5. 6. (ii) Relation – It concerns with individuals because the level of their performance is to be determined. To improve the performance of manager at all levels of activities. For the purpose of HR audit, data are collected by the outsider and insider. 1. Every organisation provided financial incentives and non-financial incentives to its employees to motivate them. Generally, MBO has become an effective and operational techniques of performance appraisal and also a powerful philosophy of managing. (iii) There is need to replace employees who retire, die, resign and become incapacitated due to injury. Free PDF. Higher Employee Productivity – Employer morale will be high because there can be a system of rewards for employees with higher performance. These principles have focus on the planning, standardizing and improving human effort at the operative level for higher productivity. Such change is due to two grounds-moral and practical. 3. Core competencies tend to be limited in number, but they provide a long-term basis for technology innovation, product development, and service delivery. Training and development can be contrasted as follows: iii. The company contributes a portion of its pretax profits to a pool that is distributed among eligible employees. Ans. Organizational viability and the transformation process. b. Disclaimer 8. They often question management’s competence in industrial relation. By developing such capability profile of employees, they can facilitate skill and competency mapping for other strategic decisions. Motivate staff to improve performance. Management is further defined as, “… that field of human behaviour in which managers plan, organise staff, direct and control human, physical and financial resources in an organised effort, to achieve desired individual and group objectives with optimum efficiency and effectiveness.”. Main Characteristics of Staffing are: 1. vii. Ans. The overall purpose of selection interviews in an organization are as follows: a. 5. (i) Meaning – Performance appraisal refers to knowing of the level of performance of employees working in an organisation. It considers informal organization, autonomous work groups, job enrichment, job challenge and creativity as the main motivating forces. Briefly describe the importance of m. HRM Question and Answers:- Q.23. iii. Relations of all these associated in industry may be called industrial relation. The possible recruiting methods can be divided into three categories: In this method, recruiters visit colleges and technical schools, e.g., Infosys, the Tata group, IBM, Siemens and several other companies maintain continuous relationship with institutions to hire students for responsible positions. ICM Remote Assignments. Standar­disation, simplification and specialisation help to make job-holders experts leading to higher productivity, and lower costs. He has no power to force a settlement but assist the parties to reach an agreement. 4. HRM function considers improved satisfaction and morale as the cause of improved performance. It gears organisations to fully understand the competition and develop an effective combat strategy. The department also prepares programmes which basically concerning recruitment, selection, training, etc. (vii) Retain people who are familiar with the organisational networks, culture and behaviour and ethical standards. PDF. 5. Ans. First, it provides the foundation on which standard operating procedures and routines rest. Q.6. It is based on monthly and yearly basis. Solved examples with detailed answer description, explanation are given and it would be easy to understand Labour intensive blue collar and clericals jobs have started declining with arrival of the new techniques. 2. SECTION A: Compulsory question. Trade unions have become vital part of organisation. HRM function is seen as an independent function with independent sub-functions. Develop team spirit – HRD manager develops the spirit of teamwork; team work for it is used for the effective cooperation and coordination of each employee which ultimately checks industrial unrest. Mutuality of Interest – The individual’s interest is served as his needs and aspirations are met to a great extent and the organization’s interest is served as each of its human resources is provided an opportunity to develop and contribute to the organizational goals and objectives to the optimum of its ability and confidence. Therefore, every organisation provided two types of incentives to its employees: Material incentives are the primary needs of the individuals which must be satisfied. The idea is that the employer and employee should not make decision unilaterally or with the intervention of any third party. viii. vi. End gives a vision of how things are likely to shape up, whereas means shows the path of the vision’s realisation in practice. In short, training is the act of improving or updating the knowledge and skills of an employee for performing a particular job. But only increment in salary is not called promotion. A Board of Conciliation consists of a chairman and two or four other members. HRM function considers salary, economic rewards, job simplification and job specialization as important motivators. It is through the combined and concerted efforts of people that monetary and material resources are harnessed to achieve organizational goals. /Subtype /Type1C Ans. According to M.P. These services constitute the main activities carried out by personnel departments and involve the implementation of the policies and procedures. It help employees to accelerate skill development. Learning is the process through which an individual acquire some knowledge or skill which is helpful not only in his present life, but also in his future life. This view has been rightly summed up by J. M. Dietz (of Chicago). Human Resource Management Multiple Choice Questions and Answers (MCQs): Quizzes & Practice Tests with Answer Key (Human Resource Management Quick Study Guide & Course Review Book 1) provides mock tests contains course review tests for competitive exams to solve 763 MCQs. Job description is the summary of the duties, responsibilities and other characteristics of the job whereas job specification is a statement of the qualities and qualifications required in the job holder to perform the job properly. (2) Proper training and education should be provided to the workers and their representatives, about the process of participative management. are not adequate and properly placed. PRINCIPLES OF HUMAN RESOURCE MANAGEMENT Multiple choice questions with answers .pdf . Recognize the efforts and contributions of current staff. PDF. Today educated and creative employee demanded for well-designed jobs, therefore, job rotation, job enlargement and job enrichment are introduced in the organisation, to retain the employee or to attract them towards the organisation. 3. With all Latest updated SHRM-CP questions and answers collection, Exactinside has the only platform for your SHRM-CP Exam preparation. HRM Question and Answers:- Q.20. A formal Compensation Philosophy Statement. To ensure the effective utilization of an organization’s human resources. atul_kumarsingh08. What are the six steps in training? Employees contribute to organization are as members of the team. Failure to carefully monitor the system is also a problem. It provides guidance to managers, which will ensure that agreed policies are implemented. Ans. 4. It helps in determining quality of human resources required in an organisation. Q.35. Identify grievances- Employee dissatisfaction should be identified by the managers if they are not expressed. Job description assists the management in appraising the performance of the employees. 2. For example, members of the Board of Directors have to rely heavily on their conceptual abilities in making decisions. Career Planning – On the basis of one’s own SWOT analysis, an employee can have his career plans. Difficulty in Goal Setting- It is often blue- collar workers are unable to set their job goals. The organisation always aims at improving productivity asset, leads to reduction in cost resulting in increased unprofitability. To match the Employee specifications with the job Requirements and Organizational needs. This is actually done on an annual basis. HRM also participates in strategy formulation process by supplying information. Stress is a condition which is arising from the interaction of people. Ans. ޣӎ�;��:������Z+ἅs�O���`� 3���ZR��\.��1j����5��u\��K"��>�`z��S �c|�OO�� �ey@� ,ì6x���2��++r�������\ENm�'rZ������C������3�:yyL�>�BN~��\��Ưm4� �o��|���x&S���A�H��\QW�ؕ����������nT�E�AQ�>;��}� ��uV�������ܲ�ө�N#�ɍ�$�[�+�yZfEmlk����!-�N|*�\e�eGj��#έ�N�C��n$�9����k�1=�0;�9�k�m_���J�#,� ,{i�O%��?�,�-��@Y�nI@���/��_�:£ԏ��~�=�D���s�a��v{3�g�6f?d��޽�}���. (iii) Objective – Its main objective is to determine remunerations for different jobs. Download Full PDF … It also help to develop collaboration between trade union and management. Employee assistance programmes include: (i) Counselling to overcome death of a loved one, children-parent relation, husband-wife relation, alcoholism, drug abuse, depression, etc. 5. Training tends to focus on immediate organizational needs and development tends to focus on long-term requirements. Performance appraisal has come to occupy a vital place in human resource function. Helps achieve organisational goals. Assessment of employee made in terms of satisfactory, good, outstanding differs from officer to officer and also department to. … In the words of George R. Terry, “Incentive means that which incites or has a tendency to incite action.”. Therefore a salary system so designed that it attract, retain and motivate the employee towards the organisation. The profit-sharing is not based on individual merit or performance. Only one union should be recognised in each industrial unit to represent the workers. 6. Oracle exam questions PDF & Practice Software and give you an open chance to test its various features. Thus, human resource management is a line management’s responsibility, but a staff function. Thus wage is given to compensate the unskilled workers for their services rendered to organisation. You must attempt it. (vi) Individual Responsibility- Each worker is responsible for their own task. 4. HR Model question paper.pdf (29.3 … Strategic human resource management also involves in the management process of human capital. To contribute to the employees growth & development through training and self & management development program. Ans. On the one hand, and one or more representative workers’ organisations, on the other with a view to arrive at an agreement.”. Therefore, the market gives an edge to the organisation to meet the competition. (2) Advising- The duty of HRM department to advice all other departments in areas relating to the management of human resource, industrial relations, etc. Ans. • … Performance appraisal is done usually by immediate boss. 4. Functional Objectives – To maintain department’s contribution and level of services at a level appropriate to the organization’s needs. As an organisation grows, continuous feed­back is required to improve the performance of its personnel. It is a process through which individual learn how to adjust with the prevailing or complex situation. Role of Audit in the human resource management is most important. Ans. Nature of the product being manufactured, 3. It is a continuous function because needs of an organisation keep on changing and some people leave the organisation from time to time. 4. 8. It makes fresher employee fully productive, in the minimum time. are examples of such condition. The basic objectives of human resource management effectiveness may be explained as follows: 1. Q.87. v. To determine equitable wage differentials between different jobs in the organisation. Strategic HRM is Different from Traditional HRM: Under traditional HRM, human resources are managed by specialists in line with the country’s law and the company’s rules and regulations. There are four integral components of 360 Degree Appraisal: Ans. 32 0 obj 5. The structure of an organization will determine the modes in which it operates and performs. v. Stress can be either a positive or a negative influence on employee performance. Top management have little confidence about the training methods which ensuring development of human resources. Economic Decisions- Methods of manufacturing, automation, layoffs, shut-downs, mergers and acquisitions and other financial aspects. (iii) Providing information to all employees affected by training. 8. The aim of the organisations is to achieve the desired and objective quality performance. To suggest changes in employees behavior. To improve quality of the products and services. Employee has to be given a fair opportunity. The scientific management approach has provided the following principles for job design: (i) Specialisation- Workers should be selected to perform specific tasks so as to ensure narrow specialisation. The management of men is a challenging task because of the dynamic nature of the people. It effects the individuals. HRM Case studies play a vital role in management education especially in subjects like Human Resource Management (HRM), Personnel Management, PAAP and related subjects. If stress is the condiment strain is the salt and if there is an imbalance in condiment-salt relationship, the result is impala-table. 4. Growing proportion of technical, professional and women employees creates more difficult problems in human resources. Career anchors denote the basic drives that create the urge to take up a certain type of a career. 1. Management development programmes are required to train and develop professional managers. Q.30. Management of men is a challenging job, Management has been defined by Mary Parker Follett as, “the art of getting things done through people.” But it is felt that management is much more than what is said in this definition. Audit is required to tackle these problems. 3. Ans. According to the International Labour Organisation, “Profit-sharing is a method of industrial remuneration under which an employer undertakes to pay to his employees, a share in the net profits of the enterprise in addition to their regular wages. To maintain high morale and good human relations within the organisation. It means the employees, who get higher salaries receive a slightly higher amount of profits. Stress is a pressure condition causing hardship. It mainly accepting the HR function of the company’s strategies through planned HR activities such as, recruiting, selecting, training and rewarding personnel. "Human Resource Management Quiz" PDF, a quick study guide helps to learn and practice questions for placement test preparation. iv. are making use of this technique. Human resource management is known by different names, e.g. The goal of training is fairly quick improvement in workers’ performance, whereas the goal of development is the overall enrichment of the organisation’s human resources. Personal Objectives – To assist employees in achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organization. PART II (FINANCIAL MANAGEMENT) OF THE QUALIFYING EXAM – June 2014: Questions. 6. Effective Training Program – Training programmes can be drawn out on the basis of the needs of employees to remove their weaknesses. At present the budgetary support for implementation of VRS in central public sector undertakings has been made available directly to the concerned administrative ministries by Ministry of Finance from the financial year 2001-2002 and funds required for retraining of rehabilitation of employees availing VRS has been placed with the Department of Public Enterprises from 2001-2002. 3. As one of the top HR people at your organization, you are being asked to lead a Reduction In Force (RIF) project which will eliminate 25% of the workforce across multiple company US locations. 2. (vii) With the help of Human Resource Planning, areas of surplus manpower can be anticipated and timely action can be taken (e.g. Dear All, Please find attach file of questions those helpful for HRM exams prepration. (8) Mere legislation cannot make participation successful. �Z�MO@Z�R_v�r��$b�^��c��B�N;��HN} ����]~�U2�d^��u�0��}܁���ܻ,�c�{Y5�������9�s�;)V��_fY�gGs��N�e�_#�����Pq����\W_Q��!�O�q? HRM department may consist of human resource manager, human resource officers and a few assistants/ clerks. i. In the reskilling process both employees and employers have more trust and commitment Therefore, reskilling can prove to be beneficial to both the organisation and also to the employees. (ii) Define correctly- Management has to define the problem properly and accurately, after it is identified/acknowledged. (iv) The employee is to be consulted on any proposed appointment. Supervisors often do not have critical ability in assessing the staff. Job specifications specify the minimum acceptable qualifications required by the individual to perform the task efficiently. >> iii. Job evaluation has various objectives, which are given below: i. People are responsive; they feel, think, and act; therefore, they cannot be operated like a machine or shifted and altered like a template in a room layout. �I��R˨��6j9u��N�J��vP+�����N�5j�:��z��C���RoR����ʍZKM�\���K�#�25�r���t��fP3)�L��Y�lj+5� 8. The major attention of HRD is on improving the human process. Personnel Policies – Organization Structure, Social Responsibility, Employment Terms & Conditions, Compensation, Career & Promotion, Training & Development and Industrial Relations. INSTRUCTIONS TO CANDIDATES: This is a CLOSED book exam. 7. Job analysis provides understanding of what an employee is expected to do on the job. Inflexibility- MBO can be self-defeating if it fails to take into consideration the deeper emotions of people. Ans. To enable management to gauge and control the payroll costs. i. HRD is a continuous development function. Time-Consuming and Expensive- MBO programme involves considerable time, energy and expenditure. These are also called human relations abilities, which enable a manager to handle human resources in such a way that personal satisfaction is achieved and organizational goals are attained. It is the function of every manager and not simply of Human Resource Department. Please note: theories and arguments offered in relation to question 1 should not be repeated in responses to other questions. The improvements in QWL are aimed at the enhancement of human dignity and growth by creating appropriate processes in which all the stakeholders, that is, management, unions, and employees, collectively work together to decide upon the workable actions and changes/improvement for achieving the twin objectives of improving the living standards of employees and also the efficacy of the organization. personal management, manpower management personal administration, staff management etc.” The basic objectives of human resource management effectiveness may be explained as follows: 1. (3) Workers should be made aware of the benefits of participation. This involves advertising in newspaper, radio, T.V., journals etc., advertising can be very effective if its media is properly chosen. Needs of the individuals refers to job satisfaction and requirement of organisation means the high productivity, technical efficiency and quality of work. 4. << To ensure better utilisation of managerial reserves within an organization. Although training is often used in conjunction with development, the terms are not synonymous. Most of the time data is found to be misleading. Generally there are two methods of wage payment: Under this system, wages are paid on the basis of time spent on the job irrespective of the amount of work done. HRD is regarded as a proactive function- The function of HRD is not merely to cope with the needs of the organization but to anticipate them and to act on them in advance in a continuous and planned way. It provides not only information on personnel, but also gets information on strength of employees on different position. Preparing the instruction or getting ready for the job. For example, McDonalds has developed core competencies in management efficiency and training. Incentives refer to those psychological stimulations which activate and motivate persons to do more work. Having studied, the meanings of human resource and management, we now proceed to discuss the meaning of human resource management. There is no legal provision to carry out human resource audit. Trained employees make better economic use of materials and equipment resulting in reduction of wastage and spoilage. v. HRM takes a very narrow view of its scope and aims only at developing and administering people. The human resource department is set up to provide advice and assistance to line manager in performing their human resource functions. Every person needs incentive. To sum up, while human skills are important at all levels of management, conceptual skill is essentially critical in top executive positions, and technical skill is an essential ingredient in low-level management. According to the International Labour Organization, industrial relations means relationship between the state on the one hand and the employers and employees organizations on the other hand and the relationship among the occupational organizational themselves. Management Development means development of the managerial activities or development of manager, as manager play an important role in the management. By reading them, the candidate should also get a fair idea as to the expectations of the organization. Managers need to be developed to handle the problems of complex organisations in the face of increasing competition. Complexity of the problems being faced. This will improve organization productivity. With training, we can convert his work points into strength points. To facilitate for resting & validating selection test, interview techniques through comparing their scores with performance appraisal. For developing specific outcomes to achieve strategies and tactics. Helps in assuming responsibility and working in disciplinary manner. But it is certified by the appropriate medical authority. Describe how the major roles of HR management are being transformed. It also specifies not only educational qualifications but also certain personality characteristics that may be required specifically for a job. Therefore, strategic human resource management deals with all those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of the business. Facilitate giving general information to the applicant such as company policies, job, products manufactured etc. It moulds the employee’s attitudes and helps them to achieve better co-operation with the organization. Job description is the summary of the duties, responsibilities and other characteristics of the job whereas job specification is a statement of the qualities and qualifications required in the job holder to perform the job properly. Job enlargement involves adding more tasks to a job. This is concerned with man power planning, recruitment, selection, placement, transfer, promotion, training and development, lay off and retrenchment, remuneration, incentives, productivity etc. 7. Ans. A Process – Career planning is a process of developing human resources rather than an event. (viii) Retain institutional knowledge and specialised competencies. Research has revealed that there is highly positive correlation between incentive and consequence. Managerial Competence – Person having this drive seek managerial positions that provide opportunities for higher responsibility, decision making, control and influence over others. Core competencies are an integrated knowledge set within organizations that distinguish it from its competitors and delivers value to customers. Need and Importance of Human Resource Planning, Q.10. Workers share the profits only and do not contribute to the company’s loss. v. HRD takes a much wider view of its scope and aims at developing the total organization. The Board investigates the dispute and submits its report within two months. 2. It is helpful in developing appropriate wage and salary structure. Promotion may be defined as “an upward advancement of an employee in an organisation to another job, which commands better wage, better prestige and higher opportunities, responsibilities, and authority, better working environment, hours of work and facilities, and a higher rank.”, According to L.D. Manpower management is a most crucial job because “managing people is the heart and essence of being a manager.” It is concerned with any activity relating to human elements or relations in organisation. Liljoe1313. ii. c. Security – If one’s career anchor is security than he is willing to do what is required to maintain job security (through compliance with organisational prescriptions), a decent income and a stable future. 6. Human Resource Planning is helpful in selection and training activities. Following are the main definitions of selection: (1) According to Dale Yoder, “Selection is the process in which candidates for employment are divided in two classes those who are to be offered employment and those who are not.”, (2) According to Weihrich and Koontz, “Selecting manager is choosing from among the candidates the one who best meets the position requirements.”. Industrial relations means the relationship between employer and employees in industrial organisation. Human resource management is known by different names, e.g. Management is getting things done through and with people, responsibility of managing people rests with the line manager. There are mainly three popular approaches to managing change: (1) Lewin’s classic Three-step model of the change process. Upward movement – It involve upward movement in the organizational hierarchy, or special assignments, project work which require abilities to handle recurring problems, human relations issues and so on. Let’s study Human Resource Management Case Studies with solutions. It is also helpful to resolve disputes and grievances originated in the workplace. Under this system, remuneration is based on the amount of work done on output of a worker. /OPM 1 Is performance appraisal advantageous? �G�;�-s�=��LF�����AF����XdZ��� u�`fP~qyY+|XWg����^sX���T��CnNeGV���3N?�*X �6��o�h� ����;�Yz&̸�� SECTION B: Answer TWO questions from this section. 2. Training is needed for following purposes: 1. Essays, Research Papers and Articles on Business Management, Notes on Human Resource Management (HRM): Meaning and Nature, Difference between Human Resource Management and Human Resource Development, Human Resource Management Multiple Choice Questions and Answers. So the candidates who are going to appear in any recruitment exam must have practice with this Human Resource Management MCQ (multiple choice questions). Orient staff towards goal achievement. Employees contribute to organization are as members of the team. If the dispute was not settled by a conciliation officer, government may constitute a Board of Conciliation. 1. 4. Ans. 6. A National HRD Network has been established in 1985. (iii) Collect data- Complete information should be collected from all the parties relating to the grievance. To provide and maintain appropriate manpower resources in the organisation by offering careers, not jobs. In simple words, HRD is an organized learning experience aimed at matching the organizational need for human resource with the individual need for career growth and development. Strategic management is that set of managerial decisions and actions that determine the long-term performance of the corporation. 7. Reward staff with compensation directly linked to performance. Following are the objective of capacity-building: 1. 4 Full PDFs related to this paper . x��XyTS�?9稔*�(qH��U�m�C��Pg� �!�H�|a� B(32 j�:��U[���mo��:��l�݇~���h��[뽵�z�?T��o����P'P�`ʑ�(�b�VYd������� �\�C8�װ�=��؁Bv�ab��ٟ:�k�A�� �JM��:R�z��璥K�m�Ũ�a!�q.��|m�K���+.ۥ���h�E� �HYL�4:�-,* ^�rH��b{��G��NQԖ-�[e�b�����+~wB��^e�>U��� 7�`�����������tݴd��WW�����\��f���(j>u���N-�R�C�"�0��:B�RG�%�� Place in America and Western Europe intensive tensions rivalries, frustration, poor performance and low morale of the refers. For training and development can be separated under various topics bipartite in nature because only the employers the. Joining them fully understand the pulse of the employees against clear, time bound and agreed... Improved performance employer should be speedily implemented ; and, are beyond its domain long-term performance manager... 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