Module c Check Ur Progress

8/10/2019 Module c Check Ur Progress

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Check Your Progress (A)State whether the following statements are true or false:1. People component of an organization has always received due attention. ---- False.2. Industrial revolution led to the rise of unions. ---- False3. Management theories and approach to people management are very closely related.----

True.4. Scientific Management approach is the foundation of today's concept of Human

Resource Management. ---- False.5. Labour Management to Human Resource Management is not just a quantitativeexpansion of the people management function but is qualitatively different. ----True.6. Personnel Management and H R D are synonymous terms. ---- False.7. H R D and human relations movement are not the same. ---- True.8. H R M and H R D are unrelated to each other. ---- False.9. H R D is a subsystem of H R M. ---- True.10. H R M is a subsystem of H R D. ---- False.11. H R D and H R M are more or less same concepts. ---- False

What an HR Professional can Do?1. Acquiring additional professional qualifications relevant to their role requirements.2. Regular holding of study circle meetings amongst personnel officer/employees with acommitment for bringing improvements in HR professionals. The forum should be usedfor sharing of experiences and latest developments in the field.3. Exchange of ideas, views and sharing of experience amongst personnel fraternityfrom different companies.4. Association with and participation in the activities organized by various professionalbodies such as National Institute of Personnel Management, Management Associatio

n,Indian Society for training and Development.5. Regular interaction between HR professionals and technologists; HR professionalsshould he familiar with latest technological developments affecting the organization sothat they can plan to disseminate new knowledge, skills and capabilities amongstemployees.6. HR professionals should undertake problem-based project studies particularlyas apart of various professional examinations. They should present their findings to

theexecutives from the organization and should try to implement their project findings.Lastly. there is debate about who should become an H R functionary. Whetherorganizations should employ those with specific academic qualifications or couldtheline managers with the right perspective become H R functionaries? The academicsguarantee knowledge but that can be acquired at any time. If one accepts the criticalityof values and beliefs in becoming effective H R Managers, then anybody with suchvalues could be suitable. These values are not the prerogative of any particular

discipline or knowledge base. Secondly, the future role of H R Manager is to become a


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partner in strategic planning in which case he needs to have technical knowledgeaboutwhat the business activity of the organization is. In this case a line manager with theright attitude could subsequently acquire the knowledge to become an H R functionary.The aim of the organization should he to place an individual with the required a

ttributesand so both the options could be kept open.Check Your Progress (B)State whether the following statements are true or false:1. The role of the H R Functionaries has undergone qualitative change. ---- True.2. H R functionaries have total responsibilities about the management of humanresource in the organization. ---- False.3. H R functionaries arc responsible for development of H R-related systems. ---- True.4. H R professionals must have qualifications in H R M. ---- True.5. Line Managers should not meddle with the management of H R. ---- False.

6. Role of H R professionals is confined to H R activities of the organizationshence theyshould not be involved in strategic planning. ---- FalseCheck Your Progress (C)State whether the following statements are True or False:1. Industrial Disputes Act was the beginning of management of people in India. ----False.2. At the time of independence, Indians were not among the industrialists but personneland welfare officers were visible. ---- True.3. Labour welfare, industrial relations, personnel administration were synonymous toPersonnel Management. ---- False.

4. The Personnel Management was accepted as a profession by 1960s. ---- True.5. Some Indian organizations had adopted H R M approach long time ago even whenitwas not talked about. ---- TrueLet Us Sum UpIn this unit, we examined how people management, a crucial element of anyorganization, developed over the years maturing in its coverage and philosophy.Webriefly sketched how the research in social sciences and management sciences helpedorganizations to seek answers to the problems / situations created by the growingcomplexity of the organizations. We have examined the relationship between H R M,the traditional personnel function and the humanistic, growth-oriented H R Dperspective. We have also traced the development of H R M as a function in the Indiancontext. When compared to the trend in the West, we observed similar orientations in HR M function in India. There has been a marked shift from labour welfare perspective tothe emerging concern and the need to integrate individual and organizational needsthrough conducive processes encompassed in the H R M perspective. Besidesidentifying the landmarks we also observed the understanding of a few Indian

organizations past and present.Check Your Progress (A)State whether the following statements are True or False:(1) Even though the focus on people management underwent change, the systems


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which were developed in the past could continue and need not change. ---- False.(2) Performance Appraisal, Training and Development are critical elements(subsystems) in the entire Human Resource Development System of HRM. ---- True.(3) For HR functionaries, major challenge in training is to keep the workforce updatedwith current knowledge; what is not significant now can be forgotten. ---- False.

(4) New skills can be easily blended with the old ones. ---- False.(5) Job Analysis is the basic framework for most of the HRD systems. ---- True.(6) Performance Appraisal is one system which has qualitatively got modified. ---- True.(7) Performance and Potential Appraisal systems have lot in common. ---- False.(8) Career Planning is a motivational exercise. ---- True.(9) When an organization develops in size and its business, it is called organizationaldevelopment. ---- False.Check Your Progress (B)State whether the following statements are True or False:(1) Training should be given in the organization because people like to learn ne

w things.---- False.(2) Employees can learn anything that they want for their development. ---- False.(3) Training, education and development have different meanings, they need to bedifferentiated. ---- True.(4) Pedagogy and androgogy mean the same thing. ---- False.(5) Learning will not take place if there is no motivation. ---- True.(6) It is better to do all the training in-house. ---- False.(7) Training need analysis is a systematic process of looking into the gaps betweenwhat is there and what is desired. ---- True.

(8) Training plan is a summary of all training needs identified. ---- False.(9) The methodologies adopted in training situations are decided by the trainer's skill.---- False.(10) Evaluation of training is an important step but it may not be possible to quantify allthe aspects. ---- True.(11) Operational personnel do not need training in teaching methodology. ---- False.(12) Primary purpose of training is learning related to present job. ---- True.(13) The purpose of development is learning for growth and not related to any specificCheck Your Progress (C)State whether the following statements are True or False:(1) Attitude is directed towards some object about which a person has feelings andbeliefs. ---- True.(2) Attitudes do not have any impact on the emotions of a person. ---- False.(3) Attitudes of employees have significant impact on their work performance. ---- True.(4) Attitudes are formed based on facts and objective criteria. ---- False.(5) Changing attitude is not possible for most of the people. ---- False.(6) There are ways in which the barriers can be overcome and attitudes can bechanged. ---- True.Check Your Progress (D)

State whether the following statements are True or False:1. Organizations cannot take responsibility of individual's career. ---- False.2. Career Planning is not one time exercise, plans have to change. ---- True.


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3. Career Planning is sequencing events for development. ---- True.4. Career Progression is the right of the individual. ---- False.5. Career Planning is a new concept for Indian organizations. ---- False.6. Career Planning can become successful when the HR functionaries, the individualand the immediate supervisor perceive this as a joint responsibility. ---- True.Check Your Progress (E)

State whether the following statements are True or False:1. Organizational changes are not effective unless the people also change theirway ofthinking accordingly. ---- True.2. Individuals can accept only those changes that relate to the work. ---- False.3. Organizations need to make the individual change. ---- False.4. Self-perceptions are enough to bring about improvements. ---- False.5. Personal efficacy is how efficiently one is doing his job. ---- False.6. 'Locus of Control' refers to one's belief about who is responsible for the events inone's life. ---- True.7. People have different motivational bases. Some receive satisfaction in achiev

ing bythemselves, some others by working in groups while some others by exerting influence.---- True.8. With experience, age and hierarchy in the organization, the Child component of thepersonality should be eliminated. ---- False.9. The Adult ego state is mainly responsible for creativity, curiosity and reactions toothers. ---- False.10. The Parent ego state mainly regulates behaviour and nurtures it. ---- True.11. ARENA refers to the part of personality known to 'self' but not known to others. ----

False.12. BLIND refers to the part of personality known to self but not known to others. ----False.13. CLOSED refers to the part of personality known to self but not known to others. ----True.14. DARK refers to the part of personality not known to self or known to others.----True.15. Emotional Intelligence refers to being emotional. ---- False.16. Emotional Intelligence refers to being empathetic. ---- True.17. Emotional Intelligence refers to being self-motivated. ---- True.18. Emotional Intelligence refers to being self- regulated. ---- True.Check Your Progress (A)Answer the following True or False:1. Type Aperson feels a chronic of time urgency. ----,, True.2. Type Bis an easy going individual. ----,, True.3. Type Aperson is not achievement oriented. ----,, True.4. Type Bperson does not experience any competitive drive in his activity. ----,,False.5. Erikson's model of personality has eight stages. ----,, True.6. During youth, according to Erikson, one develops a need for intimate relationship withothers. ----,, True.

7. There is mutuality of interest among organizational members. ----,, True.8. Type Bperson does several things at a time. ----,, False.1. Id is the foundation of the unconscious. . True.


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2. In order to create a normal personality there should be a balance in the relationshipamong the id, the ego and the super ego. . True.3. People behaving in a forceful manner in most situations could be described assentimental. . False.4. We have an image of our own and our actions are consistent with that image. .

True.5. Personality is a sum total of all that a person has learnt. . True.Check Your Progress (C)Answer the following statements in True or False:1. Human brain is believed to contain definite pleasurable and painful areas. . True.2. Extroverts are quiet, reflective people. . False.3. Successful people have high tolerance for ambiguity. . True.4. Individuals with low self-esteem take more risk in their career. . False.5. Personality job fit theory was developed by John Holland. . True.6. Right brain controls intuitive and creative behaviour. . True.7. Left brain controls analytical behaviour. . True.

8. Right brain controls Speech and Verbal ability.. False.Answer the following statements in Yes or No:1. The term Motivation has been der

ived from the Latin word 'movere' (to move). .Yes.2. Taylor's Scientific Management theory belongs to Content Theories of Motivation. .No.3. Human Relations Model is one of the early theories of Motivation. . Yes4. Elton Mayo contributed to a great extent to Human Relation Model. . YesCheck Your Progress (E)Please mention whether the following statements are true or false:1. There are five types of needs according to Maslow's theory. . True.2. Self-esteem needs is the highest need in Maslow's Need Hierarchy. . False.

3. Herzberg theory is prescriptive in nature. . True.4. Herzberg's theory is based on two factors namely motivators and hygiene. . True.Check Your Progress (G)Mention whether the following statements are True or False:1. The role integrates an individual with an organization. . True.2. Role and position are one and the same concept. . False.3. Each individual occupies and plays several roles. . True.4. Role ambiguity is caused due to personal inadequacy. . False.5. Intra-role conflict leads to role isolation. . True.6. Role set conflicts for a role occupant refers to erosion of role due to creation of newroles and positions. . False.Let Us Sum UpOrganizations are social systems. They are composed of individuals. Each individual'sbehaviour in the organization is affected by several factors. These factors arepersonal,psychological, organizational and environmental. We have examined in this unit severaltheories of personality and human behaviour. We also discussed certain criticaldimensions of personality that influence human behaviour at work. Personality and itsinteraction with the environment help us to understand why employees behave as they

do. We also saw how managers can help employees by understanding the effects ofpersonality on behaviour and coping mechanisms. The connection between personality


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and brain has been discussed with a view to examining the influence of biologicalfactors on personality. The factors affecting employee behaviour have also beenstudiedin detail.We have also studied the impact of diversity in the organizational context and the role of

HR policies in diversity management. One of the major factors of diversity is the genderdifference. We have studied the gender issues with reference to recruitment, serviceconditions and protection of interest of women at workplace.We have surveyed different theories of motivation and their practical implications onhuman behaviour. While each theory is unique and has several interesting features, nosingle theory brings out clearly all the complexities of motivation and its impact onperformance. However, all the theories put together contribute to our understand

ing theconcept of motivation and its applicability in organizational setting.Role is a position one occupies in a social system. Role and position are, however,separate concepts. They are two sides of the same coin. Concept of role is important forthe integration of an individual within an organization. The organization has its own structure and its goals. Similarly, the individual has its personality andits needs. Allthese aspects interact with each other and get integrated into a role.State whether the following statements are True or False:1. Employees' feedback is useful for the organization. . True2. Conducting climate surveys does not serve much purpose as employees do not

come out with their views freely. . False.3. The surveys have to be designed well otherwise they can be counter productive. .True4. The survey questionnaire should be customized for different organizations keeping inview the peculiarity of the organization. . True5. It is beneficial to take the help of a consultant for organizing a climate survey. .True6. There is no need to develop a questionnaire for the organization as they areavailablein the marked which can be used across the organizations. . False.State whether the following statements are True or False:1. People do not give much importance to the compensation in the organizations.---False.2. Wage, salary and remuneration all mean the same. --- False.3. The reward linked to the performance generally improves the motivation levelofemployees. ---- True.4. It is not necessary to give market -linked wages to employees. They may otherwisecontinue because of job security. ---- False.5. Uniform wage structure helps in improving the performance. ---- False.6. Job Evaluation is necessary as it helps in distinguishing jobs in the level o

fcomplexity, skills required and risk involved. ---- True.7. Cafeteriaor Menuoption of compensation refers to providing cafeteria or canteen


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facilities to the employees. ---- False.8. The compensation paid to the managerial position is generally referred to assalary.---- False.Let us Sum upThe feedback from employees about various organizational policies serves agreat purpose in understanding the employees' perspectives about the personnel

policies and their level of satisfaction, or, dissatisfaction. Well designed climate surveysprovide useful data to the management for fine tuning organization's personnel policies.It also gives opportunity to the employees to air their views and feelings whichmay bequite valuable for the organization.We studied different concepts, theories, legal aspects and the recent trend incompensation packages. We also studied the practice followed in the Indian BankingIndustry in this regard. Compensation is a vital factor in the personnel management. We

have discussed various types of compensation packages with their merits and demerits.A carefully designed compensation package and rewards system is likely to help theorganization to keep its people happy and satisfied which in turn may enable them togive their best to the organization.Check Your Progress (A)State whether the Following statements are True or False:1. Performance appraisal is not required in most of the organizations becauseperformance cannot be measured objectively. . False.2. Performance appraisal system can be widely used for employees' development. .True.3. Appraisers do not devote much time on appraisal due to their busy schedu

le. .True.4. There is no need to make the system open and transparent; it may spoil the relationsat workplace. . False.5. The system generally suffers from the halo effect. . True.6. Performance and potential appraisals are more or less the same . False.7. Performance appraisal has no other use except that in case of promotions . False.8. MBO process does not involve seeking participation . False.State whether the following statements are True or False:1. Giving feedback is an art; the appraiser should avoid criticism of the personandfocus on his performance. ---- True.2. Conducting appraisal interviews is waste of time. ---- False.3. Even negative feedback can help an employee to improve his performance. ----True.4. Counselling of low performers do not yield any results. ---- False.5. The main purpose of performance review is to do mid-course correction. ---- True.6. Counselling does not help an individual to realize his problems and issues which areacting as a hurdle in his performance ---- False.Let Us Sum UpIn this unit we have seen the important personnel function of performanceappraisal. We studied the objectives of the performance appraisal system, its us

es andvarious methods used in performance appraisal. We considered merits and demeritsof


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different methods of performance appraisal. We also saw how potential can beassessed and how it is different from the normal performance appraisal system.Thereafter, we considered the implementation part of performance appraisal to preparefor review, how to conduct appraisal interview, and techniques of giving feedback.Lastly, we studied the counseling process and how it helps in motivating employe

es.The single most important central point in this entire discussion has been the need forthe appraisers to be objective, fair, open and trustworthy in the process of performanceappraisal. The organizations and the appraisers need to take the system more seriouslyand take greater pain in finalizing its design and implementation so that it isperceivedas a fair system and is able to serve its intended objectives.CaseA large Public Sector Bank (PSB) intended to introduce fast-track merit-based

selection process at all the stages in officers' promotion to ensure that the progress wasbased on merit, ability, performance and adherence to bank's code of businessprinciples. The values of honesty, sincerity, commitment, courage, action and customercare formed the bedrock of these business principles. Besides the performanceappraisal system to judge the current performance, the bank decided to introduceinterviews to assess the potential of the officers to handle higher responsibilities. So farthe seniority and the performance appraisal reports (PAR) were the main criteriaforgranting the promotion to the next grade and the officers were generally getting

promotion mainly on seniority basis. It was also decided to increase the zone ofconsideration so that more officers may be considered and the bank may select betterofficers. The proposal was strongly opposed by the Officers' Association on thegroundsthat even performance appraisal system itself lacks objectivity and transparency, theinterview system will add to the problems of non-selection of good performers. Theysuggested continuance of seniority-based promotions, which according to them wastheonly objective criterion. The bank had Lone ahead with the introduction of interviewsystem by constituting an interview panel comprising senior officers, at least two gradesabove the post for which the interview was to be taken. The Bank also included oneexpert from outside in each panel to have independent and impartial views.. Since therewere a large number of officers required to undergo the interviews (due to larger Loneof consideration), the process started in a big way to complete the whole exercise in a

specified time frame and to cover all the officers who were otherwise eligible for thepromotion to the next higher grade. The interview started at different centres


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simultaneously, therefore, the Bank could not keep the same panel. The selectionresults were surprising not only to the concerned officers but to their seniorsto whomthey were reporting. A large number of quite junior and young officers were selectedwhile a number of seniors with longer experience could not make it. Some of the

officerswith average track record were found highly suitable for the promotion to the next higher grade due to their extraordinary performance in the interview. Criticsstrongly felt thatthe questions which were asked in the interviews were theoretical and did not havemuch bearing with the measurement of performance or potential of the officers. It wasalso argued that the 5 to 10 minutes interaction with the interview panel was notsufficient to them to assess the candidates. Moreover, they felt that the interviewers

were not properly trained in interviewing techniques and some of the interviewerscreated lot of stress to the candidates. Such cases, though less in number, madethecase of the officers' association stronger for continuance of seniority based systemsupported by performance appraisal system. The management, though not admittingopenly, also realized that something had gone wrong with the whole process.Keeping in view the facts of the case discuss the merits and demerits of differentmethods of performance and potential appraisals.State whether the following statements are True or False:1. The information technology is relevant only to developed countries not develo

pingones. . False.2. Information Technology is a merging of computing and communication technology.. True.3. IT can effectively, substitute our present manual systems and no other changewill berequired. . False.4. IT can be used in HRM to reduce the drudgery of accounting and preparing salaries.. False.5. There is a certain loss of power in IT as no single one has exclusive authority andaccess to information. . True.6. The positive aspect of IT is that more number of people can be utilized for strategicdecision making. . True.7. IT has reduced the importance of human resources in organizations. . False.Check Your Progress (B)State whether the following statements are True or False:1. Database is useful only for taking decisions regarding training and placement. .False.2. Decisions based on computerized data can improve the objectivity, fairness andperceived as unbiased in decision-making. . True.

3. Human Resource Information System (HRIS) can be used for taking vital decisionsrelating to individual employees. . True.


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4. Computerized database can allow only one person to access it at a time. . False.5. Confidentiality cannot be maintained in computerized data as it can be accessed byanyone from any location. . False.6. Intelligence for decision making cannot be embedded into the computerized systems.

. False.Check Your Progress (C)State whether the following statements are True or False:1. Research orientation in HRM is not as necessary as in other functions. . False.2. HR research is helpful to feel the pulse of the workforce. . True.3. Cost of HR Research is much higher than its perceived benefits. . False.4. HR research has not been given due importance in banks. . True.5. To remain sensitive to internal environment, regular opinion surveys, climatestudies,etc., should be conducted. . True.6. People do not take interest in surveys, therefore the surveys are useless. . F

alse.7. For a better understanding of the intangible environment which is very critical, aclimate or a job satisfaction survey can provide data for action. . True.exercise.Check Your Progress (D)State whether the following statements are True or False:1. Knowledge management most closely refers to capturing tacit knowledge of peoplefor future use. . True.2. Technology offers an opportunity in tailoring and designing training intervention to suitindividual learner. . True.3. Enables learner to study at his convenient time and place and can have privac

y. .True.4. Cannot simulate to real-life situation. . False.5. Communication technology facilitated anywhere learning. . True.6. Technology-driven training has made the trainers totally redundant. . False.Let Us Sum UpIn this unit we have discussed the use and application of Information Technologyin HRM. The HR Research is getting prominence as a feedback mechanism for themanagement to review the HR policies. The Use of HRIS as a database for HR relateddecisions like posting, promotions, performance appraisal, etc has been highlighted inthis unit. We have also examined how the twenty first century is going to haveknowledge workers pivotal to the economy and how the Information Technology isgoing to play a critical role in transforming the entire concept of work. Information willplay an important role in strategic decision-making.The organizations will have to be geared for this change and the challengebefore HR functionaries would be to prepare the individuals and, create conditions andprocesses that will enable the individuals to contribute to the environment whereinnovations and risk-taking are encouraged.The HRM can initiate this orientation by adopting IT in its own functioning. Eve

notherwise, there are reasons why HR database needs to be created and maintained.


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Indeed, data-based decision-making is going to be the order of the day. Such databasecan also be meaningfully utilized for research in HRM. HR research can help theorganizations to feel the pulse of the workforce. The application of technologyin trainingfor enhancing effectiveness of training has also been discussed. The computer and

communication technology has created immense opportunities for the trainers andthelearners where the trainer has access to variety of training tools and the learner has theflexibility to chose time, place and form convenient for learning.

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Module c Check Ur Progress