Archive | April 2013

MU0010 – Manpower Planning and Resourcing

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com

 

 

Post Graduate Diploma in Human Resource Management

Semester 1

MU0010 – Manpower Planning and Resourcing – 4 Credits

(Book ID: B1765)

Assignment (60 Marks)

Note: Each main question carries 10 marks. Answer all the questions.

Q1. (a) What is manpower planning?                                                                                                       (4 marks)

Ans. Manpower planning means planning means deciding the number and type of the human resources required for each job, unit and the total company for a particular future date in order to carry out organizational activities. Manpower planning may be viewed as foreseeing the human resources requirement of an organization and the future supply of human resources and (i) making necessary adjustments between these two and

 

 

(b) Explain the factors affecting manpower planning.                                                                          (6 marks)

 

Answer :  A number of factors can affect the manpower needs of your business.

Organizational Structure

The nature of your organizational structure will help determine your manpower needs. For example, if you organize by departments, you may decide that you need one person to man each department. If you organize by function, such as

 

Q2. What are the inputs provided by HR for manpower planning?                                                 (10 marks)

Ans.  Human resource planning is becoming one of the most important functions within an organization. Align competencies and incentives of human resources to business objectives. Ensure employees focus efforts on the most important activities, by providing a clear line of sight from daily activities to the organization’s strategy.

 

Q3. What are the problems in manpower planning?                                                                          (10 marks)

Ans. Following are the main obstacles that organizations face in the process of manpower planning:

1. Under Utilization of Manpower: The biggest obstacle in case of manpower planning is the fact that the industries in general are not making

 

Q4. (a) What is resourcing strategy?                                                                                                         (4 marks)

Ans. (a) Resourcing is what organizations do to ensure they have the people they need. Resourcing strategy is concerned with identifying how many and what sort of people are required and making plans to obtain and retain them and to employ them efficiently. Strategic resourcing is a key part of the strategic human resource management process, which is fundamentally about matching human resources to the

 

 

(b) Explain any two components of resourcing strategy.                                                                     (6 marks)

Answer : The components of employee resourcing strategy as:

1. Workforce planning – assessing future business needs and deciding on the numbers and types of people required.

 

 

Q5. (a) Explain the benefits of an induction program.                                                                          (5 marks)

(b) What are the types of induction?                                                                                                        (5 marks)

Ans. (a) The induction program would help the management to streamline the workload and it will increase the efficiency of the

 

 

Q6. Explain the importance and driving factors of talent engagement.                                         (10 marks)

Ans. Talent engagement is about employees going the extra mile and putting in discretionary efforts because their values and interests are aligned with that of the organization. I have come across excellent examples of talent engagement in the service/hospitality industry where it is not uncommon to see committed employees provide superb service out of true engagement.

 

 

 

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com

 

MU0011 – Management and Organisational Development

 

 

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com

 

 

Spring 2013

Post Graduate Diploma in Human Resource Management

Semester 1

MU0011 – Management and Organisational Development – 4 Credits

(Book ID: B1726)

Assignment (60 Marks)

Note: Each main question carries 10 marks. Answer all the questions.

 

Q1. (a) What is Organisational development (OD)? (5 marks)

 

Answer : What is organisation development?

Organisation Development is a growing field of Human Resource Management. It has its foundations in a number of behavioural and social sciences. OD practitioners are unashamedly humanistic in their approach to change management and delivering sustainable organisational performance.

 

In the context of this factsheet, we define organization development (OD) as ‘planned and systematic approach to enabling sustained organisation performance through the involvement of its people’. Behind this definition lies a depth of research and practice, but also confusion.

 

 

 

 

(b) What are the characteristics of OD? (5 marks)

 

Answer : Organisational Development (OD) can be described as the systematic process to change the culture, system and behaviour of organization. It is process that helps in solving organizational problems and achieving organizational objectives. Organisational Development works as important mechanism that helps in impressing the organization and its employee through planned and established system. It

 

 

Q2. What is the role of OD professional in organisations? (10 marks)

Answer : AIMS

1. This policy aims to set out a framework for effective organisational development. Outcomes will include:

a. an enhanced ability to meet University strategic goals;

b. development of leadership

 

 

Q3. Describe the levels of diagnosis in organisations. (10 marks)

Answer : Organizational diagnostics

In the field of Organizational Development there are many activities and disciplines. One of those is the area of organizational diagnosis and the use of structured organizational diagnostic tools.

The effective diagnosis of organizational culture, and structural and operational strengths and weaknesses are fundamental to

 

 

Q4. Write short notes on Team Development Interventions. (10 marks)

Answer : Teambuilding Interventions

On a complex, multi-year ERP implementation, one or more of the ERP project teams could experience problems with working relationships, lack of alignment, poor communication among members, or poor levels of trust among team members with competing agendas. In some instances, these team problems can continue to the point of threatening key project milestones and thus risk the success of the ERP project.

 

 

 

 

Q5. Explain the impact and benefits of Technology in Organisations.(10 marks)

Answer : The impact of information technology on the office has been a topic of interest for many years. Vinegar Bush first wrote about it in 1945 when he argued that machines could function as an extension to human memory and he proposed a machine that he called a Meme.

 

These early attempts to imagine the future use of information technology in the modern office were often accurate and we can see many of the tools that were imagined in the past existing in today’s offices. Discussion today on the

 

 

 

Q6. Write a brief note on Emerging Trends in OD. (10 marks)

 

Answer :  In the view of my company Schouten Training, the trainings we provide are part of a larger picture. The overall question we want to answer is: how to create high performing organizations? This is what we call: ‘Results with People’. Our bottom line improvements are based on a mix of training, (executive-) coaching, and consulting. Together, we call this ‘Organizational Development’: implementing hands-on,

 

 

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com

 

 

MU0012 – Employee Relations Management

 

 

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com

 

 

Spring 2013

Post Graduate Diploma in Human Resource Management

Semester 1

MU0012 – Employee Relations Management – 4 Credits

(Book ID: B1734)

Assignment (60 Marks)

Note: Each main question carries 10 marks. Answer all the questions.

 

Q1. Explain the meaning and importance of employee relations management.(10 marks)

Answer : The team leader or the manager plays an important role in promoting healthy relation at workplace:

It is essential that the supervisor assigns challenging tasks to his team member as per his specialization and interest. The individual should have interest in the work; otherwise he would treat it as a burden and unnecessarily crib

 

 

 

 

 

Q2. Describe the different levels of strategy in an organization.(10 marks)

Answer : Corporate Level Strategy

Corporate level strategy occupies the highest level of strategic decision-making and covers actions dealing with the objective of the firm, acquisition and allocation of resources and coordination of strategies of various SBUs for optimal performance. Top management of the organization makes such decisions. The nature of

 

 

 

Q3. (a) What are the types of conflicts? (5 marks)

Answer : Irrespective of whether you like them or not, conflicts have become a part of daily life which cannot be avoided. They are naturally occurring ingredients that add a spice of flavour to our life, sometimes making it enjoyable, while at other times causing terrible destructions. This difference of opinions, caused on ideas, wishes or desires, called conflicts can take place at home, school, workplace, or any other

 

 

(b) What methods are used to resolve conflicts in organizations? (5 marks)

Answer : Conflicts can be managed in a number of ways. Various factors need to be considered to decide the right method that would prove useful in a particular situation. Some of the ways and means to manage conflict are briefed below.

1. Avoidance

This method indicates absence of any action. This also includes withdrawal and suppression.

  • Strengths: This is

 

Q4. Explain the importance of Human Resource Information Systems. (10 marks)

Answer : The Human Resources Information System provides details on administration, payroll, recruitment, and training. This system is expected to deliver valuable results to your human resources division and your organization as a whole. It is an essential tool that aids management in making strategic decisions.

History

From 1960 to 1970, major companies were in search of a centralized personnel management system. Software programs were then created in large computers to facilitate storage of data mainly for payroll purposes. The Human

 

 

 

Q5. (a) What is meant by grievance? (3 marks)

Answer : What is a grievance?

The term grievance refers to a written statement made according to the grievance procedure included in the collective agreement. It deals with any dispute concerning the interpretation, the application, the administration or the alleged violation of any clause of the collective agreement.

 

The purpose of the grievance procedure

 

 

(b) Explain the steps in grievance redressed system. (7 marks)

Answer :  Employee’s Grievance redressed system

In order to streamline the grievance handling system in the company, management is pleased to introduce following “Grievance Procedure” with immediate effect.

 

A. Grievance Procedure

An aggrieved employee shall first present his grievance verbally in person to the Head of Department and his grievance will be settled or will be replied by the Concern Head of Dep’t. within 3 days of the presentation of the

 

 

 

Q6. Explain the meaning and objectives of trade union. (10 marks)

Answer : Trade unions are formed to protect and promote the interests of their members. Their primary function is to protect the interests of workers against discrimination and unfair labour practices. Trade unions are formed to achieve the following objectives:

Representation

 

 

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com

 

MU0013 – HR Audit

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com

 

 

Post Graduate Diploma in Human Resource Management

Semester 1

MU0013 – HR Audit – 4 Credits

(Book ID: B1735)

Assignment (60 Marks)

Note: Each main question carries 10 marks. Answer all the questions.

Q1.Describethecomponentsofhumanresource development audit.                                         (10marks)

Ans.   A Human Resources Audit is a comprehensive method (or means) to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR function as well as to ensure compliance with ever-changing rules and regulations. An Audit involves

 

 

 

Q2.Explain the need for HR audit  (10marks

 

Ans. The purpose of an HR Audit is to recognize strengths and identify any needs for improvement in the human resources function. A properly executed Audit will reveal problem areas and provide Recommendations and suggestions for the remedy of these problems. Some of the reasons to conduct such a review include:

- Ensuring the effective utilization of the organization’s human resources

- Reviewing compliance concerns with a

 

 

 

Q3.Describe employee orientation programs.                                                                        (10marks)

 

Ans. Employee orientation is the process of introducing employees to their new jobs and work environments. Orientation provides an opportunity for new employees to become acclimated to their new company, department, colleagues and work expectations. Effective orientations provide many benefits for employers and employees, and can ensure a smooth transition into the new workplace for all involved. New Employee Orientation Program is designed to welcome new employees to the college in an open

 

 

Q4. Explain the importance of audit of training.                                                                                  (10 marks)

Ans. Auditing is an essential part of any quality assurance system, and needs to be carried out diligently and professionally to provide useful information and feedback in relation to how the quality system is operating. It is essential that internal auditors are capable of understanding the requirements of the quality

 

 

Q5. (a) What is HR scorecard?                                                                                                              

      (5 marks)

Ans. The goal of an HR scorecard is to help businesses determine the value of their human resources departments. The challenge often is daunting because unlike most departments or divisions within a company, measurement tools traditionally have been lacking for HR purposes. Human capital is largely intangible and difficult to measure as a component in a company’s business success.

 

History

 

 

(b) What are the steps in HR scorecard approach?                                                                                (5 marks)

Answer : 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 would need to:

- Know what the

 

 

 

Q6. What are the different aspects of workplace policies and practices that need to be considered by employers?                                                                                                                                                   (10 marks)

AnsTypes of workplace policies

1. Code of conduct

2. Recruitment policy

3. Internet and email policy

4. Mobile

 

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com

 

MU0015 – Compensation Benefits

 

 

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com

 

 

Spring 2013

Master of Business Administration- MBA Semester 4

MU0015 – Compensation Benefits – 4 Credits

(Book ID: B1336)

Assignment (60 Marks)

Note: Each question carries 10 marks. Answer all the questions.

 

Q1. Discuss the elements of compensation package. (10 marks)

Answer :  Both as a recruiter and as a career coach, I have heard women downplay the importance of compensation.  Even if you don’t believe this Scottish Proverb, it should be your life mantra. Paying attention to money matters is important.

For most people, your compensation and your ability to earn it and increase it over time are your biggest assets. Do you understand all of the

 

Q2. List and explain various economic theories of wages. (10 marks)

Answer : wage theory, portion of economic theory that attempts to explain the determination of the payment of labour.

A brief treatment of wage theory follows.

 

The subsistence theory of wages, advanced by David Ricardo and other classical economists, was based on the population theory of Thomas Malthus. It held that the market price of labour would always tend toward the minimum

 

 

 

 

Q3. What is pay structure? Explain why it is necessary to develop a proper pay structure. Explain the method to develop pay structure. (2+ 4+ 4 marks)

 

Answer : Pay Structure: A structure of job grades and pay ranges established within an organization. May be expressed as job grades or job evaluation points.

 

why it is necessary to develop a proper pay structure

An organization needs talented and skilled individuals to build a successful business. Because these talented people are highly

 

 

 

Q4. Explain the components of wages. (10 marks)

 

Answer : Annual Wage Supplement

The Annual Wage Supplement (AWS) is commonly known as the 13th month payment. It is a single annual payment to employees that supplements the total amount of annual wage earned by them.

 

Payment of AWS depends on the contractual agreement between the employer and the employee i.e. whether it is provided for in the employment contract or collective agreement.

 

 

 

 

Q5. Describe Cost-to-Company and its components. (10 marks)

 

Answer : Your company offered you a salary of Rs. 6 Lakhs per year. That means you should be getting Rs. 50,000 in hand every month. Even if you consider income tax, you should be getting about Rs. 40,000 in hand.

 

But you get only Rs. 32,000 in-hand every month! Why? Where did the promised money vanish? Is your company cheating you?

 

 

 

 

Q6. What is Executive Compensation? Mention the different components of executive

compensation. (10 marks)

 

Answer : Components of Executive Compensation

The components of the compensation program for executive officers are described below. Generally, compensation is substantially weighted towards equity compensation, and in particular towards performance based

 

 

 

 

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com

 

 

MU0016 – Performance Management and Appraisal

 

 

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com

 

 

Spring 2013

Master of Business Administration- MBA Semester 4

MU0016 – Performance Management and Appraisal – 4 Credits

(Book ID: B1337)

Assignment (60 Marks)

 

Note: Each main question carries 10 marks. Answer all the questions.

 

Q1. What are the aims of performance management? (10 marks)

Answer : The Aims of Performance Measurement

 

Given their diverse origins, it is not surprising that multiple aims have been attached to the recently launched performance measurement systems. Often the aims are stated in highly positive terms. For example, the Kennedy School of

 

 

Q2. (a) Define motivation. (3 marks)

Answer : Motivation can be defined in a number of ways. Generally, it is defined as a driving force that initiates and directs behaviour. In other words, motivation is a kind of internal energy which drives a person to do something in order to achieve something. It is a temporal or dynamic state within a person which is not concerned with his/her personality. There are different types of motivation such as

 

 

 

 (b) Explain McGregor’s theory X and theory Y. (7 marks)

Answer : Theory X and Theory Y

Understanding Team Member Motivation

 

Theory X takes a cynical view.

What motivates employees to go to work each morning? Many people get great satisfaction from their work and take great pride in it; Others may view it as a burden, and simply work to survive.

This question of motivation has been studied by management theorists and social psychologists for decades, in attempts to identify

 

 

 

Q3. Explain managers’ responsibility in Performance Planning. (10 marks)

Answer : Managers and the employees share a responsibility for the implementation and success of the PM system. As such they need to be fully aware of their respective roles and responsibilities in terms of the different stages of performance management:

 

 

 

 

 

Q5. What are the causes of subjectivity and how does error in rating occur?(10 marks)

Answer : When you begin to discuss biased levels of performance and  discrimination, the first thing that you must do is find the mechanism that makes it possible to categorize people into high or low on performance scales.  This is what  will create in-groups and out-groups.  The mechanism that is most responsible for that in the

 

 

 

Q6. What are the methods to measure performance? (10 marks)

Answer : Performance management is an integral part of the workplace as it provides a platform for supervisors and managers to measure employee performance and determine whether employees are meeting the company’s expectations. The method of performance measurement varies according to the work environment, type of business and, to some extent, the employee’s occupation.

 

 

 

 

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com

 

MU0017 – Talent Management

 

 

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com

 

Spring 2013

Master of Business Administration- MBA Semester 4

MU0017 – Talent Management – 4 Credits

(Book ID: B1338)

Assignment (60 Marks)

Note: Each main question carries 10 marks. Answer all the questions.

 

Q1. Explain the need for talent management? (10 marks)

Answer : Talent Management: A tool to Arrest Attrition rate in an Organisation

Talent Management has become a state of the art managerial technique in an organisation which wants to retain its own cadre. These days it’s getting pretty easy from the perspective of management to get fresher’s inducted to its own organisation. But its gets difficult to the same extent to retain them for a long run as

 

 

Q2. List the key elements of talent management system. Explain any two of them.(10 marks)

Answer : Most researchers today stress the importance of talent management. Strategic meaning of talent management comes from the fact that success in international business depends most importantly on the quality of top executive talent and how effectively this critical resource is developed and managed. To

 

 

Q3. List and explain the Talent Selection processes? (10 marks)

Answer : Employee/Talent Selection Process

  • Benchmark the Job
  • Assess Candidates
  • Compare Job and Talent
  • Behavioural Interviewing
  • Selection

Job Benchmark – The first step of

 

 

Q4. Explain the components that help in developing an adaptive talent strategy.(10 marks)

Answer : The ability for companies to move quickly is more important than ever before.  Change is constant. Uncertainty is a reality.  Complexity is on the increase, and the need for agility is rising as a core organizational competency.  We’re living in a new business environment being shaped by shifting talent patterns,

 

 

Q5. (a) What is talent engagement? (5 marks)

Answer : Employee engagement, also called worker engagement, is a business management concept. An “engaged employee” is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization’s interests. According to Scarlett Surveys, “Employee Engagement is a measurable degree of an employee’s positive or negative emotional attachment to their job, colleagues and

 

 

(b) What are the objectives of talent engagement? (5 marks)

Answer : Description

 

The purpose of a Talent Management programme is to ensure you develop the competencies of your talented employees with a view to retain your top talent.

 

 

Q6. Explain the role of HR in talent management. (10 marks)

Answer : Talent management refers to the anticipation of required human capital the organization needs at the time then setting a plan to meet those needs.[1] The field dramatically increased in popularity after McKinsey’s research and subsequent book on The War for Talent.[2] Talent management in this context does

 

 

Dear students get fully solved assignments

call us at :- 08263069601 

            or

mail us at  help.mbaassignments@gmail.com