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DRIVE--Fall
2014
PROGRAM-MBADS
(SEM 3/SEM 5) MBAFLEX/ MBAN2 (SEM 3) PGDHRMN (SEM 1)
SUBJECT
CODE & NAME-MU0013 –HR Audit
BK ID-B1735
CREDIT
& MARKS-4 Credits, 60 marks
Q1. Define
Human Resource Planning (HRP).Discuss the objectives of Human Resource
Planning.
(Meaning
of Human Resource Planning., Explain the four main objectives of Human Resource
Planning) 2, 8
Answer.
Meaning
of Human Resource Planning
Human resource
planning is the term used to describe how companies ensure that their staff
comprises the “right person for doing the job”. It includes planning for staff
retention, planning for candidate search, training and skills analysis and much
more. It is the process of acquiring and utilising human resource in an organization.
The main objective is to ensure that an organisation has the right number of
employees in the right place at the right time.
Q2. Suppose
you have joined as an HR and you are asked to carry out the HR Audit process in
your organization. What are the methods you will consider while implementing
the HR Audit process?
(Explain
the methods involved in the HR Audit process) 10
Answer.
Methods
involved in the HR Audit process
Methods used in the HR Audit process are: Interviews
In order to ascertain
what the top management thinks about the future plans and opportunities
available for the company, the auditors conduct individual interviews with the
members of the top management. The top management
can provide a
perspective for a good HR audit. To collect information about the effectiveness
of the Human Resource Development System, organisational culture, skills,
styles, etc., auditors conduct group interviews with different level of managers.
Q.3.What are the areas
of HR Audit? Explain any four of them (Listing the areas of HR Audit., Explaining
any four of them.) 1,9
ANS:
Areas of HR Audit
Various areas in which
HR audit is performed are as follows:
·
Audit
of HR planning
·
Audit
of HR development
·
Audit
of training
·
Audit
of industrial relations
·
Audit
of managerial compliance
·
Audit
of HR climate
Q.4.What do you mean
by HR Scorecard? Explain the steps undertaken to approach a Human Resource
Scorecard. (Definition of HR Scorecard, Explaining the steps in HR Scorecard
Approach) 2,8
ANS:
HR Scorecard
The various steps
involved in conducting human resource (HR) audit including how to plan
questions, collecting and analysing data and assessing the ability for change.
HR scorecard which is an important tool for conducting a successful HR audit.
It is used for measuring the contribution of human resource management
practices for achieving organisational objectives. The purpose of the audit is
to reveal the strengths and weaknesses in the non-profit human resources
system, and any issues needing resolution. The HR scorecard was developed by
academicians Bryan E. Becker, Mark A. Huselid, and Dave Ulrich and was
presented in their book The HR
Scorecard: Linking People,
Strategy, and Performance (Harvard Business School Press, 2001). It helps to verify the level
to which the HR policies of the company are aligned with the strategic goals of
the company.
Q.5.
Write a
brief note on the effectiveness of Human Resource Development Audit as an
intervention. (Explaining the Effectiveness of Human Resource
Development Audit as an intervention) 10
ANS:
Effectiveness of Human
Resource Development Audit as an Intervention
In any firm, along
with the optimal utilisation of other resources, human resources should
also be exploited to its maximum potential. Businesses which utilise
their human resources in an effective way have better chances of success
in the future. Sustainability and progress of business will depend on
new competencies, methods, strategies and value creating processes. Every
organisation has accepted that human resource is the most valuable asset
of an organisation though its value is not mentioned in the balance sheet.
Lack of information regarding human capital was seen as a serious handicap
for decision making, both for the managers, investors (Srivastava 1979:
83) and for the human resource development process itself. Some of the
controversies that have emerged as hindrances to the very concept of human
asset and to the process of human audit (Khandelwal 1979) is listed below:
Q6.
Write a short note on the following:
a)Flanholtz
model(Rewards evaluation model)
b) Pekin
Ogan model
(Concept
and steps involved in Flanholtz model, Concept and steps involved in Pekin Ogan
model) 5, 5
Answer.
a)Flanholtz
model(Rewards evaluation model)
According to
Flanholtz, the value of an
individual is the present worth of the services that he is likely to
render to the organisation in future. As an individual moves from one position
to another, at the same level or at different levels, the profile of the
services provided by him is likely to change. The present cumulative value of
all the possible services that may be rendered by him during his/her
association with the organisation, is the value of the individual.
Get fully solved assignment, plz drop a mail with
your sub code
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Charges rs 125/subject and rs 700/semester only.
if urgent
then call us on 08791490301, 08273413412
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