Introduction to Human Resource Management (HRM): Meaning, Nature, Scope, Objectives and Importance Questions

Question 1

Define Human Resource Management (HRM).

Accepted Answer

Human Resource Management is the process of managing **people at work** through planning, acquiring, developing, compensating and maintaining employees to achieve organisational and individual objectives.

Question 2

State one objective of HRM.

Accepted Answer

One objective of HRM is to ensure **right person for the right job** to improve organisational effectiveness.

Question 3

What is meant by 'pervasive nature' of HRM?

Accepted Answer

Pervasive nature means HRM is required in **all organisations** and at **all levels** of management.

Question 4

Define job satisfaction as an HRM outcome (one line).

Accepted Answer

Job satisfaction is the positive feeling an employee has towards their job due to fulfilment of needs and expectations.

Question 5

What is strategic HRM?

Accepted Answer

Strategic HRM is aligning **HR policies and practices** with business strategy to achieve long-term organisational goals.

Question 6

HR department alone is responsible for managing people.

Accepted Answer

False. Managing people is a **shared responsibility**: line managers handle day-to-day people management and HR department provides staff support, policies and expertise.

Question 7

Explain the nature/characteristics of HRM (any three points).

Accepted Answer

Characteristics of HRM (any three):

- **People-oriented**: focuses on employees as key resources.
- **Pervasive**: needed in all organisations and at all levels.
- **Continuous**: ongoing activity across employee lifecycle.
- **Integrative**: aligns individual and organisational goals.

Thus, HRM is a continuous and organisation-wide people management function.

Question 8

State the scope of HRM (any three areas) with a small table.

Accepted Answer

Scope of HRM includes (any three):

| Area | Covers |
|---|---|
| **HR planning** | manpower forecasting and planning |
| **Recruitment & selection** | hiring the right employees |
| **Training & development** | skill and knowledge improvement |
| Compensation | wages, incentives, benefits |
| Employee relations | grievance handling, discipline |

These activities cover the employee lifecycle from planning to separation.

Question 9

Differentiate between managerial and operative functions of HRM (any three points) using a table.

Accepted Answer

Managerial vs operative functions:

| Basis | **Managerial** | **Operative** |
|---|---|---|
| Nature | planning, organising, directing, controlling | procurement, development, compensation, maintenance |
| Focus | managing HR activities | executing HR activities |
| Level | all managers | HR + line managers |

Hence, managerial functions guide HR work, while operative functions perform the HR processes.

Question 10

Explain line and staff responsibility in HRM (brief) with a flow/table.

Accepted Answer

Line vs staff responsibility:

- **Line managers**: day-to-day supervision, performance management, discipline.
- **HR (staff)**: policy design, recruitment systems, training programs, compliance support.

Flow: HR designs system → Line implements daily → HR supports/monitors

| Role | Responsibility |
|---|---|
| **Line** | execution + people supervision |
| **Staff (HR)** | advisory + policy + expertise |

Thus, HRM is a shared responsibility between line and HR staff.

Question 11

State any three importance points of HRM for an organisation.

Accepted Answer

Importance of HRM (any three):

- improves **productivity** and quality through better people practices
- helps attract and **retain talent**
- reduces turnover and absenteeism through motivation and engagement
- ensures **legal compliance** and better employee relations

Hence, HRM supports organisational performance and stability.

Question 12

Explain HRM vs Personnel Management (exam-style) with a comparison table and conclusion.

Accepted Answer

HRM vs personnel management:

| Basis | Personnel management | **HRM** |
|---|---|---|
| Approach | administrative | **strategic** |
| Focus | rules/routine | **people development** |
| Employees | cost | **asset** |

Thus, HRM is broader and more proactive than personnel management.

Question 13

Explain objectives of HRM (organisational, employee and societal) with a table and conclude (exam-style).

Accepted Answer

### Objectives of HRM
HRM objectives can be grouped into organisational, employee and societal objectives.

| Objective set | Key points |
|---|---|
| **Organisational** | productivity, quality, right man–right job, growth |
| **Employee** | fair wages, job satisfaction, safety, career growth |
| **Societal** | **legal compliance**, ethical practices, welfare |

### Conclusion
A good HRM system balances organisational performance with employee well-being and legal/ethical responsibilities.

Question 14

Write an exam-style flowchart of the HRM process (employee lifecycle) and explain briefly (exam-style).

Accepted Answer

### HRM process (flowchart)
HR planning → Recruitment → Selection → Placement/Induction → Training & Development → Performance Appraisal → Compensation → Employee Relations & Welfare → Retention/Engagement → Separation

### Brief explanation
This flow shows how HRM manages the employee lifecycle from planning and hiring to development, performance, rewards, relationships and exit.

| Stage | Purpose |
|---|---|
| **Recruit–Select** | get the right people |
| **Train–Appraise** | develop and evaluate |
| **Compensate–Retain** | motivate and keep talent |

### Conclusion
A structured HRM process ensures systematic people management and supports organisational performance.

Question 15

Explain the importance of HRM in modern organisations (exam-style) with a table and conclusion.

Accepted Answer

### Importance of HRM
HRM is important because it ensures effective utilisation and development of human resources.

Key points:
- attracts and retains talent
- improves **productivity** and quality
- reduces absenteeism and turnover
- builds skills and leadership pipeline
- supports compliance and industrial peace

| Area | HRM contribution |
|---|---|
| Performance | **productivity + quality** |
| People | training, motivation, retention |
| Compliance | labour laws and ethics |

### Conclusion
Thus, HRM is a strategic function that builds competitive advantage through people.

Introduction to Human Resource Management (HRM): Meaning, Nature, Scope, Objectives and Importance

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