DMBA216 HUMAN RESOURCE MANAGEMENT

Description

SESSION	JAN-FEB 2026
PROGRAM	MASTER OF BUSINESS ADMINISTRATION (MBA)
SEMESTER	II
COURSE CODE & NAME	DMBA216 HUMAN RESOURCE MANAGEMENT

 

 

Assignment Set – 1

 

Q.1. Define Human Resource Management and explain its objectives. Differentiate between HRM, HRD, and Personnel Management. (5+5 = 10 Marks)

Ans 1.

Definition and Objectives of HRM

Human Resource Management (HRM) is the integrated, strategic system that is designed to ensure developing, the work and wellbeing of the people employed in organizations. HRM covers every activity related to managing the human capital of an organization, beginning with recruitment and selection all the way through education, training, management of performance, industrial relations, compensation and the welfare of employees. The principal goal of HRM is to ensure that the organisation has the

 

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Q.2. Explain the changing role of HR in India in the era of globalization. Briefly describe key functions and activities of HRM. (6+4 = 10 Marks)

Ans 2.

Changing Role of HR in India in the Era of Globalisation

The advent of globalisation has changed the function of the Human Resources function in Indian enterprises. In the course of time, as Indian firms expanded their international reach and multinational corporations entered the Indian market with a large number of companies after the liberalisation of 1991, the HR function was compelled shift from its traditional organizational orientation and move to

 

Q.3. Explain the process of Human Resource Planning and its importance. Describe the selection process, including tests and interviews. (5+5 = 10 Marks)

Ans 3.

Human Resource Planning – Process and Importance

Human Resource Planning (HRP) is a method of forecasting the future of an organization’s human requirement and devising strategies to ensure these requirements meet. It involves analysing the gap between the present workforce as well as the new workforce needed to achieve strategic objectives Then, a plan is developed for closing that gap via hiring, training as well as redeployment and attrition. The HRP procedure begins by analyzing the strategy of the organisation and adapting it to the needs of workers. A study of the environment focuses on external labour economic

 

Assignment Set – 2

 

Q.4. Explain the concept and methods of training. Differentiate between training and management development. (5+5 = 10 Marks)

Ans 4.

Concept and Methods of Training

It is a deliberate, organized process that improves the knowledge, skills behavior, attitude, and attitudes of employees in order to help them to perform their current job duties more effectively and efficiently. It’s a one-time targeted intervention that addresses specific performance gaps identified through the analysis of need. Training is differentiated from education by its direct application specific to job-related requirements,

 

 

Q.5. Explain the concept and elements of career planning. Discuss the process and methods of performance appraisal, including 360-degree appraisal. (5+5 = 10 Marks)

Ans 5.

Career Planning 

Career planning is a deliberate approach by which an employee who is supported by their employer, sets career goals determines the abilities and knowledge required to meet these goals, then develops an action plan to guide their career advancement. This aligns one’s career goals with organizational requirements for talent, providing the potential for mutual benefits through improved retention and motivation of employees as well as enhanced readiness for succession in the workplace. One of the most essential elements of the process of planning for a career include self-assessment when individuals analyze their areas of strength, weakness, interest as well as their values and

 

 

 

Q.6. Explain the concept and techniques of job evaluation. Discuss employee welfare measures and their importance in organizations. (5+5 = 10 Marks)

Ans 6.

Job Evaluation

Job evaluation is the methodical approach to determine the relative value of the jobs in the organization in order to provide a rational and equitable basis for the compensation system. It analyses and compares jobs in relation to their content the responsibilities they entail, their required abilities, effort, and working circumstances, instead of assessing the individual performance of job people. Its goal is to create internal pay equity by ensuring that jobs of higher worth receive