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Xaviers Institute of Business Management Studies

MARKS: 80 ( Each case study for 20 Marks)

Subject – Principles and Practice of Management

 

 

Communicating in a Crisis

 

Overview Valley High School, situated in Kodaikanal, was established in 1980 and is owned by a well respected charitable trust. It overlooks a lake and is a modern building equipped with state-of-the-art facilities. The total student enrolment is 2000, out of which more than 50% are girls and the rest boys. The students are all from affluent, educated families. The school has established a good reputation for itself, thanks to the consistently good performance of students in the public examinations. The school is headed by a lady Principal and also has a couple of Supervisors and a team of 25 teachers. The teachers have had extensive experience, are well qualified and are known for their commitment to imparting quality education to students. Due to the recent heavy monsoons, the school was faced with the problem of flooding, with water entering the rooms on the ground floor and water seepage on the terrace. Since repair work had to be done, the school had to be closed for a couple of weeks. The work was carried out by reputed contractors, but the building still looks a little run down.

The crisis the school had just reopened after this two week break. The same morning, a fire suddenly broke out on the third floor and spread to other floors, blocking the stairways. There was widespread panic, as the children started jumping off the balconies, injuring themselves in the process. The Principal and staff had a tough time trying to calm down the children and take control of the situation. Fire engines were called and several of them arrived and began their fire fighting operations. In the meanwhile, many parents also arrived and tried to enter the building to speak to the Principal. The phones were ringing continuously. There was total chaos.

 

Question 1: How do communication crises arise?

 

Answer: Communication crises arise due to a combination of factors that disrupt normal communication channels and create a situation where information is either miscommunicated, withheld, or rapidly changing. Specifically, in the context of Valley High School’s situation, communication crises can arise from:

  1. Unexpected Emergencies:

 

Question 2: What should the Principal do to calm down the angry parents?

 

Answer: To calm down the angry parents, the Principal should take the following steps:

  1. Provide Clear and Timely Information:
    • Immediate Briefing: As soon as possible, the Principal should address the parents and provide a clear and concise briefing about the situation. This includes what happened, the current status, and the steps being taken to address the situation.
    • Regular Updates: Ensure that regular updates are provided to keep parents informed about the progress

 

 

Question 3: How will the school regain its reputation? What services should the school provide in order to maintain its reputation?

 

Answer:  To regain its reputation and maintain it, Valley High School should undertake the following actions:

  1. Address Immediate Concerns:
    • Repair and Restoration: Complete any necessary repairs to the building to ensure that it is safe, functional, and visually appealing. Address any remaining issues from the flood and fire damage promptly.
    • Health and Safety

 

 

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Case Study 2

 

Case Study on The power of Non-Verbal Communication

 

The Power of Nonverbal Communication Soon after I graduated from engineering college, I accepted a position with the Sundaram Foundry, a medium-sized firm located in a small town in Tamil Nadu. It was a good position, since I was the assistant to Mr. Vishwanath, the General Manager and president of this family owned company, although there were many technical problems, the work was extremely interesting and I soon learnt all about the foundry business. The foundry workers were mostly older men and were a closely knit team. Many of them were related and had been in the foundry for several years. Therefore, they felt that they knew the business in and out and that a technical education had no value. In fact, Mr. Vishwanath had mentioned to me even at the time of my joining, that I was the only engineer ever to be employed in the foundry. He also let me know that the foundry workers, although a good group, were very clannish, since they had been working together for several years. Therefore, it would probably take them some time to accept me. I introduced myself to the group of foundry workers, a few days after my joining. As I went around in turn, I felt them eyeing me coldly. As I went down the main aisle of the foundry, I heard them talking to each other in low voices and laughing. I found their behavior to be very childish and felt that it was best to ignore these signs of hostility. I thought that if I ignored them, they would automatically stop these antics. A few weeks after this incident, I happened to visit the enamel shop. As I entered, I noticed a worker cleaning the floor with a hose, from which water flowed at high pressure. I was aware that it was the practice to clean the shop at least once a week. I turned my back on the worker and was busy near a dipping tank, when I suddenly felt the force of a stream of water hitting me. I was almost knocked down by the pressure and slipped on the wet floor. When I turned around, the worker looked away in the other direction, as if he had not noticed this happening. However, I was pretty sure that he had intentionally turned the hose on me.

 

 

 

Question 1: What message did the foundry workers and the new engineer convey to each other through their non-verbal behavior?

 

Answer: Messages Conveyed by the Foundry Workers:

  1. Cold Stares and Low Voices: The foundry workers’ cold stares and low-voiced conversations when the new engineer was introduced conveyed disapproval and hostility. This non-verbal behavior indicated that they were not welcoming of the new engineer and were possibly skeptical or resentful of his presence and qualifications.
  2. Laughing and Whispering: The whispering and laughing as the engineer walked by suggested that they were mocking or ridiculing him. This behavior can be a form of exclusion or a way to assert their dominance and resistance to change brought by the new engineer.
  3. Turning the Hose on

 

 

 

 

Question 2: Mr. Vishwanath, the General Manager and President, was not often present at the foundry. What could this non-verbal behavior mean to the workers and the new engineer?

 

Answer: For the Foundry Workers:

  1. Lack of Authority: Mr. Vishwanath’s infrequent presence at the foundry might have led the workers to feel that they had more autonomy and less oversight. This could have contributed to their assertive or rebellious behavior towards the new engineer, as they might perceive a lack of accountability.
  2. Disregard for New Changes: The absence of Mr. Vishwanath could signal to the workers that new changes or new

 

 

 

Question 4: What do you suggest that the engineer should do after the hosing incident?

 

Answer:

  1. Document the Incident: The engineer should document the details of the hosing incident, including the time, location, and any witnesses. This documentation can be useful for addressing the issue formally if needed.
  2. Report the Incident: The engineer should report the incident to Mr. Vishwanath or another relevant authority

 

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Case Study 3

 

BS GETS A D-PLUS ON DIVERSITY FROM MULTIETHNIC COALITOIN

 

On February 3, 2000, President and CEO of CBS Leslie Moonves signed a pact with Kweisi Mfume, president and CEO of the national association for advancement of colored people (NAACP), who had joined forces with the Hispanic media coalition, and the American Indians in film and television to request the CBS help to increase Indians in film and television to request that CBS help to increase ethnic presence in the television industry. The agreement stipulated the CBS would increase minority participation both on and off screen by June 30.

 

In April 2000, CBS announced the appointment of Josie Thomas to the newly created position of senior vice president of Diversity at CBS Television. Her job was to improve outreach and recruitment, hiring, promotion, and monitoring practices in all divisions of CBS. That fall Moonves announced that 16 of the 21 CBS shows, including news magazines, would prominently feature minorities. “We think we are a leader in this area,” Moonves said “We think we are ahead of the curves”

 

Despite Mooves’s Statement that as “broadcasters, we believe strongly that it is our duty to reflect the public that makes up our viewing audience,” there were many who did not feel the company was sincere in its efforts to improve hiring practices. The national Hispanic Foundation for the Arts criticized CBS for not scheduling “American Family,” A pilot drama about middle – class Hispanic family. Moonves said “American Family” simply did not fit in CBS’s schedule, since there were already too many strong dramas planned. He said he took the unusual step of allowing the show’s producer to pitch the CBS-developed networks but no one picked it up. Meanwhile, the June 30 deadline had come and gone without much outward sign of change at CBS television.

 

Josie Thomas is committed to CBS’s new mandate for multicultural diversity. Twelve of CBS’ prime time series will have minorities in permanent roles and other series will have minority in recurring role. Fore of the network’s shows- C.S.I., the district, the fugitive and welcome to New York have minorities in leading roles.

 

Since signing the agreement, CBS has established a strong working relationship with national minority supplier council in order to help minority supplier council and women’s businesses. The company has bolstered its internship program to include paid internships on the west coast, pairing up interns with their areas of interest, Such as finance or entertainment. There are 10 minority interns in the program. Moreover, CBS has now made diversity a factor in employee job performance evaluation. “Each area of the network has developed a detailed plan for diversity,” said Thomas. “Manager will be reviewed with respect to their diversity efforts and that will be a factor in compensation decisions.” Ms. Thomas noted that Ghen Maynard, an Asian American Pacific Islander, had just been promoted form director to vice president of alternative programming for the entertainment division.

 

“Will all believe there is a long way to go,” Thomas said. “What I have found is there are some things that already exist that are positive, such as news magazines having minority anchors. We think ‘city of angels’ renewal was an important step. The ratings were mediocre to low, and we did feel the program was a risk. It says a lot about our commitment”

 

In June 2001, the coalition gave the Big 4 Broadcast Networks (all of whom had signed an agreement) a report card for their efforts to diversity shows on – air and behind the scenes. CBS got a D-plus.

 

Mr. Nogales, of the National Hispanic Media Coalition, said he was disappointed “We expect progress; we signed for progress” “The numbers in comparison to last year actually look better” Nogales says. “There have been gains for people of color. There was movement. But it has to be movement across the board, not just for one group.”  He is referring to the fact that most of the gains have been made by black actors, writes and producers. Black actors appear as regular in at least 19 of the six major networks’30 new prime-time series. Hispanics shows up in only eight, Asians in five and Native Americans in one.

 

The pressure being put on the networks- including threats of “boycott” and legal action – is having results. At CBS the number of minority writers and producer has more than tripled, from four to fourteen, including six executive or co executive producer however, obstacles to a fully integrated future remain serious-particularly because of misconceptions about the nature of the television audience and about the way pop culture works. Network executive worry that “ghetto shows” might promote stereotypes. They wonder if shows like The cosby show are “black” enough. Then again, they think that casting too many minorities may drive white viewers away. Some network executives are afraid to cast minority actors in “negative” roles because they may be criticized for it minority writers, who have been getting more work lately, wonder if they are not just “tokens”; and despite some progress it is still almost impossible for Hispanic actor to get non- Hispanic roles.

 

Both the NAACP and the coalition have been battling discrimination for years. CBS is just finding out that a profound change toward pluralism can take place only with true insight on the part of management. CBS spokesperson Chris Ender says “We have made tremendous strides to increase diversity on screen, behind the camera and in the executive suites. However we certainly recognize that more can be done and more will be done.”

 

As far as Nogales is concerned. “It’s still a white guy’s world,” and the june 2001 statics for network television prove he is right.

 

 

Questions

 

Question 1: What advantages would accrue to CBS if it becomes a more diverse workplace?

 

Answer: 1. Enhanced Creativity and Innovation:

·         A diverse workplace brings together individuals with different backgrounds, perspectives, and experiences. This diversity can lead to more creative solutions and innovative ideas, which can enhance CBS's ability to produce unique and engaging content.

2. Better Reflection of the Audience:

·         Diversity in the workplace allows CBS to better understand and reflect the diverse demographics of its audience. This can result in programming that resonates with a wider range of viewers,

 

 

 

 

Question 2: Where would you have placed CBS on the organizational diversity continuum and where would you place CBS now? Why?

 

Answer: Initial Position (Before Diversity Efforts):

·         Level: "Non-Existent" or "Tokenism"

o    Initially, CBS would likely have been placed at the "Non-Existent" or "Tokenism" level on the diversity continuum. The network had minimal diversity in its workforce and programming, and the diversity efforts were either nonexistent or superficial, as indicated by their low rating from the coalition and lack of significant progress.

Current Position (After Diversity Efforts):

 

 

 

 

Question 3: Which approach(es) to pluralism best sums up the diversity policy that is being developed at CBS? Explain.

 

Answer:  Approach(es) to Pluralism at CBS:

1.       "Integration and Pluralism" Approach:

o    CBS's policy aligns with the "Integration and Pluralism" approach, which emphasizes integrating diverse individuals into the organization while recognizing and valuing their differences. This approach involves moving beyond tokenism to truly inclusive practices, such as featuring minorities in

 

 

Question 4: How do the attitudes of management at CBS as depicted in your case study affect the company’s progress toward forming a more diverse workforce? Explain.

 

Answer: Impact of Management Attitudes:

1.       Initial Resistance and Skepticism:

o    The initial resistance to change, as seen in CBS’s reluctance to pick up “American Family” and the general skepticism towards diversity efforts, hindered progress. Management’s initial attitudes contributed to a slow and inadequate response to diversity demands, limiting the effectiveness of early initiatives.

2.       Commitment to Diversity:

o    Once management

 

 

 

 

 

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Case Study 4

 

McDonald’s Listening Campaign

 

 

 

At the end of 2002, the world's largest quick service retailer made its first ever quarterly loss and faced a number of challenges. It responded by launching its Plan to Win program, part of a global strategy to modernize the business, followed by the Listening Campaign in the UK. Here, Ali Carruthers explains how the two initiatives were linked in the UK, and the impact The Listening Campaign has had on communication, culture, image and media perception.

 

 In 2003, things were looking bleak for McDonald's. Its share price was the lowest it had been in a decade and it faced a series of seemingly insurmountable problems: It was demonized by the UK media in the fierce debate raging over obesity; it faced huge competition on the high street; and it was suffering under a wave of Anti-Americanism in the wake of the wars in Afghanistan and Iraq.

Added to this was the fact that the restaurants themselves were beginning to look dated and UK health lobbyists were determined to push home the message that McDonald's food was bad for people.

Speaking earlier this year to the BBC, the UK CEO Peter Beresford said: "We had taken our eye off the customer, we were not customer focused, we were not customer driven. And so we reorganized and regrouped. We decided we had to stop and take stock of where we were. We had to be better, but we had to change the way we were running this business."

The Plan to Win

The senior management put their heads together and devised the Plan to Win program, which went public in the last quarter of 2003. A key part of its focus was a shift to more choice and variety foods, with salads appearing permanently on the menu for the first time in the organization's history. Key restaurants began to receive make over and a supporting advertising campaign with international stars was planned, all of which were intended to turn the food chain's image around.

But just as things were beginning to look up for the organization, trouble raised its head again in the shape of the documentary film "Supersize me," which in turn re-ignited the obesity debate in the media. It was then discovered that one of the salads McDonald's was marketing contained more calories than one of its hamburgers. The UK press reacted with predictable glee and once again McDonald's was in the spotlight for all the wrong reasons.

The Listening Campaign. The company responded promptly. Working with agency Blue Rubicon, the in-house communication and media relations team devised the Listening Campaign. It made the most of the arrival of new UK CEO Peter Beresford in July 2004, building on his personal credibility and that of McDonald's with the Listening Tour. Beresford spoke directly to customers in focus groups, met with franchise holders and with employees in 12 UK cities over the space of six weeks, starting at the end of October.

The key ingredient was listening to customers and staff and then showing the results of this. "Part of the reason [for doing it] was that we had to introduce Peter very quickly to employees, customers and stakeholders," says head of internal communications AIi Carruthers. "It was also signaling that he'd continue to work to change our culture and lead the drive for a real transparency of approach. We've been building on that work ever since."

Focus groups for stakeholders

 

The communication team made the most of Beresford's time by booking ahead so that local franchisees could meet him when he travelled to regional centers for customer focus groups. Next, Listening Groups were created for the company's regional offices with corporate rather than restaurant-based employees taking part. Initial meetings were centered around three classic focus group questions:

* What works?

* What would you change?

* How would you change it?

In each session, six to 10 employees took part and the sessions lasted around two hours. After the first session, an action plan was drawn up and fed back to the employees in a second round of focus groups. Then the agreed proposed changes were put in place by the organization.

Proposed changes put in place

A range of short, medium and long term actions have been instigated as a result of the focus groups. These include a firm commitment to hold monthly town-hall sessions to regularly address key issues within the organization. "We've agreed to use these sessions to feature various departmental heads," says Carruthers.

"That's so people can put names to faces, understand the organizational structure better and get an understanding of what goes on outside their own departments." The company has also committed itself to involving a new group of employees every six months, and to being more transparent about its promotion process and how people are assessed for promotion. It now holds regular Plan to Win meetings, which are related to the global strategy. "We're using the town-hall sessions to communicate the global strategy to thebroader office group rather than just senior management so there's a wider understanding of what we're doing," says Carruthers.

The company has also committed to a peer-nominated quarterly recognition scheme for the regional and head offices. It's planned that the town halls will also be used in the recognition scheme. "People need to say well done to each other and be acknowledged by the senior team," says Carruthers.

A change in company culture

According to Carruthers, the strategy has been recognized globally - a drive for greater face-to-face communication, more transparency, a growth in leadership behavior and accountability. "Basically we've been trying to make people feel they're able to ask questions," she says. "There's nothing wrong with challenging the status quo as long as it's done in a constructive and respectful way. If we can use some of those ideas we can probably make it a more enjoyable place for everyone to work."

There's no doubt that the Listening Campaign has had an impact on the senior team and general employees alike. Carruthers has had feedback from both groups and believes the exercise has been an eye-opener for the senior team: "They frequently mention experiences they've had in those groups. There's nothing quite like hearing issues for yourself; the good ones and the more awkward ones."

The feedback from focus-group participants has been very good; employees say they feel listened to and think their feedback is being taken on board. "They feel confident to ask questions or send e-mails directly to people they thought wouldn't have listened to their suggestions previously. It's changing the culture. Anything that builds trust and transparency is good. Now it's about delivering on the changes that we said we'd make."

A hotline to the CEO

A hotline to the CEO has made the company's drive for transparency and commitment to employees even more credible. The "Ask Peter" e-mail address was established when Beresford took up his post and has seen a fair amount of traffic. "It's word of mouth - people see that it's well responded to," says Carruthers. She sees it as important to be straight with employees about how e-mails are dealt with and who sees them. "We're very up-front about the fact that I see all e-mails as well as Peter, but if we forward them to other departments, they'll be anonymous."

A combination of high and low technology adds to the feeling of personal contact: Beresford will often answer e-mails with a hand-written reply. In one famous instance he replied to nearly 100 in one week. "It doesn't always happen that way, but it's these things that make a difference. People see it's coming from him and it's quite a personal touch."

Committing to communication, A new round of Listening focus groups with fresh employees is due to kick off in October. The whole cycle of questions, action-planning and feedback will be replayed. "We're working with a new group of employees because we want to keep changing and avoid having a formalized council of volunteers," says Carruthers. "They'll look at what they think has happened so far, whether anything could have been done differently and then we'll hold a review of the proposals."

It's a genuine commitment to keep the focus groups running on an ongoing basis. Carruthers is also expecting that the flexibility and fresh new faces will ensure that new topics arise: "They're things that inevitably come up along the way and get added to the agenda for change. We just need to follow them through and then tell people the results."

The results

Since Beresford's Listening Tour there's been a turnaround in the media coverage of McDonald's, which has been much more positive. The Listening Campaign is changing the internal culture of the company and its focus group cycles are becoming permanent two-way communication channels.

Results back in August this year from the last employee survey showed that internal communication is now ranked by employees as number four out of 25 departments. "The communications strategy has helped people become aware of who we are and what we do," says Carruthers. The Listening Campaign has also helped McDonald's raise its profile externally, as it was nominated in this year's UK Chartered Institute of Public Relations Excellence Awards and short-listed for Best Use of Media Relations in the PR Week Awards.

 

 

 

 

 

Questions

 

Question 1: Based on this case, develop guidelines for improving communication with each of different stakeholders through better listening.

 

Answer: Guidelines for Improving Communication Through Better Listening:

  1. Customers:
    • Conduct Regular Focus Groups: Regularly organize focus groups to gather feedback on product offerings, service quality, and overall customer experience. Ensure that these sessions are diverse and representative of the customer base.
    • Implement a Feedback Loop: Develop a system for promptly addressing customer concerns and suggestions. Communicate changes and improvements made in

 

 

 

Question 2: What are the essentials for effective communication?

 

Answer: Essentials for Effective Communication:

  1. Clarity and Conciseness:
    • Clear Messaging: Ensure that the message is clear, straightforward, and easily understandable. Avoid jargon or complex language that might confuse the audience.
    • Conciseness: Keep messages brief and to the point to maintain the audience’s attention and avoid information overload.
  2. Active Listening:
    • Engage Fully: Listen actively to

 

 

 

 

Question 3: Write about McDonald’s marketing plan which they have implemented for success?

 

Answer: McDonald’s Marketing Plan for Success:

  1. Introduction of New Offerings:
    • Plan to Win Program: Launched to modernize the business and improve the customer experience. Focused on adding variety to the menu, including the introduction of salads and healthier options, in response to health concerns and changing consumer preferences.
  2. Revamping Restaurant Image:

 

 

 

Question 4: Do the SWOT analysis of the following:

 

Answer: SWOT Analysis: McDonald’s

  • Strengths:
    • Global Brand Recognition: Strong global brand presence with high customer awareness and loyalty.
    • Extensive Network: Large number of locations worldwide, providing wide accessibility and convenience.
    • Efficient Supply Chain: Well-established supply chain and operational efficiency, ensuring consistency and quality.
    • Innovative Menu: Ability

 

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HUMAN RESOURCE MANAGEMENT - XIBMS Solved assignments 2024 Latest

 

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Xaviers Institute of Business Management Studies

 

HUMAN RESOURCE MANAGEMENT

 

Total Marks - 80

 

INSTRUCTIONS

 

1.         Case study is compulsory.

2.         Present your Answer with tidiness and to the point.

3.         Question No 1 to 10 carry 12 marks. Please answer any 5.

 

 

1.         Write briefly on any FOUR of the following:

            (a) Human Resource Planning.

 

            (b) Supply Forecasting.

 

            (c) Human Resource Development.

 

            (d) Task analysis.

 

            (e) Motivational aspects of HRD.

 

            (f) HRD climate.

 

            (g) Human Resource Inventory.

 

            (h) Monitoring.

2. What is the macro level scenario of human resource planning? What are the methods and techniques of human resource planning?

 

3. What is human resource development? Explain the human resource development strategies. What are the human resource development experiences of organized sector?

 

4. Explain the following

            (a)        HRD for Family welfare and health.

            (b)       HRD systems in voluntary organizations.

            (c)        HRD in India

            (d)       Emerging trends and perspectives of HRD in the context of globalization.

 

Question. 5. Explain the Different Approaches of Organization Development Towards Industrial Relations

 

Answer :  Organization Development (OD) Approaches to Industrial Relations:

  1. Human Relations Approach:
    • Focus: Emphasizes improving interpersonal relationships and enhancing communication between management and employees.
    • Objective: To create a cooperative work environment that fosters trust and collaboration.
    • Techniques: Regular feedback sessions, team-building activities, and conflict resolution workshops.
  2. Systems Approach:
    • Focus: Views the organization as a complex system where various components, including industrial relations, must be aligned.
    • Objective: To ensure that industrial relations practices are integrated with overall organizational goals and processes.
    • Techniques: Implementation of holistic strategies that address both individual and systemic issues within the organization.
  3. Participative Approach:

 

 

 

 

Question. 6. What is Job Analysis? How is it Carried Out?

 

Answer :  Job Analysis:

Definition: Job analysis is the process of systematically examining a job to determine its duties, responsibilities, required skills, and other relevant aspects. It provides the foundation for various HR functions such as recruitment, training, performance evaluation, and compensation.

Steps in Job Analysis:

  1. Preparation:
    • Objective: Define the purpose and scope of the job analysis.
    • Actions: Identify the job positions to be analyzed, determine the methods and tools to be used, and gather existing job-related documentation.
    •  
    •  

 

Question. 7. What Do You Understand by Employee Benefits? Explain the Various Benefits Extended to Industrial Workers.

 

Answer :  Employee Benefits:

Definition: Employee benefits are non-wage compensations provided to employees in addition to their regular salaries or wages. These benefits aim to enhance employee satisfaction, well-being, and productivity.

Types of Employee Benefits:

  1. Health and Wellness Benefits:
    • Medical Insurance: Coverage for medical expenses, including hospitalization and

 

 

 

 

Question. 9. What is Collective Bargaining? How Can You Make It Successful in India?

Collective Bargaining:

 

Answer :  Definition: Collective bargaining is the process through which employers and representatives of employees (usually trade unions) negotiate to determine terms and conditions of employment, including wages, benefits, and working conditions.

Key Aspects of Collective Bargaining:

  1. Negotiation: Discussions between management and union representatives to reach a mutual agreement.
  2. Agreement: The outcome of negotiations is formalized in a collective bargaining agreement (CBA) that outlines agreed terms.
  3. Implementation: The terms of the CBA are implemented and enforced within the organization.

 

 

 

Question. 10. What Factors Are Considered While Forecasting the Manpower Needs of an Organization?

Answer :  Forecasting manpower needs involves predicting the number and types of employees an organization will require in the future to achieve its objectives. The process ensures that the organization has the right people with the right skills at the right time. Key factors to consider include:

**1. Organizational Goals and Strategies:

  • Objective Alignment:

 

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CASE

 

PLAN FOR ORIGINAL OR BACK-UP

 

 

 

Bhadrachalam Paper Mills Ltd. was started in 1971 with high level technology and with its initial capital of Rs.500 crores. It required candidates with minimum of 10 years experience in the same line to handle the new technology as it found that the candidates with less than 10 years experience normally do not possess the required skills. It found that A.P. Paper Mills Ltd. Rajahmundry and Sirupur Paper Mills as most suitable sources of recruitment. It used all the recruitment techniques and offered higher salaries and benefits generously. Consequently, it got suitable employees with 15 years and more experiences. The cost of employees was as high as 65 per cent of the total cost of production. But the company did not take it seriously as the rate of return from the employees was 300 per cent more than their cost. The Chief Personnel Manager was rewarded suitably by the then Managing Director in 1975 for enlisting the services of experienced personnel in the service of Bhadrachalam Paper Mills.

In 1988, when a new Managing Director took over the reins of the company, the Chief Personnel Manager was called into explain his actions in appointing persons with 15 or more years of experience in the service of company. Since majority of these employees are going to retire by 1990 the company is again threatened by dearth of experienced personnel.

 

 

Questions:

 

 

(a)        Was the Managing Director right when he rewarded the Chief Personnel Manager for enlisting the services of experienced persons in the service of Bhadrachalam Paper Mills?

 

Answer: Yes, the Managing Director was right when the Chief Personnel Manager was rewarded for enlisting the services of experienced persons in the service of Badrachalam Paper Mills because in the initial stage company was in need of experienced personnel for taking their

 

 

 

(b) Would it have been better to hire raw hands, provide necessary training and allow them to develop their potential in the service of the company than merely to look around for experienced personnel and booking them through attractive means?

 

Answer: Hiring the right talent is not a one-time job but a continuous learning process. Initially hiring experienced professionals was right decision as ensure they understand the criticality of their role, and current and future responsibilities.

 

After a certain period of time when

 

 

 

 

(c) How would you ensure continued success of a company in the face of such crisis?

 

Answer: We should have an experienced energetic and cost-effective manpower for continued success of a company.

Recruiting some experienced personal in the beginning stage and then some raw talent also and get them trained in the process so that the system will be having a balanced manpower team and the

 

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