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DRIVE-Fall 2018
PROGRAM-MBADS (SEM
3/SEM 5)MBAFLEX/ MBAN2 (SEM 3)PGDHRMN (SEM 1)
SUBJECT CODE &
NAME HRM301 – MANPOWER PLANNING & RESOURCING
BK ID-B1765
CREDIT &
MARKS-4 Credits, 60 marks
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 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
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 development of employees, but also the quantification of the
economic value of the people
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 department
level. The HR function enables the labor planning function to obtain all the
relevant inputs that would constitute the contents of the orientation.
Inclusion of HRM techniques when properly practiced express the goals and
operating practices of the organization. HR plays a key role in
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 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 did/mm/yyyy, or some other special comments) HR on receipt of the
Resignation letter
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 candidate
trained.
Reduced
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 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.
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ASSIGNMENT
DRIVE
FALL 2018
PROGRAM
MASTER OF BUSINESS
ADMINISTRATION (MBA)
SEMESTER
III
SUBJECT CODE &
NAME
HRM302 – MANAGEMENT
AND ORGANISATIONAL DEVELOPMENT
Set – I
Q.1
Explain – Lewin’s Change Model.
Lewin’s Change Model 10
Answer-
Lewin’s change model-
Lewin’s Change Model, is a three step model given by
the social scientist Kurt Lewin in the year 1951. He viewed behaviour as
dynamic balance of forces working in inverse directions. He believed that such
driving forces can help in pushing employees in right direction. On the other
hand, there are some limiting forces which restrict
Q.2
Discuss – Various Characteristics of OD Interventions in detail.
Characteristics
of OD Interventions
10
Answer-
Characteristics
of OD Interventions
As you have studied in the earlier section, OD
interventions are set of planned activities, related to the needs of the
organisation to bring its overall development and the development of its
individual members. You must know that it is based on a fundamental knowledge
about the desired intended outcomes and it aims at transferring the
Q.3
Explain Process Consultation in detail.
Process Consultation 10
Answer-
Process consultation-
Process Consultation (PC) is the creation of a
relationship with the client that permits the client to perceive, understand
and act on the process events that occur in the client’s internal and external
environment in order to improve the situation as defined by the client. In this
approach, a skilled third party (consultant) works with the individuals and
groups to help them learn about human and social processes and learn to solve
Set – II
Q.1
State the Factors influencing HR Interventions.
Factors
influencing HR Interventions 10
Answer-
Factors
influencing HR Interventions-
1.Structure of the
organisation: For bringing the effectiveness, organisation structure
is studied and proper organisation structure is prepared.
2. Clarity
of role: To
Q.2
Discuss the Steps in Confrontation Meetings.
Steps
in Confrontation Meetings 10
Answer-
Steps in confrontation meetings-
:
Step 1: Setting up of
climate
Here top management has to set up the climate of
honest and open discussions for the members of the organisation with an
assurance for open confrontation of no punishment.
Step 2: Collection of
information Here group of 7 – 8 people are created who are at
equivalent positions not into
the
Q.3
Explain – Senge’s Approach towards Learning Organisation.
Senge’s
Approach towards Learning Organisation 10
Answer-
Senge’s Approach
The intellectual and spiritual champion “Peter Senge”
believes that the organisation should focus on the conditions and circumstances
that motivate people to do great things for their organisation as well as for
them. He also states that by bringing changes in the organisation, the deeply
embedded practices and policies can
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ASSIGNMENT
DRIVE
FALL 2018
PROGRAM
Master of Business Administration- MBA
SEMESTER
Semester 3
SUBJECT CODE & NAME
HRM303 – Employee Relations Management
SET-I
Define
Employee Relations Management. Describe the features of ERM.
Definition
of Employee Relations Management 2
Explain
the features of ERM 8
Answer-
Definition
of Employee Relations Management -
ERM is a process that develops and maintains employee
relations, ensures employee satisfaction, increases productivity and improves
employee morale. ERM enables employees to do their job in an efficient manner
and achieve both corporate and personal goals. Employee Relations Management
(ERM) is a vital business process that manages employer-employee and
employee-employee relations. It goes by the maxim that ‘a
Q.2
List down the types of Decision Making. Discuss the features of Human Resource
Information System.
Types
of Decision Making
4
Features
of Human Resource Information System 6
Answer-
Types of Decision Making-
Different kinds of decisions are made by
organisational leaders at different times according to the prevailing
situation. The decisions made have to ensure that the organisation is moving in
the right direction. The decisions taken are broadly classified as follows:
Q.3
What are the factors to be considered while analyzing a disciplinary
problem? 7
Define
the term Grievance in detail.
3
Answer-
Factors to consider when disciplining-
All disciplinary actions have to be fair and
impartial. The nature and the impact of the misconduct have to be analysed
before any disciplinary action is taken. The following factors have to be
considered while analysing a disciplinary problem:
SET-II
Q.1
Why it is important to have good Industrial relations? Discuss few benefits of
collective bargaining.
Explaining
the importance of Industrial Relations
6
Explaining
the benefits of Collective Bargaining 4
Answer-
Importance of
Industrial Relations-
Industrial Relations are the process of managing
individual and collective relationship between the workers and the management
in organisations so that the needs of both the parties are met.4 Healthy
Industrial Relations ensure harmony and progress. Good Industrial Relations are
important not only for the employers and employees but
Q.2
What are the various advantages of Employee Participation? Discuss five types
of Reward System.
Advantages
of Employee Participation 5
Five
types of Reward System 5
Answer-
Advantages of
Employee Participation-
It implies that the management of an organisation
advocates EI in execution and improvement of various business processes. It is
beneficial for the organisation in several ways. Companies like IBM, General
Foods, Texas Instruments,
Q.3
Discuss the seven components to optimize conflict management. Explain the term
“Careerism”.
Components
to optimize conflict management 7
Definition
of Careerism
3
Answer-
Components to optimize conflict
management -
Conflict management is a skill that helps in resolving
employee relations issues more efficiently. It also creates satisfaction among
the work group. There are seven components to optimising conflict management.
They are:
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ASSIGNMENT
DRIVE
FALL 2018
PROGRAM
Master of Business Administration- MBA
SEMESTER
Semester 3
SUBJECT CODE & NAME
HRM304 –HR Audit
SET-I
Q.1
Discuss five common approaches to HR Audit.
Five
common approaches to HR Audit 10
Answer-
Common approaches to HR audit-
There are five common approaches for the purpose of
evaluation of HR in any organisation:
1.
Comparative approach: In this approach, another division
or company that has better practices or results is chosen as the model. The
audit team audits and compares the audited firm’s results with the best
practices of the model organisation. This approach is commonly used to compare
the results of specific activities or programmes
Q.2
Discuss the audit of HR Planning in detail.
Definition
of Audit of HR planning 10
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 HR planning process are forecasting labour
demand, analysing present labour supply, and balancing
Q.3
Define the concept of Balanced scorecard. What do you understand by the term
Competency Mapping?
Definition
of Balanced Scorecard 5
Definition
of Competency Mapping 5
Answer-
Balanced
Scorecard-
Balanced Scorecard was developed by Dr. Robert Kaplan
(of Harvard Business School) and David Norton as a performance measurement
framework that added strategic non-financial performance measures to
traditional financial metrics to provide managers and executives a more
'balanced' view of organisational performance. The balanced scorecard is a
strategic planning and management system that is used widely
SET-II
Q.1
Critically analyze “FlanhoItz” model of HR valuation in detail.
Explanation
of FlanhoItz Model
10
Answer-
FlanhoItz model (Rewards evaluation model)-
The rewards evaluation model was suggested by
FlanhoItz. It identifies the major variables that determine an individual’s
value to an organisation, or in other words, his expected reliable value. The
expected realisable value of an individual is the present worth of future
services expected to be provided during the period he is expected to remain in
the organisation. The model is based on the presumed assumption that a person’s
value to an
Q.2
Define Staffing. List the various steps involved in staffing process.
Definition
of Staffing. 2
Various
steps involved in staffing process 8
Answer-
Staffing-
Staffing is the process of acquiring, deploying, and
retaining a workforce of sufficient quantity and quality to create positive
impact on the organisation's effectiveness.
Figure
will help you to
Q.3
Identify any ten major HR development strategies.
Major
HR development strategies
10
Answer-
Major human resource development strategies-
A strategy is a course of action planned to be
implemented to achieve desired goals. HRD strategy indicates the desired course
of action planned by an organisation to achieve HRD goals or HRD outcomes. The
course of action may deal with the choice of various means to achieve the
desired goal and a plan for implementing the chosen activity or action. Thus
HRD strategy adopted by an organisation may deal with the following
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