1. C. Ethnocentrism
2. A. Job analysis
3. B. Minimum Wages Act, 1948
4. B. Placement
5. B. Development
6. A. Planned change
7. D. Performance management system
8. C. Rating scale
9. A. Human resources
10. B. Management game
1. Career planning is the process by which one selects career goals and the path to these goals. The major focus of career planning is on assisting the employees achieve a better match between personal goals and the opportunities that are realistically available in the organisation.
Career planning is not an event or end in itself, but a continuous process of developing human resources for achieving optimum results.
Need of Career Planning: Every employee has a desire to grow and scale new heights in his workplace continuously. If there are enough opportunities, he can pursue his career goals and exploit his potential fully. He feels highly motivated when the organisation shows him a clear path as to how he can meet his personal ambitions while trying to realise corporate goals.
a. Attract and retain talent by offering careers, not jobs.
b. Use human resources effectively and achieve greater productivity.
c. Reduce employee turnover
d. Improve employee morale and motivation
e. Meet the immediate and future human resource needs of the organisation on a timely basis.
2. Features of HRM:
Human resources refers to the people that work for an organization and the capabilities of these people. The fun resource management covers (HRM) all the activities that are designed to acquire, preserve, develop and use th in an organization. The basic purpose of HRM is to make effective and efficient use of human resources of an o towards achievement of the goals and objectives of the organization.
The various areas of influence of the HRM include the following.
a. Determination of the right quality and quantity of different types of human resource assets required by th meet its current and future requirements.
b. Determining and implementing business policies and practices that are best suited to acquire, develop, re effectively the human resources in the organization. c. Recruitment of people.
d. Ongoing management of activities related to remuneration of people and development and maintenance organizational culture and work environment, conducive to effective and efficient working of people as groups. e. Providing support for recruitment of the required people in the organization. f. Providing support for decision making on increment, promotions, transfer and other similar people relate organization. g. Providing support for ongoing development and training of the people, in line with requirement of the current availability of skills and capabilities. h. Pervasive Force: HRM is pervasive in nature. Ii is present in all enterprises. It permeates all levels of organization i. Action Oriented: HRM focuses attention on action rather than on record keeping, written proceeds problems of employees at work are solved through rational policies. j. Individually Oriented: It tries to help employees develop their full potential. It encourages them to give organization. It motivates employees through a systematic process of recruitment, selection, training coupled with fare wages. k. People Oriented: HRM is all about at work, both as individuals and groups. It tries to put people on ass to produce good results. The resultant gains are used to reward people and motivate them towards further productivity. l. Future Oriented: Effective HRM helps an organization meet its goals in the future by providing well-motivated employees. m. Development Oriented: HRM intends to develop...