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DRIVE-winter 2017
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 –
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
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 should put his comments on the
resignation letter and forward it to HR. (these comments can be To be relieved
by
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 hired from the training academy, the hiring cost is
reduced. In addition, the organization generates revenue on every candidate
trained
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
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DRIVE-winter 2017
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
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 good learning skills and must have
values, feelings, purposes
and
integrity that helps in
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, dependent
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
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 OD
professionals and client are not aware of their responsibilities then this may
result in the role conflict and role
Q6.
6
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-improvement,
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DRIVE- winter 2017
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
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 processes and the
rules which monitor the organisational activities.
Organisational
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.
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
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:
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.
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DRIVE winter 2017
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
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 organisation's most valuable asset - its human resources. The
objective of HR planning is to ensure the best fit between employees and
jobs, while avoiding manpower shortages or surpluses. The three key
elements of the HR planning process are
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
·
.
The process is not a one-time event. HR professionals must regularly review the
measures and their impacts.
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
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 programmes
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