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DRIVE-SPRING
2014
PROGRAM-MBADS/
MBAFLEX/ MBAHCSN3/ MBAN2/ PGDBAN2
SEMESTER-1
SUBJECT
CODE & NAME-MB0043 –Human Resource Management
Q1.
Explain the objectives and methods of Training. (Explaining the objectives of
Training, Explaining the methods of Training) 6, 4
Answer.
Training
and its objectives
Training
enhances the skills and capabilities of employees in an organisation.
The
main objectives of training are:
Improving
employee performance: When an employee is recruited by an organisation, he
might not have all the skills required to carry out his job. Training at this
stage helps him learn his job faster and ensures better performance.
Q2.
Discuss the elements of a Career Planning Programme. Explain some of the
benefits of a Career Planning program to an organization. (Elaborate the
elements of a Career Planning Programme, Explaining the benefits of a Career
Planning Programme) 4, 6
Answer.
Elements
of a Career Planning Programme
There
are four distinct elements of career planning programme:
·
Individual assessment and need analysis
·
Organisational assessment and opportunity analysis
·
Need – opportunity alignment
·
Career counselling
Individual
assessment and need analysis
Many
people begin their careers without any formal assessment of their abilities,
interests, career needs and goals. This phenomenon of people entering their
jobs, occupations and careers with little attention to career planning and then
feeling disengaged is known as career drift.
Q3.
Explain the process of Job Analysis. Discuss the methods of Job Analysis.
(Definition of Job Analysis, Explaining in brief the methods of Job Analysis)
3, 7
Answer.
Job
Analysis
Job analysis is the process of determining and recording all the
pertinent information about a specific job, including the tasks involved, the
knowledge and skill set required to perform the job, the responsibilities
attached to the job and abilities required to perform the job successfully. Job
analysis is a process to identify and determine in detail the particular job
duties and requirements and the relative importance of these duties for a given
job. It is a process where judgements are made from data collected on a job. An
important concept of job analysis is that the analysis is conducted of the job
and not the person. While job analysis data may be collected from incumbents
Q4.
Discuss the objectives of Discipline. Explain the Action –penalties of Discipline.
(Objectives of Discipline, Explaining the action-penalties of Discipline) 3, 7
Answer.
Meaning
and Objectives of Discipline
Discipline
is employee self-control which prompts him/her to willingly cooperate with the
organisational standards, rules, objectives, etc. Discipline is best defined as
the observation of principles, rules or any other laid down procedures,
practices, written or otherwise in the organisation by the employees or group
of employees, to whom these apply, for smooth and effective functioning of the
organisation.
Q5
Suppose you have joined as an HR and you have been assigned a task to carry out
the grievance handling procedure in your organization. What according to you
are the causes of Grievance? Describe in detail the Grievance handling
procedure
(Causes
of Grievance, Explain the Grievance handling procedure)
Answer.
Causes
of Grievance
Grievances can arise out of the
day to day working relations in an organization. Relations with supervisors and
Colleagues also determine
employee’s job satisfaction. Grievances may occur for a number of reasons:
(a) Economic: Wage
fixation, over time bonus, wage revision etc.
Employees may feel that they are
paid less when compared to others.
Q6. Write a short
note on the following:
A) Index /Trend
Analysis
B) Delphi Technique
(Meaning and steps
involved in Index /Trend Analysis, Meaning and procedure of Delphi Technique)
5, 5
Answer:
A)
Index/Trend analysis
Trend
analysis forecasts the requirement for additional manpower by projecting trends
of the past and present to the future. It makes use of operational indices for
this.
·
Historical relationship between the operational index
and the Demand for Labour.
·
Operational indices used are:
–
Sales
–
Number of units produced
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