General Studies Paper-3 Human Resources Development

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Concept of Human Resource
Human Resource is the concept, which views the population as more of an obligation on the economy. The
population turns to human resources as a result of investment in education, training and medical services.
Just as a country can convert physical resources like its land into physical capital like factories, it can also
convert its student-like
like human capital like engineers and doctors.
Initially Society needs
eeds a substantial amount of human capital, as qualified individuals, who have been
self-trained
trained before and are able to work as professors, etc. In other words, we need better human capital as
teachers, trainers to prepare other human capital like doctors, engineers etc. This means that we also need to
invest in human capital to convert human resources into human capital.

Human Resource Development

Importance of Human Resource

Human Resource Management

Characteristics of Human Resource Management

Objectives of Human Resource Management

Important functions of Human Resource Mangement

Factors for influencing Human Resource Mangement

Education and Human Resource Management

Thus, Human Resources can be defined in the form of knowledge, skill, ability, intelligence and attitude
which is found in the working population of a country. In fact, it is the sum of a person's inherent abilities,
knowledge and skills acquired, aptitude and ability to think and act and his belief in methods and work
culture. Human resources are multidimensional in nature. In tthehe context of a country, human resources are the
qualifications, capacities,, skills and knowledge found in its population, which creates human capital for that
country.
Significance of Human Resources
Population is the main source of development. Natural resources
resources are dormant; human resources are needed
to use them properly.. Population also influences economic development. It significantly influences various
indicators of economic development- Population and manpower, rate of capital formation, income level level,
proportion of land per capita, distribution of wealth, standard of living, level of productivity and size of
production and environment. Labour force also increases as population an increase, which proves beneficial
and necessary for economic development
development.. In this way, the importance of human resource increases-
increases
Size of human resources is considered a symbol of power.
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The Population provides necessary labour force for economy.
Human resources increases productivity by utilizing passive natural resources.
On one hand, population is the source of origin; on the other hand, it is also feasible.
Expansion of market demand is possible on increasing population.
Research, experimentation and invention are possible only through human resources.
Technical knowledge develops.
Human Resources Management
• Human resource management is in fact a part of management, under which a country or institution wants
to make maximum use of human resources for the purpose of ensuring its proper development. Under
this, efforts are made to maintain human relations one step ahead. At the same time, an effort is made to
review such policies, programme; methods related to human resources and bring about such a system, so
that maximum contribution can be made in the development of human resources.
• It is the responsibility of the HR Managers in the context of an organization to conduct these activities in
an effective, statutory, judicial and rational manner.
• Under Human Resource Management, efforts are made to build better relations between the individual
and the institution or between the individual and the government so that both are benefited.
Characteristics of Human Resource Management
• It is found in every institution/country, as each country or institution aims to achieve the goal of
development.
• The emphasis of human resource management is mainly on results rather than on rule laves.
• It helps in converting people into working population and giving better results.
• Under this, human resources are converted into human capital.
• It mainly focuses on the capacity building of the individual, so that more and more capital can be
converted into a working population.
• Under it, the goal of achieving the objective is set by motivating people to work.
• Under this, taking an inspiration from the principles of psychology and economics, an attempt is made to
use the knowledge and potential of human resources.
Objectives of Human Resource Management
• The objective of human resource management is to ensure more benefits from the investment on the
employees of human resource management and to reduce financial risk.
• Arrange better use of human resources to get better results.
• It is a part of the management, in which better synergy can be ensured by making a better synergy
between working population.
• The final purpose of economic development is to improve human situations and expanding people's
options by looking at present and future generations of children.
• Human development is a means of productivity. Educated, efficient and vigilant labour force is the most
important productive asset. Therefore, under the human resource management investment in nutrition,
health, education is considered appropriate on the basis of productivity.
• It helps to reduce the size of family by slowing down human reproduction.
• Human resources are also necessary in terms of physical environment.
• Social stability and formation of democracy.
• It purposes is to reduce social nuisances, which can get political stability.
• Its purpose is to build and receive goals.
• Ensuring optimum development through human resources.
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• Maintaining high ethics in human capital.
Reducing Financial Risks

Ensuring Greater Benefits

Achieving Better Results

Objectives of
Human Resource Creation of Goals
Management
Attainment of Political Stability

Ensuring Qualitative Life

Sustaining Moral Ethics

Important Functions of Human Resource Management

• Appointment and Selection.
• Training and Development (People or Organization).
• Promotion/Transfer.
• Expulsion of unusable employees.
• Relation between employer and employees.
• Keeping records of all personal figures.
• Manage salaries, allowances, compensation, pension, bonus, etc.
• Provide confidential advice to internal employees related with work problems.
• Growth of career.
• Evaluation of competency.
• To study the speed of time related to human resources activities.
• Performance appraisal, under which such arrangement is made, so that human capital can be motivated
to perform better work.
Factors Influencing Human Resource Manageme
Management
• Individual expectations and aspirations.
• Development of science and technology and changes in the life style.
• Need for new skills and structure and trend of working population.
• Environmental challenges.
• Political ideals and goals of the government.
• Culture of the country/institution.
Education and Human Resource Management
• Government has become aware about its duties towards development of skills and talents of the youth.
The influence of talent and the need to fulfill it has taken the form of a revolution.
revolution. The government, the
private sector, the non-governmental
governmental organizations all is demanding in one voice that in any may how to
give employment to thousands of unemployed educated youths. The country ranks second in the world
rises about 60-65 percent youths in the total population. There is a
on population basis, also comprises
shortage of talented people working in factories in such a country. More than half of the population
comprises 15-4949 age group people; still almost 33 percent are illiterate. After class 12th, only 12 in a
hundred children attend college. Till the 8th grade, 98.5 percent boys and 91 percent girls study, after
which only 57.6 and 46.2 percent are left.
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• An all-encompassing education system which provides appropriate opportunities and means for
development of skills and talent along with professional training to youths cannot be evolved from such
atmosphere. However, millions of such children who have no access to higher education or cannot
continue study due to financial reasons are forced to employ at an early age for a living. For those the
reality of our traditional education system is that only five percent people are job efficient. Other
developed countries are for ahead from us. It is 85 percent in South Korea, 95 percent in Malaysia and
the U.S.A, China, Russia, etc. have more than 60 percent job efficiency.
• According to Management Guru C.K. Prahalad, there is a need to make 50 Crore people job efficient
till the year of 2022.
• A report prepared by the Mackenzie also claims that there is a need to increase efficiency by 10 times in
the next 10 years in comparison to present time- one supply side, every year 19 lakhs people increased in
the field of employment, in other words only 1 Crore 40 lakhs people in 10 years.
• Besides this, there is a need of training for another 45 Crores employees due to changing world affairs. It
means there is a need to train 50 Crores peoples by the year 2020.
• Our current capacity is not even ten percent of it, only 40 lakhs children attain mastery in any skill every
i.e. in 10 years only 4-5 Crore children will be trained according to current capacity.
• Nelson Mandela also said education is an important weapon, by which anyone can bring change in the
world. Thus, the importance of education in the development of human resources can be summarized as-
Mental and intellectual development of human is achieved by education as a result and
understanding of surrounding atmosphere is developed.
Optimum development of internal values of human is also ensured through education.
Education also contributes in the socialization of human. Thus, he plays a role of social animal by
learning social regulations, traditions, cultures, rituals, etc.
Education ensures development of creativity and skill development.
It improves worldly thought process, invention, innovation, etc. abilities in humans.
It reduces orthodoxy, casteism, communalism etc in humans.
Development of personality along with art and architecture, literature, culture, etc. is also achieved.
Planning of Human Resources
Human resources planning mean planning for the future development of human resources. It includes
estimation of how many and when people are needed, ensures sources of skilled and experienced
humans, make plan for their training and development and effective utilization of presently employed
employees.
Human Resource planning is such a program through which attainment, development and maintenance
of workers and their effective utilization is achieved.
Erick W. Waiter- “Human resource planning is the process by which a manager decides how to move
from an institution’s current human resource position to the desired human resource situation.”
According to Gordon Mayfaveth- “There are two stages of human resource planning- estimating
human resource requirements and planning for the fulfillment of human resources.”
Needs of Planning
• Appropriate utilization of human resources is the only criterion of skilled management. Therefore, an
excellent and skilled manager gets maximum production by strengthening and making attractive work
culture and atmosphere, whether population of employees is less but if they are skilled, able and trained
then production will certainly be highest.
• Creation of posts, appointment, work allotment, work overview, estimation of assignments, hierarchy of
posts etc is necessary in the planning of human resources. Thus, planning of human resources is
necessary for appropriate assignment on appropriate time, on appropriate place and appointment of
relevant persons.
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• According to Mefar Land- “Today ay there is a lack of special skills like
like- engineering, mathematics and
physics, along with continuous lack of administrative and leadership ability. To meet such shortcomings,
a large amount of human resource planning is required on national and enterpris
enterprisee level.”
Human resource is planning is required for the following reasons-
• High Employee Costs- Manpower control is required to reduce employee costs. Manpower planning
removes the employee’s excesses and shortages and provides efficient workforce for tthe enterprise.
• Effectiveness of Employee Development-
Development For making employee development programs effective; there
is a need to link development programs with human resource planning.
• Reducing Industrial Unrest- As a result of prudent manpower planning, condi
conditions
tions like labour change,
expulsion, unrest, quarrels do not arise.
To Reduce Employee Cost

To Make Effective Employee

Development Programme

Need for Human Management Efficiency

Resources Planning
To be the basis of National Manpower
Planning

To Reduce Industrial Disputes

Objectives of Planning
• To reduce industrial disturbance based on national manpower planning for management efficiency,
forecasting of manpower requirement in the
the organization from human resource planning it becomes
possible to apply. Therefore, demand of qualified employees in appropriate numbers for
organization/institution is achieved.
• Human resources planning make trained employees more efficient and develop them for the tasks of
institution.
• Optimum utilization of employees for reducing per unit labour cost.
• Employee development programs could be made more affective by human resources planning.
• Strengthening industrial relations, etc.
According to Strauss and Siles, the following objectives of Human Resource planning are-
• Assurance of continuous and effective supply of manpower for filling the vacancies.
• The places to be filled from external sources or by imparting skilled training to current employees.
• Assurance
urance of consideration for promotion of each staff.
• Possibility of optimum utilization of internal resources.
Forms of Planning
• Short Term Manpower Planning-- This planning signifies planning below two years duration. This
planning is adopted in those circumstances, when skilled or trained staff is employed on a new process
or according to a new technique in an organization or institute. The main obj
objective
ective of this planning is to
make current employees according to their current positions and to fill the vacancies better by the current
manpower.
• Mid Term Manpower Planning- This planning signifies planning for time duration of 2 to 5 years.
The objective of this planning is to supply man power for mid-term.
mid term. This pplanning is done for
supervisory level seats.
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Forms of Planning

Long Term
Short Term Mid Term
Manpower
Manpower Planning Manpower Planning
Planning

• Long Term Manpower Planning-- This planning signifies planning which is meant for duration of
above 5 years.. The objective of this planning is to establish complete equality in all posts and all the
office bearerss and to make management of appropriate staff for future post vacancies in advance.
Productivity of Human Resources
Meaning of productivity of human resources in any institution/organization ‘Obtain high productivity by
reducing labour cost’. It is worth noting
oting that planning for productivity is achieved by technical methods and
technical changes, and financial inactive is prominent in this increased production.
Measures to Increase Productivity
Incentives

Working Conditions

Availability of Accessible Opportunities

Measures to
Increase Developomental Programs
Productivity

Effective Counseling Services

Skill Development and Training

Creating an Environment of Inclusiveness

and Integratedness

• Incentives- Through incentives, workers are provide

provided
d with an environment to stay in the organization or
institution, their hard work and enthusiasm earn more profit by achieving more production.
• Work Conditions- Continuous improvement in work conditions and wide consequential benefits are the
criterion of productivity.
• Availability of Accessible Opportunities-
Opportunities Well-organized
organized job order and availability of easy
opportunities in future is a necessary element for productivity for employees in institute/organization.
• Developmental Programs- Development programs in the external and internal workers of institution
and availability of facility of their training will prove beneficial in productivity.
• Effective Counseling Services- Effective counseling services to resolve employee problems and dispute
settlement are legal
egal / legislative position of productivity.

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• Skill Development and Training- Career, development of employees in the organization / institution
possibility of a process of promotion and facility of training and developmental policies help in
productivity.
• Creation of Inclusive and Integrated Environment-
Environment By adjusting from the salaries of other agencies,
disparities among employees are removed as this situation only affects the productivity of the
organization / institution.
In addition to this, increase in productivity, motivation of employees and dedication as well as
developmental works of organization/institution and further increase in productive capacity could also be
achieved.
Different Trends of Employment in India
Different trends of employment signify fy how is the distribution of existing employment in any country or
state and in which regions. The main motive of analysis of trends of employment is analysis of total
employment in economy as well as sector wise analysis, so futuristic policies and programmes
progr could be
made.
Human population and workforce have influenced different trends of employment. The rate
effectiveness is so difficult that prediction of trends of employment is difficult. After analyzing some years
trends of employment it is found thatt generational differences as well as racial, ethnic and diversity of
national issues are made responsible for different trends of employment. In addition to these practices,
technology that enables workers to choose when, where and how to work is changing rapidly. Some
examples of various trends of employment are as follows
follows-
• Trends by Diversity- Increased diversity in trends of employment is an important trend, in which three- three
four generations workforce is included. These generations represent different values,
values, functionalities and
methods of commitment. The attention of managers has also gradually shifted to these trends.
• Trends by Technology- Technological and scientific exploration are producers of the best and brightest
workforce of the present, who are more sophisticated and aware of the need to meet global challenges
and produce increasingly positive results. Technology in particular promotes employment trends, Tele Tele-
work, Virtual office Tele-community
community and low working conditions.

Various Trends of
Employment in
India

Trends by Trends by Trends by Health

Diversity Technology

• Trends by Health- Currently, the trend of healthcare has become a favorite trend of the job sector. In
which the demand for health services has also increased with the job, due to which the demand for
medical services is also increasing continuously. Today,
y, an employed worker gives equal attention to
working safety as well as health safety. Moreover, different companies are also providing health safety
to their employees.

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Basis for Analysis of Employment Trends
• Workforce participation rate.
• Women workforce participation rate.
• Employment in urban areas.
• Employment in rural areas.
• Employment in formal sector.
• Employment in informal sector.
• Employment in organized sector.
• Employment in unorganized sector
Current status of Employment in India
The trend of employment in India is given by the National Sample Survey Organization (NSSO). Recently
in this context NSSO has released its annual periodic workforce survey report 2017-18.
• According to National Sample Survey Organization’s annual periodical labour workforce (PLFS) report
2017-18, there has been an increase of 5 percent in regular wage / salary employee.
• It has increased from 18 percent in 2011-12 to 23 percent in 2017-18. In fact, there was a significant
increase of about 2.62 Crore in new jobs in this category, of which 1.21 Crore in rural areas and women
in the regular wage / salary employment category (21 percent in 2017-18).
• There has been an increase in the proportion of self-employed workers and employers in self-
employment category, while between 2011-12 and 2017-18, the ratio of unpaid family laborers (helper)
especially women, has decreased. However, there was no change in the proportion of self-employed
workers. It remained at 52 percent during this period.
Distribution of Personnel according to Region, Gender and status of
Employment (2017-18)
Description Regular Self-employed General Unpaid family Employer
Salaried Laborers' labour class class
Unpaid worker
Rural and 23% 36% 25% 14% 2%
urban status
Only Rural 13% 39% 29% 17% 2%
Status
Only Urban 47% 29% 15% 6% 3%
Status
Male Status 23% 42% 24% 8% 3%
Female Status 21% 20% 27% 32% 0.5%

Population of Workers in India, in Crores (2017-18)

Employment Status Male Female Rural Urban Total
Self-employed 18-68 5.54 18.26 5.95 24.21
Self-accounting 14.90 2.15 12.45 4.60 17.05
worker
Employer 0.9 0.06 0.49 0.47 0.96
Unpaid family 2.88 3.33 5.32 0.88 6.20
worker
Regular worker/Paid 9.00 2.45 4.14 7.30 11.45
worker
Daily Paid Worker 8.61 2.86 9.18 2.28 11.46
Total 36.29 10.85 31.59 15.53 47.12

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Labour Force Participation Rate
• As per PLFS report, the Labour Force Participation Rate (LFPR) in India has came down to 36.9% in
2017-18 from 39.5% in 2011-12 (NSSO). There has been a fall of 3.6% in rural areas and 0.1% in urban
areas.
Analysis
• The overall participation rate is not very high. This implies more people are not employed in production
process. This is a sign of High Depending Ratio in the country.
• Participation rate is high in rural areas than in urban areas. This signifies that the majority of population
in rural areas is engaged in production. However considering this fact rural economy contributes less
than urban economy in GDP. The high rate of participation of rural areas signifies low productivity, low
standard of living and high dependence.
• Women participation rate in rural regions is usually high in comparison to urban areas, because poverty
in rural areas prevents women from getting education and motivates them to work. Due to deprivation of
education, people in rural areas only produce less productive work at lower wages can achieve. Lower
wage rates force more family members to work. On the contrary, in urban areas, high priority is given to
education; there is no wage to work at a young age. Due to this, participation rate remains relative low.
Female Labour Force Participation Rate
• As per NSO and PLFS reports, female labour force participation rate shows decline in the productive
age-group (15-59). Female labour force participation rate remained at 25.3% in 2017-18 from 33.1% in
the year 2011-12. However, Female labour force participation rate is higher in rural areas than in urban
areas. The rate of decline is also higher in rural areas as compared to urban areas. As a result, Gender
inequality has increased in Indian labour market.
• The Female labour population ratio also shows a similar trend. According to the PLFS report, women
worker force population ratio of productive age group (15-59 age) in 2017-18 was 23.8% (25.5% in rural
areas and 19.8% in urban areas, whereas it was 32.3% in 2011-12). As a result, the proportion of women
to male work participation has also shown a declining trend in India, excluding urban women.
Causes of Low Percentage of Women Labour Force in Urban Areas
• Higher female education is still not available in India due to low percentage of female workforce in
urban areas, which implies lower jobs opportunities for women.
• In most urban areas, women are still prohibited from doing jobs in families, although this trend is
changing.
Causes of Low percentage of Women Labour Force in Rural Areas
• Most of the women workers are engaged in low productive and low wages jobs in rural areas. Their aim
is to supplement family income.
• The work done by women on agricultural fields in rural areas and in family business in urban areas is not
considered labour because traditionally a woman working without duty is not considered a labour, while
on family farms or in a family business a man working without duty is considered an employed person
and hence is considered as a labour.
Work Based Gender Gap Report
• Recently the International Labour Organization (ILO) in one of its report claimed a steep decline has
been observed in women employment rate of India and China in comparison of men.
• Presenting a grim picture of gender gap in employment in India, the report said that currently only
86,362 female members have reached director-level positions in India, instead of 4,07,316 males.
• A decline of 26 percent is recorded in women employment rate in comparison to male in 2018.
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Employment in Rural Areas
• In 2017-18, there were 13% regular wage earners in rural employment whereas 39% were in the self-
accounting working class.
• The share of common laborers/unpaid workers was 29% and the share of the unpaid family labour class
was 17% and employer was 2 %.
• A decline is recorded in distribution of workers in informal labour category in rural areas. This has come
down from 30 percent in 2011-12 by 5 percent to 25 percent in 2017-18.
Employment in Urban Areas
• The share of regular wage earner in available employment of urban areas was 47% in 2017-18, whereas
self-accounting working class was 29%.
• Common laborers/unpaid workers share was 15% and share of subordinate family labour class was 6%.
In addition, the share of employer class was 3%.
Employment in Formal Sector
• According to the annual survey report of industries, there has been an increase in employment in the
manufacturing sector. The year 2014-15 and 2017-18, the total number of workers engaged in this sector
increased by 14.69 lakhs whereas the total number of people engaged in this work (including employees
and employers) increased by 17.33 lakhs.
• In 2011-12, the position of 49% was seen in 2017-18 as compared to 45%.
Employment in Informal Sector
• As per PLFS report of 2017-18, informal non-agricultural enterprises and informal sector employment
(excluding agriculture growing crops, farming with horticulture and animal husbandry) presents
employment. A decline of 77.5 percent in 2004-05 to 68.4 percent in 2017-18 represent labour force
employed in this sector and this decline has been recorded highest among women.
Note:- There has been an increase of population of laborers in formal sector in 2017-18 in comparison to
2011-12, whereas decline is recorded in the informal sector.
General Status of Employment in Informal Sector Enterprise (in
percentage)
Category of EUS 61st Round EUS 66th Round EUS 68th Round PLFS 2017-18
Workers 2004-05 2009-10 2011-12
Male 76.7 71.5 73.4 71.1
Female 79.7 69.8 69.2 54.8
Person 77.5 71.1 72.4 68.4
Employment in Organized and Unorganized Sector
Employment can be broadly divided into two categories – organized or formal sector employment and
unorganized or informal sector employment. Organized or formal sector employment is called employment
that is provided by public and private sector establishments that hire 10 or more workers. The unorganized
or informal sector is the employment that is provided by such private enterprises, who hire less than 10
workers. It also includes agricultural laborers and workers from self-employed enterprises. Employment
found in the mining, manufacturing, trade and service sectors includes unorganized sector employment is
taken. Organized employment is mostly found in manufacturing and service sectors. Those working in the
organized sector are called 'formal workers' and those working in the unorganized sector are called 'informal
workers'. The difference between organized and unorganized sectors from the point of employment is that
workers get social security benefits (like Provident fund, subsidy, Pension etc.), while workers in organized
sector human resource development do not get benefits. Various labour related formalities are not fulfilled
except the minimum wage law.
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Organized Sector
• There has been an increase of about 2 percent in organized sector workers from 19.2% in 2017-18 as
compared to 17.3 percent in 2011-12. The contribution of formal employment in organized sector was
49 percent in 2017-18 as compared to 45 percent in 2011-12.
Unorganized Sector
• 80.8 percent status was found in 2017-18 as compared to 82.7 percent employment in this sector in
2011-12.
Note :- The percentage of employment in the organized sector has increased in the year 2017-18 as
compared to the year 2011-12, while the percentage in the unorganized sector has decreased compared to the
previous one.
Formal- Informal Employment in Organized And Unorganized Sector
Employme Organized Unorganized Total (in Organized Unorganized Total (in
nt (in percent) (in percent) percent) (in Crore) (in Crore) Crore)
2011-12
Formal 45.4 0.40 8.1 3.71 0.16 3.83
Informal 54.6 99.6 91.9 4.47 38.95 43.46
Total 17.3 82.7 100 8.18 39.11 47.29
2017-18
Formal 48.91 0.74 9.98 4.43 0.28 4.70
Informal 51.09 99.26 90.2 4.62 37.79 42.43
Total 19.2 80.8 100 9.05 38.07 47.13
Various Trends of Employment in Madhya Pradesh
The unemployment and employment conditions in the state are assessed through employment
exchanges. In 2017, 17.05 lakhs applicants were registered in 52 employment offices. During the year
2018, around 7.48 lakhs applicants were registered. The total number of unemployed registered on the
live register of Employment offices was 23.85 lakhs at the end of 2017, which increased to 26.82 lakhs
at the end of 2018, showing an increase of 12.45 percent from the previous year.
The total number of educated unemployed applicants registered on the live register of state employment
offices stood at 21.79 lakhs at the end of 2017, which increased by 11.75 percent to 24.38 lakhs by the
end of 2018. The percentage of educated unemployed applicants in the total unemployment recorded on
the living register was 91.36 percent at the end of 2017, which came down to 90.75 percent at the end of
2018.
109 applicants were given employment in 2017 out the total unemployed applicants recorded in the
living list of employment offices, which further came down to 54 by the end of 2018.
Through 52 Employment offices located in Madhya Pradesh, employment has been provided to 54
applicants in the year 2018, out of which 33 scheduled caste applicants (women and scheduled tribe
applicants are not), whereas in the previous year 2017 employment through Employment Office out of
the total 109 applicants filled applicants, 36 were women, 48 were scheduled castes and 07 were
scheduled tribes applicants.
Status of Employment in the Public Sector
• According to the calculation of planning in the administrative sector, about7,35,559 employees are
employed in the state by the end of 31 march 2018. Total government employees decreased by 0.57
percent in the year 2018 compared to 2017.
• Of the total employees, regular employees in government departments were 452,429, 56,869 in state
public undertakings and semi-government institutions, and 88367 in urban local bodies, 130,291 in rural

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local bodies, 1,657 in development authority and special area development authority and 5,936 in
university.
Status of Employment in Factories
• There are 15,881 total registered factories till January 2018 in the state, with a total planning potential
8,88,175.
• In the handloom industry for the year 2018-19 at the end of year around 45,000 artisans were employed.
Participation Rate
• The percentage of total workforce in total population is known as participation rate. About half of the
population (49.9%) is employed.
• The percentage of female personnel is 46.5% as compared to 53.2% of male personnel.
• Madhya Pradesh has more working population in Southern districts but very less in northern districts.
• As per census, they are mostly dependent on agriculture. More than three-fourths (86.9%) were
employed in agriculture directly or indirectly.
• More than half (45.4%) are employed as agricultural laborers and less than that (41.5%) are tenants who
cultivate themselves.
Demographic Dividend
Demographic divided means the population of the working population (15-64 years) is higher than the
dependent population (less than 15 years and above 64 years). This situation increases the competitiveness
of an economy and accelerates its growth, as the young population has better efficiency, working capacity,
innovation. India is in a state of demographic dividend today, but our country cannot benefit from this
population unless it has the requisite skill knowledge to demand the current economy. India is going through
a very interesting phase of economic-social history in terms of demographic dividend. Currently, India is
one of the youngest countries in the world. The United Nations World Population Report, 2015 has depicted
certain features about the Indian demographic profile, which are important for the growth of India and
Indian states.
First, Indian demographic cycle is about 10-30 years behind from the demographic cycles of other
countries. This shows there is a strong opportunity for India for achieving higher per capita income in the
next few decades.
Second, the ratio of working population and dependent population of India is about 1.7, which is much
lower than Brazil and China, however, India would remain on this level for a longer period, due to which
India will be able to maintain high levels of growth.
In fact, if a country has high youth population then it is concluded that it can have high ability to work,
learning passion, high efficiency of doing work, efficiency of work, however benefits could only be reaped
when the young population is skilled, opportunities are available for them and existence of such
environment in which they could grow. If we look at the Indian scenario there seems more young,
population however they cannot have opportunities of employment, freedom of doing work and better state
of future. Behind this, important factors are as follows:-
• The level of elementary to higher education is low in the country.
• Prevalence of traditional education in place of employable education till now.
• Due to high inequality in education sector, only a few classes get beneficial education (especially upper
classes).
• This is increased by economic and social discrimination existed in the society. The infrastructure that
provides training and employment opportunities to workers is not universally known.
• Indian education policy focuses more on higher skills than low skill education, which does not create
proper employment opportunities.
• Lack of appropriate atmosphere for utilization of skills also deprives from demographic dividend.
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• Naxalism, Regionalism and Separatism have negatively impacted creativity of youths.
Despite the sharp increase in Gross Domestic Product (GDP) in the Indian economy, high quality
employment is not occurring. It is because of this slow rate employment growth that a section of economist's
term presents development as jobless growth. Negative effects can also arise due to lack of adequate
employment opportunities for the youth. These unemployed youth can get involved in anti-social activities
such as drugs trade, robbery, kidnapping, or take the path of anti-national activities like terrorism,
insurgency to fulfill their economic needs. In another situation, they may also face various problems instead
of demographic dividend. Governments will have to develop employment opportunities to avoid this
situation.
Based on the above circumstances, the government in India is constantly making efforts to take
advantage of the demographic divided, so that the country can be taken on the path of progress. Following
measures can be taken under this-
• Industrial and Manufacturing sector will have to increase rapidly, for which investment in the economy
is necessary.
• Food processing and tourism sector will have to be encouraged, because they have immense
employment potential.
• Traditional handicrafts will have to be promoted along with small and cottage industries.
• Youth have to be motivated for self-employment.
• National youth policy will have to be implemented.
• Employment-oriented education will have to be provided.
Through the above works, India can create new jobs for the young population and by giving them a new
base; they can become partners in the development of the country. For this, the skill development program
in India has been acculturating for almost a decade. The government, private sector and self-help groups and
NGOs are training people through skill development programs. Government formation of Ministry of Skill
Development, establishment of formation of Ministry of Skill Development, establishment of National Skill
Development Corporation (NSDC), reform of apprenticeship law. financial assistance to trainees,
establishment of better training centers, appointment of trainees, institution for inspection of training
programs, planning after training of trainees, in the absence of planning, credit facility for starting one’s own
business, plans of maintain and enhance India’s traditional skills as well as special schemes for women etc.
are trying to promote skill development through means. Besides, the government is also running various
schemes for skill development.
Government Efforts made for the Development of Human Resources
Pradhan Mantri Kaushal Vikas Yojana
• The Pradhan Mantri Kaushal Vikas Yojana (1.0 and 2.0) was launched on 15 July 2015.
• A Skill certification Program, under which a large number of Indian youth and women will be given
industry-friendly skills training, which will help them in ensuring better livelihood.
• Promote standardization in the certification process and initiate the process of skill registration.
• Enabling and motivation large number of Indian youth to give them skill-training make them eligible for
employment and earn a living.
• To increase the productivity of the present workforce and to promote training and certification as per the
requirement of the country.
Pradhan Mantri Kaushal Vikas Yojana (PMKVY 2.0)
• Pradhan Mantri Kaushal Vikas Yojana (PMKVY 2.0) was launched by the Ministry of Skill
Development and Entrepreneurship in October 2016. With the objective of short-term training and
Recognition of Prior Learning (RPL), on Crore people were provided skills have to be imported by
2020.

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General Studies Paper-3 Human Resources Development
D
Pravasi Kaushal Vikas Yojana (Migrant Skills Development Programme)
• On 9 January 2017, it was announced to launch ‘Pravasi kaushal Vikas Yojana’. It is a Skill Ski
development scheme of the Ministry of External Affairs.
• Enhance the skills of potential Migrant workers in selected areas according to international
standards, so as to increase employment opportunities for them overseas.
• The motto of the scheme is- ‘Gett Safe, Train, go with confidence’
confidence’.
• Under this scheme, the responsibility for skill training rests with the Ministry of skill development
and Entrepreneurship and its associated organizations.
The National Skill Development Mission (NSDM)
• It has been launched in 2015.
• Under this mission, 20 more central ministries / Departments are running schemes for skill training
of youth through long and short term training courses.
Goverment Efforts: Made for Human Resources Development

Pradhan Mantri Kaushal Vikas Yojana

Pravasi Kaushal Vikas Yojana

National Skill Development Programme

Start-Up/Stand Up India Yojana

Pradhan Mantri Yuva Yojana (Pradhan Mantri Youth

Entrepreneurship Development Program)

Sankalp and Strive

Shreyas Yojana

Atal Innovation Mission and Setu

Deendayal Upadhyaya Rural Skill Programme

Employment from Skill Programme

Stand up India Scheme

• Under this, at least one person of SC/ST and one woman in each bra branch
nch of the bank for starting a new
venture from Rs. 10 lakhs to one Crore is helped to get bank loan.
• The term of stand up India has been extended till financial year 2025.
Pradhan Mantri Yuva Yojana
• ‘Pradhan Mantri Yuva Yojana’ was launched on 9 November 2016 2016 to provide entrepreneurship to the
youth. Under this scheme, entrepreneurship training will be provided to the youth below 30 years of age.
• To train youth who are educated but not skilled enough and knowledgeable to face global competition.
• Under the scheme,
cheme, entrepreneurship training will be made available to more than 7 lakhs young trainees
in five years through 3020 institutions.
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SANKALP and STRIVE
• On 11 October, 2017, ‘Sankalp’ and ‘Strive’ schemes were approved.
• SANKALP- Skill Acquisition & knowledge Awareness for Livelihood Promotion.
• STRIVE- Skill strengthening for industrial value enhancement.
• Both Sankalp and Strive schemes aim to improve the quality and market relevance of short-term and
long-term vocational education/training programs.
• The main objective of the scheme is to include the disadvantaged and neglected sections of the society
such as women, scheduled castes, scheduled tribes and Physical disabled in the main economic flow by
providing them the opportunity for skill training.
• Under the Sankalp Yojana, a target has been set to provide training to 3.5 Crore youth as per the market.
• National Bodies for Accreditation and certification will be established by Sankalp and Strive Schemes.
SHREYAS Scheme
• Ministry of Human Resource Development launched a scheme to impart training and skills to the highly
educated youth to provide apprenticeship opportunities for the establishment of industry to general
graduates from the coming session through National Apprenticeship Promotional Scheme- NAPS.
• The program includes the initiatives of these Union Ministries- Ministry of Human Resource
Development, Ministry of Skill Development and Entrepreneurship and Ministry of Labor and
Employment.
• To faster collaborative relations between education and industry/service sector.
• To promote skills in a progressive manner according to the demands of the students in time.
• To ensure income generation with tuition during higher education.
• To cooperate in the trade/industry sector by ensuring good quality manpower.
• Connecting the student community with employment while facilitating government efforts.
Atal Innovation Mission and SETU
• ‘Atal Innovation Mission’ (AIM) and ‘Self Employment & Talent Utilization’ (SETU) is an effort of the
Government of India to promote the culture of innovation and entrepreneurship in India. Through this,
the government encourages world-class innovation and self-employment activities (especially in the
technical sector).
• To identify and overcome the barriers faced in India’s innovation ecosystem and to eliminate them
strategically.
• To develop the innovation capacity of India through coordination, support and cooperation.
• Bring awareness of innovation in students and developing the trend of innovation among them.
• Developed a mechanism to encourage innovators through grants, awards and challenge programs.
• Establishment of ‘Self Employment and Talent Utilization’ (SETU) centers in districts.
• Establish ‘Atal Incubation Centers’ based on public-private partnership to Train Potential
entrepreneurs so that employment can be created while promoting start-ups.
Vocational Courses
• Its objective is to provide new courses related to information in collaboration with agencies like Indian
Tourism Development Corporation (ITDC), Indian medical Association (IMA), Industry construction
Development Council (CIDC), State Skill Development Corporation (NSDC).
NIOS Education Project
• NIOS started its education with Army Educational Corps to increase the educational qualification and
human resources of Indian soldiers, under which subjects like military history, Military studies and
physical education and yoga were introduced.
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DDU-GKY (Deendayal Upadhyaya Rural Skills Scheme)
• This is a job related skill development scheme for rural youth (poor). It is part of the skill development
component of the National Rural Livelihood Mission (NRLM).
Deen Dayal Upadhyaya Communication Skill Development Establishment Scheme
• This scheme is a skill development scheme of the ministry of communications, under which the youth of
rural areas were imparted training related to mobile tower maintenance, optical fiber repair and other
communication techniques.
• The Department of Telecommunications will undertake the training of people through skill training
centers.
‘Hunar Se Rozgar’ Programme for disabled students
• This is an initiative of the Tourism Development Corporation of India (ITDC), in which the disabled
students will be trained in the field of hospitality industry under ‘Hunar Se Rozgar’ programme.
• This scheme has been started for the poor disabled students with a view a meet the shortage of skilled
personnel in the field of hospitality industry. The minimum qualification is 8th pass.
• Training and other facilities will be provided to candidates aged 18 to 28 years.
• Six or eight week full time program will be given in the area of catering, housekeeping and related office
services, etc.
• The National Action Plan (NAP) for skills and training was launched, which aims to increase
employment opportunities for persons with disabilities.
Skill India Portal (Kaushal Bharat Portal)
• It will provide end-to-end solutions to bring all stakeholders to a robust integrated platform in skills
ecosystem under a better skill development management system.
• It aims to bring together a database of all candidates and training partners.
• This program will help in facilitating skill development, creating skilled human resources in new
generation technology areas as artificial intelligence, automation, robotics and block-chain technology,
etc.
Skill Sarathi
• Skill India has created a platform under a Mega Counseling program to provide skill-based career
counseling to competent candidates through initiatives like Skill Sarathi.
• Through initiatives like Skill Sarathi, Potential workforce with decision making skills, pre-planning
skills, increase in rate of interest and employment of candidates according to their rate of employment,
interest and training, also takes into consideration the demand and business side of the industry.
Skill University
• Its objective is to spread mass awareness about its availability among people indifferent to educational
ways by giving more ways to those aspiring to formally pursue higher education.
Formation of District Skill Committees
• In order to make various reforms at the grass roots level in the country and empower every citizen & the
Ministry formed District Skill Committees (DSCs) in all the districts under its aspirational skills
campaign under the SANKALP program the bank financed.
• MSDE is looking after these District skills committees through Directorate General of Training.
• It aims to compensate for the lack of skills act the local level and strengthen the local markets with the
help of skill development opportunities.
National Skill Development Corporation (NSDC)
• Implementation of several important schemes and policies through it to promote rural entrepreneurship
and startup of rural youth including women and village Entrepreneurship Deen Dayal Antyodaya
Yojana- National Rural Livelihood Mission.

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General Studies Paper-3 Human Resources Development
• According to sector-wise reports on the human resource and skill requirements of the National Skill
Development Corporation (NSDC), 10.34 Crore people with new skills will be needed in 24 high-growth
areas by 2022.
Ministry of Skill Development and Entrepreneurship
• Ministry of Skill Development and Entrepreneurship is developing the vocational and Technical training
mechanism, skill improvement, creation of new skills and not just the current one by bridging the gap
between the demand and supply of skilled workforce through skill development efforts across the
country. It is also responsible for making plans for jobs but also new jobs.
• The objective of the Ministry is to “Create a strong environment by promoting skill and innovation based
entrepreneurship on a wide scale with quick and high standards, thereby creating employment
opportunities and at the same time ensuring sustainable livelihoods for all citizens of the country”.
Indian Institute of Skills (IIS)
• In order to bring standards and size in terms of quality and quantity in skills, MSDE announced the
establishment of Indian institute of Skills (IIS), whose appearance and reputation will be on the lines of
the country’s IIMs and IITs.
• The project has been launched in partnership with the Tata group. On completion of this, 5,000 trainees
will be trained in IIS annually.
National Youth Policy, 2014
• The Government of India has implemented the new National Youth Policy, 2014 in place of National
Youth Policy, 2003.
• It aims to empower the youth to achieve their full potential. To achieve this, 11 priority areas (education,
skill development and employment, entrepreneurship, health and healthy lifestyles, sports promotion,
social price. This has been identified as promotion, linking to community, participation in politics and
governance, engaging youth, inclusiveness and social justice).
• This policy will cater to the needs of all youth in the age group of 15 to 29, which according to the 2011
census constitutes 27.5 percent of the total population.
Madhya Pradesh New Youth Policy, 2008
• The objective of youth policy is to infuse such energy into the environment of the state, which will bring
positiveness in the thinking of the youth of the state. May their energy be used in the development of the
state, they get the opportunity for their overall development (personal, education and economic) and can
become an ideal citizen of the country.
• To create such an environment in the state in which every youth can earn the necessary skills and
become financially strong, while enhancing their abilities.
• To develop the personal and Leadership qualities of the youth, so that the youth, will be able to
discharge. The positive role of development of the nation, society and the state.
• To enable the youth of the state for employment and to provide opportunities, the main goal of this
policy is to effectively implement the Employment Oriented Training Policy, 2007 to fulfill the target.
• To promote employment oriented training, a conducive environment will be created for the
establishment of quality institutions and participation of private and vocational institutions will be
ensured in the training.
• All the facilities and cooperation will be provided to the youth setting up self-employment under the self
Employment Group Promotion Policy, 2007 implemented by the state government.

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General Studies Paper-3 Human Resources Development
Important Questions and Answers
Critically Evaluate the Availability of Skilled Human Resources
The skilled human resources of any country are important components of progress and economic
development. The countries in which the planned use and promotion of skilled human resources are done,
the country acquires new dimensions of development.
Critical Assessment
• India is a populous country, 65% of the population is below 35 years of age, yet we are not able to
convert it into skilled human resource due to lack of appropriate skills and training.
• Most of the young educated classes in India are unable to get work according to their interests and
abilities.
• Due to lack of appropriate qualifications and proper working conditions, the youth group cannot be able
to work enthusiastically.
• Higher and technical education and training not available in rural areas.
• Costly education Training system.
• “India is a country of youth and in a state of demographic dividend”.
Discuss the key provisions of the National Youth Policy, 2014 in light of this statement.
India’s population is its biggest strength. Population stabilities show that the share of young and working
population in the country is continuously increasing. India is a developing country, where rapid economic
progress is taking place. In such a large part of the population is being considered productive, but India is
not able to fully exploit its young population. The National Youth Policy was introduced in the year 2014 to
increase total exploitation, skill development and employment quality.
The objective of the National Youth Policy is to make all round development of social resources with
better skills at presents so that India can exploit its youth population to achieve rapid and inclusive growth.
For this reason, in order to enable the nation to meet the challenge in the future.
The development and growth of a country’s economy depends on the efficiency of human
resources. Comment
• The economic progress and prosperity of any country depends to a large extent on the progress and
innovations of various technologies in the areas of production. In this context, the development and
prosperity of the country’s economy depends on the efficient use of human resources.
• The extent to which an economy can achieve its objectives depends on the fact that how much skill is
available with it.
• It human resources are not used properly then other resources of production can be optimum and the
objectives of the economy can be achieved, but of its use is flawed, and then the economy of the country
reaches the abyss.
• Human resources and natural resources are like two wheels of the same vehicle, which are necessary for
the economic development of a country. As Arthur Louis state, “economic growth is the result of human
efforts.”
• According Prof. Richard D. Gill, “Economic development is not a mechanical process, but a human
undertaking, whose progress depends on people’s skills, qualities, attitudes and interests.”
So, in today’s era, investment in human capital is a major condition and important necessity of economic
development. Till the full development of available manpower in the country will not be done, the goal of
economic development will remain incomplete, because the most valuable capital is that which is
appropriated in human form.

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General Studies Paper-3 Human Resources Development
Memorable Facts
Ministry of Human Resource and When human resource is fully efficient in its
Development tasks it is able to do the tasks better, which
The ministry was created on 26 September, makes possible the development of the nation
1985 through the 174th amendment of the and better social and human conditions.
Government of India Rules, 1961. There is huge human resource available in India
The Ministry functions through two and most of the youths are included in this but
departments- Department of School Education due to lack of necessary facilities, inadequacy of
and Literacy, Department of Higher Education. social and economic environment, illiteracy,
The department of school education and poverty, lack of entrepreneurship among people,
Literacy is responsible for the development of etc. have not become fully efficient, due to
school education and literacy in the country and
which the country and society in many forms of
the Higher Education Department controls the
economic, social, etc is suffering loss.
higher education system.
Note:- Unskilled Labour
• Currently the Ministry of Human Resource Unskilled labour is the work force whose work
Development is known as Ministry of skill capacity is limited.
Education. He is usually low paid.
• Human resource is the concept that sees the This type of labour consists of under educated,
population as an asset more than a liability on high school pass, diploma holder and low paid
the economy. person.
• Human resources can be defined as knowledge,
Semi-skilled Labour
skills, competence, Intelligence and aptitude.
Semi-skilled labour is less trained than skilled
Therefore, human resource is the ability, skill
labour, but more educated than unskilled labour.
and knowledge found in the population of a
The income of such a person is average.
country, which creates human capital for that
country. Workforce Participation Rate
Skilled/Skilled Manpower (MPPSC - 2015) Workforce participation rate refers to people’s
The availability of skilled human resources participation in employment.
means the citizens of the country having the It is measured by the ratio of the workforce to
necessary qualifications and competence in the total population of the country.
various tasks and being technically trained. As per census 2011, workforce participation rate
Skilled manpower includes highly educated and in India is 39.2%.
high-paid people in the way, they are also called Jobless Growth
Human Capital. If the rate of economic growth is continuously
Highly Skilled Manpower increasing but the unemployment rate is
These are people who effectively supervise constant or increasing continuously, as a result
skilled people and are themselves effectively of which the problem of unemployment of the
competent in a particular occupation. country is not resolved, and then it is called
Such individuals have the highest pay scales, jobless growth.
and are often called MD, CMD and CEO. This is a serious problem for any country.
Availability of Skilled Human Resources Demographic Dividend
The availability of skilled human resources Demographic dividend means that the working
refers to the need and capacity of the citizens of population (15-64 years) of the population is
the country to perform various tasks. greater than that of the dependent population
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General Studies Paper-3 Human Resources Development
(less than 15 years and above 64 years), this To achieve better results and to arrange for
situation accelerates the growth of any economy better use of human resource for that.
by increasing its competitiveness, as the young To make human development and its means for
population has better efficiency, innovation. economic growth. Under this, planning is done
Human Capital Formation for manpower (human capital).
Human capital formation is concerned with The ultimate aim of the entire process of
providing such individuals and increasing their economic development is to see the present and
number, which are skilled, educated and future generations of men, women and children
experienced, which are absolutely necessary for as a goal, to improve human conditions and to
expand people’s choices.
the economic and political development of the
Human development is the means of capital
country.
productivity.
That is any investment made in human capital,
which increases education, training, knowledge Functions of Human Resource
skills, health, ability, positive work, attitude and Management
standard of living, is human capital formation. Recruitment and selection.
In a broader sense, human capital investment Training and development (people or
means spending in education health and social organizations).
services in general. Performance evaluation and Management.
Promotion/Transfer.
Knowledge Economy
Expulsion of unusable employees.
Knowledge economy consists of the capabilities
Industrial and Employee Relations.
of humans rather than machines. It focuses on
human capital.
Factors Influencing Human Resource
Management
Human Resource Management (HRM)
Shape of human resource.
Human Resource Management is in fact a part
Personal expectations and aspirations.
of management, under which a country or
Changes in lifestyle and development of science
institution wants to make maximum use of and technology.
human resources for the purpose of ensuring its Need for new skills and structure and trend of
proper development. working population.
Under this, efforts are made to maintain human Environmental challenges.
relations better, as well as to review such Political Ideals and Goals of Government.
policies, programs, methods related to human Culture of Country/Institution.
resources and bring such a system, so that
Human Resource Planning
maximum contribution is made in the
Human resource planning refers to training for
development of human resources.
human resources for a future point of view.
Features of Human Resource Management Under this, forecasting how many people will be
To achieve the goal of development. needed in future and at what time will be
Transforming human resources into human required, to determine the sources of
capital. achievement of persons with skilled abilities and
Setting goals to achieve objectives by experience, to make programs for their training
motivating people to work. and development and to make effective use
Objectives of Human Resource programs from the presently employed
Management employees etc to work.
The main objective of human resource Human resource planning is a program through
management is to ensure the official benefit which the attainment, development and
from the investment made on the employees of maintenance of labour and employee classes and
the company and to reduce the financial risk. their effective use.

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General Studies Paper-3 Human Resources Development
Planning Process It is important that productivity planning is
Identifying physical and intellectual capacity achieved through progress methods and
and efficiency. technological changes, and economic incentives,
To provide training for possible development funds are prominent in this pen.
and enhancement of available capacity. Objective- Maximum economic benefit at
To provide new diversions of economic minimum cost.
development and empowerment by linking Determinant factor-
appropriate production units with the conditions i. Selection of right person.
of proper work. ii. Entrepreneurship and efficiency.
Planning objectives iii. Available working conditions and motivations.
Human resources planning make it possible to Measure to increase productivity
forecast the manpower requirement in the Incentives.
institution. Therefore, it can be easily obtained Motivation.
in the appropriate amount of skilled qualified Improvement in work status.
employees at the time of need of the Easy availability of opportunity.
organization/organization. Skill development and training.
Human resource planning is to train the Development programs.
appointed employees and make them more Effective constructive service.
efficient for the tasks of the institution and Different Trends in Employment
develops them. Different trends in employment refer to the
Maximum use of employees to reduce labour distribution of employment in a country or state
cost per unit. and in which areas.
Employee welfare programs can be made more The main objective of analyzing the trend of
effective by human resource planning. employment is to do sector wise analysis of total
Strengthening industrial relations, etc. employment in the economy, so that the future
Need of planning oriented policies and programs regarding
To reduce employee costs. employment can be formulated.
To make employee development programs Basis for Analyzing Trends of Employment
effective. Labour force participation rate.
Management skills. Employment in formal sectors.
For the basis of national manpower planning. Employment in informal sector.
To reduce industrial disturbances. Employment in organized sectors.
Productivity of Human resource Employment in unorganized sectors.
The productivity in any institution organization Women work force participation rate.
means achieving maximum productivity by Employment in rural areas.
reducing labour costs. Employment in urban areas.
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General Studies Paper-3 Human Resources Development
Probable Questions
1. Very Short Questions
High Skilled manpower. Skill Sarathi.
Unskilled labour. Indian institute of skills.
Semi-skilled labour. Ministry of skill Development and
Demographic dividend. Entrepreneurship.
Workforce engagement rate. Pradhan Mantri Yuva Yojana.
Human capital formation. National Skill Development Corporation.
Availability of skilled human resources. Oversees skill Development Scheme.
Knowledge based economy. Jobless growth.
Human capital formation. AIM
Human resource management. SETU
Features of human resources management. STRIVE
Human resource planning. SANKALP.
Human resource planning process. National Youth policy.
Human resource planning formats. Madhya Pradesh youth policy.
The need for human resource planning. Various trends in employment.
Planning objectives. What is the basis of analysis of employment
Human Resources Productivity. trends?
Practices of employment in the unorganized Human resources Development.
sector. Define skilled manpower. (MPPSC - 2015)
SHREYAS scheme. Prime Minister’s skill development scheme
Ministry of human resources. (MPPSC - 2018)
2. Short Questions
What are Human Resources? And write its purpose.
Objectives of human resources management.
The important of human resource planning and why is it needed?
Critically evaluate the availability of skilled human resources in India.
What are the employment trends in women? (MPPSC - 2018)
What does demographic dividend mean? What does it mean? (MPPSC - 2018)
3. Long Questions
What are human resources? Describe and throw light on its situation in India.
Describe in detail the purpose of human resource management and the factors affecting it.
Explain the characteristics of human resource management and explain its functions.
Comment on the economy of any country depends on the efficiency of development and growth of
human resources.
Write an essay on human resource development in India. (MPPSC - 2014)
How is education helpful in human resource development? Discuss. (MPPSC - 2015)

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