BBA 106 Human Resource Management Notes cover all 4 units of the GGSIPU BBA Semester 2 paper in one 77-page English book: 54 important questions with answer plans, 5 worked numericals and 4 solved case studies. They follow the NEP scheme for the batch admitted in 2024-25 onwards.
Written by Prateek Talwar, Founder, Unnati Educations (ACS, ICSI) · Reviewed by Sheetal Kirola, BBA, B.Ed (DU SOL) · Checked against BBAwef2024_25_200125.pdf (w.e.f. 2024-25) · Updated 13 October 2026 · Editorial policy
Scheme: NEP scheme 2024-25 | Applies to: batch admitted 2024-25 onwards | Verified against: BBAwef2024_25_200125.pdf, w.e.f. academic session 2024-2025
BBA 106 Human Resource Management at a glance: GGSIPU BBA Sem 2 credits, units and exam pattern
| Code and title | BBA 106 Human Resource Management |
|---|---|
| Course and semester | BBA (NEP based), Semester 2 |
| Category and credits | Discipline Specific Course / Major · 4 credits · 4 lecture hours a week |
| Marks | 100: 40 internal (class test 15 + activities 25) + 60 end-term |
| Applies to | Batch admitted 2024-25 onwards |
| End-term pattern | 60 marks; paper-setter instructions for BBA 106 are not printed in the official PDF |
| Exam duration | 3 hours |
| Units | 4, 15 hours each |
| Paired lab | None (theory only) |
HRM is one of three Majors among the nine GGSIPU BBA Semester 2 papers.
Pass and re-appear rules sit in GGSIPU Ordinance 11, not in the BBA syllabus file.
BBA 106 Human Resource Management Notes unit-wise: 54 exam questions, 5 worked numericals and 4 case studies across 4 units
These BBA 106 Human Resource Management IPU notes run from page 7 to page 77. Notes for other papers of the course sit under GGSIPU BBA notes.
The sample PDF above shows the index and one page per unit.
BBA 106 Unit 1: Introduction to Human Resource Management
Unit I (pages 7 to 25) runs from PM versus HRM to Flippo's HR manager functions, Ulrich's four roles and HR policy, then nine emerging challenges from diversity to VRS. Code of conduct, HRIS, e-HRM and the BrightTech Solutions attrition case close it.
Exam Corner: 15 questions and a 14-row revision table.
| Basis | HRIS | e-HRM |
|---|---|---|
| What it is | A system that stores and processes HR data | Web technology used to deliver HR services |
| Users | Mainly HR | HR, managers, all employees |
| Focus | Back-end records | Front-end service and interaction |
| Link | The engine | Built on HRIS |
Quick look: HRIS vs e-HRM (from page 21)
- Basis
- What it is
- HRIS
- A system that stores and processes HR data
- e-HRM
- Web technology used to deliver HR services
- Basis
- Users
- HRIS
- Mainly HR
- e-HRM
- HR, managers, all employees
- Basis
- Focus
- HRIS
- Back-end records
- e-HRM
- Front-end service and interaction
- Basis
- Link
- HRIS
- The engine
- e-HRM
- Built on HRIS
BBA 106 Unit 2: Acquisition of Human Resource
Unit II (pages 26 to 42) follows a hire from forecast to first day: seven-step HRP, Delphi and Markov forecasting, job analysis with a sample JD and JS, recruitment and the nine-step selection chart. Induction, retention and the FreshCart staffing case close it.
Exam Corner: 13 questions; 2 worked numericals in the text.
Quick look: workload analysis in four steps (from page 29)
- Planned output 2,40,000 units ÷ 4,000 units per worker = 60 workers.
- Add 10% for absenteeism: 60 + 6 = 66 workers.
- Expected supply: 50 employed minus 4 retiring = 46.
- Net requirement: 66 − 46 = 20 new workers to recruit.
BBA 106 Unit 3: Training and Development
Unit III (pages 43 to 58) builds a training programme: three-level TNA, the seven-step process and evaluation, then role-specific versus competency-based training with the Iceberg Model. MDPs, training outsourcing, the culture shock U-curve and the MediPlus Hospitals case follow.
Exam Corner: 11 questions; 1 worked numerical (training ROI).
| Level | Question asked | Measured by |
|---|---|---|
| 1. Reaction | Did trainees like it? | Feedback forms, surveys |
| 2. Learning | Did they gain skills? | Pre-test and post-test |
| 3. Behaviour | Do they use it on the job? | Supervisor observation after 2 to 3 months |
| 4. Results | Did the business improve? | Productivity, sales, cost, accident rate |
Quick look: Kirkpatrick's four levels (from page 46)
- Level
- 1. Reaction
- Question asked
- Did trainees like it?
- Measured by
- Feedback forms, surveys
- Level
- 2. Learning
- Question asked
- Did they gain skills?
- Measured by
- Pre-test and post-test
- Level
- 3. Behaviour
- Question asked
- Do they use it on the job?
- Measured by
- Supervisor observation after 2 to 3 months
- Level
- 4. Results
- Question asked
- Did the business improve?
- Measured by
- Productivity, sales, cost, accident rate
BBA 106 Unit 4: Performance Appraisal and Compensation Management
Unit IV (pages 59 to 77) splits into appraisal (ten traditional and seven modern methods, eight rating errors, counselling, transfers, promotions) and pay (incentive plans, fringe benefits, ESOP, pay bands, HR audit), ending with the Sunrise Auto Components case.
Exam Corner: 15 questions and a formula table; 2 worked numericals in the text.
| Item | Halsey | Rowan |
|---|---|---|
| Time wages (8 × 50) | ₹400 | ₹400 |
| Bonus | 50% × 2 × 50 = ₹50 | (2 ÷ 10) × 8 × 50 = ₹80 |
| Total earnings | ₹450 | ₹480 |
| Effective hourly rate | ₹56.25 | ₹60 |
Quick look: Halsey vs Rowan, 10 hours allowed, 8 taken, ₹50 an hour (from page 68)
- Item
- Time wages (8 × 50)
- Halsey
- ₹400
- Rowan
- ₹400
- Item
- Bonus
- Halsey
- 50% × 2 × 50 = ₹50
- Rowan
- (2 ÷ 10) × 8 × 50 = ₹80
- Item
- Total earnings
- Halsey
- ₹450
- Rowan
- ₹480
- Item
- Effective hourly rate
- Halsey
- ₹56.25
- Rowan
- ₹60
On-the-job vs off-the-job training methods in HRM: excerpt from page 49 of the BBA 106 notes
Excerpt from page 49
Two families of training methods
Training methods split into two groups. On-the-job methods train people at the actual workplace: apprenticeship, understudy, job rotation, coaching, mentoring and job instruction training. Off-the-job methods take trainees away from live work: vestibule training, case study, role playing, sensitivity training, in-basket, management games, conferences and seminars, lectures and e-learning. The table sets the two side by side.
| Basis | On-the-job | Off-the-job |
|---|---|---|
| Place | Actual workplace | Classroom, training centre or online |
| Learning | By doing | By understanding concepts |
| Cost | Lower | Higher |
| Production | Continues, may be disturbed | Not disturbed |
| Suits | Operative, skill-based jobs | Managerial and conceptual skills |
On-the-job vs off-the-job training (excerpt, page 49)
- Basis
- Place
- On-the-job
- Actual workplace
- Off-the-job
- Classroom, training centre or online
- Basis
- Learning
- On-the-job
- By doing
- Off-the-job
- By understanding concepts
- Basis
- Cost
- On-the-job
- Lower
- Off-the-job
- Higher
- Basis
- Production
- On-the-job
- Continues, may be disturbed
- Off-the-job
- Not disturbed
- Basis
- Suits
- On-the-job
- Operative, skill-based jobs
- Off-the-job
- Managerial and conceptual skills
1. Apprenticeship training
Classroom teaching is combined with practical work under an experienced master craftsman for a fixed period, usually one to four years, and the apprentice is paid a stipend. It suits skilled trades such as electricians, fitters, plumbers and machinists. Merits: thorough skill learning, earning while learning and a skilled workforce. Demerits: the long duration is costly, and the trainee may leave once trained.
In India, apprenticeship is regulated by the Apprentices Act, 1961, and promoted through NAPS, and through NATS for graduates and diploma holders.
2. Understudy
The trainee is attached to the senior manager he or she will eventually replace, learning by observing and assisting until some duties pass across. It is a succession-planning tool. Merits: smooth succession and practical exposure to real decisions. Demerits: the trainee may copy the senior's bad habits, and a senior who feels threatened may not teach properly.
3. Job rotation
The trainee moves from one job or department to another at planned intervals, which is common for management trainees. Merits: a broad view of the organisation, less boredom, flexible employees and a better fit between person and job. Demerits: frequent shifting can cut productivity, gives no deep specialisation and disturbs departmental work.
Do the BBA 106 notes cover the full GGSIPU syllabus?
Yes. Every topic in the four official BBA 106 units has its own section, plus the case study the syllabus asks for.
| Official unit | Official topics | Where in the notes | Status |
|---|---|---|---|
| Unit I: Introduction to Human Resource Management | HR manager functions; HRM policies; emerging challenges (diversity to work life balance); code of conduct; HRIS and e-HRM | Parts A to F, pages 7 to 22 | Covered |
| Unit II: Acquisition of Human Resource | HR planning dimensions; job analysis, JD and JS; recruitment; selection process, techniques and tools; induction; retention | Parts A to G, pages 27 to 39 | Covered |
| Unit III: Training and Development | Concept; role specific and competency-based training; techniques, apprenticeship to MDPs; training outsourcing; cultural shock | Parts A to H, pages 43 to 55 | Covered |
| Unit IV: Performance Appraisal and Compensation Management | Appraisal; counselling; transfers and promotions; compensation; incentives; fringe benefits; ESOP; pay bands; HR audit; contemporary issues | Parts A to I, pages 59 to 74 | Covered |
BBA 106 official syllabus mapped to the notes
- Official unit
- Unit I: Introduction to Human Resource Management
- Official topics
- HR manager functions; HRM policies; emerging challenges (diversity to work life balance); code of conduct; HRIS and e-HRM
- Where in the notes
- Parts A to F, pages 7 to 22
- Status
- Covered
- Official unit
- Unit II: Acquisition of Human Resource
- Official topics
- HR planning dimensions; job analysis, JD and JS; recruitment; selection process, techniques and tools; induction; retention
- Where in the notes
- Parts A to G, pages 27 to 39
- Status
- Covered
- Official unit
- Unit III: Training and Development
- Official topics
- Concept; role specific and competency-based training; techniques, apprenticeship to MDPs; training outsourcing; cultural shock
- Where in the notes
- Parts A to H, pages 43 to 55
- Status
- Covered
- Official unit
- Unit IV: Performance Appraisal and Compensation Management
- Official topics
- Appraisal; counselling; transfers and promotions; compensation; incentives; fringe benefits; ESOP; pay bands; HR audit; contemporary issues
- Where in the notes
- Parts A to I, pages 59 to 74
- Status
- Covered
Official source: GGSIPU BBA Scheme and Syllabus (NEP), w.e.f. 2024-25. CO5 also names industrial relations, which no unit lists; the notes cover it within HRM scope.
Every course in GGSIPU notes is mapped to its official PDF the same way.
How to write BBA 106 answers: definition-led fifteen-mark answers, comparison tables and case-study responses
HRM answers lose marks when they read like loose points. The notes push three habits.
- Open with two definitions. Flippo and Dessler are the pair the book recommends for HRM. Then write "On the basis of the above definitions..." and move into features, because that linking line is what the examiner looks for.
- Read the verb. "Functions of HR manager" wants the managerial, operative and advisory split; "role of HR manager in a modern organisation" wants Ulrich's four roles with a diagram. For the selection process, draw the nine-step successive-hurdles chart first, then two or three lines per step and a tests table.
- Use the subject's own vocabulary. A competency-based training answer should name competency mapping and the Iceberg Model. A contemporary-issues answer should link each issue to an HR action and cite Indian developments such as the Labour Codes, the DPDP Act 2023 and gig workers.
The Common Mistakes boxes flag traps such as treating recruitment (positive) and selection (negative) as one, calling vestibule training on-the-job, and writing the Halsey bonus as 100% of time saved instead of 50%.
Worked example: a 5 Marks short note on VRS
- Meaning: a package offered so employees retire voluntarily before superannuation, the "Golden Handshake".
- Features: voluntary; minimum age or service (commonly 40 years of age or 10 years of service); lump-sum payment; post usually not refilled.
- Advantages: cuts surplus staff without disputes, lowers the wage bill, brings in younger talent.
- Disadvantages: heavy one-time cost; the best people may leave while weak performers stay.
- Close with one line separating VRS (voluntary, with a package) from retrenchment (forced).
Five headings, one line each, fits a 5 Marks answer. Practise the same format on GGSIPU BBA important questions.
BBA 106 exam corner: 26 fifteen-mark, 19 seven-and-a-half-mark and 9 five-mark questions by unit
| Unit | 15 Marks | 7.5 Marks | 5 Marks | Numericals and case |
|---|---|---|---|---|
| I: Introduction to HRM | 6 | 5 | 4 | BrightTech case |
| II: Acquisition of HR | 6 | 5 | 2 | Workload, attrition; FreshCart case |
| III: Training and Development | 6 | 4 | 1 | Training ROI; MediPlus case |
| IV: Appraisal and Compensation | 8 | 5 | 2 | Halsey vs Rowan, ESOP; Sunrise Auto case |
BBA 106 exam questions and worked material by unit
- Unit
- I: Introduction to HRM
- 15 Marks
- 6
- 7.5 Marks
- 5
- 5 Marks
- 4
- Numericals and case
- BrightTech case
- Unit
- II: Acquisition of HR
- 15 Marks
- 6
- 7.5 Marks
- 5
- 5 Marks
- 2
- Numericals and case
- Workload, attrition; FreshCart case
- Unit
- III: Training and Development
- 15 Marks
- 6
- 7.5 Marks
- 4
- 5 Marks
- 1
- Numericals and case
- Training ROI; MediPlus case
- Unit
- IV: Appraisal and Compensation
- 15 Marks
- 8
- 7.5 Marks
- 5
- 5 Marks
- 2
- Numericals and case
- Halsey vs Rowan, ESOP; Sunrise Auto case
- Unit I: What is downsizing? How should HR manage it? [7.5 Marks] Pointer: reasons, methods, survivor syndrome, HR-role table.
- Unit II: Distinguish between job description and job specification. [7.5 Marks] Pointer: comparison table, then a sample JD and JS for a sales executive.
- Unit III: Differentiate between coaching and mentoring. [5 Marks] Pointer: five-point table plus reverse mentoring.
- Unit IV: What are the common errors in performance appraisal? How can they be reduced? [7.5 Marks] Pointer: errors table from halo to contrast, then remedies like rater training and BARS.
The BBA 106 notes give answer plans for 26 questions marked 15 Marks, 19 marked 7.5 Marks and 9 marked 5 Marks across 4 units, plus 5 worked numericals and 4 case studies.
More practice sits in the BBA 106 important questions.
Who writes and checks the BBA 106 HRM notes?
- Prateek Talwar, author. Founder, Unnati Educations. Associate Company Secretary (ACS), ICSI, membership no. 58704, since 15 May 2019; B.Com, University of Delhi (SOL), 2012. Author profile
- Sheetal Kirola, subject reviewer. She holds a BBA and a B.Ed from the School of Open Learning, University of Delhi (DU SOL), specialises in BBA and B.Ed subjects, and has 6 years of experience.
The 2026-27 edition of these GGSIPU BBA Sem 2 Human Resource Management notes follows the NEP scheme from 2024-25 and includes the Code on Social Security 2020 and OKRs. Last updated 13 October 2026 under our editorial policy.
The same team prepares GGSIPU important questions for every course.
BBA 106 and the GGSIPU BBA Sem 2 papers it connects to
BBA 106 has no paired lab; Semester 2 credits are listed on the GGSIPU BBA syllabus page.
- Units II and IV → BBA 108 Business Communication (interview and promotion letters).
- Unit III apprenticeship → BBA 116 Industrial Skill-Based Training/Apprenticeship.
- Unit I e-HRM → BBA 112 E-Commerce and its lab BBA 114.
Also in Semester 2: BBA 102 Marketing Management, BBA 104 Decision Techniques for Business, and BBA 110 MOOC or BBA 118 Indian Knowledge Systems.
BBA 106 HRM notes FAQs
How do I get the full BBA 106 notes?
Message the Unnati Educations GGSIPU desk on WhatsApp at 9899436384 using the "Get Full Notes" button. The BBA 106 notes are sold only as a printed book of 77 pages; they are not available as a PDF. The team confirms the edition, the 2024-25 scheme it follows and the delivery details on WhatsApp before you order.
What is the passing mark for BBA 106 Human Resource Management?
BBA 106 is marked out of 100: 40 internal and 60 end-term. The internal 40 is a 15-mark class test plus 25 marks from at least two activities such as assignments, presentations or viva. The BBA scheme file does not print a pass percentage, so check the end-term minimum and re-appear rules in GGSIPU Ordinance 11 on ipu.ac.in.
Which BBA 106 unit has the most exam questions in the notes?
Units I and IV are level at 15 questions each, but Unit IV carries the most long answers: 8 of its 15 are marked 15 Marks. It also holds the Halsey and Rowan numerical. Unit III is the shortest at 11 questions, and Unit II has 13, with the workload and attrition calculations in the text.
Do the BBA 106 notes follow the NEP 2024-25 BBA scheme?
Yes. The BBA 106 notes are mapped to the GGSIPU BBA Scheme and Syllabus (NEP based) that applies from academic session 2024-25, where Human Resource Management is a 4-credit Major paper in Semester 2. The four unit titles, the 15 teaching hours per unit and the five course outcomes in the notes match the official file.
Does BBA 106 have a lab or practical paper?
No. BBA 106 is a theory paper with 4 lecture hours a week, 15 teaching hours per unit, and no paired lab. The only Semester 2 lab is BBA 114 E-Commerce Lab, which belongs to the BBA 112 E-Commerce paper. Practice in these notes comes through four solved case studies, worked numericals and answer plans instead.
Are case studies included in the BBA 106 notes?
Yes. The BBA 106 syllabus says case studies are to be covered relevant to the concepts, so each unit ends with one solved case: BrightTech Solutions on attrition and downsizing, FreshCart on staffing new dark stores, MediPlus Hospitals on training, and Sunrise Auto Components on appraisal and pay. Each case has questions and suggested answer points.
Get the full BBA 106 Human Resource Management Notes on WhatsApp
| Unit | Book pages | Exam questions | Case study |
|---|---|---|---|
| I: Introduction to HRM | 7 to 25 (19 pages) | 15 | BrightTech Solutions |
| II: Acquisition of HR | 26 to 42 (17 pages) | 13 | FreshCart |
| III: Training and Development | 43 to 58 (16 pages) | 11 | MediPlus Hospitals |
| IV: Appraisal and Compensation | 59 to 77 (19 pages) | 15 | Sunrise Auto Components |
What the full BBA 106 notes book contains, unit by unit
- Book pages
- 7 to 25 (19 pages)
- Exam questions
- 15
- Case study
- BrightTech Solutions
- Book pages
- 26 to 42 (17 pages)
- Exam questions
- 13
- Case study
- FreshCart
- Book pages
- 43 to 58 (16 pages)
- Exam questions
- 11
- Case study
- MediPlus Hospitals
- Book pages
- 59 to 77 (19 pages)
- Exam questions
- 15
- Case study
- Sunrise Auto Components
The full notes are one 77-page printed book of Human Resource Management notes in English, with 54 answer plans. Book form only, not a PDF; order and delivery details on WhatsApp.
Order the BBA 106 notes book on WhatsApp (4 units, 77 pages)
Unnati Educations is an independent education provider based in Vikaspuri, Delhi. We are not affiliated with, authorised by, or endorsed by Guru Gobind Singh Indraprastha University (GGSIPU). 'GGSIPU' and 'IPU' are used only to describe the syllabus our notes follow. For official information, visit ipu.ac.in.
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