--- title: "Appropriate vs inappropriate human resources" subject: "Organization and Management" chapter: 7 key: "semester_7/organization_and_management:human-resources-appropriate" source: https://www.bctengineer.com/q/semester_7/organization_and_management/human-resources-appropriate site: BCT Engineering --- # Appropriate vs inappropriate human resources Organization and Management · Chapter 7: Personal Management - Asked in: 2073 Shrawan, 8 marks - Answer checked by Claude Opus 5.5 (high effort) on 2026-10-14 - Page: https://www.bctengineer.com/q/semester_7/organization_and_management/human-resources-appropriate - Whole chapter: https://www.bctengineer.com/md/semester_7/organization_and_management/chapter-7 ## Question What is the difference between appropriate and inappropriate human resources? List out some ideas to elaborate them concerning "Human Resources Management". ## Short answer Appropriate human resources match the job in knowledge, skill, attitude and values, giving high productivity and low turnover; inappropriate resources cause errors, rework and low morale. HRM ideas include manpower planning, job analysis, merit-based recruitment, induction, training, appraisal, motivation, career planning, employee relations, welfare and legal compliance. ## Answer #### Appropriate vs inappropriate human resources Appropriate human resources are people whose knowledge, skill, attitude and values match the job and the organization's needs. Inappropriate human resources are those who lack the needed skills or attitude, or whose qualifications do not suit the post. | Basis | Appropriate | Inappropriate | |---|---|---| | Fit with job | Matches job specification | Mismatch (over- or under-qualified) | | Productivity | High quality and quantity | Low, with errors and rework | | Attitude | Positive, committed | Careless, negative | | Learning | Quick | Slow or resistant | | Cost | Training cost recovered | Loss, high turnover | | Morale effect | Improves team | Lowers team morale | | Turnover | Low | High | #### Ideas concerning Human Resources Management (HRM) 1. **Manpower planning:** Estimate the number and type of staff needed, based on the strategy. 2. **Job analysis:** Prepare the job description and specification, so the right person can be matched. 3. **Fair and merit-based recruitment and selection** (open advertisement, written tests, structured interviews), avoiding nepotism. 4. **Induction and placement:** Right person in the right job. 5. **Training and development:** Convert inappropriate into appropriate resources by upgrading skills. 6. **Performance appraisal and feedback,** with promotion for achievers and action for poor performers. 7. **Motivation and compensation:** Fair pay, incentives and recognition. 8. **Career planning and retention** to prevent brain drain in Nepal. 9. **Employee relations and welfare:** Safe workplace, social security, grievance handling. 10. **Ethical and legal compliance** with the Labour Act, 2074. Careful HRM turns people into the organization's most valuable asset. ## Check yourself The answer's key points as multiple-choice questions, with the correct option and why. 1. Which describes an appropriate human resource? A. Anyone with the highest degree B. Person whose knowledge, skill, attitude and values match the job and organization needs C. Person who accepts the lowest pay D. Person recommended by a senior Answer: B. Appropriateness is about fit of skills, attitude and values with the job and organization. (Key point: Appropriate human resource) 2. What is a typical effect of inappropriate human resources? A. Training cost is recovered B. Quick learning C. Low productivity, rework and high turnover D. Improved team morale Answer: C. Inappropriate staff produce low output, errors and rework, and turnover is high. (Key point: Effects of inappropriate HR) 3. Which HRM activity converts an inappropriate resource into an appropriate one through skill upgrading? A. Training and development B. Induction only C. Payroll D. Job rotation of managers Answer: A. Training and development upgrades skills and so makes the resource appropriate. (Key point: Turning inappropriate to appropriate) 4. Why is job analysis done in HRM? A. To fix the retirement age B. To prepare job description and specification so the right person can be matched C. To reduce the number of applicants D. To calculate bonus Answer: B. Job description and specification from job analysis allow matching the right person to the job. 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