mu0013 smu mba fall 2016 (jan/feb 2017 exam) IIIrd sem assignment

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DRIVE fall 2016

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

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

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

·         Audit of corporate strategies.

Audit of HR Planning: HR planning refers to the ongoing process of systematic planning to achieve optimum use of an

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

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

Q6. What do you mean by Employee Orientation Programmes? List out some points of Good employee orientation programmes.

Definition of Employee Orientation Programmes

List of Good employee orientation programmes

ANSWER:

Definition of Employee Orientation Programmes: Employee orientation programmes are given to new employees at a place of business or work. It helps employees to speed up and learn the “ground rules” of the company. This often reduces start-up time, training, and other indirect costs associated with having new employees who are unfamiliar with the company culture. Orientation

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mu0012 smu mba fall 2016 (jan/feb 2017 exam) IIIrd sem assignment

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DRIVE- fall 2016

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

Q2 Write down the elements & dimensions of Organizational Culture?

Answer Elements of organisational culture

Now that we have defined organisational culture, let us look into the elements that define organisational culture. They are as follows:

 The paradigm: It defines the mission and values of the organisation. It outlines the functions of the organisation.

 Control systems: It defines the

Q3 Explain the reasons for grievances? List out the various points that was considered as precautions while Handling Grievances.

Answer There are a number of causes of employee grievances. Some of the reasons are as follows:

Economic: Issues related to wages like wage calculation, overtime, and bonus. Employees often feel that they earn less than what they deserve. Working environment: Issues related to the employee’s work environment like poor working conditions, defective equipment

Q4 Discuss the Collective Bargaining Process and its issues

(Explaining the Collective Bargaining process, Explaining the Collective Bargaining issues)

Answer.

Collective Bargaining process

Having understood what collective bargaining is, let us now discuss the general process involved in collective bargaining and negotiation towards resolving employee issues. The process includes negotiations between an employer and a group of employees to determine the conditions of the employment. The result of the collective bargaining process is called the Collective

Q5 What is a Trade Union and what are its activities? Explain the functions of Trade Unions.

(Meaning of Trade Union

Describing the activities of Trade Unions

Explaining the Functions of Trade Unions )

Answer.

Trade Union

A trade union or labour union is an administration of workforce grouped together to attain common goals such as enhanced operational circumstances.

Trade unions are created with the key goal of protecting the rights of the labour force. The Indian labour market consists of three sectors:

·         The rural workers, which comprise 60 percent of the labour force.

·         Organised

Q6  Write a brief note on the following:

a) Decision Making and its types

b)Disciplinary procedure

Answer

Decision Making

Let us first understand what decision making is. Decision making is a mental process which results in the selection of an option from many alternatives. Decision making is both a logical and emotional process. We will now

examine the different types of decision-making tactics employed by managers and supervisors.

Types of Decision

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mu0011 smu mba fall 2016 (jan/feb 2017 exam) IIIrd sem assignment

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DRIVE-fall 2016

PROGRAM-MBADS (SEM 3/SEM 5) MBAFLEX/ MBAN2 (SEM 3) PGDHRMN (SEM 1)

SUBJECT CODE & NAME MU0011 – Management and Organizational Development

BK IDB1726

CREDIT & MARKS-4 Credits, 60 marks

Q.1. Define Organizational Development (OD).What are the characteristics of OD? (Definition of Organizational Development, Explain the characteristics of OD) 2,8

ANS:

Organisational Development

In its widest sense, OD is a planned approach to improve employee and organisational effectiveness. This can be achieved by conscious interventions in those processes and structures that have an immediate bearing on the human aspects of the organisation. OD is the act, process, or result of furthering, advancing or

Q2. As an HR, you find that the OD professional in your organization is not competent enough. What are the competencies you will consider in a good OD professional?

(Explain any ten competencies required for OD professional) 10

Answer.

Competencies required for OD professional

To be effective, all OD practitioners must possess the following basic knowledge, skills and attitudes which are listed below:

1.      Intrapersonal skills: As OD is a highly, uncertain process which requires constant adjustment and innovation, OD practitioner must possess

Q3. Discuss the Ethical Dilemmas in practicing OD

(Explain the ethical dilemmas in practicing OD) 10

Answer.

Ethical Dilemmas in practicing OD

“Ethical dilemmas” are the results of behaviours and inappropriate actions or roles on the part of both change agents and client systems. Ethical problems and dilemmas are, therefore, a mutual responsibility of change agents and client systems,

Q.4.What is Performance Appraisal? What are the purposes and characteristics of Performance Appraisal? Describe the steps in Performance Appraisal System. (Definition of Performance Appraisal, Describing the purposes of Performance Appraisal, Describing the characteristics of Performance Appraisal, Explanation of the steps in Performance Appraisal System) 1,2,3,4

ANS:

Performance Appraisal

Performance appraisal refers to the analysing and evaluating the performance of the employees in fulfilling the duties, roles and responsibilities that have been assigned to them. It is therefore a systematic process of assessing the achievements that are related

Q5. What is a Learning Organization? Discuss the attributes of a learning organization. Explain the various learning disciplines in learning organization

(Definition of a Learning organization, Describing the attributes, Explaining the five basic learning disciplines) 2,3,5

Answer.

Learning organization

The figure states that in the condition of antecedent, the OD practitioners and the client system have their own set of goals, values, needs, skills and abilities. These differences may or may not be pointed out in the entry and the contracting phase. So when

Q6.

Write short notes :

a) Goal Setting

b) Managing Workforce Diversity

Explanation of Goal Setting

Explanation of Managing Workforce Diversity

Answer:

Goal setting:

Edwin Locke, an American psychologist and a pioneer in goal-setting theory explains that specific and difficult goals lead to higher performance than easy goals. It also suggests that feedback and commitment lead to higher performance and bridges the gap between the actual and expected performance of individuals. It also suggests that for self-

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mu0010 smu mba fall 2016 (jan/feb 2017 exam) IIIrd sem assignment

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DRIVE-Fall 2016

PROGRAM-MBADS (SEM 3/SEM 5)MBAFLEX/ MBAN2 (SEM 3)PGDHRMN (SEM 1)

SUBJECT CODE & NAMEMU0010 – MANPOWER PLANNING & RESOURCING

BK ID-B1765

CREDIT & MARKS-4 Credits, 60 marks

Q1 What are the key human resource elements?

Answer. There are nine key HR elements that every human resource manager needs to practice or pay attention to when making decisions. They are:

I) Planning and Evaluating Employees

Organizations need to articulate the vision, mission, goals and objectives. These goals need to cascade down to every employee in the organization based on the job role. Performance targets are achieved through strategic

Q2 What do you mean by Human Resource Accounting (HRA)? Discuss the objectives and advantages of HRA.

(Definition of Human Resource Accounting, Describing the objectives of HRA, Describing the major benefits of HRA)2, 4, 4

Answer.

Human Resource Accounting

HRA can be defined as the process of identifying, recording, measuring human resources and communicating related financial information associated with the human resource to the interested users. Thus HRA not only involves measurement of all the costs / investments associated with the recruitment, placement, training and

Q3 What is Manpower Planning? Mention five essential elements/steps of manpower planning.

Answer. The labor planning function is a key part of the HR function. Labor planning function conducts an orientation program for the representatives of each department engaged in developing the labor demand forecast at the

Q4 Discuss in details the Employee Exit Process

(Explaining the Employee Exit process in detail) 10

Answer.

Employee Exit process

Employee exit process ensures that all the documentation and processes are followed in a professional manner by organizations and businesses.

The employee who wants to resign will discuss with his Manager, submits his resignation to his Manager. The Manager

Q5 What are the benefits of setting up a training academy?

Answer. Benefits of setting up a Training Academy By setting up an academy, an organization can get the following benefits:

Reduced Hiring Costs – As lesser number of employees is hired through consultants and more number of students is

Q6 Write short notes on the following:

a)Competency Mapping

b)Succession Planning

Answer. Competency Mapping

Competency-based HR is considered the best HR. Competency development and mapping still remains an unexplored process in most organizations. Level 3 of People Capability Maturity Model focused on the competency framework in an organization. The challenge is that there are few qualified people on the subject and most HR departments have been struggling to formulate the right framework for their organization. Employee skill, knowledge and abilities are not sufficient to achieve the desired goal. Additional skills

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