TYBCOM Commerce Semester 6 Important Questions | Mumbai University 2024


TYBCOM Commerce Semester 6 Important Questions | Mumbai University 2024

TYBCOM Commerce Semester 6 Important Questions

Module-1

  • Define the term Human Resources Management and Explain the importance of HRM
  • What is Human Resources Planning? Explain the steps involved in Human Resources Planning
  • Distinguish between Traditional HRM v/s Strategic HRM
  • Define HRM, explain functions of HRM
  • Define HRM, and discuss its features
  • Define Recruitment. Discuss the internal sources of recruitment
  • What is Job analysis? describe its components.
  • What is Job Design? Discuss the different techniques of job design

TYBCOM Commerce Semester 6 Important Questions:

Module 2

  • Define Human Resources Development. Discuss the functions of Human Resources Development
  • Define performance appraisal. explain different methods of performance appraisal.
  • Explain the concept of performance appraisal. What are its benefits?
  • Define performance appraisal. explain its limitations.
  • Discuss briefly the importance of Career Planning & development to employees and employers.
  • What is mentoring? explain its importance
  • What is counselling? briefly explain the techniques of counselling.

TYBCOM Commerce Semester 6 Important Questions:

Module 3

  • Define Leadership. Explain the Transactional leadership theory / Transformational Leadership
  • What is employee Grievances? Discuss the procedure of Redressal of employee grievances
  • Explain the term Employee Grievance. What are the causes of employee grievance in the organization?
  • What is employee morale? Explain factors affecting employee morale.
  • Define employee morale. Discuss the measurement of employee morale.
  • Discuss Vroom’s Expectancy Model
  • Explain factors affecting Spiritual Quotient

Module 4

  • Explain the term Human Resources Information System (HRIS). Discuss its importance
  • What do you mean by Competencies? Explain the classification of Competencies.
  • Discuss the process of creating an innovation culture in organisation
  • What is employee engagement? Discuss its types.
  • Explain the characteristics of the Learning organization
  • Discuss the need of creating an innovation culture in organisation
  • Explain employee Absenteeism. What are its causes?

Commerce Sem 6 objectives with Answers

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TYBCOM Commerce Semester 6 Question paper 2023

TYBCOM SEM 6 Question Paper Commerce 6 – April 2023

TYBCOM Commerce PDF Notes Module- 1

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TYBCOM Commerce sem 6 Mumbai University paper April 2019

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TYBCOM Commerce sem 6 Mumbai University paper Nov 2019

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TYBCOM Commerce Semester 6 Question paper

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TYBCOM Commerce Semester 6  University Paper

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Features of Human Resources Management 

1.Process: HRM involves a series of interconnected activities aimed at managing human resources efficiently. For instance, the process of employee performance management includes setting objectives, providing feedback, and conducting performance appraisals to improve individual and organizational effectiveness.

2.Continuous in Nature: HRM is an ongoing process that requires constant monitoring and adaptation to changes in the internal and external environment. For example, HR departments regularly review and update HR policies and practices to remain relevant and responsive to evolving business needs and legal requirements.

3.Focus on Objectives: HRM aligns its activities with the strategic goals of the organization to enhance overall performance. For instance, if a company aims to enhance customer satisfaction, HRM may focus on recruiting and training customer service representatives to deliver exceptional service.

4.People-Oriented: HRM cares about employees and their needs. For example, a company might offer training programs to help workers learn new skills and grow in their careers.

5.Team Spirit: HRM promotes collaboration and teamwork among employees to achieve common goals. HRM encourages employees to work well together. For example, a company might organize team-building activities to help employees bond and collaborate better.

6.Functions: HRM involves different tasks like hiring, training, and paying employees. For instance, one function of HRM is to find the right people for a job by conducting interviews and assessments.

7.Universal Application: HRM principles and practices can be applied across different types of organizations and industries. For example, whether it’s a manufacturing company, a healthcare facility, or a government agency, all require effective HRM practices to manage their workforce efficiently.

8.Multidisciplinary: HRM uses knowledge from different subjects. For example, it might use psychology to understand what motivates employees or economics to set fair wages. understanding psychological theories of motivation helps HR professionals design incentive programs to improve employee performance and morale.

9.Art and Science: HRM is both creative and analytical. For example, it uses data (science) to decide on salaries but also relies on human understanding (art) to handle employee conflicts effectively.


Functions of Human Resources Management

  • Human Resource Planning (HRP): This involves forecasting the future workforce needs of the organization and planning how to meet those needs. For example, Tata Consultancy Services (TCS) conducts HRP to determine the number of software engineers needed for upcoming projects and hires accordingly.
  • Recruitment and Selection: This function involves attracting and hiring the right candidates for job openings within the organization. For instance, companies like Infosys conduct recruitment drives on college campuses and use online portals to find skilled candidates for various positions.
  • Placement: Once candidates are hired, they need to be placed in appropriate roles within the organization based on their skills and qualifications. For example, Hindustan Unilever Limited (HUL) ensures that new sales executives are assigned to territories where they can best utilize their skills and meet sales targets.
  • Training and Development: HRM is responsible for providing employees with the necessary skills and knowledge to perform their jobs effectively. For example, Reliance Industries offers training programs to its employees to enhance their technical skills or leadership abilities.
  • Compensation: This function involves determining and administering fair and competitive salaries and benefits to employees. For example, Wipro provides competitive salaries, bonuses, and employee stock options to attract and retain top talent in the IT industry.
  • Employee Welfare: HRM focuses on ensuring the well-being and satisfaction of employees within the organization. For example, Tata Steel provides healthcare benefits, employee assistance programs, and recreational facilities to promote employee welfare and morale.
  • Performance Appraisal: HRM evaluates employee performance to provide feedback and identify areas for improvement. For instance, Mahindra & Mahindra conducts regular performance appraisals to assess employee contributions and provide opportunities for growth and development.
  • Promotion: HRM identifies and promotes employees who demonstrate exceptional performance and potential for advancement within the organization. For example, Maruti Suzuki promotes employees to higher positions based on their achievements, skills, and leadership abilities.
  • Career Development: HRM helps employees plan and develop their careers within the organization. For instance, Bharat Heavy Electricals Limited (BHEL) offers career development programs, mentoring, and opportunities for further education to help employees progress in their careers.

Importance of Human Resources Management

  • Availability of Competent Manpower: HRM ensures that the organization has the right people with the right skills and qualifications to meet its objectives. For example, Tata Consultancy Services (TCS) conducts thorough recruitment processes to hire skilled software engineers for its IT projects.
  • Effective Use of Manpower: HRM helps organizations utilize their workforce efficiently by matching skills and talents with job roles. For instance, Hindustan Unilever Limited (HUL) assigns sales representatives to territories where they can best utilize their sales skills and product knowledge.
  • Motivation of Manpower: HRM plays a crucial role in motivating employees to perform at their best. For example, companies like Infosys offer performance-based bonuses and recognition programs to reward employees for their hard work and dedication.
  • Morale of Employees: HRM contributes to fostering a positive work environment and high employee morale. For instance, Reliance Industries provides employee welfare programs and initiatives to promote work-life balance and well-being among its employees.
  • Career Development: HRM supports the career growth and development of employees within the organization. For example, Wipro offers training and development programs, mentorship opportunities, and career advancement paths to help employees progress in their careers.
  • Working Relationship: HRM facilitates healthy working relationships between employees and management, as well as among colleagues. For example, Tata Steel promotes teamwork and collaboration through team-building activities and open communication channels among employees.
  • Competitive Advantage: HRM helps organizations gain a competitive edge by attracting, developing, and retaining top talent. For instance, Mahindra & Mahindra’s focus on employee training and innovation gives it a competitive advantage in the automotive industry.
  • Corporate Image: HRM contributes to shaping the corporate image and reputation of the organization as an employer of choice. For example, Maruti Suzuki’s commitment to employee welfare and community initiatives enhances its corporate image and brand reputation.
Traditional Strategic
Meaning: Traditional HRM refers to the administrative functions of managing human resources, such as payroll, recruitment, and employee relations, with a focus on day-to-day operations. Strategic HRM involves aligning HR practices with the organization’s overall strategic goals and objectives, focusing on long-term planning and creating a competitive advantage through effective human capital management.
Primary Goal The primary goal of traditional HRM is to ensure compliance with labor laws, maintain employee records, and handle routine HR tasks efficiently. The primary goal of strategic HRM is to contribute to organizational success by leveraging human capital as a source of competitive advantage, and attracting, developing, and retaining talent aligned with organizational strategy.
Control Traditional HRM relies on standardized processes and procedures for control, often involving hierarchical structures and centralized decision-making. Strategic HRM emphasizes decentralized decision-making and encourages greater employee involvement in decision-making processes to foster innovation and agility.
Quality of Work In traditional HRM, the focus may be more on compliance and efficiency rather than on creativity and innovation. Strategic HRM emphasizes employee empowerment, skill development, and continuous learning to foster a culture of innovation and high performance.
Retention of Employees Traditional HRM may focus on basic retention strategies such as offering competitive salaries and benefits. Strategic HRM takes a holistic approach to employee retention, focusing on creating a positive work environment, providing opportunities for career development, and fostering a culture of engagement and recognition.
Nature of Decisions Decisions in traditional HRM are often reactive and based on immediate needs or problems that arise. Decisions in strategic HRM are proactive and based on long-term planning and analysis of data and trends to anticipate future needs and align HR practices with organizational strategy.
Nature of HR Policies

Selection

HR policies in traditional HRM may be more rigid and focused on compliance with rules and regulations.

Selection processes in traditional HRM may focus primarily on assessing basic qualifications and skills for specific job roles.

HR policies in strategic HRM are more flexible and aligned with organizational goals, emphasizing innovation, flexibility, and employee empowerment.

Selection processes in strategic HRM are more comprehensive, taking into account not only technical skills but also cultural fit, potential for growth, and alignment with organizational values and goals.

 

TYBCOM Commerce Semester 6 Important Questions

COMMENTS

  1. Hello sir commerce sem 6 atkt ke chapter wise. 1 chapter me HRM ke under ky padana hai or ky ny padana hai uska guidelines Karo Naa sir and thanks for replying

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