PROGRAM - MBA
SUBJECT CODE & NAME - MU0010 – MANPOWER PLANNING
& RESOURCING
1. What do you mean by Manpower
Planning? Describe the various stages & obstacles involved in Manpower
Planning.
Definitions
According to
K. F. Turkman
manpower planning can
be defined as an
attempt to match
the supply of
people with the
jobs available in an
organization. Statistical techniques have been used to ascertain
the supply of people with the jobs available.
Various stages involved in Manpower Planning
·
Evaluate present manpower inventory
·
Manpower forecasting
·
Develop a manpower sourcing plan or retrenchment
plan
·
Manpower allocation
·
Building requisite competencies
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2. What do you mean by Human
Resource Accounting (HRA)? Discuss the objectives and advantages of HRA.
Definition of Human Resource Accounting
According
to, The American Accounting Association’s committee (1973), human resource
accounting is “the process of identifying and measuring data about human
resources and communicating this information to interested parties”. So apart
from calculating the costs and investments in processes like recruitment,
hiring, placement and training, HRA also quantifies the value of employees in
an organization. According to Eric Flamholtz (1971) HRA is defined as “the
measurement and reporting of the cost and value of people in organizational
resources”.
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3. Explain the Selection process
undertaken by an organization
The selection process consists of the following steps:
1. Define the job
2. Review application/resume/CV/bio-data
3. Written examination
4. Preliminary interview
5. Business games
6. Selection tests
7. Final interview with line manager
8. Medical examination
9. Reference checks
10. Job offer
1. Define the Job
Selecting the
right candidate begins
with job analysis.
The job analysis helps to gather information about
the tasks, roles and responsibilities the job entails and
information regarding the knowledge,
skills and abilities
(KSA) required to perform the job
as well as the work environment or
culture of a
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4. Discuss in details the Employee Exit Process
Explaining the Employee Exit process in detail
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 dd/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,
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5. As an HR, you are asked to
focus on the Talent Development Process in your organization .How would you
define Talent Development? Explain the necessity of Talent Development from an
HR perspective. Explain the model for achieving excellence in Talent
Development
Definition of Talent Development
Organizations
seeking talent development do much more than just looking at individuals;
they seek for
people or groups
of people who’ve
talent at different levels in the
organization. They search for people who have great potential, experience,
performance record, and who are seasoned, matured but still aggressively
driving forward. And from this group they will select a few people
to be organizational leaders
or leaders of
specialist functions within the
organization. The organization
has to take
the responsibility of creating and maintaining the HR systems
that help in attracting, selecting, deploying, developing, rewarding and
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6. Write short notes on the
following:
a)Recruitment
b)Succession Planning
a) Meaning and objectives of Recruitment: William F
Glueck – Recruitment is a set of activities and organization uses it to attract
potential job candidates possessing appropriate characteristics to help the
organization reach its objectives. Byars & Rue – Recruitment Involves
seeking & attracting a pool of people from which qualified candidates for
job vacancies can be chosen. Recruitment of applicants is a function that comes
before selection. It helps to create a list of prospective employees for the
organization so that the management can choose the right
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b) Concept of Succession Planning: One of the
types of career planning is succession planning. Succession planning is a
technique for identifying and developing internal employees with the potential
to fill important organizational positions. Succession planning ensures the
availability of experienced, skilled and competent employees that are prepared
to assume these roles as they become available. Succession planning increases
the progress of qualified employees from individual contributors to managers
and leaders. Thus: It prepares
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PROGRAM - MBA
SUBJECT CODE & NAME - MU0011 – Management and
Organizational Development
1. Define Organizational
Development (OD).Elaborate the history of OD. Explain the importance of OD from
a manager’s perspective
Definition of OD
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
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2. 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
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
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3. Discuss the Ethical Dilemmas in
practicing OD
Explain the 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
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4. What is a Learning Organization?
Discuss the attributes of a learning organization. Explain the various learning
disciplines in learning organization
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 development of the organisation.
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5. Describe the various tools used
in OD intervention
Explaining the various tools
used in OD intervention
You can analyse from your
own business scenarios, that today technologies aim at
online collaboration, building
of communities, collaborative
training and global sharing
of best practices
which are beyond
the simple data collection and normal correspondence.
The recent
changing and new uses of such emerging technologies by OD practitioner have
become the integral
component of the dynamic
organisational change and
management
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6. Write short notes :
a) Role Analysis Technique(RAT)
b) Reward Systems
Meaning and steps in RAT
You can
define role analysis technique (RAT), as 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.
Role analysis is used to clarify the role
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Meaning, objectives and types of rewards
A reward is something that, when presented
after a behaviour, causes that behaviour
to increase in
intensity and/or frequency.
Nowadays, OD Practitioners are
focusing on developing,
designing and implementing
an effective reward system.
They have a
view that reward
should match the other systems and practices of the
organisation such as top
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PROGRAM - MBA
SUBJECT CODE & NAME - MU0012 – Employee Relations
Management
1. Define Strategy. Describe the
different strategy levels in an organization
Definition of Strategy
Strategy (from Greek
στρατηγία stratēgia, "art of troop leader; office of general, command,
generalship" is a high level plan to achieve one or more goals under
conditions of uncertainty. Strategy is important because the resources
available to achieve these goals are usually limited.
Strategy
generally involves setting goals, determining actions to achieve the goals, and
mobilizing resources to execute the actions. A strategy describes how the ends
(goals) will be achieved by the means (resources). The senior leadership of an
organization is generally tasked with determining
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2. Define Organizational Culture.
Discuss the dimensions of organizational culture. Explain Charles Handy’s
classification of organizational culture
Definition of organizational culture
Organisational culture
describes the psychology,
attitude, experiences, beliefs
and values of an organisation. According to Hill and Gareth (2001),
organisational culture is
defined as ‘the
specific collection of
values and norms that
are shared by
people and groups
in an organisation
and that control the way they
interact with each other and with stakeholders outside the organisation’.
An organisation
is said to have a strong culture if its employees are aligned with the
organisational values. Organisations
that have a
strong culture function efficiently.
On the other
hand, in
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3. Define Disciplinary procedure. Explain the various factors to be
considered while analyzing a disciplinary problem.
Definition of Disciplinary procedure
Disciplinary procedure
is a step-by-step
process which an
organisation follows while dealing with indiscipline of any kind. It is
a good practice for organisations to establish a proper disciplinary procedure
in order to ensure just decisions. A
disciplinary procedure includes
a formal system
of documented warnings and
hearings, with rights
of representation and appeal
at each stage.
Disciplinary procedures have
to be fair
and transparent in order to avoid legal complications. Caution
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4. What do you mean by Human Resource Information System (HRIS)? Describe
the various modules of HRIS. Discuss some of the HRIS software.
Definition of HRIS
Human Resource
Information Systems (HRIS) is a software
application that caters to the
human resource information
needs of an
organisation like monitoring
employee attendance, payroll and benefits administration, career
development, employee information,
performance management, and
training.
HRIS is a collection of components which work together to gather, process and
store information that
the HR department
can use to
make decisions, to coordinate
and to plan
its
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5. As an HR of a Company, you are
asked to focus on the causes of Grievance and the Grievance handling procedure.
What according to you are the reasons of Grievance? Explain the pre-requisites
you will consider while addressing Grievance handling procedure
Causes of Grievance
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.
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6. Write a brief note on the following:
a) Trait theory
b)ERG theory
Meaning and concept of Trait theory
The Trait
Theory: This theory
uses traits (characteristics) to
distinguish between leaders and
non-leaders. The traits
associated with leadership according to this theory. The
traits that indicate strong
leadership are as
follows:
Intelligence: This refers to the mental ability of a person
and is only a moderate predictor of
leadership. The Intelligence
Quotient (IQ) of a
person can be used as a qualifier for high management jobs, but once the high
position is attained,
an effective leader
also displays
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Meaning and concept of ERG theory
ERG Theory
To bring
Maslow’s need hierarchy
theory of motivation
in synchronisation with empirical
research, Clayton Alderfer redefined it in his own terms. His theory is called
the ERG theory of motivation. He
re-categorised Maslow’s hierarchy of
needs into three simpler and broader classes of needs:
·
Existence needs:
These include need for basic material necessities. In short, it includes
an individual’s physiological and physical safety needs.
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PROGRAM - MBA
SUBJECT CODE & NAME - MU0013 –HR Audit
1. Define Human Resource Planning
(HRP).Discuss the objectives 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
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2. What do you mean by Human
Resource Audit? Discuss the purpose of HR Audit. Explain the common approaches
to HR Audit.
Definition of HR Audit
Many organisations
now realise that
their most important
and expensive asset is
their human resources. They recognise the need to exercise better
control over these assets so that they
are able to make an optimum
return on their HR investment. In this regard, HR audit is seen by the
organisations as an invaluable
tool to inculcate
discipline and accountability
among the HR people.
Audit is
one of the important Management Control Devices. It’s a review and verification
of completed transactions to see whether they represent a true state of affairs
of business or not.
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3. 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?
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,
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4. Discuss the relationship between Human Resource Practices and
Performance of business
The relationship between Human Resource Practices and Performance of
Business :
The belief
that Human Resource management and development practices have linkages
with organisational level outcomes has
been the
focus of the theoretical and conceptual
work undertaken by
Peters and Waterman (1982), Porter
(1985), and Lawler
(1986). Recent empirical
work has highlighted the
connections between HR
practices like selection, performance appraisal, training,
job design, promotions, information sharing, attitude surveys,
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5. What are the benefits that the
employer derives from Employee Referral Programmes? Explain the different types
of Interview.
The benefits of Employee Referral Programmes:
In their
competition to identify
and attract outstanding
employees, many companies many a
time undermine their top recruiting source, i.e., their own employees. While
many companies have some form of
Employee Referral Programme (ERP)
in their recruitment repertoires, the effectiveness of these initiatives varies
dramatically. Using employee
referrals as part
of a recruitment and hiring
process offers employers several distinct benefits.
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6. Write a short note on the following:
a)Flanholtz model(Rewards evaluation model)
b) Pekin Ogan model
Concept and steps involved in Flanholtz 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
organisation depends upon
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Concept and steps involved in Pekin Ogan model
The Pekin
Ogan model suggested
by Pekin Ogan
(1976) is, in
fact, an extension of the
net benefit approach of Morse. This approach presents a new concept of
determination of certainty equivalent net benefits stream for each employee in an organisation.
In this
model, the value
of human resources
is determined by
taking into consideration the
certainty with which the net benefits in future will accrue to the enterprise.
The method involves the following steps:
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