PROGRAM - MBA
SUBJECT CODE & NAME - MU0010 – MANPOWER PLANNING
& RESOURCING
1. What are the key human resource
elements?
Key Human Resource Elements
Every firm
or organization needs to weak itself up to the changing times in order
to achieve its
goals and objectives
and to be
successful. Every manager must
have an understanding
of these elements
and how it
functions. 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
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
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”.
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
3. What is Manpower Planning?
Mention five essential elements/steps of manpower planning.
Manpower Planning
An organization
which is understaffed
loses on account
of economies of
scale, loses out on orders, customers and profits. An organization which
is overstaffed wastes its money on
people who are not productive. To lay-off
people as well,
the company may
need to pay
severance pay or
notice period pay of 3 months,
face legal challenges and also political challenges.
One of
the pitfalls of overstaffing is that when you lay off employees, these employees know a lot about your business and
could be absorbed by your
competitors. Your competitors
may leverage the
business practices you
utilized, your client details and other valuable confidential
information from
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
4. Discuss in details the Employee Exit Process
Employee Exit process
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, 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 preprinted on the no
dues format. These letters and format are handed
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
5. What are the benefits of
setting up a training academy?
Setting up an Academy
Organizations set up
training academies where they provide training course with/without
certification in the
area of their
specialization to fresher
candidates. Sometimes candidates
with lesser experience
are also considered. The candidates are charged fees
for this course and are hired on successful
completion of the
course. The setting
up of the
academy involves answering the
below mentioned questions:
Why set up an academy?
Who will carry out the
training?
Where will the training
be conducted?
How will it be
conducted?
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
6. Write short notes on the
following:
a)Competency Mapping
b)Succession Planning
Answer: 6 (a) : - Competency Mapping
Competency mapping
forms an excellent
tool for optimising
the human capital. 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, management
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
PROGRAM - MBA
SUBJECT CODE & NAME - MU0011 – Management and
Organizational Development
1. Define Organizational Development (OD). What are the characteristics
of OD?
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 organisation. OD is anything done to ‘better’
an organisation. But this definition is too broad and all-inclusive. Another way
of defining OD is
to examine the
following definitions, suggested
by different authors in the literature.
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
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?
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.
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
3. Discuss the Ethical Dilemmas in
practicing OD
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.
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
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
4. What is Performance Appraisal?
What are the purposes and characteristics of Performance Appraisal? Describe
the steps in Performance Appraisal System.
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.
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
5. What is a Learning Organization? Discuss the attributes of a learning
organization. Explain the various learning disciplines in learning organization.
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.
Attributes of learning organisation
The attributes
that are related
to the Learning Organisation are
as follows:
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
6. Write short notes :
a) Goal Setting
b) Managing Workforce Diversity
Answer: - 6 (a) : - Goal Setting
Goal is
an object oriented
desired result a
person, or a
system plans, commits
and tries to
achieve in his/her
life. It provides
direction to the
organisation or the
individual. For an
organisation, it enhances
the operation, contributes
to the maintenance
and development of the group
and gives a sense of cohesion to the members of the group.
Goal
setting focuses on improving the effectiveness of the organisation by setting up a better fit between
organisational as well as personal goals. Goal setting involves
clarifying and specifying
the goals so
that employee can
perform higher than when they are simply told to do perform best or
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
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 strategy. Strategy can be
intended or can emerge as a pattern of activity as the organization adapts to
its environment or competes. It involves activities such as strategic planning
and strategic thinking.
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
2. Write down the elements & dimensions of Organizational Culture?
Elements of organisational culture
Elements that define
organisational culture are as below: -
• 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
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
3. Explain the reasons for grievances? List out the various points that
was considered as precautions while Handling Grievances.
Reasons for grievances
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.
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
4. Discuss the Collective
Bargaining Process and its issues
Collective Bargaining process
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 is used
by the employees
to work with
their employers. During the
process, the employees’ representatives approach the employer and then attempt to negotiate a
contract that both sides can agree upon. Once both the parties have reached
a contract that
they find agreeable, it
is signed and kept in place for a specified
period of time.
This final contract
is called the
CBA. The various steps of the collective bargaining process.
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
5. What is a Trade Union and What
are its activities? Explain the functions of Trade Unions.
Meaning of Trade Union
Trade union or labour
union is an administration of workforce grouped together to attain common goals
such as enhanced
operational circumstances. The Trade Union Act of India 1926 defines a
trade union as
‘an organisation, whether
temporary or permanent, formed
primarily for the
purpose of regulating
the relations between workmen
and employers or
between workmen and
workmen, or between employers and
employers, or for imposing restrictive condition on the conduct of any trade or
business, and includes any federation of two or more trade unions.’.
Trade unions
are created with
the key goal
of protecting the rights
of the labour force. The Indian
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
6. Write a brief note on the following:
a) Decision Making and its types
b) Disciplinary procedure
Answer: - 6 (a) : - Decision Making
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.
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
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
PROGRAM - MBA
SUBJECT CODE & NAME - MU0013 –HR Audit
1. Define Human Resource Planning
(HRP). Discuss the objectives of Human Resource Planning.
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 objective is to ensure that
an organisation has the right
number of employees
in the right
place at the
right time.
Objectives of human resource planning
The 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
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
2. 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, organisational culture,
skills, styles, etc., auditors
conduct group interviews with different level of managers.
Observation
Observation method
is often used
by the auditors
to observe various aspects of
the organisation. It
helps them to evaluate
the work place
and work atmosphere. It
also
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
3. What are the areas of HR Audit?
Explain any four of them.
Areas of HR Audit
Various areas in which HR
audit is performed are as follows:
1. Audit of HR
planning
2. Audit of HR
development
3. Audit of
training
4. Audit of
industrial relations
5. Audit of
managerial compliance
6.
Audit of HR climate
7.
Audit of corporate strategies.
1. 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
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
4. What do you mean by HR
Scorecard? Explain the steps undertaken to approach a Human Resource Scorecard.
Definition of HR Scorecard
HR scorecard
measures the HR
function's effectiveness and
efficiency in producing employee
behaviours needed to achieve the company's strategic goals. In order to achieve
that you need to know:
– What the company's strategy is.
– Understand
the causal links
between HR activities,
employee behaviours,
organisational outcomes, and
the organisation's performance.
– Have metrics to measure all the activities
and results involved.
This mode
of scorecard is
based on the
assumption that competent
and committed
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
5. Write a brief note on the effectiveness of Human Resource Development
Audit as an intervention.
Effectiveness of Human Resource
Development Audit as an Intervention
In any
firm, along with
the optimal utilisation
of other resources,
human resources should also
be exploited to
its maximum potential.
Businesses which utilise their
human resources in an effective
way have
better chances of success in the future. Sustainability and progress of
business will depend on new
competencies, methods, strategies
and value creating
processes. Every organisation has accepted that human resource is the most valuable
asset of
an organisation though
its value is
not mentioned in
the balance sheet.
1. Human Resource Development Audit
as an intervention
You will
be pleased to
know that India is the
first country to
formally establish a totally
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
6. What do you mean by Employee Orientation Programmes? List out some
points of Good employee orientation programmes.
Employee Orientation Programmes
Employee orientation
programmes are given to new employees at a place of business or
work. It helps
employees to speed
up and learn
the “ground rules” of the
company. This often reduces start-up
time, training, and other indirect
costs associated with
having new employees
who are unfamiliar with the
company culture. Orientation
programmes are aimed
at reducing the “new employee
stress” factor.
The
employee orientation programme offers
the business its best chance
inshaping an employee's
skills / work
practices and imbibing
its corporate philosophy onto
the mind of
READY
MADE SOLVED ASSIGNMENTS, PROJECT REPORTS, MODEL QUESTION PAPERS, GUIDE,
SYNOPSIS ETC. OF SIKKIM MANIPAL UNIVERISTY
Call
: - +91 – 9540358147,
Whatsapp: +91 - 8285115522
No comments:
Post a Comment