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DRIVE-Spring 2018
PROGRAM-MBADS (SEM
3/SEM 5)MBAFLEX/ MBAN2 (SEM 3)PGDHRMN (SEM 1)
SUBJECT CODE &
NAME HRM301 – MANPOWER PLANNING & RESOURCING
SET
1
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
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 representatives of each
department engaged in developing the labor demand forecast at the
SET
2
Q1 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
Q2 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
Q3 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
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DRIVE-Spring 2018
PROGRAM-MBADS
(SEM 3/SEM 5) MBAFLEX/ MBAN2 (SEM 3) PGDHRMN (SEM 1)
SUBJECT CODE &
NAME HRM302 – Management and Organizational Development
SET 1
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
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
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.
SET 2
Q.1.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
Q2.
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
Q3.
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
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DRIVE- Spring 2018
PROGRAM-MBADS (SEM 3/SEM
5) MBAFLEX/ MBAN2 (SEM 3) PGDHRMN (SEM 1)
SUBJECT CODE &
NAME- HRM302 – Employee Relations Management
SET 1
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
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
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
SET 2
Q1 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
Q2 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
Q3 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
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DRIVE Spring 2018
PROGRAM-MBADS (SEM
3/SEM 5) MBAFLEX/ MBAN2 (SEM 3) PGDHRMN (SEM 1)
SUBJECT CODE &
NAME- HRM304 –HR Audit
SET 1
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
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
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
·
SET
2
Q.1 .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
Q.2. 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
Q3. 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,
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