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DRIVE— Winter
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
Q2. What
do you mean by Human Resource Audit? Discuss the purpose of HR Audit. Explain
the common approaches to HR Audit.
(Definition
of HR Audit, Describe the purpose of HR Audit, Explain the common approaches to
HR Audit)2,3,5
Answer.
Definition
of HR Audit
The human resource
audit closely examines the people side of theorganisation. It involves a
comprehensive review of HR-related policies, procedures and practices. It
provides an opportunity to do a systematic review of activities that might
otherwise
Q3. 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
Q4. Discuss
the relationship between Human Resource Practices and Performance of business
(Explain
the relationship between Human Resource Practices and Performance of Business) 10
Answer.
Relationship
between Human Resource Practices and Performance of Business
The belief that Human Resource
management and development practices have linkages with organisational level
outcomes has been the focus of the theoretical and conceptual work undertaken
by Peters and Waterman (1982), Porter (1985), and Lawler (1986). Recent
empirical work has highlighted the connections between HR practices like selection,
performance appraisal, training, job design, promotions, information sharing, attitude
surveys, incentive system and employee participation, and organisation level
outcomes like employee turnover, productivity, and financial performance (
Q5. What
are the benefits that the employer derives from Employee Referral Programmes?
Explain the different types of Interview.
(Explain
the benefits of Employee Referral Programmes., Explain any six types of
Interview) 4, 6
Answer.
Benefits
of Employee Referral Programmes
Using employee
referrals as part of a recruitment and hiring process offers employers several
distinct benefits.
Cost effectiveness: According to a recent
survey conducted by the Society for Human Resources Management, the cost to the
company of an employee referral averages approximately $1000 for an exempt
employee and $500 for a non-exempt hire.
High
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.
Typically, this
Get fully solved assignment. Buy online from website
online store
or
plz drop a
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