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DRIVE-Spring 2018
PROGRAM-MBADS (SEM
3/SEM 5)MBAFLEX/ MBAN2 (SEM 3)PGDHRMN (SEM 1)
SUBJECT CODE &
NAME mu0010 – 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.
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
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
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
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
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DRIVE
SPRING 2018
Program
MBA
Semester
3
Subject
code & name MU0011 – Management and Organizational Development
1.
Define organizational development. Discuss the importance of Organizational
Development (OD) to Managers? Highlight some reasons why people resist
changing?
Definition of OD &
discuss the importance of OD to Managers
Some reason why individual
resist to change
Answer: Definition
of Organization Development
“Organization Development is
an effort planned, organization-wide, and managed from the top, to increase
organization effectiveness and health through planned interventions in the
organization's 'processes,' using
2. What
is OD intervention? Discuss its characteristics.
[Definition of OD
Intervention
Explain the characteristics
of OD Intervention]
Answer: According to Cummings and Worley, 2001:
“The term intervention refers
to a set of sequenced planned actions or events intended to help an
organisation increase
3. What
are the reasons for setting up goals in the Organization? List its advantages
and disadvantages.
The reasons for setting up
goals in the Organization
Advantages and disadvantages/
barriers of goal setting in the Organization
Answer: Goal is an object oriented desired result a
person, or a system plans, commits and tries to achieve in his/her life. It
provides direction to the organisation or the individual. For an organisation,
it enhances the
4. What
do you mean by Learning Organization? List out the attributes of Learning
Organization.
Write a
short note on impact of technology in Organization?
Definition and attributes of
Learning Organization
Impact of technology in
Organization
Answer: A learning organisation is a system wide
change program that focuses on the participation and involvement of all the
members of the organisation in a self-directed learning which helps in
achieving the positive growth, effectiveness and changes for the entire
organisation, teams and individuals as well as put emphasize on the
5.
Define the term downsizing. List the types of downsizing. Explain the significance,
misconceptions and effects of downsizing.
[Definition of downsizing- 2
Listing the types of
downsizing- 2
Significance of downsizing- 2
Misconceptions- 2
Effects of downsizing- 2]
Answer: Definition
of downsizing
Downsizing refers to reduction
in the overall size and cost of operations of an organisation by reducing the
total number of employees. You can simply analyse the fact that when markets
are quite severe, companies
6.
Define Learning Organizational? List the characteristics of learning
organization? Explain seven steps of initiating ‘organizational learning’?
Definition and
characteristics of learning organization
Description of the seven
steps of initiating ‘organizational learning’.
Answer: A learning organisation is a system wide
change program that focuses on the participation and involvement of all the
members of the organisation in a self-directed learning which helps in
achieving the positive growth, effectiveness and changes for the entire
organisation, teams and individuals as well as put emphasize on the reduction
of the organisational layers. As it has its root in OD, it built on the idea of
philosophies and
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DRIVE
SPRING 2018
Program
MBA
Semester
3
Subject code & name
MU0012 – Employee Relations
Management
Q.1 What do you understand by ERM?
List out the importance of ERM?
List the different levels of
strategy in an Organization? 10
Definition and Importance of
ERM 5
Different levels of strategy in an
Organization 5
Answer-
Employees
are the most important resource for any company. How they are treated and how
much they value the company they work for will have an impact on how the
company performs. As the term suggests, ERM is all about management of
relationship with employees in an organisation. It involves providing required
training to employees, maintaining clear communication, ensuring timely
redressal of grievances and providing
Q.2
Explain the types of organizational conflict? 10
Briefly explain The Trait Theory and
Managerial Grid Model.
Types of Organizational
Conflict 4
Explain two leadership theory i.e.
The Trait Theory and Managerial Grid Model
6
Answer-
Types of Organizational
Conflict-
Employee-Employee Conflict - Even if there are just two individual employees in
conflict, it can divide their team into two factions, each supporting one
employee over the other. This one-on-one conflict has the potential to affect
Q.3 What are the different types of
organization discipline? Write down the steps followed in Common disciplinary
procedures? 10
Different types of organization
discipline 5
Common disciplinary procedures 5
Answer-
Types of organizational discipline
Self discipline – Self discipline is a willing and instinctive sense of
responsibility that leads one to know what needs to be done. Getting to work on
time, knowing the job, setting priorities, and denying personal preferences for
more important ones are the measures to determine how self disciplined one is.
This is the highest order of all disciplines because it springs from the values
which employees use to regulate
Q.4
Illustrate the points that is considered by the management while
handling grievances? What do you understand by collective bargaining? What are
the three levels in which collective bargaining operates? 10
Precautions while handling
grievances 4
Definition of collective
bargaining 2
Different levels in collective
bargaining operates 4
Answer-
Precautions While Handling
Grievances
Maintaining
a good work life for employees is important for any organisation. The grievance
handling procedure of an administration can influence the pleasant atmosphere
of the organisation. The management has to take care of the following aspects
while handling grievances to ensure a culture of belief and assurance
Q.5 What are the advantages and
disadvantages of having Trade Unions? Describe trade unions in India. 10
Advantages and disadvantages of
Trade Unions 6
Trade Unions in India 4
Answer-
Advantages and Disadvantages of
Trade Unions
In
this section, you will get familiar with the advantages and disadvantages of
trade unions. First, we will discuss the advantages of trade unions. They are
as follows:
●
Increased wages: Organisations that have trade unions tend to offer higher wages
compared to non-unionised industries.
●
Counterbalance monophony: In the case of monopolistic employers, trades
unions can bargain to raise wages and increase employment. Monopolistic
employers are those who have market authority in fixing salary and employing
staff. An example of monophony is an organisation that is the only buyer of
labour in an isolated town. Such an organisation would be able to pay lower
wages than i
Q.6 Write a brief note on the
following : 10
(i) Workmen’s Compensation Act,
1923 5
(ii) Types of Reward Systems 5
Answer-
Workmen’s Compensation Act, 1923
The
Workmen’s Compensation Act is applicable to the whole of India. This Act covers
workers of factories, mines, plantations, construction companies, transport
undertakings, railways, shipping companies and circuses. This
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Drive
SPRING 2018
Program
MASTER OF BUSINESS ADMINISTRATION
(MBA)
Semester
3
Subject code & name
MU0013: HR Audit
Q.1 State the key objectives of
human resource planning? Explain Importance and Process of human resource
planning? 10
Objectives of HRP 4
Importance of HRP 2
Process of HRP 4
Answer-
Main objectives of human resource
planning are as follows:
1.
To determine the number of employees to be employed: If an organisation has more employees than actually
required, then the workforce will consist of underutilised staff. In contrast,
if there are too few employees, the staff may be overstretched, making it hard
or impossible to meet production or service deadlines at the quality level
expected. You should ask the following questions for planning the right
Q.2 Discuss the methods used in the
HR Audit process. 10
Answer-
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
Q.3 What is HR Scorecard? Explain
the reasons for implementing HR Scorecard framework. 10
Meaning of HR Scorecard 2
Reasons for implementing HR
Scorecard framework. 8
Answer-
Meaning of HR Scorecard -
An HR scorecard is a visual representation of key measures
of human resource department achievements, productivity and other factors
important to the organization. Factors measured include costs, hiring, turnover,
training, performance management and alignment with corporate goals. Most HR
scorecards are tied to corporate goals or strategic plans and are designed to
track and measure the efficacy of human resource
Q.4
What is meant by ‘Competency mapping’? Explain the various competencies
and the associated behavioral aspects.
10
Meaning of competency mapping
3
Explanation any seven competencies
along with the behavioural aspects
7
Answer-
Competency Mapping
Competency mapping forms an excellent tool for optimising
the humancapital. HR auditors should make sure that they identify the key
competencies for an organisation or a particular position in an organisation, and
use it for job evaluation, recruitment, training and development, performance
management, succession planning, etc. They should ensure that the organisation
effectively communicates what it
Q.5 Find out the details and
advantages of Balanced Scorecard Software. Name few Balanced Scorecard
Software. 10
Details and advantages of Balanced
Scorecard Software. 8
Examples of balanced scorecard
software 2
Answer-
Balanced Scorecard includes financial, customer, internal
perspectives and "learn and innovate". Balanced Scorecard (BSC)
offers a straightforward method of linking collected metrics to stated company
goals. There are
Q.6
Write short notes on the following:
10
Concept of Audit for HR
Planning 5
Concept of Audit for HR Climate 5
Answer-
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
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