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DRIVE-SPRING 2014
PROGRAM-MBADS (SEM
3/SEM 5) MBAFLEX/ MBAN2 (SEM 3) PGDHRMN (SEM 1)
SUBJECT CODE &
NAME-MU0012 – Employee Relations Management
BK ID-B1734
CREDIT & MARKS-4
Credits, 60 marks
Q1. Define
Strategy. Describe the different strategy levels in an organization
(Definition of
Strategy, Explain the different strategy levels in an organization) 2, 8
Answer.
Strategy
Johnson and Scholes define
strategy as “The direction and scope of an organisation over the long-term;
which achieves advantages for the organisation through its configuration of
resources within a changing environment, to meet the needs of markets and to
fulfil stakeholders’ expectations.”
Q2. Define
Organizational Culture. Discuss the dimensions of organizational culture.
Explain Charles Handy’s classification of organizational culture
(Definition of
organizational culture, Explain the dimensions of organizational culture, Explain
Charles Handy’s classification) 2, 5, 3
Answer.
Organizational
culture
Organisational culture describes
the psychology, attitude, experiences, beliefs and values of an organisation.
According to Hill and Gareth (2001), organisational culture is defined as ‘the
specific collection of values and norms that are shared by people and groups in
an organisation and that control the way they interact with each other and with
stakeholders outside the organisation’.
Q3. Define
Disciplinary procedure. Explain the various factors to be considered while
analyzing a disciplinary problem
(Definition of
Disciplinary procedure, Explaining the factors in analyzing a disciplinary problem)
2, 8
Answer.
Disciplinary
procedure
Disciplinary
procedure is a step-by-step process which an organisation follows while dealing
with indiscipline of any kind. It is a good practice for organisations to
establish a proper disciplinary procedure in order to ensure just decisions. A
disciplinary procedure includes a formal system of documented warnings and
hearings, with rights of representation and appeal at each stage. Disciplinary
procedures have to be fair and transparent in order to avoid legal complications.
Caution has to be taken as disciplinary procedures have to be directed against
the employee’s
Q4. What do you
mean by Human Resource Information System (HRIS)? Describe the various modules
of HRIS. Discuss some of the HRIS software.
(Definition of HRIS,
Explain any five modules of HRIS, Describe any three examples of HRIS software)
2,5,3
Answer.
Human Resource
Information Systems
They
are online applications which enable organisations to store, track and
manipulate data according to the needs of the HR, payroll and accounts, and
other operations within an organisation. Such employee relationship management
tools establish a centralised approach to managing employees distributed across
the globe.
Q5. As an HR of a
Company, you are asked to focus on the causes of Grievance and the Grievance
handling procedure. What according to you are the reasons of Grievance? Explain
the pre-requisites you will consider while addressing Grievance Explain the
causes of Grievance
(Explain the
essential pre-requisites of a Grievance Handling procedure, causes of Grievance)4,6
Answer.
Essential
pre-requisites of a Grievance Handling procedure
Every organisation needs a
methodical grievance redressal procedure in order to resolve grievances
effectively. Unresolved grievances may end in the form of aggressive conflicts
later on. We have learnt about the various steps
Q6. Write a brief
note on the following:
a) Trait theory
b)ERG theory
(Meaning and
concept of Trait theory, Meaning and concept of ERG theory)5,5
Answer.
a) Trait theory
This theory uses traits
(characteristics) to distinguish between
leaders and non-leaders. The traits associated with leadership according to
this theory. The traits that indicate strong leadership are as follows:
Intelligence: This refers to the mental ability
of a person and is only a moderate predictor of leadership. The Intelligence
Quotient (IQ) of a person can be used as a qualifier for high management jobs,
but once the high
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