MS-112 Human Resource Management Notes from Unnati Educations cover all 4 units of the GGSIPU MBA Semester 2 paper in 44 pages, from HRM models and HR planning to appraisal, HRIS and moonlighting. They carry 20 numbered diagrams and 31 important exam questions, mapped to the MBA scheme for batches admitted from 2021-22 onwards.
Written by Prateek Talwar, Founder, Unnati Educations · Checked against MBA Scheme and Syllabus 2021-22 onwards (Approved by AC Sub Committee), GGSIPU · Updated 13 October 2026 · Editorial policy
Scheme: MBA Scheme and Syllabus 2021-22 onwards | Applies to: batches admitted in academic session 2021-22 onwards | Verified against: GGSIPU MBA Scheme of Examination & Syllabi, First and Second Semesters (w.e.f. 2021-2022 Academic Session)
MS-112 Human Resource Management at a glance: GGSIPU MBA Sem 2 credits, units and exam pattern
MS-112 is a three-credit lecture paper that sits with eight other GGSIPU MBA Semester 2 papers.
| Code and title | MS-112 Human Resource Management |
|---|---|
| Course and semester | MBA, Semester 2 |
| Type and credits | Core/ Open Elective · L-3, T/P nil · 3 credits |
| Marks | 100: 25 internal (class test 15 + assignments and participation 10) + 75 end-term |
| Applies to | Batches admitted from academic session 2021-22 onwards |
| End-term pattern | Paper-setter instructions are not printed in the official PDF |
| Exam duration | 3 hours |
| Units and teaching hours | 4 units: 6 + 16 + 10 + 10 = 42 hours |
| Paired lab | None |
No pass percentage is printed for MS-112; end-term minimums and re-appear rules sit in Ordinance 11 (examinations and results).
MS-112 Human Resource Management Notes unit-wise: 31 important questions and 20 diagrams across 4 units
Each unit closes with a revision table and its own question list; four content pages are open in the sample PDF above. Notes for every other MBA paper sit under GGSIPU MBA notes.
MS-112 Unit 1: Introduction to Human Resource Management
Pages 3 to 12, 7 sections, 6 diagrams, 7 important questions. Four definitions, personnel management versus HRM, NIPM's three-part scope, five HRM models with merits and demerits, Ulrich's four HR roles and the HR manager's duties to organisation, employees and society.
| Model | Proponents | Key idea | Hard or soft |
|---|---|---|---|
| Matching (Michigan) | Fombrun, Tichy, Devanna (1984) | HR cycle fitted to strategy | Hard |
| Harvard | Beer et al. (1984) | Stakeholders, situational factors, 4 Cs | Soft |
| Guest | David Guest (1987) | HR practices lead to commitment, performance, profit | Soft (testable) |
| Warwick | Hendry and Pettigrew (1990) | Outer and inner context, change process | Analytical |
Quick look: four HRM models compared (from page 10)
- Model
- Matching (Michigan)
- Proponents
- Fombrun, Tichy, Devanna (1984)
- Key idea
- HR cycle fitted to strategy
- Hard or soft
- Hard
- Model
- Harvard
- Proponents
- Beer et al. (1984)
- Key idea
- Stakeholders, situational factors, 4 Cs
- Hard or soft
- Soft
- Model
- Guest
- Proponents
- David Guest (1987)
- Key idea
- HR practices lead to commitment, performance, profit
- Hard or soft
- Soft (testable)
- Model
- Warwick
- Proponents
- Hendry and Pettigrew (1990)
- Key idea
- Outer and inner context, change process
- Hard or soft
- Analytical
MS-112 Unit 2: Human Resource Planning
Pages 13 to 25, 10 sections, 6 diagrams, 9 important questions (also covered as "Human Resource Planning & HR Processes"). The six-step HRP process, forecasting from Delphi to Markov analysis, job design, recruitment, six selection steps, induction, socialisation, twelve HR trends, digital tools and STAR-based competency selection.
Quick look: the work-study method of demand forecasting (from page 15)
- Planned output 60,000 units × 2 standard man-hours per unit = 1,20,000 man-hours.
- One worker gives 2,000 hours a year, so 1,20,000 ÷ 2,000 = 60 workers are needed.
- 50 workers are on roll, but 10% turnover is expected, so 5 will leave and 45 remain.
- Net requirement = 60 − 45 = 15 workers to recruit.
MS-112 Unit 3: Development and Career Management
Pages 26 to 35, 8 sections, 5 diagrams, 8 important questions. ADDIE and Kirkpatrick's four levels, 17 training methods, e-learning forms, career planning, appraisal versus performance management, methods from ranking to OKRs, empowerment and engagement.
| Error | What goes wrong |
|---|---|
| Halo effect | One good trait lifts the ratings on every trait |
| Horn effect | One bad trait pulls every rating down |
| Central tendency | Everyone is rated "average" to play safe |
| Recency effect | Only the last few weeks are judged, not the whole period |
Quick look: common performance appraisal errors (from page 33)
- Error
- Halo effect
- What goes wrong
- One good trait lifts the ratings on every trait
- Error
- Horn effect
- What goes wrong
- One bad trait pulls every rating down
- Error
- Central tendency
- What goes wrong
- Everyone is rated "average" to play safe
- Error
- Recency effect
- What goes wrong
- Only the last few weeks are judged, not the whole period
MS-112 Unit 4: Contemporary Issues in HR
Pages 36 to 43, 6 sections, 3 diagrams, 7 important questions. Work-life balance through Clark (2000), HRIS components and ten modules, happiness at work, Douglas Hall's protean career, moonlighting through the 2022 Wipro case, and Loden and Rosener's diversity dimensions.
| Type | Meaning |
|---|---|
| Blue moonlighting | Tries for an extra job but earns nothing extra |
| Quarter moonlighting | Small part-time work, such as tuition |
| Half moonlighting | Extra work brings about half the main income |
| Full moonlighting | Two full-time jobs at the same time |
Quick look: types of moonlighting (from page 40)
- Type
- Blue moonlighting
- Meaning
- Tries for an extra job but earns nothing extra
- Type
- Quarter moonlighting
- Meaning
- Small part-time work, such as tuition
- Type
- Half moonlighting
- Meaning
- Extra work brings about half the main income
- Type
- Full moonlighting
- Meaning
- Two full-time jobs at the same time
MS-112 exam corner: 31 important questions by unit, from HRM models to moonlighting
The notes print no marks labels or year tags, so these are exam-style practice questions.
| Unit | Important questions | Numbered diagrams | Where the question list sits |
|---|---|---|---|
| Unit 1: HRM models and roles | 7 | 6 | Page 12 |
| Unit 2: HRP and hiring | 9 | 6 | Page 25 |
| Unit 3: Training and appraisal | 8 | 5 | Page 35 |
| Unit 4: WLB to diversity | 7 | 3 | Pages 42 to 43 |
MS-112 important questions, diagrams and revision aids per unit
- Unit
- Unit 1: HRM models and roles
- Important questions
- 7
- Numbered diagrams
- 6
- Where the question list sits
- Page 12
- Unit
- Unit 2: HRP and hiring
- Important questions
- 9
- Numbered diagrams
- 6
- Where the question list sits
- Page 25
- Unit
- Unit 3: Training and appraisal
- Important questions
- 8
- Numbered diagrams
- 5
- Where the question list sits
- Page 35
- Unit
- Unit 4: WLB to diversity
- Important questions
- 7
- Numbered diagrams
- 3
- Where the question list sits
- Pages 42 to 43
- Explain the Harvard model of HRM. How is it different from the Michigan (Matching) model? Pointer: stakeholders, policy choices and the 4 Cs versus Michigan's hard HR cycle (pages 7 to 8).
- Explain the sources of recruitment. Compare internal and external recruitment. Pointer: both source lists, then a merits grid (pages 20 to 21).
- Distinguish between performance appraisal and performance management. Pointer: Flippo's periodic rating against Aguinis's continuous process (pages 30 to 31).
- What is moonlighting? Discuss its causes and how organisations should manage it. Pointer: definition, the 2022 Wipro case, reasons and policy steps (pages 40 to 41).
The MS-112 notes list 31 important exam questions across 4 units (7, 9, 8 and 7), backed by 20 numbered diagrams and a quick revision table at the end of each unit.
More practice sits in the MS-112 important questions.
Job description, job specification and job evaluation in HRM: excerpt from page 18 of the MS-112 notes
Excerpt from page 18
Job description
A job description is a written statement of what the job holder does, how it is done, under what conditions and why. It is job-oriented. It lists job identification (title, code, department, reporting line), a short summary, main duties, relationships, working conditions such as hours and hazards, and the tools and performance standards (KRAs and KPIs) of the role.
Job specification
A job specification states the minimum acceptable human qualities needed to do the job well. It is person-oriented and goes straight into recruitment and selection. It covers education and qualifications, type and years of experience, technical, computer, language and communication skills, physical needs such as stamina or eyesight where relevant, and personal traits like judgement, initiative, leadership and emotional stability.
| Basis | Job description | Job specification |
|---|---|---|
| Focus | The job | The person |
| Contents | Title, summary, duties, working conditions, relationships | Education, experience, skills, physical and personal traits |
| Main use | Job evaluation, appraisal, training, induction | Recruitment and selection |
| Answers | What is to be done? | Who can do it? |
Job description versus job specification (excerpt, page 18)
- Basis
- Focus
- Job description
- The job
- Job specification
- The person
- Basis
- Contents
- Job description
- Title, summary, duties, working conditions, relationships
- Job specification
- Education, experience, skills, physical and personal traits
- Basis
- Main use
- Job description
- Job evaluation, appraisal, training, induction
- Job specification
- Recruitment and selection
- Basis
- Answers
- Job description
- What is to be done?
- Job specification
- Who can do it?
Job evaluation
Job evaluation is a systematic process of finding the relative worth of jobs inside an organisation so that a fair, rational pay structure can be built. It rates the job, not the job holder. The ILO describes it as comparing the demands that normal performance of a job makes on normal workers, without looking at individual ability or performance.
Its objectives are to arrange jobs in a hierarchy by relative worth, to secure internal equity ("equal pay for equal work") and remove pay anomalies, to build a logical wage and salary structure with grades, to cut grievances over pay and give collective bargaining a common basis, and to support salary surveys and pay fixation for new jobs.
Do the MS-112 notes cover the full GGSIPU syllabus?
Yes. Every topic in the four official MS-112 units has its own section in the notes; the check below found no gaps.
| Official unit | Official topics | Where in the notes | Status |
|---|---|---|---|
| Unit I: Introduction to Human Resource Management (6 hours) | Concept, nature, scope, functions; HRM models, merits and demerits; HR managers' roles and responsibilities | Sections 1 to 7, pages 3 to 12 | Covered |
| Unit II: Human Resource Planning (16 hours) | Forecasting manpower, techniques; designing jobs; job analysis; job evaluation; recruitment, selection, induction, socialisation; emerging trends; digital tools; competency-based selection | Sections 1 to 10, pages 13 to 25 | Covered |
| Unit III: Development and Career Management (10 hours) | Training and development, types; training versus development; e-learning; employee development; performance appraisal and management; empowerment, engagement | Sections 1 to 8, pages 26 to 35 | Covered |
| Unit IV: Contemporary Issues in HR (10 hours) | Work-life balance; HRIS; happiness at work; protean career; moonlighting; workforce diversity | Sections 1 to 6, pages 36 to 43 | Covered |
MS-112 official syllabus mapped to the notes
- Official unit
- Unit I: Introduction to Human Resource Management (6 hours)
- Official topics
- Concept, nature, scope, functions; HRM models, merits and demerits; HR managers' roles and responsibilities
- Where in the notes
- Sections 1 to 7, pages 3 to 12
- Status
- Covered
- Official unit
- Unit II: Human Resource Planning (16 hours)
- Official topics
- Forecasting manpower, techniques; designing jobs; job analysis; job evaluation; recruitment, selection, induction, socialisation; emerging trends; digital tools; competency-based selection
- Where in the notes
- Sections 1 to 10, pages 13 to 25
- Status
- Covered
- Official unit
- Unit III: Development and Career Management (10 hours)
- Official topics
- Training and development, types; training versus development; e-learning; employee development; performance appraisal and management; empowerment, engagement
- Where in the notes
- Sections 1 to 8, pages 26 to 35
- Status
- Covered
- Official unit
- Unit IV: Contemporary Issues in HR (10 hours)
- Official topics
- Work-life balance; HRIS; happiness at work; protean career; moonlighting; workforce diversity
- Where in the notes
- Sections 1 to 6, pages 36 to 43
- Status
- Covered
Source: MBA Scheme and Syllabus 2021-22 onwards (Approved by AC Sub Committee). The Storey model and Ulrich's 2005 roles are extras beyond the printed list.
Every course in GGSIPU notes is mapped to its official PDF the same way before release.
Who writes and checks the MS-112 HRM notes?
- Prateek Talwar, author of these MS-112 notes · Founder, Unnati Educations · Associate Company Secretary (ACS), ICSI, since 15 May 2019 · B.Com, University of Delhi (School of Open Learning), 2012 · author page
These MS-112 Human Resource Management IPU notes are mapped to the GGSIPU MBA scheme for batches admitted from 2021-22 onwards. The 2026-27 edition has 31 sections, 20 diagrams and case boxes on Infosys, Wipro, Tata Steel and Taj Hotels. Last updated 13 October 2026; see our editorial policy.
The same team prepares GGSIPU important questions for every course.
MS-112 and the GGSIPU MBA Sem 2 papers it connects to
MS-112 has no lab paper; the full semester list, with credits for each paper, is on the GGSIPU MBA syllabus page.
- MS-110 Management of Information Systems: the HRIS modules in Unit 4 are an HR use of the systems taught here.
- MS-116 Professional Skill Development (NUES): its interview practice is the candidate side of the STAR interviews in Unit 2.
- MS-106 Business Research: engagement surveys such as Gallup Q12 in Unit 3 rest on its scale design.
- Other papers you study alongside these GGSIPU MBA Sem 2 Human Resource Management notes: MS-102 Technology and Innovation Management, MS-104 Financial Management, MS-108 Sustainable Operations Management, MS-114 Minor Project and MS-118 MOOC/Open Elective.
How to write MS-112 answers: definition-led theory answers with models, diagrams and comparison tables
MS-112 is fully theory, so structure earns marks. These Human Resource Management notes in English use one pattern: named definition, chart, short explanation, then a comparison table or Indian example.
- Quote the right author. The notes say to learn Flippo's HRM definition word for word, as it lists all six operative functions.
- Diagram first. For functions of HRM, draw Fig 1.2, then explain each function in two or three lines; the same suits the HRP process (Fig 2.1).
- Use "Basis" tables for every "distinguish" question, as the notes do for PM versus HRM and induction versus socialisation.
- Keep look-alikes apart. Job evaluation rates the job; appraisal rates the employee. Enlargement is horizontal, enrichment vertical.
Worked example: "Distinguish between training and development." Open with Flippo's line on training, then tabulate four bases: focus (present job versus future roles), time frame, skills (technical versus conceptual) and meant for (non-managers versus managers). Close with the notes' memory line: training is "how to do", development "who to become".
Practise this format on GGSIPU MBA important questions.
MS-112 HRM notes FAQs
How do I get the full MS-112 notes?
The full MS-112 Human Resource Management notes are sold as a printed book only; they are not available as a PDF. Send a message on WhatsApp to 9899436384 with the code MS-112, and the team will confirm the book, delivery details and your order. Before ordering, open the six-page sample PDF at the top of this page to check the layout and diagrams.
Which unit of MS-112 takes the most pages in the notes?
Unit 2, Human Resource Planning, is the longest MS-112 unit in the notes. It runs from page 13 to page 25, has 10 sections, 6 diagrams and 9 important questions. That matches the official scheme, which gives Unit 2 sixteen of the paper's 42 teaching hours for planning, job analysis, hiring and HR trends. It also holds the work-study worked example.
Do the MS-112 notes follow the current GGSIPU MBA scheme?
The MS-112 notes are mapped to the GGSIPU MBA Scheme and Syllabus for batches admitted from 2021-22 onwards, which lists MS-112 in Semester 2 with 3 credits. All four official units have a section in the notes. If your batch was told of a newer MBA scheme, check the MS-112 unit list with your college first.
What are the passing marks for MS-112?
MS-112 is marked out of 100: 25 internal and 75 end-term, as the MBA scheme sets for all theory courses. The internal 25 is a class test of 15 plus 10 for assignments, presentations, viva, group discussion or class participation. The scheme PDF does not state a pass percentage, so we do not give one. End-term minimums and re-appear rules are in GGSIPU Ordinance 11 on ipu.ac.in.
Which HRM models do the MS-112 notes explain?
The MS-112 notes explain five HRM models on pages 7 to 10: the Michigan matching model, the Harvard model with its 4 Cs, the Guest HRM-performance chain, the Warwick model and the Storey model. Each one has a merits and demerits table, as the official Unit 1 asks, and page 10 compares all five in one view. Ulrich's four HR roles follow straight after.
Is MS-112 a core paper or an open elective?
The GGSIPU MBA scheme lists MS-112 Human Resource Management as "Core/ Open Elective" in Semester 2, with 3 lecture hours a week and 3 credits. The open elective label means institutes may also offer it to students of other programmes. For MBA students it is a regular Semester 2 paper, with no tutorial hours and no paired lab.
Get the full MS-112 Human Resource Management Notes on WhatsApp
The complete MS-112 book is 44 pages, sold as a printed book only, not a PDF. Order and delivery details are confirmed on WhatsApp.
| Unit | Pages | Sections | Diagrams | Important questions |
|---|---|---|---|---|
| Unit 1: Introduction to HRM | 3 to 12 (10) | 7 | 6 | 7 |
| Unit 2: Human Resource Planning | 13 to 25 (13) | 10 | 6 | 9 |
| Unit 3: Development and Career Management | 26 to 35 (10) | 8 | 5 | 8 |
| Unit 4: Contemporary Issues in HR | 36 to 43 (8) | 6 | 3 | 7 |
MS-112 full notes: pages and content per unit
- Pages
- 3 to 12 (10)
- Sections
- 7
- Diagrams
- 6
- Important questions
- 7
- Pages
- 13 to 25 (13)
- Sections
- 10
- Diagrams
- 6
- Important questions
- 9
- Pages
- 26 to 35 (10)
- Sections
- 8
- Diagrams
- 5
- Important questions
- 8
- Pages
- 36 to 43 (8)
- Sections
- 6
- Diagrams
- 3
- Important questions
- 7
Order the full MS-112 notes book on WhatsApp (4 units, 44 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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