PROGRAM - MBA
SUBJECT CODE & NAME - MU0015 –Compensation and
Benefits
1. Discuss the contents of Job
Evaluation. Describe the process of Job evaluation
The contents of job evaluation are as follows:
1. Job analysis: It
is the process of examining the job content by breaking it down into its
functions, elements, tasks, operations and processes.
2. Job description: It is a written and general statement that
outlines the skills, education and
training required by
the potential employee
to perform the particular task.
3. Job classification:
Here jobs are grouped with respect to their worth.
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2. Suppose you are a HR Manager
and you are asked to develop an effective Incentive Scheme for your
organization. What are the pre-requisites you will consider while developing an
Effective Incentive Scheme? Discuss the merits and demerits of Incentives
If I was a HR Manager
and I was asked to develop an effective incentives scheme for my organization
then following pre-requisites will be considered by me while developing and
Effective Incentive scheme :
These pre-requisites are as under:
1. 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
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3. Discuss the types of managerial
remuneration. Explain the elements of a managerial remuneration
Types of managerial remuneration
Due to financial crises
in the last two decades, the remuneration part of the managers has
changed drastically which
affect their compensation structure. Thus, managerial
remuneration comprises of two important pays which are as follows:
1. Short term pay: The short term remuneration is related to the
bonuses (short term) and the base pay which are usually paid to the managers
according to their performance in the organisation. This type of pay is totally cash
based managerial remuneration
component and over a
certain period of time
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4. Define Pay Structure. What are
its objectives? Explain the major decisions involved in designing and setting
competitive pay structures
Definition of 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.
An
organisation salary structure is thus a method
of administering its salary philosophy. The
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5. Explain the 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
is regarded 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.
Example: Lloyd’s
Broking Group, despite
having major growth
in its business, initiated
its employee survey
so as to
assess the unease among its staff members. The main
reason for this is the
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6. Write a short note on the
following:
a)Wage Policy Plan in India
b)Voluntary Retirement Scheme(VRS)
a)
Wage Policy
Plan in India
Wage policy
can be defined
as the principles
which act as
guidelines for determination of a
wage structure. It relates to all systematic efforts of the Government in
relation to a national wage and structure of wages.
Wage policy in India
The plans of wages in India
are explained as follows:
• The first
plan (1951 to
1956) suggested that pre-war
levels of real wages should be restored as an initial
march towards “living wage” by use of enhanced productivity. It further
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b)
Voluntary
Retirement scheme
Voluntary Retirement Scheme
(VRS) is the most common method which is used
by organisations to reduce
excess manpower. It
helps the employer not only to compete and survive in
this current business scenario but also improve
his/her performance. This
scheme also becomes
the prominent means of downsizing
of employees. VRS is also known by the names such as Voluntary Separation
Scheme, Golden Handshake and Early Separation Scheme.
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PROGRAM - MBA
SUBJECT CODE & NAME - MU0016 – Performance
Management and Appraisal
1. Discuss the aims of Performance
Management
Aims of Performance Management
To measure goal achievement: Overall evaluation of a company and its
ability to set and reach goals is critical for success. While several external
factors such as
economy, demand, etc,
may affect the
organizational performance, we should acknowledge that goal achievement
is more related to effective employee performance. Hence goals such as
enhancing market share, increasing client
satisfaction, etc., are
to be delivered
by the employees. Hence,
in goal achievement
the employees and
their
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2. Discuss the steps in giving a
constructive feedback.
Steps in Giving a Constructive Feedback: You can learn to give a good feedback if you
keep in mind the following steps.
Step 1:
State the constructive
purpose of your
feedback or context: State your purpose briefly by
indicating what you'd like to cover and why it is important. If you are initiating
feedback, this focus keeps the
other person from having to guess what you want to talk about. If the other
person has requested feedback, a
focusing statement will
make sure that
you direct your feedback towards
what the person needs.
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3. 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.
Purpose of Performance Appraisal :
It is believed that at
least 90% of organisations have a formal PE and the rest do
it informally since
it serves a
number of organisational purposes such as the following:
1. If
organisational goals are
converted into objectives and job tasks
and these are executed by employees, it follows that the effectiveness
with which tasks are
performed has a
direct bearing on
organisational effectiveness. PE identifies
whether an individual
is actually contributing to the
job. For example, five salesmen each are required to sell 1,000 pieces of a
product a month to ensure that
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4. Explain the concept of
360-Degree feedback system. Discuss the purpose and components of a 360-degree
appraisal method.
Concept of 360-Degree Feedback System
In 360-degree
appraisal, the feedback
about an employee’s
performance comes from all the sources. The number (360) indicates
all-round appraisal. While
180-degree refers to
top-down and bottom-up
feedback, numbers more than this
indicate feedback from various other groups apart from the top-down and
bottom-up across the
organisation. For example,
these additional groups can be peers who are engaged in the same level
of job as the recipient of the feedback.
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5. Define the term ‘Ethics’.
Discuss the key factors involved in ensuring Ethics in Performance
Management(PM).
Definition of 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. Aristotle's
virtues
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6. Write short notes on the
following:
a)Forced Distribution Method
b)Essay Appraisal Method
a) Concept of Forced Distribution Method
Forced Distribution Method
Forced
distribution method has its roots in normal distribution, a topic found in
statistics. The employees should normally be very good, good, average, below
average, bad, etc. In other words, the rating should be evenly spread. In
forced distribution method, the manager
is told to ensure that people are evenly spread. Thus, he has to fit some percentage in very
good, some in good, etc., with
some discretion. It
is generally applied
to several components taken
together rather than one
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b) Concept of Essay Appraisal Method
Essay appraisal method
In
the essay appraisal
method, the appraiser describes the performance of an individual in
the form of a short essay. He covers
what the employee did, what he did not, what his strengths and weaknesses are
and what he should improve upon. When
facts and evidences are used objectively, it is a fairly accurate method
to evaluate performance.
However, if an
organisation is large, the
variation in the
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PROGRAM - MBA
SUBJECT CODE & NAME - MU0017 – Talent Management
1. Explain the key elements of
Talent Management System.
The key elements of Talent Management System are as follows:
Recruitment and
Selection: Recruitment is the process
of finding and hiring
the best-qualified candidate
for a job
opening, in a
timely and cost effective manner. Recruitment and retention
have become a big challenge for
organisations due to the continuing global talent shortage, the changing
worldview of work
by new generation
employees entering the
workforce, and the ever
increasing evidence that
poor recruitment decisions
have a direct impact on the bottom
line.
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2. Define Talent Management.
Discuss the Talent management Approaches.
Definition of Talent Management
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 highperformance, sustainable
organization that meets
its strategic and operational goals and objectives. (John
Hokins University press)
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3. What are the responsibilities
undertaken by an HR to ensure compliance to regulations? Explain the steps
involved in ensuring safe work environments.
To ensure compliance to regulations, the HR must:
·
Have the right skills and experience to support
the compliance process.
·
Be
updated with all
the laws as
the laws change
constantly, and communicate the
same to all the employees.
·
Create manuals on HR policy, regularly update
it, and get it reviewed by the lawyer before implementing it.
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4. What do you mean by Total
Rewards? Discuss the elements of Total Rewards.
Meaning of Total Rewards:
All of
the tools available
to the employer
that may be
used to attract, motivate and retain employees can be
termed as Total Rewards.
Total rewards
include everything the
employees perceive to
be of value resulting from
the employment relationship.
The general elements
of total rewards include salary,
bonuses, stock options or participation in the equity of the
organisation. All these
elements involve financial
investments.
Rewards which
do not result
in monetary benefit
can also be
used. Examples of such rewards are developing skill, putting into practice
one’s ideas. These help in reducing the financial investments of the
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5. Explain the organizational
issues pertaining to Talent Management.
Organisational Issues
Organisational issues
pertaining to talent management could arise because of focus and fit.
(i) Focus: The different types of focus are:
• Step
by step focus:
In this, managers
look for employees
with potential to take one step ahead in their career. Talent management
needs to have a proactive approach to both skill enhancement and
career progress
• Leadership focus:
The leadership focus
of talent management function is to produce future
leaders. Organisations need to work on the required talent to equip employees
to become future
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6. Write short notes on:
a)Workforce Analysis
b)Talent Review
A)
Workforce
analysis:
It is a systematic
process in which an organisation identifies the critical jobs and
competencies, needed for the current
and future employees, and develops strategies to
overcome any gaps.
Its main
priority is using
information to obtain
an overview of the
workforce and targeting talent management initiatives which include:
a) Identifying critical job roles for analysis
and planning.
b) Reviewing knowledge/skills/attributes needed.
c) Determining employee population for review.
d) Gathering demographic information.
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B)
Concept
and importance of Talent review
Talent review
helps in developing
a clear talent
management strategy and to
increase awareness of
available talent and
successors in an organization. All
organizations should conduct
regular talent review meetings to
be prepared for
a variety of
business changes, such
as mergers, company growth, or a decrease in talent needs. It is
designed to review the performance and
career potential of employees, to discuss possible vacancy risks of current
employees, to identify successors
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PROGRAM - MBA
SUBJECT CODE & NAME - MU0018 – Change Management
1. Discuss the various
perspectives of organizational change.
Perspectives of Organizational Change
Organizational change
has been studied from multiple perspectives at micro and macro levels. It is
one of the many perennial issues inorganization and management theory. We can
broadly study them under seven main
perspectives.
These are:
1. Environment-dependent perspectives
According to this
perspective, organizational change is a function of external environment and
acts as a link between an organization’s internal practice and procedures with
the external world.
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2. Explain the various steps at
which control takes place in a Change
Management Process.
Change Management Process Control
In the change
management process, controlling takes place at various steps, which are as
follows:
Step l:
Preparation for change
As a first step, in the
preparation stage, the change manager has to focus on the following aspects
(a) The required change
has to be identified
(b) Determination of
the major concerns and issues needs tobe determined
(c) The obstacles or
hurdles to be identified
(d) Calculating the
involvement of risk and determination of the cost of change
(e) Understanding the
reasons for resisting the change
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3. Discuss the various factors
affecting the choice of a change Strategy
Factors Affecting the Choice of a
Change Strategy
A number of factors
need to be considered while choosing a proper change strategy. A mix of
strategies can be adopted depending upon a number of factors. These basic
factors are:
(i) Urgency of the need
for change:Quick change strategies should be chosen, if the situation demands affecting
the change in a short time. A suitable strategy can be chosen and employed
based on the urgency for the implementation of the change process.
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4. What do you mean by
Organizational Effectiveness? Explain the approaches involved in achieving
Organizational Effectiveness.
Meaning of Organizational Effectiveness
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
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5. Define organizational Culture.
Describe briefly about the types of organizational Culture
Definition of Culture:
The word
‘culture’ has been derived metaphorically fromthe idea of ‘cultivation’, the
process of tilling and developing land. When we talk about culture, we are typically
referring to the pattern of development reflected in a society’s system of
knowledge, ideology, values, laws, social norms and day-to-day rituals. Edgar
Schein has defined culture as ‘a pattern
of basic assumptions invented, discovered or developed by a given group as it
learns to cope with its problems of external adaptation and internal
integration worked well enough to be considered valuable and therefore, to be
taught to new members
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6. Write a brief note on the
following:
a)Kurt Lewin’s Model of change
b)Burke-Litwin Model of organizational performance and change
6. a) Kurt Lewin’s Model of Change
In order
to ensure that change is permanent, Kurt Lewin described the three phases of
the change process which can enable the organization to move from the current
state to the desired state—Unfreezing, Changing, and Refreezing. The
diagrammatic representation of the process based change is
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6. b)Burke-Litwin Model of organizational performance and change
Burke-Litwin Model of
Organizational Performance and Change
The Burke-Litwin
model adopts the
open system approach
towards an organization. In this
model, the external environment serves as the input dimension and the individual and the organizational
performanceserves as the output dimension. The other remaining components in
this modelrefer to the primary throughput dimensions. The feedback loop links
the input with the output: and the
arrows are bi-directional (organizational outputs –products and services affect
the external environment and that
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