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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:
- 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.
- 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.
- 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:
- 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:
- 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:
- Negotiation: Discussions between
management and union representatives to reach a mutual agreement.
- Agreement: The outcome of
negotiations is formalized in a collective bargaining agreement (CBA) that
outlines agreed terms.
- 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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