DRIVE-Spring
2019
PROGRAM-MBADS
(SEM 4/SEM 6)MBAFLEX/ MBAN2 (SEM 4)PGDHRMN (SEM 2)
SUBJECT
CODE & NAME-HRM401 –Compensation and Benefits
BK
ID-B1859
CREDIT
& MARKS-4 Credits, 60 marks
Q1. Write a short note on the
following: a)Wage Policy Plan in India b)Voluntary
Retirement Scheme(VRS)
Wage Policy Plan in India
Voluntary Retirement scheme
Answer.
a)
Wage Policy Plan in India
Wages
means all remuneration expressed in terms of money and includes remuneration
payable under any award or settlement, overtime wages ,wages for holiday and
any sum payable on termination of employment(bonus is not included. The wage
policy in India is built around the following fundamental principles:
1.
Equal compensation for an equal work performed
2.
Providing living wages for employees
3.
Payment of wages without any deduction on the appointed dates
4. Use of collective
bargaining to Its
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Q2. Discuss the
contents of Job Evaluation. Describe the process of Job evaluation
Contents of Job Evaluation
Process of Job Evaluation
Answer.
Contents of Job
Evaluation
Job content
is evaluated based on work type, skills and knowledge required; value is
evaluated based on each job's contribution to company goals. Three of the most
commonly used methods of job evaluation, upon which other methods are based,
can be customized to your company's specific needs.
Ranking
The ranking
method ranks each
Q3. What
are the pre-requisites you will consider while developing an Effective
Incentive Scheme? Discuss the
merits and demerits of Incentives.
Pre-requisites for an Effective
Incentive Scheme
Merits and demerits of
IncentivesAnswer.
Pre-requisites for an
Effective Incentive Scheme
These
pre-requisites are as under:
·
The incentive scheme must be influenced
by scientific work measurement like the standards set must be practical and
inspiring. In addition, the employees must be provided with necessary resources
to meet these standards.
·
All indirect staff like foremen,
helpers, supervisors, and canteen staff charge hands etc. should also be roofed
under incentive schemes.
·
The workers’ co-operation is mandatory
in execution of incentive schemes. The co-operation is required in respect of
methods adopted for analysis of result or output on basis of which payment is
done, the setting wage rate methods for different work categories and
prerequisites relating to job security, earnings
SET 2
Q1.Discuss the types of managerial
remuneration. Explain the elements of a managerial remuneration
(Explaining the types of managerial
remuneration, explaining the elements of a managerial remuneration)
Answer.
Types of managerial
remuneration
The
term remuneration covers the following types of expenditure incurred by the
company for its Director or his family –
·
Rent free
accommodation;
·
Any benefit or amenity
in respect of accommodation free of charge;
·
Any other benefit or
amenity free of charge at a concessional rate;
·
Any personal
obligation; and
Insurance
on the life of, or to provide any pension, annuity or gratuity for, any of the
director or his /her spouse or
Q2. Define Pay Structure. What are
its objectives? Explain the major decisions involved in designing and setting
competitive pay structures
(Definition of Pay Structure,
Objectives of Pay Structure, Explain the major decisions involved in designing
and setting competitive pay structure)
Answer:
Pay Structure
A
pay/salary structure refers to the collection of salary grades, bands or
levels, connection of related jobs within a series or hierarchy which helps the
organisation in providing a framework for the implementation of various
policies and reward strategies within the organisation. Various salary
structures are connected with varying types of salary progression arrangements.
Objectives of pay structure
Following
are the objectives of the salary structure in the organisation with the help of
which you will be able to know their
Q3. Explain
the various criteria considered for rewarding the employees for their good
service.
Explanation of the criteria
responsible for rewarding the
Employees
Answer.
Criteria’s considered
for rewarding the employees for their good service
The
criteria for rewarding the employees
for their good service in the firm are as follows:
1.
Analysing and surveying of staff: Conducting
the surveys disregarded as one of the most critical challenge for the firms
when it comes to motivate their employees. For this the firm must deeply
understand their employees as well as their culture. Thus for this, they have
created “Culture Critique” by using the staff focus groups and also one-to-one
interviews for both current and existing employees.
2.
Build up a checklist of
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DRIVE Spring 2019
PROGRAMMBADS (SEM
4/SEM 6) MBAFLEX/ MBAN2 (SEM 4) PGDHRMN (SEM 2)
SUBJECT CODE &
NAME-hrm402 – Performance Management and Appraisal
CREDIT &
MARKS-4 Credits, 60 marks
SET 1
Q.1.
Discuss the principles and dimensions
of Performance Management (Explaining the principles of
Performance Management, Explaining the dimensions of Performance Management) 5,5
ANS:
Principles
of Performance Management
Every
organisation has its own principles for performance management. Let us
now discuss some key principles of performance management that are common
to all organisations.
·
It translates corporate goals into individual, team,
department and divisional goals.
·
It helps to clarify corporate goals.
·
It is a continuous and evolutionary process, in
which performance improves over time.
·
It relies on consensus and co-operation rather than
control or coercion.
·
It creates a shared understanding of what is
required to improve performance and how it will be achieved.
It encourages self-Its half solved only
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·
Q2
What do you mean by feedback? Explain its Role, Types and Principles.
Explaining
the meaning, role ,types and principles of feedback.
Answer:
Feedback
is the provision of information to people on how they have performed in terms
of results, events, critical incidents and significant behaviour during the
period under review. Feedback is a useful tool for indicating whether things
are going in the right direction and for redirecting effort. Your objective in
giving feedback is to provide guidance by supplying information in a useful
manner, either to support effective behaviour or to change the not-effective
behaviour and, thus, guide someone back on the track towards successful
performance.
Types
of feedback and
Q3
Assume that you have joined as an HR in an organization. The first task
assigned to you is to conduct the Performance Appraisal Process. What according
to you is its purpose? Describe the entire Performance Appraisal process.
(Explain
any three purpose of Performance Appraisal, Explain the Performance Appraisal
Process) 3, 7
Answer.
Purpose
of Performance Appraisal
Performance
appraisals are essential for the effective management and evaluation of staff.
Appraisals help develop individuals, improve organisational performance, and
feed into business planning. Formal performance appraisals are generally
conducted annually for all staff in the organisation. Each employee is
appraised by his/her line manager. Performance appraisal is a method of
evaluating the job performance of an employee. It is an ongoing process of
obtaining, researching, analyzing and recording information about the worth of
an employee..
Performance
Appraisal Process
This
process involves the
SET
2
Q.1. Discuss the skills that a line manager require
for effective Performance Management. (Listing the skills, Explaining
the skill) 1,9
ANS:
Skills that a line manager require for effective
Performance Management
Whether
you are managing a team or a process, this practical, line manager or
supervisor training programme will give you grounding in the essential skills
and behaviours required to be able to communicate, motivate, build trust and
lead with confidence and authority. Employee performance includes:
Planning work and setting expectations. Continually monitoring performance.
Developing the capacity to perform. Periodically rating performance in a
summary fashion, and Rewarding good performance.
Some
people mistakenly
Q2
Define the term ‘Ethics’. Discuss the key factors involved in ensuring Ethics
in Performance Management(PM)
(Definition
of Ethics, Explaining the key factors to ensure Ethics in PM) 2, 8
Answer.
Ethics
The
word 'ethics' comes from the Greek word 'ethikos'. It refers to one's moral
character and the way in which society expects people to behave in accordance
with accepted principles. Most philosophers conclude that ethical failure
occurs because of lack of character or, in other words, virtuous people will
live ethically. Therefore, we need to think about the desired virtues and how
one can develop those virtues, PM being a case where such ethics need emphasis.
Ethics in organisation is about
Q3
Write short notes on the following:
a)MBO
b)Behaviorally
Anchored Rating Scales Method (BARS)
(Explaining
the meaning and steps in MBO, Explaining the concept and process of BARS) 5,5
Answer.
a)
MBO
This
method involves setting particular calculable goals with each employee and then
respectively discussing his/her progress towards these goals. The term MBO
refers to an inclusive organisation-wide goal setting and appraisal programme
that consists of six main steps
1.
Set the organisation’s goals: Create organisation-wide plan for the next
year and set goals.
2.
Set departmental goals
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ASSIGNMENT
DRIVE Spring
2019
PROGRAM Master of
Business Administration- MBA
SEMESTER Semester 4
SUBJECT CODE & NAME HRM403 – TALENT MANAGEMENT AND
EMPLOYEE RETENTION
CREDIT
& MARKS 4
Credits, 60 marks
Note
– Answer
all questions. Kindly note that answers for 10 marks questions should be approximately
of 400 words. Each question is followed by evaluation scheme.
SET
1
Ques 1 What are competency
characteristics? Describe some of them.
Ans A
competency is a reliably measurable, relatively stable and enduring
characteristic of a person, team or an organisation that causes and statistically
predicts a criterion level of performance (Berger and Berger).
“Reliably measurable” means
two or more independent persons agree statistically that certain person named X
demonstrate certain competency characteristics. “Relatively stable and enduring
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Ques 2 Define Talent Management. Discuss the Talent
management Approaches.
Ans
Definition of Talent Management
Talent
management is defined as a conscious and systematic approach taken up to attract,
identify, develop and retain productive and engaged employees with aptitude and
abilities to meet current and future organisational needs by fulfilling the
business/operation critical roles. The goal of talent management is to create a
high performance, sustainable organization that meets its strategic and operational
goals and objectives. (John Hokins University press) In some organisations only
the key performing individuals are associated with the term talent or talent
management
Q3. Briefly describe the different
Talent Management Processes?
Description of Talent management
processes
Answer:
Key Processes of
Talent Management
Organisations are made up of
people who in turn create value through proven business processes, innovation,
customer service, and many other important activities.
In order to meet its business
goals, an organisation must make sure that it has a continuous and integrated
process for talent management which includes the following:
·
Workforce planning: This process establishes workforce
and hiring plans, compensation
SET
2
Ques 1 Explain the key Compensation
principles. What do you mean by Total rewards?
Ans There
are few key compensation principles. They are:
Consider the unique
characteristics and specific needs of
organisation:
The unique characteristics and specific needs of the organisation need to be
considered for the formulation of compensation plans. An understanding of
compensation plans among competitors will create a competitive edge. The
process should be developed in alignment with the strategic requirements of the
company. Here process refers to the approach to the
Ques 2 Explain the role of IT in
Talent Management Systems.
Ans The
globalization and advancement in information technology (IT), in which developing
countries play a major role, has caused a “war for talent.” To meet challenging
growth targets, service providers find that recruitment and retention are of
key importance. For developing countries globalization offers the opportunity
for economic development. The major concern for today’s organization is how IT
can be used to support organizational growth targets.
Traditionally
Ques 3 Write short notes on:
a)Promoting ethics in workplace
b)Talent Review
Ansa) Promoting ethics in workplace-
Ethics
is study of values or principles relating to right or wrong behaviour, also
known as morality. Ethics is very important for the sustenance of an organization.
If the organization and its people practice ethics in their day to day business
dealings, it will demonstrate the ethos and values of the organization, which
will go a long way in creating its brand image and build competitive advantage.
The
most enhanced way to make sure that ethical behaviour is a part of routine
organisational life is to include
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ASSIGNMENT
DRIVE Spring
2019
PROGRAM Master
of Business Administration- MBA
SEMESTER Semester
4
SUBJECT
CODE & NAME HRM404
– Change Management
BK
ID B1807
CREDIT
& MARKS 4
Credits, 60 marks
Note
–
Answer all questions. Kindly note that answers for 10 marks questions should be
approximately of 400 words. Each question is followed by evaluation scheme.
SET
1
Ques 1 Describe Kotter’s Eight Step
Change Model.
Ans Kotter
has developed an eight step model for creating change in the organization. Each
step acknowledges that there are key principles that are related with the
responses of the people and their approach to change, what they look for,
understand and then embrace change. Kotter holds that ‘the methods used in successful
transformations are all based on one fundamental insight: that major change
will not happen for a long list of reasons’.
Step 1: Establishing a
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Ques 2 What are OD interventions?
How are they useful to the organizations?
Ans Organization
development (OD) is the study of successful
organizational change and performance. OD emerged from human relations studies
in the 1930s, during which psychologists realized that organizational
structures and processes influence worker behavior and motivation. More recently,
work on OD has expanded to focus on aligning organizations with their rapidly
changing and complex environments through organizational learning, knowledge
management and transformation of organizational norms and values. Key concepts
of OD theory include: organizational climate (the mood or unique “personality”
of an organization, which includes
Ques3 Discuss the reasons for
employees’ resistance to change.
Ans Resistance
to change can be in several forms, explicit, implicit, immediate or deferred/delayed.
If it is explicit and immediate, the senior management should be prompt in
taking steps to remedy the situation. Implicit resistance could cause loss of
loyalty, reduced level of motivation, increase in errors and absenteeism, etc.
Similarly, delayed resistance creates problems over a period of time particularly
when significant resources have been invested in the change process.
Some
of the reasons
SET
2
Ques 1 What do you mean by
Organizational Effectiveness? Explain the approaches involved in achieving
Organizational Effectiveness
Ans As
a wider concept, organizational effectiveness as represented by several perspectives
comprises an organization’s fit with its external environment, configuration of
its internal subsystems for high performance, emphasis upon organizational
learning and ability to satisfy the needs of key stakeholders. This is very
complex and includes lot many key terms like organizational performance, success,
goodness, health, competitiveness, excellence, and so on.Organizational
effectiveness has been defined as the degree of goal achievement. The
determination of an organization’s goal(s) is crucial in evaluating
effectiveness of an organization. The first
Ques2 What do you mean by Change
Agent? Describe the characteristics of successful Change Agents.
Ans Change
agents are people who usually have specialized training in organizational behaviour
and can help guide and advice the change process. They strive to ‘alter human
capability or organizational systems to achieve a higher degree of output or
self actualization.’ Their objective is to make goals that stick. They have a
clear vision as to how the process of change will begin and culminate, and the
activities they will perform to enable people to do more,
Ques 3 Write a brief note on the
following:
a)Herzberg’s Motivation Theory
b)Kurt Lewin’s Model of Change
Ansa) Herzberg’s Motivation Theory
Herzberg
explains that while the presence of these hygiene factors does not directly
enhance employee motivation, the absence of any one of these will definitely
hinder performance.In a nutshell, the behavioural approach says that studying
the impact of individual behaviours and motivators in terms of enhancing
performance and reducing resistance will help to understand the change process
in an individual.
So,
to bring about
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