NIOS Class 12 Tourism Chapter 16 Human Resource Management – I Solutions to each chapter is provided in the list so that you can easily browse throughout different chapters NIOS Class 12 Tourism Chapter 16 Human Resource Management – I Notes and select need one. NIOS Class 12 Tourism Chapter 16 Human Resource Management – I Question Answers Download PDF. NIOS Study Material of Class 12 Tourism Paper Code 337.
NIOS Class 12 Tourism Chapter 16 Human Resource Management – I
Also, you can read the NIOS book online in these sections Solutions by Expert Teachers as per National Institute of Open Schooling (NIOS) Book guidelines. These solutions are part of NIOS All Subject Solutions. Here we have given NIOS Class 12 Tourism Chapter 16 Human Resource Management – I Solutions, NIOS Senior Secondary Course Tourism Solutions for All Chapter, You can practice these here.
Human Resource Management – I
Chapter: 16
| TEXTUAL QUESTION ANSWER |
INTEXT QUESTIONS 16.1
1. What do you understand by Human Resource Management?
Ans: HRM is concerned with identifying the human resource requirements of an organisation, attracting them, training them, motivating them, evaluating their performance, administering their compensation and maintaining cordial labour- management relations. It is the essence of being a manager who has to get the work done through others. The responsibility of managing the human resources lies with every manager. The basic elements of HRM are human resource planning, recruitment and selection, training and development and compensation administration.
2. Describe the main characteristics of HRM.
Ans: HRM is of continuous nature. It is concerned with employees both in groups and as individuals, covers all types and levels of employees, is inherent in all organisations , covers all functional areas of management, and attempts to acquire the willing cooperation of the people for the attainment of the desired goals.
3. Enlist the main objectives of HRM.
Ans:;HRM aims at obtaining and utilising human resources effectively, establishing and maintaining a desirable working relationship, securing integration of individual and group goals with those of an organisation, developing human resources as individuals and groups, recognising and satisfying individual needs, maintaining better human relations for retaining talent and meeting the social and legal responsibilities of the organisation.
4. Enumerate the functions of HRM.
Ans: Managerial Functions of HRM:
(i) Planning.
(ii) Organising.
(iii) Staffing.
(iv) Directing.
(v) Controlling.
Operative Functions of HRM:
(i) Human resource planning.
(ii) Recruitment and selection.
(iii) Training and development.
(iv) Compensation administration.
(v) Integration and maintenance.
INTEX QUESTIONS 16.2
1. What is the significance of HRM in tourism?
Ans: In every country tourism is being promoted to generate jobs, earn foreign exchange and to carry out the development work. Every segment in tourism needs special attention for training which requires proper planning and development of human resources. Tourism is intermingled with human resource. No tourist activity is possible without the involvement of humans. Tourism is about services provided by the people such as escorts, guides, travel agents, hoteliers, entertainers etc. to a tourist at any destination. A Tourist is buying experiences and availing the quality of service which is reflected in the performance of the people involved in the production and delivery of the service. In such service operations, the emphasis is on courtesy and efficiency and it is assumed that the service in tourism is all smiles and effective communication coupled with knowledge and information. The tourist perception depends on the people interacting with the tourists and the services rendered by the human resources. The nature, determinants and problem areas of service quality within tourism points clearly to the central role of human resources in attaining levels of excellence at all levels in this respect.
2. Examine the role of HRM in tourism.
Ans: In the tourism industry the role of HRM is to ensure employment generation and training, and helping growth in economic development and foreign exchange earning. IT helps all segment of tourism industry such as hospitality, conference and convention, adventure tourism, eco tourism by producing trained manpower to serve tourists in the most efficient way.
INTEX QUESTIONS 16.3
1. Explain the need for human resource planning in tourism.
Ans: The need for human resource planning arises because it provides for optimum utilisation of available human resources, determination of the human resource requirements, ensuring availability of necessary human resources and forecasting future skill requirements to serve as a basis for training and development programmes.
2. Name the steps in human resource planning.
Ans: Process of human resource planning comprises following steps:
(i) Assess current human resources and future business requirements.
(ii) Forecast demand for manpower.
(iii) Forecast manpower supply.
(iv) Reconciling demand and supply.
(v) Action planning.
(vi) Tapping external manpower sources.
INTEX QUESTIONS 16.4
1. List our various sources for recruiting human resources in tourism.
Ans: Sources of recruitment are broadly the following:
Internal Sources: These sources include identifying potential candidates from within the organisation on the basis of transfers, promotions, layoffs, demotions etc.
External Sources: Employee resignations, retirement, deaths, dismissals etc. may result in vacancies which need to be filled up using external sources comprising advertising , campus recruiting programmes, employment agencies, referrals, jobbers, contractors, consultants and seconding (or deputing) personnel from other organisations.
2. What steps will you follow for selecting the employees?
Ans: Steps in Selection Process:
(i) Formal application.
(ii) Testing.
(iii) Interview.
(iv) Reference checks.
(v) Physical examination.
(vi) Analysis and decision.
| Terminal Exercise |
1. What is HRM all about? Discuss the objectives of HRM function?
Ans: Human Resource Management deals with identifying the human resource requirements of an organization, attracting them, training them, motivating them and evaluating their performance, administrating compensation and maintaining good labour-management relations.
The objectives of HRM are as follows:
(i) Obtaining and utilizing human resources efficiently for the attainment of organizational goals.
(ii) Establishing and maintaining cooperation and healthy working relationships among the members of an organization.
(iii) Integrating the personal and group goals with those of an organization.
(iv) Developing the human resources as individuals and groups within an organization by providing training facilities, education, and career development opportunities.
(v) Recognizing and rewarding individual needs by offering adequate remuneration, social security, and welfare facilities.
(vi) Maintaining high morale and good human relations for retaining talented employees in an organization.
(vii) Meeting social and legal responsibilities of the organization towards its employees.
2. Enumerate and explain the principle HRM functions.
Ans: Managerial functions of HRM:
(i) Planning: Involves estimating human resource requirements and provisions for meeting any shortages. It establishes objectives, sets up programs, and determines policies and procedures.
(ii) Organizing: Divides the work among individuals most fit for the job. It brings together physical and human resources and establishes responsibility, authority, and accountability relationships between subordinates and superiors. It sets up the requirements of each job and position in the organization.
(iii) Staffing: Involves finding the right person for the right job, and is concerned with recruiting, selecting, training, and developing these individuals.
(iv) Directing: Involves motivating people, maintaining homogenous work groups, stimulating commitment to work, providing fair compensation, job security, social satisfaction, recognition for employees, and allowing employee participation in decisions affecting their job and welfare.
(v) Controlling: Feedback is collected, and actual performance is compared to planned performance. Anything that went wrong is corrected, and good performance is rewarded.
Operative functions of HRM:
(i) Procurement: It is concerned with determining manpower requirements, identifying the sources of manpower supply, and making them available for selection, after which they are placed at their specific posts.
(ii) Development: It involves training, re-training, and education of the selected employees to enable them to perform their duties effectively, also focusing on their morale building, improving communication skills, promotions, career development, suggestion systems, vocational counseling, and appraising employee performance.
(iii) Compensation: It involves developing a system where wages are fixed, finding a source of payroll, determining the basic wage policy, selecting and finalizing pay scales for different categories of staff, arriving at individual differentials in pay, establishing methods of wage payment, and determining the type and extent of fringe benefits.
(iv) Integration: It involves integrating human resources with the organization to develop a healthy workplace culture. In organizations where labor relations are not entrusted to a separate department, all the issues relating to trade unions come under the purview of the HR department.
(v) Maintenance: It is concerned with maintaining high standards of physical condition, grooming, service quality, positive attitude, job satisfaction, and total service delivery to achieve guest satisfaction, as a dissatisfied employee will not be able to serve tourists/guests effectively in a service sector like tourism.
3. Explain the role performed by HRM in tourism organisations.
Ans: Tourism is connected with human resources to a large extent as no tourist activity is possible without the involvement of humans. Tourism is all about services provided by people such as escorts, guides, travel agents, hoteliers, entertainers etc. to a tourist at any destination. Every segment in tourism needs special attention for training which requires proper planning and development of human resources. A tourist buys experiences and avails the quality of service which is reflected in the performance of the people involved in the production and delivery of that service.
The role of HRM in tourism is:
(i) To ensure employment generation opportunities and training of human resources, and helping in the growth of economic development and foreign exchange earnings.
(ii) Helps all the segments of the tourism industry such as hospitality, conference and convention, adventure tourism, and eco-tourism by producing trained manpower to serve tourists in the most efficient way.
4. Why is human resource planning necessary in tourism? Describe the steps involved in the process of human resource planning.
Ans: Human resource planning is necessary because of the following reasons:
(i) Optimum utilization of available human resources.
(ii) Determination of the human resource requirements.
(iii) Ensuring availability of necessary human resources.
(iv) Forecasting future skill requirements to serve as a basis for training and development plans.
Steps involved in the process of human resource planning:
(i) Assessing current human resources and future business requirements: Firstly, a list of the existing human resources in the organization is made and then the requirements of the type of personnel required is estimated and also an estimation is made for positions which may be vacant due to promotions, transfers or resignations. It can help in determining whether there is sufficient managerial talent to cover both the expected and unexpected vacancies.
(ii) Forecasting demand for manpower: Demand for manpower requirements is directly related to the demand for the goods/services of the organization. Based on this information, an organization can attempt to establish a number and type of human resources needed to reach these requirements.
(iii) Forecasting manpower supply: In addition to the demand of the human resources, managers must also consider the supply to operate effectively. Any shortage in the human resource can be filled by either internal or external sources. One of the main sources of manpower supply is the pool of current employees who can be transferred, promoted or demoted to help meet immediate demands for human resources, however, it is not possible to meet the demands in this way all the time.
(iv) Reconciling demand and supply: The main objective of human resource planning is to bring together the demand and supply of the same. Sometimes, there may be a manpower shortage, or sometimes a manpower surplus, however an attempt to reconcile the two must be made.
(v) Action planning: When the supply of the human resources is too large(overstaffing), the number of employees must be reduced through measures such as attrition, resignations, retirements, termination schemes, etc. and when the Supply of the human resources is short, plans must be made for transfers, promotions, discouraging retrenchments, and then hiring new workers.
(vi) Tapping external manpower sources: When an organization is not able to find the required human resources from within the organization, it resorts to looking for the required personnel from outside the organization which include college graduates, retired professionals, and others looking for jobs.
5. How does recruitment differ from selection? Identify the main sources of recruitment available to different sectors of tourism industry.
Ans: Recruitment is defined as the “discovering of potential candidates for actual or anticipated organizational vacancies.” It is the process of identifying the prospective employees, stimulating and encouraging them to apply for a particular job or jobs in an organization. Whereas, selection is the process of determining from the potential applicants, the most fitting personnel for a particular job/ jobs and rejecting the others.
The main sources of recruitment available to different sectors of tourism industry are:
(i) Direct methods: These include sending recruiters to educational institutions, employee contact with the public, manned exhibitions, and waitlists.
(ii) Indirect methods: These cover advertisements in newspapers, electronic media, trade and professional journals, and brochures.
(iii) Third-party methods: These include various agencies used for recruitment, such as commercial and private employment agencies, state agencies, recruitment firms, and management consultancy firms. In the tourism industry, these are particularly used for jobs that are seasonal in nature.
6. What is selection? List out the steps in the selection process.
Ans: Selection is the process of determining from the potential applicants, the most fitting personnel for a particular job/jobs and rejecting the others.
The steps in the selection process are as follows:
(i) Formal application: Once the initial screening is completed, the applicants are asked to fill the organization’s application form, which includes useful information about the applicant such as education, experience, references, their skills, and accomplishments. Applicants may be rejected if they are lacking some condition.
(ii) Testing: It is conducted to know the applicant’s behavior, performance, or attitude. Paper-and-pencil tests eliminate the possibility of any prejudice on the part of the interviewer and may reveal qualifications, skills, and talents that might have been missed by the interviewer. There are mainly three types of tests used in the selection process: ability, personality, and performance tests. Although tests seem to be very useful, they are sometimes quite expensive.
(iii) Interview: An employment interview serves the purpose of obtaining information from the applicant and giving information regarding the job. It is usually structured and prepared beforehand and is designed to know the things that couldn’t be discovered in the application form or tests. It can be conducted by anyone in the organization, even a colleague.
(iv) Reference checks: The applicants are asked to provide a few references, which help the employer know more about the applicant. These references may include previous employers, colleagues, teachers, etc. Even if the references may be reluctant to provide certain information, the personnel administrators are capable of obtaining it.
(v) Physical examination: All the candidates who pass the previous stages are required to undergo a medical examination, which may be conducted within the organization or by a medical officer approved for this purpose. The applicants are required to meet at least the minimum standards.
(vi) Final selection: Applicants who clear all the previous stages are now eligible to receive an offer of employment. It must be kept in mind that the work matches the applicant’s personality and goals. It should also be noted that the applicants who have been rejected are communicated with in such a manner that the image of the organization is not damaged. Then, when the applicant joins the organization, the process of induction must take place.
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