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Spring 2019
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 strategic initiatives, operational
excellence and adherence to core values of the organization.
II) Job Design
Some
organizations have categorized jobs into 3 categories:
Individual
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 in an organization.
Objectives of HRA
The
objectives of Human Resource Accounting are:
·
To provide cost/value information of
Human Resource and associated processes to the management and assist decision
making
·
Serve as a basis for decisions
concerning the human resource of the organization.
·
Provide methods and standard for
evaluating the worth of people to the organization effectively.
·
Enable effective management and
monitoring of resources
·
To report progress or
·
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 risk reduction
within the organizations. One of the biggest ways of reducing risk in
organizations is through labor planning.
Apart
from providing inputs
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, enters in the software, the date of receipt of resignation
letter, terms and conditions of resignation if any special is there. and
comments of Manager, the payroll changes are made accordingly as per the
relieving date decided, the software generates the receipt of resignation
letter, along with a no dues format, with employee name, roll no, dept already
pre-printed on the no dues format. These letters and format are handed over by
HR to e
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
Training Cost – During the training period, the candidates are nonpaid salary,
so the cost of salaries paid during the training period is saved. The cost of
salaries is a big component of training costs. For a BPO offering an average
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. Employee skill, knowledge and abilities are not sufficient to
achieve the desired goal. Additional skills, like mind-set, values, belief and
commitment are required for employees to achieve their desired performance.
Thus
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DRIVE-Spring 2019
PROGRAM-MBADS
(SEM 3/SEM 5) MBAFLEX/ MBAN2 (SEM 3) PGDHRMN (SEM 1)
SUBJECT CODE &
NAME HRM302 – Management and Organizational Development
BK IDB1726
CREDIT &
MARKS-4 Credits, 60 marks
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 achieved by conscious interventions in those processes and
structures that have an immediate bearing on the human aspects of the
organisation. OD is the act, process, or result of furthering, advancing
or promoting the growth of an organisation.
Characteristics of OD
Organisational Development,
(OD) is a process of bringing about a change in the system, culture and
behaviour of an organisation. It Its half solved only
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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 building the relationships in a smooth and cordial way.
2.
Interpersonal skills: An
OD practitioner helps to gain the competence which is required to solve
problems. So, in order to build and maintain the relationships the OD
practitioner must consider the concepts of group dynamics, cultural
perspectives, and business function. These constitute the core foundation of
their knowledge and help in developing managing,
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 largely
on the nature of their specific relationship. Ethical problems and dilemmas
faced by OD practitioners may leave OD’s scientific and professional
progression in a disadvantageous position. This happens unless an agreement can
be reached as to the types of ethical dilemmas and the points, at which they
are likely to be encountered. Now, you will understand with the help of the
model given in figure 6.5 which explains how ethical dilemmas
SET 2
Q.1. What
is Performance Appraisal? What are the purposes and its characteristics?
Describe the steps in Performance Appraisal System.
Meaning of Performance Appraisal 2
Purposes of Performance Appraisal 2
Characteristics of Performance Appraisal 3
Steps in Performance Appraisal System 3
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 related to the work, its strength and
weaknesses. It thus, helps to identify the areas for the enhancement of
performance and helps in enhancing the professional growth. The
Performance Appraisal shows the link between reward systems and goal
setting process.
Purposes of Performance Appraisal
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 conflict and role ambiguity. Thus, the outcome of role conflict
and role ambiguity may give rise to the ethical dilemmas which are explained
below:
According
to Gephart (Co-author of Learning
Organizations Come Alive), the essence of learning organisation is:
·
systematic
critical thinking
·
a
spirit of experimentation and flexibility
·
centred
towards people (community)
·
continuous
learning at the systems level
·
emphasis
is on
·
·
Q3.
Write
short notes : a) Role Analysis Technique (RAT) b) Reward
Systems
Meaning
and steps in RAT (Refer)
Meaning,
objectives and types of rewards
Answer.
Meaning
and steps in RAT
It
is a technique designed to clarify role expectation. Role Analysis Techniques
(RAT) has been
developed
by Dayal (1969) for redefining the managerial roles in an organisation. The set
of behaviours or attitudes associated with a particular position in a group is
called a role.
Example: If
a production oriented organisation transforms into market – oriented as in case
of Larsen and Toubro, or into an operating one like SBI, such newly created
organisation may need role analyses to build effective work teams.
You
can identify the steps in RAT as:
Role analysis: It involves listing perceived duties, behaviours,
and responsibilities – the role conception.
Expectation of role incumbent about others: This list describes those
expectations of others that affect the incumbent’s role and impinge upon his or
her performance.
Role expectations: The
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DRIVE- Spring 2019
PROGRAM-MBADS (SEM
3/SEM 5) MBAFLEX/ MBAN2 (SEM 3) PGDHRMN (SEM 1)
SUBJECT CODE &
NAME- HRM302 – Employee Relations Management
BK ID-B1734
CREDIT &
MARKS-4 Credits, 60 marks
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 the organisation through its
configuration of resources within a changing environment, to meet the needs of
markets and to fulfil stakeholders’ expectations.”
Different
strategy levels in an organization
Organisations
have different levels of strategic decision making. Although these levels are
inter-related, each one of them has its own scope and reach. The different
levels of strategy in an organisation are at the corporate level, business-unit
level, functional level and people level. The main levels of strategy of an
organisation are:
Corporate level strategy:
Corporate
level strategy is usually devised at the board level. It defines the following
for an organisation:
·
The
overall
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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 structures: It outlines the
reporting lines, hierarchies and the direction of work flows.
Power structures: It specifies the decision makers
and their power reach.
Symbols: It includes organisational logos, designs
and symbols of power like allocation of parking space.
Rituals and routines: It outlines procedures like
meetings and reporting.
Stories and myths: It conveys the organisational
values.
Dimensions
of organisational culture
National, religious and cultural
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. Working environment: Issues
related to the employee’s work environment like poor working conditions,
defective equipment and machinery, tools, materials.
Supervision: Issues
like behaviour of the boss towards the employee, perceived ideas of partiality,
discrimination, preferential treatment, prejudice.
Work
group:
Issues with co-workers like stressed peer relations or inaptness with peers.
Work
organisation:
Issues
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 group of employees to determine
the conditions of the employment. The result of the collective bargaining
process is called the Collective Bargaining Agreement (CBA). It is a type of
negotiation that issued by the employees to work with their
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 created with the key goal of protecting the rights of the labour
force. The Indian labour market consists of three sectors:
·
The
rural workers, which comprise 60 percent of the labour force.
·
Organised
sector, which employs 8 percent of
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
examine
the different types of decision-making tactics employed by managers and
supervisors.
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:
Authoritative: In this form of decision
making, the manager makes all the decisions and the subordinates follow them.
The manager
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Drive
SPRING 2019
Program
MASTER OF BUSINESS ADMINISTRATION
(MBA)
Semester
3
Subject code & name
HRM304: 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 number
of employees:
How
can output be improved through your understanding about the interrelation
between productivity, work organisation and technological development? What
does this mean for staff numbers? Its half solved only
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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 top management can
provide a perspective for a good HR audit. To collect
information
about the effectiveness of the Human Resource Development System,
organisational culture, skills, styles, etc., auditors conduct group interviews
with different level of managers. Interviews help the auditors in a number of
ways. Some of the benefits are:
●
It aids the auditors to
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
Set 2
Q.1
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 actually expects from them. The competency
framework serves as the bedrock for all HR applications. As a result of
competency mapping, all the HR processes such as talent induction,
2. Discuss – Hiring Process in
detail.
Hiring Process
Answer:
Hiring Process
Many legal complexities are involved
when a company goes for any preemployment testing (for example, skills,
medical, or drug testing), during the hiring process.
Skills testing
A candidate may have many skills
but the important point to observe is whether the skills possessed are relevant
to the job he/she is being considered for. Suppose Mr. A is considered for the
post of computer operator and he can play football very well. In this case,
though he possesses a skill, it is not relevant to the job concerned. So the
test should examine what you wish to know about a candidate’s ability to
perform specific tasks that are assigned to a particular position (for example,
for an administrative assistant’s position, how many words per minute can
3. Discuss – Rationale of Human
Resource Valuation and Auditing in detail.
Rationale of Human Resource
Valuation and Auditing
Answer:
Answer:
The human resource valuation system cannot
be considered to be a complete system of accounting unless it is followed by an
equally competent system of auditing. Application or use of human resource
accounting, therefore, must also be followed by a separate HR audit to
ascertain whether or not the performance of the managers has been true and fair
in the overall interests of the organization they serve. The application and
usefulness of human resource valuation depends on
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