DCM2205 HUMAN RESOURCE MANAGEMENT JULY-AUG 2025

Description

SESSION	JULY-AUG 2025
PROGRAM	BACHELOR OF COMMERCE (B COM)
SEMESTER	IV
COURSE CODE & NAME	DCM2205 HUMAN RESOURCE MANAGEMENT

 

 

Set – 1

 

 

Q1. Describe briefly the Evolution of Human Resource Management. 10         

Ans 1.

Evolution of Human Resource Management

The evolution of Human Resource Management (HRM) reflects the gradual transformation of managing people from a traditional administrative function to a strategic organizational process. Over decades, HRM has adapted to economic, technological, and social changes, moving from simple record-keeping to a sophisticated system that enhances employee performance, organizational culture, and business competitiveness. This evolution highlights

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Q2. Answer the following: 10

A Discuss the factors affecting the Human Resource Planning.   5         

B Explain the process of Human Resource Planning.       5         

Ans 2.

1. Factors Affecting Human Resource Planning

Human Resource Planning (HRP) is influenced by several internal and external factors that determine how many employees an organization needs and what skills they must possess. One of the most significant factors is the organizational strategy. A company planning expansion or diversification requires more employees with varied competencies, whereas a firm aiming for automation may reduce its workforce. Another key factor is workforce characteristics, such as age, skills, performance levels, and retirement patterns. These

 

 

Q3. Explain the methods of internal and external Recruitment. 5+5      

Ans 3.

Methods of Internal and External Recruitment

Recruitment refers to the process of attracting and selecting suitable candidates for job vacancies. Organizations use both internal and external methods to fulfil staffing needs. Internal recruitment sources candidates from within the company, while external recruitment brings in new talent from outside the organization. Both methods have unique strengths and are used according to organisational requirements.

Internal Recruitment Methods

Internal recruitment involves identifying employees within the organisation who can fill

 

 

Set – 2

 

Q4. Discuss the steps involved in the process of formulating an Induction Program.    10

Ans 4.

Steps in Formulating an Induction Program

An induction program is a structured process through which newly recruited employees are introduced to the organization. A well-designed induction ensures that employees understand their roles, organizational culture, policies, and expectations. It helps them adjust quickly, reduces early-stage anxiety, and improves long-term commitment. Formulating an induction program requires careful planning and execution to make the new employee feel welcomed,

 

 

Q5. List the traditional and modern methods of Performance Appraisal.          5+5     

Ans 5.

Traditional and Modern Methods of Performance Appraisal

Performance appraisal refers to the systematic evaluation of an employee’s performance over a specific period. Organisations use both traditional and modern methods to assess productivity, behaviour, competencies, and potential. These methods help identify training needs, provide promotions, and guide employees toward better performance.

Traditional Methods of Performance Appraisal

Traditional methods focus primarily on past performance and rely heavily on the evaluator’s

 

Q6. Explain the Following:              

2. Halsey Premium Plan 2.5
3. Rowan Premium Plan 2.5
4. Taylor’s Differential Piece-Rate Plan 2.5
5. The 100 Percent Premium Plan 2.5

Ans 6.

In labour remuneration, various incentive plans reward workers for completing tasks in less time or producing more output. These plans motivate employees to improve productivity while ensuring fair wages. Among the widely studied plans are the Halsey Plan, Rowan Plan, Taylor’s Differential Plan, and the 100 Percent Premium Plan.

1. Halsey Premium Plan

The Halsey Plan is a time-based incentive system where a standard time is set for each job. If