Match List - I with List - II: Choose the correct answer from the options given below :List - I (Concept) List - II (Description) A. Personnel management I. Focuses on profit maximization by contribution of the people B. Human Resource management II. Managing employee, employer relations amicably C. Industrial relation III. Managing Human resource challenges of international operations D. International HRM IV. Developing attitude of the people for their better contribution
Matching HR Concepts: Personnel Management, HRM, and Industrial Relations
This section explains the matching of concepts from List - I with their descriptions in List - II, focusing on Personnel Management, Human Resource Management (HRM), Industrial Relations, and International HRM.
Personnel Management Match (A)
Personnel management (A) is matched with option I. This option describes focusing on profit maximization through the contribution of people. While historically personnel management was more administrative, this description aligns with optimizing workforce contribution for organizational financial goals.
Human Resource Management Match (B)
Human Resource management (B) is correctly matched with option IV. This option highlights developing the attitude of people for their better contribution. HRM emphasizes strategic management of employees as valuable assets, focusing on their development, motivation, and engagement to improve organizational performance.
Industrial Relation Match (C)
Industrial relation (C) aligns with option II. This option refers to managing employee and employer relations amicably. Industrial relations specifically deals with the relationship between employers, employees, and trade unions, aiming for harmonious working conditions and resolving disputes.
International HRM Match (D)
International HRM (D) corresponds to option III. This option describes managing the human resource challenges of international operations. IHRM involves adapting HR practices to different national contexts, cultures, and legal frameworks for global business success.
Summary of Matches
The correct matching derived from the analysis is as follows:
| List - I (Concept) | List - II (Description) |
| A. Personnel management | I. Focuses on profit maximization by contribution of the people |
| B. Human Resource management | IV. Developing attitude of the people for their better contribution |
| C. Industrial relation | II. Managing employee, employer relations amicably |
| D. International HRM | III. Managing Human resource challenges of international operations |
Therefore, the correct option combining these matches is A-I, B-IV, C-II, D-III.
Important Questions from Concept, role and functions of HRM
Male staff should take which of the following precautions?
- Match the items of List-I with those of List-II with regard to operative functions of HRM and indicate the code of correct matching.Codes :
List – I List – II a. Procurement i. Performance appraisal b. Development ii. Discipline c. Integration iii. Induction d. Maintenance iv. Personnel research Following steps are undertaken for developing a workforce score card.
(a) Identify critical and carefully defined outcome measures.
(b) Translate the measures into specific actions and outcomes.
(c) Identify high and low performing employees.
(d) Develop and communicate detailed description of what is expected.
(e) Develop supporting HRM and measurement systems.
What is the correct chronological order of these steps ?
Read the following passage and answer the questions :
The Chairman astonished HR leaders by announcing the company’s discontinuation of annual reviews, substituting them with immediate feedback, goal-oriented coaching and weekly incentives. This transformation, once considered heretical, has gained widespread acceptance: around one-third of U.S. companies, including Adobe, Deloitte, GE, Microsoft and PwC, have transitioned from inflexible annual evaluations to regular, informal assessments. Conventional performance evaluations, previously effective for determining compensation and recognizing talent, have evolved into expensive, bureaucratic processes that are unpopular among both employees and managers. Critics contend that they prioritize historical conduct over prospective development, hinder collaboration and do not fulfill commercial requirements. Originating from the military’s merit rating system, performance appraisals have transitioned between accountability and development, influenced by variables including inflation, compulsory ranking at GE, executive compensation reforms and the competitive pursuit of talent. Currently, low inflation, streamlined organizational structures, agile work methodologies and the necessity for ongoing innovation have made annual reviews redundant. Organizations are currently emphasizing agility, collaboration, and personnel development, concentrating on continuous dialogue and immediate objective. Despite ongoing challenges-such as bias, salary discrepancies and inadequate supervisor training-organizations that implement continuous feedback mechanisms experience enhanced satisfaction, superior coaching and greater alignment with corporate objectives. The transition signifies a necessity: performance management must adapt to cultivate future talent.
- Which of the following is not a HR function ?
