Method</b> — points assigned to job factors; total determines pay<br> (4) <b>Factor Comparison Method</b> — jobs compared on specific factors like skill, effort, responsibility</div> </div> <div class="imp"> <div class="meta new">🔵 Important — Syllabus (Unit III)</div> <div class="q">Q23. Differentiate between on-the-job and off-the-job training.</div> <div class="a"> <table> <tr><th>Basis</th><th>On-the-Job Training</th><th>Off-the-Job Training</th></tr> <tr><td>Location</td><td>At actual workplace</td><td>Away from workplace</td></tr> <tr><td>Learning</td><td>While doing actual work</td><td>In a simulated or classroom environment</td></tr> <tr><td>Cost</td><td>Less expensive</td><td>More expensive</td></tr> <tr><td>Disruption</td><td>May disrupt production</td><td>No production disruption</td></tr> <tr><td>Methods</td><td>Apprenticeship, job rotation, coaching</td><td>Vestibule, case study, role play, simulation</td></tr> </table></div> </div> <!-- ══════════════════════════════════════════════ --> <h2>📕 UNIT IV — Compensation Management & Employee Relations (CO4)</h2> <div class="prev"> <div class="meta">⭐ 2022 Paper</div> <div class="q">Q24. What are fringe benefits?</div> <div class="a">Fringe Benefits are additional non-wage compensations provided to employees over and above their regular salary. They are also called "perks" or "employee benefits."<br><br> <b>Examples of Fringe Benefits:</b><br> (1) Provident Fund (PF) and Gratuity<br> (2) Medical and health insurance<br> (3) Housing allowance or company accommodation<br> (4) Company vehicle or transport allowance<br> (5) Leave travel allowance (LTA)<br> (6) Canteen and recreational facilities<br> (7) Education allowance for children</div> </div> <div class="prev"> <div class="meta">⭐ 2023 Paper</div> <div class="q">Q25. Define Compensation.</div> <div class="a">Compensation refers to all forms of financial returns and tangible benefits that employees receive in exchange for their work and service to the organization.<br><br> <b>Components of Compensation:</b><br> (1) <b>Basic Pay/Wages</b> — fixed regular payment<br> (2) <b>Allowances</b> — HRA, DA, TA, medical allowance<br> (3) <b>Incentives</b> — bonus, commission, profit sharing<br> (4) <b>Fringe Benefits</b> — PF, gratuity, insurance, perks<br> (5) <b>Non-monetary benefits</b> — recognition, flexible working hours</div> </div> <div class="prev"> <div class="meta">⭐ 2023 Paper</div> <div class="q">Q26. What is Fringe Benefit?</div> <div class="a">Fringe Benefits are supplementary compensation given to employees in addition to their basic salary. They are not directly linked to performance but are given as part of the employment package.<br><br> <b>Purpose of Fringe Benefits:</b><br> (1) Attract and retain talented employees<br> (2) Improve employee morale and satisfaction<br> (3) Reduce tax liability (many fringe benefits are tax-exempt)<br> (4) Enhance quality of work life<br><br> <b>Examples:</b> Medical insurance, company car, subsidized meals, free education for children.</div> </div> <div class="prev"> <div class="meta">⭐ 2024 Paper</div> <div class="q">Q27. What do you mean by the term "Dearness Allowance"?</div> <div class="a">Dearness Allowance (DA) is a cost-of-living adjustment allowance paid by the government and many companies to employees to offset the impact of inflation on purchasing power.<br><br> <b>Key features:</b><br> (1) Calculated as a percentage of basic salary<br> (2) Revised periodically (usually every 6 months) based on Consumer Price Index (CPI)<br> (3) Paid to government employees, PSU employees, and pensioners<br> (4) Fully taxable under income tax<br><br> <b>Example:</b> If basic salary = ₹30,000 and DA = 40%, then DA = ₹12,000 per month.</div> </div> <div class="prev"> <div class="meta">⭐ 2022 Paper</div> <div class="q">Q28. Tell the role of government in industrial relations.</div> <div class="a">The government plays a crucial role in industrial relations as a <b>regulator, mediator, and protector</b>:<br> (1) <b>Legislator</b> — enacts labor laws (Industrial Disputes Act, Factories Act, Minimum Wages Act)<br> (2) <b>Conciliator</b> — appoints conciliation officers to settle disputes<br> (3) <b>Arbitrator</b> — provides arbitration mechanism for unresolved disputes<br> (4) <b>Adjudicator</b> — establishes labor courts and industrial tribunals<br> (5) <b>Employer</b> — sets example as a model employer in public sector<br> (6) <b>Protector</b> — protects workers' rights and ensures fair wages</div> </div> <div class="prev"> <div class="meta">⭐ 2024 Paper</div> <div class="q">Q29. What do you understand by the term Industrial Relations?</div> <div class="a">Industrial Relations (IR) refers to the complex of interrelationships between employers, employees (and their unions), and the government in the context of employment.<br><br> <b>Key elements:</b><br> (1) <b>Employers</b> — management and owners<br> (2) <b>Employees/Unions</b> — workers and their collective bargaining agents<br> (3) <b>Government</b> — regulates through laws and policies<br><br> <b>Objectives of IR:</b> Prevent conflicts | Promote cooperation | Ensure fair wages | Maintain industrial peace | Protect workers' rights</div> </div> <div class="imp"> <div class="meta new">🔵 Important — Syllabus (Unit IV)</div> <div class="q">Q30. What are the components of employee compensation?</div> <div class="a">Components of Employee Compensation:<br><br> <b>Direct Compensation (Financial):</b><br> (1) Basic Pay/Wages<br> (2) Dearness Allowance (DA)<br> (3) House Rent Allowance (HRA)<br> (4) Bonus and incentives<br> (5) Commission and profit sharing<br><br> <b>Indirect Compensation (Non-Financial):</b><br> (1) Provident Fund and Gratuity<br> (2) Medical insurance<br> (3) Leave benefits (earned, sick, casual)<br> (4) Perquisites — car, accommodation, travel<br> (5) Recognition and awards</div> </div> <!-- ══════════════════════════════════════════════ --> <h2>📓 UNIT V — Employee Safety, Health & IHRM (CO5)</h2> <div class="prev"> <div class="meta">⭐ 2022 Paper</div> <div class="q">Q31. What is the meaning of International Human Resource Management?</div> <div class="a">International Human Resource Management (IHRM) refers to the process of procuring, allocating, and effectively utilizing human resources in international operations across multiple countries.<br><br> <b>Key dimensions of IHRM:</b><br> (1) Managing <b>expatriates</b> — employees sent to work abroad<br> (2) <b>Cross-cultural training</b> — preparing employees for different cultures<br> (3) <b>Global staffing</b> — staffing operations in multiple countries<br> (4) <b>International compensation</b> — managing pay across currencies<br> (5) <b>Repatriation</b> — managing return of expatriates back to home country</div> </div> <div class="prev"> <div class="meta">⭐ 2022 Paper</div> <div class="q">Q32. Define the meaning of employee health.</div> <div class="a">Employee Health refers to the physical, mental, and social well-being of employees in relation to their work environment. It goes beyond the absence of disease to encompass overall wellness.<br><br> <b>Dimensions of Employee Health:</b><br> (1) <b>Physical health</b> — freedom from occupational diseases and injuries<br> (2) <b>Mental health</b> — freedom from stress, anxiety, and burnout<br> (3) <b>Social health</b> — healthy workplace relationships<br> (4) <b>Financial health</b> — adequate compensation and security<br><br> <b>Legal provision:</b> Factories Act 1948 mandates cleanliness, ventilation, lighting, and medical facilities for workers.</div> </div> <div class="prev"> <div class="meta">⭐ 2023 Paper</div> <div class="q">Q33. Define Industrial Relations.</div> <div class="a">Industrial Relations (IR) is the study and practice of the employment relationship — the complex interactions between employers, employees, unions, and the government.<br><br> <b>Scope of IR:</b><br> (1) Collective bargaining between unions and management<br> (2) Settlement of industrial disputes<br> (3) Workers' participation in management<br> (4) Labor legislation and its implementation<br> (5) Employee grievance handling and disciplinary procedures<br> (6) Trade union recognition and activities</div> </div> <div class="prev"> <div class="meta">⭐ 2023 Paper</div> <div class="q">Q34. What is International Human Resource Management (IHRM)?</div> <div class="a">IHRM is the application of HRM principles and practices in an international context across two or more countries. It involves managing a diverse, multicultural workforce operating globally.<br><br> <b>IHRM vs Domestic HRM:</b><br> (1) IHRM deals with more HR activities (expatriation, cross-cultural training)<br> (2) Involves multiple nationalities — home, host, and third-country nationals<br> (3) Greater complexity due to different laws, cultures, and currencies<br> (4) Higher risk — failure of expatriate assignment is costly</div> </div> <div class="prev"> <div class="meta">⭐ 2024 Paper</div> <div class="q">Q35. Outline the main purposes of employee safety programs.</div> <div class="a">Employee Safety Programs are designed to prevent accidents, injuries, and occupational hazards.<br><br> <b>Main purposes:</b><br> (1) <b>Prevent accidents</b> — reduce workplace injuries and fatalities<br> (2) <b>Legal compliance</b> — meet requirements of Factories Act, OSHA<br> (3) <b>Reduce costs</b> — lower accident-related costs, insurance, and compensation<br> (4) <b>Improve productivity</b> — safe workers are more productive<br> (5) <b>Boost morale</b> — employees feel valued and secure<br> (6) <b>Protect company reputation</b> — avoid negative publicity from accidents</div> </div> <div class="prev"> <div class="meta">⭐ 2024 Paper</div> <div class="q">Q36. What do you understand by the term Industrial Relations?</div> <div class="a">Already answered above in Q29 — please refer to Q29 for detailed answer.<br><br> <b>Quick summary:</b> IR = complex relationships between employers + employees/unions + government, governed by labor laws, aimed at maintaining industrial peace and ensuring fair treatment of workers.</div> </div> <div class="imp"> <div class="meta new">🔵 Important — Syllabus (Unit V)</div> <div class="q">Q37. What are the causes of industrial accidents?</div> <div class="a">Causes of industrial accidents can be classified as:<br><br> <b>Human Causes:</b><br> (1) Carelessness and negligence of workers<br> (2) Lack of proper training<br> (3) Fatigue and stress<br> (4) Violation of safety rules<br><br> <b>Environmental/Physical Causes:</b><br> (1) Poor workplace layout and design<br> (2) Defective machinery or equipment<br> (3) Inadequate lighting, ventilation, or space<br> (4) Slippery floors, exposed electrical wires<br><br> <b>Managerial Causes:</b><br> (1) Lack of safety policy and procedures<br> (2) No safety training or safety inspections</div> </div> <div class="imp"> <div class="meta new">🔵 Important — Syllabus (Unit V)</div> <div class="q">Q38. What are the measures to promote employee health?</div> <div class="a">Measures to promote employee health:<br> (1) <b>Medical facilities</b> — on-site medical rooms, health checkups<br> (2) <b>Health insurance</b> — comprehensive medical coverage for employees and families<br> (3) <b>Wellness programs</b> — yoga, meditation, fitness centers at workplace<br> (4) <b>Mental health support</b> — counseling services, Employee Assistance Programs (EAP)<br> (5) <b>Safe working conditions</b> — proper ventilation, lighting, ergonomic furniture<br> (6) <b>Work-life balance</b> — flexible hours, paid leaves, no excessive overtime<br> (7) <b>Canteen and nutrition</b> — subsidized healthy food at workplace</div> </div> <div class="imp"> <div class="meta new">🔵 Important — Syllabus (Unit V)</div> <div class="q">Q39. What are the basic principles governing IHRM?</div> <div class="a">Basic principles governing International HRM:<br> (1) <b>Think globally, act locally</b> — global consistency with local adaptation<br> (2) <b>Cultural sensitivity</b> — respect and adapt to host country culture<br> (3) <b>Legal compliance</b> — follow host country's labor laws<br> (4) <b>Equity and fairness</b> — fair treatment regardless of nationality<br> (5) <b>Talent development</b> — build global leadership pipeline<br> (6) <b>Effective communication</b> — overcome language and cultural barriers<br> (7) <b>Expatriate management</b> — proper selection, training, and repatriation</div> </div> <div class="imp"> <div class="meta new">🔵 Important — Syllabus (Unit V)</div> <div class="q">Q40. What is employee welfare? State any two legal provisions.</div> <div class="a">Employee Welfare refers to the services, facilities, and amenities provided by employers to improve the quality of work life of employees beyond their regular wages.<br><br> <b>Two legal provisions for employee welfare in India:</b><br> (1) <b>Factories Act, 1948</b> — mandates canteens (for factories with 250+ workers), crèches (30+ women workers), rest rooms, first aid boxes, and welfare officers<br> (2) <b>Employees' State Insurance (ESI) Act, 1948</b> — provides medical benefits, sickness benefits, maternity benefits, and disablement benefits to workers earning below a specified wage limit</div> </div> <p style="text-align:center;margin-top:24px;color:#888;font-size:.83em"> — Total: 40 Questions (Previous Paper + Important) with Answers —<br> BMB202 Human Resource Management | 2025-26 </p> </body> </html> |