Dear students get fully solved
assignments
Send your semester & Specialization
name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
ASSIGNMENT
DRIVE
FALL 2013
Program
Master of Business
Administration- MBA
Semester
3
Subject code &
name
MU0010 – Manpower
Planning and Resourcing
Credit
4
Book ID
B1765
Max. Marks
60
Note: Each question is followed by evaluation scheme. Answer all
Questions.
Q. No
Questions
Marks
Total Marks
1
Define the term ‘manpower planning’. Explain the need for manpower
planning. What are the advantages of manpower planning?
A
Definition of manpower planning
3
10
Need for manpower planning
3
Advantages of manpower planning
4
2
What do you mean by manpower forecasting? Why is it necessary? Explain
the types of manpower forecasting.
A
Meaning of manpower planning
2
10
Necessity of forecasting
2
Explanation of the types of manpower forecasting
6
3
The latest trend in recruitment is the ‘E-Recruitment’. Write a brief
note on this ‘E-recruitment’
A
Meaning and example of e-recruitment
2
10
Kinds of e-recruitment
2
Online recruitment techniques
3
Advantages and disadvantages
3
4
Explain the necessity and types of induction.
A
Necessity of induction
3
10
Types of induction
7
5
Define talent engagement. Why is it important? What are the driving
factors of talent engagement?
A
Definition of talent engagement
4
10
Importance of talent engagement
3
Driving factors of talent engagement
3
6
Many organisations closely observe the employee exits and are managing
the exit process professionally in order to reduce the employee turnover.
Describe such employee exit process and operational responsibilities.
Differentiate between exit surveys and exit interviews.
A
Explanation of employee exit process
3
10
Operational responsibilities in exit process
3
Difference between exit surveys and exit interviews
4
ASSIGNMENT
DRIVE
FALL 2013
Program
Master of Business
Administration- MBA
Semester
3
Subject code &
name
MU0011 – Management
and Organisational Development
Credit
4
Book ID
B1726
Max. Marks
60
Note: Each question is followed by evaluation scheme. Answer all
questions
Q. No
Questions
Marks
Total Marks
1
Define organisational development. What are the assumptions of
Organisational Development?
A
Definition of OD
2
10
Assumptions of OD
8
2
Describe the following theories of planned change: ‘Lewin’s change
model’ and ‘Action research model’
A
Lewin’s change model
5
10
Action research model
5
3
Describe the components of OD programs and the OD program phase
A
Components of OD programs
6
10
OD program phase
4
4
What are the ethical dilemmas in practicing OD?
A
Meaning of Ethical dilemma
2
10
Explanation of various ethical dilemmas
8
5
Define the term downsizing. List the types of downsizing. Explain the
significance, misconceptions and effects of downsizing.
A
Definition of downsizing
2
10
Listing the types of downsizing
2
Significance of downsizing
2
Misconceptions
2
Effects of downsizing
2
6
Organisational learning is an area of knowledge within organisational
theory that studies models and theories about the way an organisation learns
and adapts. Describe the seven steps of initiating such ‘organisational
learning’.
10
A
Description of the seven steps of initiating ‘organisational learning’.
10
ASSIGNMENT
DRIVE
FALL 2013
Program/Semester
MBADS – (SEM 3/SEM 5)
/ MBAN2 / MBAFLEX – (SEM 3)
PGDHRMN – (SEM 1)
Subject code &
name
MU0012 – Employee
Relations Management
Credit
4
Book ID
B1734
Max. Marks
60
Note: Each question is followed by evaluation scheme. Answer all questions
Q. No
Questions
Marks
Total Marks
1
Employee relations management (ERM) is all about management of
relationship with employees in an organisation. Explain the features and
importance of this ERM.
A
Features of ERM
5
10
Importance of ERM
5
2
What are the various types of communication? Explain the importance of
organisational communication. What are the methods to improve communication?
A
Types of communication
4
10
Importance of organisational communication
3
Methods to improve communication
3
3
Human Resource Information System (HRIS) helps organisations to carry
out their HR administrative functions in an effective manner. What are the
important features that makes a good HRIS? Mention some common applications of
HRIS.
A
Important features that makes a good HRIS
7
10
Common applications of HRIS
3
4
What are the objectives of organisational discipline? List the types of
disciplinary problems. Explain the steps of disciplinary procedures commonly
followed in many organisations.
A
Objectives of organisational discipline
3
10
Listing the types of disciplinary problems
2
Steps of disciplinary procedures
5
5
What is trade union and what are its objectives? Describe trade unions
in India.
Meaning of trade union
2
10
Objectives of trade union
2
Trade Unions in India
6
6
Write a brief note on the following Acts:
(i) Factories Act, 1948
(ii) Industrial Disputes Act, 1947
10
A
Factories Act, 1948
5
Industrial Disputes Act, 1947
5
ASSIGNMENT
DRIVE
FALL 2013
Program/Semester
MBADS – (SEM 3/SEM 5)
/ MBAN2 / MBAFLEX – (SEM 3)
PGDHRMN – (SEM 1)
Subject code &
name
MU0013: HR AUDIT
Credit
4
Book ID
B1735
Max. Marks
60
Note: Each question is followed by evaluation scheme. Answer all
questions
Q. No
Questions
Marks
Total Marks
1
Define Human Resource (HR) Audit. Explain the need for HR Audit. What
are the benefits of HR Audit?
A
Definition of HR Audit
Need for HR Audit
Benefits of HR Audit
2
4
4
10
2
Write short notes on the following:
(i) Audit for HR Planning
(ii) Audit for HR Climate
A
(i) Audit for HR Planning
(ii) Audit for HR Climate
5
5
10
3
What is HR Scorecard? Explain the reasons for designing &
implementing HR Scorecard framework.
A
Meaning of HR Scorecard
Reasons for designing & implementing HR Scorecard framework.
2
8
10
4
What is meant by ‘Competency mapping’? Explain the various competencies
and the associated behavioural aspects.
A
Meaning of competency mapping
Explanation of various competencies and behavioral aspects
3
7
10
5
Write a brief note on effectiveness of Human Resource Development Audit
as an intervention.
A
Effectiveness of Human Resource Development Audit as an intervention.
10
10
6
Describe the rationale behind human resource valuation and auditing.
10
A
Description of rationale behind human resource valuation and auditing
10
Dear students get fully solved
assignments
Send your semester & Specialization
name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
No comments:
Post a Comment
Note: only a member of this blog may post a comment.