MU0018 – Change Management

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ASSIGNMENT

 

DRIVE SPRING 2016
PROGRAM MBADS (SEM 4/SEM 6)MBAFLEX/ MBAN2 (SEM 4)

PGDHRMN (SEM 2)

SUBJECT CODE & NAME MU0018 – Change Management
BK ID B1807
Credit and Max. Marks 4 credits; 60 marks

 

Note – Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

 

 

Q1 Describe Kotter’s Eight Step Change Model

Answer : To successfully react to windows of opportunity, regardless of the focus — innovation, growth, culture, cost structure, technology — a new methodology of change leadership is required.

 

Thirty years of research by leadership guru Dr. John Kotter have proven that 70% of all major change efforts in organizations fail. Why do they fail? Because organizations often do not take the holistic approach required to see the change through.

 

However, by following the 8-Step Process out

 

 

 

Q2 Explain the various steps at which control takes place in a Change Management Process.

 

Answer : The change management process is the sequence of steps or activities that a change management team or project leader would follow to apply change management to a project or change. Based on Prosci’s research of the most effective and commonly applied change, most change management processes contain the following three phases:

 

 

 

Q.3 What do you mean by Organizational Effectiveness? Explain the approaches involved in achieving Organizational Effectiveness

 

Answer : : Organizational effectiveness is the concept of how effective an organization is in achieving its goals. Every employee in a company contributes to organizational effectiveness. Taking into account skills, experience, motivation and rank, some employees play a bigger role than others. These are the people who contribute to the

 

 

 

Q4. Define organizational Culture. Describe briefly about the types of organizational Culture

 

Answer : By organization culture, we mean, the strategies and attitudes deemed constant, and prevalent throughout the workforce hierarchy. Different organizations follow different work cultures in their workplace, and culture is what makes a workplace an organization. Here are the various organizational cultures that define even the minutiae of an aspect in the organization.

 

The diverse organizational cultures that mold the

 

 

 

Q.5. Explain the Behavioural Approach to Individual Change.

 

Answer : Behavioural approaches can be used very effectively to teach new skills and to change behaviours that are challenging and not socially adaptive. They have gone out of fashion but should be revived, as the studies discussed here indicate.

 

Behavioural principles could be applied effectively to change unwanted and challenging behaviours. It was a time of excitement and optimism in the field but somehow, behavioural approaches went out of favour or perhaps new generations of staff did not

 

 

 

Q6 Write a brief note on the following:

 

a)Kurt Lewin’s Model of change

Answer : One of the cornerstone models for understanding organizational change was developed by Kurt Lewin back in the 1940s, and still holds true today. His model is known as Unfreeze – Change – Refreeze, refers to the three-stage process of change he describes. Lewin, a physicist as well as social scientist, explained organizational change using

 

 

 

b)Burke-Litwin Model of organizational performance and change

 

Answer : A Causal Model of Organizational Performance and Change, or the Burke & Litwin Model, suggests linkages that hypothesize how performance is affected by internal and external factors. It provides a framework to assess organizational and environmental dimensions that are keys to successful change and it demonstrates

 

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MU0017 – TALENT MANAGEMENT AND EMPLOYEERETENTION

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ASSIGNMENT

 

DRIVE SPRING 2016
PROGRAM Master of Business Administration- MBA
SEMESTER 4
SUBJECT CODE & NAME MU0017 – TALENT MANAGEMENT AND EMPLOYEERETENTION
BK ID B1869
Credit & Marks 4 CREDIT, 60 MARKS

 

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

 

Question.1. Explain the key elements of Talent Management System.

 

Answer:A talent management system (TMS) is an integrated software suite that addresses the “four pillars” of talent management: recruitment; performance management; learning and development; and compensation management.

 

Whereas traditional HRMS and enterprise resource planning (ERP) systems focus primarily on transaction processing and the administration of basic human resources processes such as personnel administration, payroll, time management, etc., talent management systems focus on providing strategic assistance to organizations in the

 

 

 

Question.2. Define Talent Management. Discuss the Talent management Approaches.

 

Answer:In order to get a sense of where the practice of talent management is headed, it may be helpful to explore briefly where it has come from. The notion of talent management as defined above is associated with the rise of large corporations in the 1950s. The firms that dominated the early days of industrial production had no talent management issues. The owners were the managers, but there was often little to manage, as much of the work, from sales and distribution to actual pro- duction tasks, was outsourced. That

 

 

 

Question.3. What is retention? Explain why retention is important. List the keys to strongretention.

 

Answer:Retaining a positive and motivated staff is vital to an organization’s success. High employee turnover increases expenses and also has a negative effect on company morale. Implementing an employee retention program is an effective way of making sure key workers remain employed while maintaining job performance and productivity.

 

Manage Employee Turnover: Employers implement retention strategies to manage employee turnover and attract quality employees into the

 

 

 

Question.4. Explain the key Compensation principles. What do you mean by Total rewards?Describe the elements of Total rewards

 

Answer:The WorldatWork Total Rewards Model demonstrates the dynamic relationship between employers and employees. Originally introduced in 2000, it has evolved to depict the strategic elements of the employer-employee exchange as well as to reflect how external influences and an increasingly global business environment affect attraction, motivation, retention and engagement.

 

What Is Total Rewards?

 

 

 

Question.5. Explain the organizational issues pertaining to Talent Management.

 

Answer:It’s important to Identify and manage the new issues in talent management in an increasingly globalized business environment. Effective talent management is the single most important factor that affects the survival and success of today’s business organization in the global economy.

 

Current Challenges in Talent Management: Talent management is both an art and a science that must be used effectively by an organization to

 

 

 

 

Question.6. Write short notes on:

 

a)Workforce Analysis

 

Answer:Workforce Analysis provides information regarding the current workforce across mission critical occupations, including demographic and background characteristics of the current workforce, retirement eligibility, turnover, and various workforce management issues (i.e., recruitment and retention). This information is valuable

 

 

 

b)Talent Review

 

Answer:The talent review process is centeredaround one or more talent review meetings intended to evaluate organizational trends, assess strengths, and address areas of risk for an entire organization. The people invited to participate in the meeting, who are generally managers within the organization that is being reviewed, can

 

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MU0016- PERFORMANCE MANAGEMENT AND APPRAISAL

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ASSIGNMENT

 

DRIVE SPRING 2016
PROGRAM MBA
SEMESTER 4
SUBJECT CODE & NAME MU0016- PERFORMANCE MANAGEMENT AND APPRAISAL
BK ID B1868
Credit & Marks 4 CREDIT, 60 MARKS

 

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

 

Question.1. Explain the aims and purpose of “Performance management’’?

 

Answer:Performance Management is a key process of HRM that provides basis for developing individual and business performance. And is a part of the reward system in the most general sense. The intention is to improve the performance of the individuals and teams. It is about getting better results by understanding and managing performance through an agree framework of planned goals, standards and competency requirements.

 

 

 

Question.2. Define performance appraisal. What are the dimensions of performanceappraisal? Describe the characteristics of performance appraisal.

 

Answer:A performance appraisal (PA), also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.

 

Main features

 

 

 

Question.3. Explain 5 traditional and 5 modern methods of performance appraisal.

 

Answer:

 

 

 

Traditional Methods:

 

Ranking Method:It is the oldest and simplest formal systematic method of performance appraisal in which employee is compared with all others for the purpose of placing order of worth. The employees are ranked from the highest to the lowest or from the best to the worst.

 

 

 

Question.4. What is performance feedback? List any 3 important principles offeedback? Explain some of the pitfalls of performance feedback?

 

Answer:Regardless of whether you are a senior executive or just starting out, everyone wants to know how she is doing at her job. Feedback is an essential communication tool in business performance management. One of the most effective techniques is constructive feedback, but all feedback calls for giving and receiving information.

 

The performance feedback process is

 

 

Question.5. What is meant by “360 Degree feedback”? Explain its purpose. What arethe advantages and disadvantages of 360 degree feedback?

 

Answer:In human resources or industrial psychology, 360-degree feedback, also known as multi-rater feedback, multi source feedback, or multi source assessment, is a process utilized by organizations to solicit information from a variety of workplace sources on an employee’s work-related behavior and performance. Most often, information solicited in a 360-degree feedback process will include feedback from an employee’s subordinates, peers (colleagues), and supervisor(s), as well as a self-evaluation by the employee him or herself. Such feedback can also include, when relevant, feedback from external sourc

 

 

 

Question.6. Write a brief note on Ethics in performance management.

 

Answer:Performance evaluations are, by nature, somewhat subjective. This leaves employee reviews open to potential ethical complications. Managers may intentionally or unintentionally evaluate staffers using different criteria, which can elevate or devalue individual scores in an unethical manner. Managers may also fail to take their

 

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MU0015- COMPENSATION AND BENEFITS

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ASSIGNMENT

 

DRIVE SPRING 2016
PROGRAM MBA
SEMESTER 4
SUBJECT CODE & NAME MU0015- COMPENSATION AND BENEFITS
BK ID B1859
Credit & Marks 4 CREDIT, 60 MARKS

 

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

 

Question.1. (i) What is meant by “compensation management”?

 

Answer:Compensation management is a general policy, implemented in conjunction with specialized software, designed to help an organization maximize the returns on available talent. The ultimate goal is to reward the right people to the greatest extent for the most relevant reasons.

 

Compensation management software can optimize salary, bonus, stock option, and benefits budgets to yield the maximum profit per employee or per work hour. However, any organization or business requires a competent and sensitive human management team at least as much as it needs effective computer programs.

 

 

 

 

(ii) Organizations design out the employee compensation packages basedon some ‘compensation’ and ‘non-compensation’ dimensions.Describe in brief the ‘compensation’ dimensions

 

Answer:Compensation Management is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. Compensation includes payments such as bonuses, profit sharing, overtime pay, recognition rewards and sales commission. Compensation can also include non-monetary perks such as a company-paid car, company-paid housing and stock options. Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness.

 

 

Question.2. Explain the concept of Wage?

 

List down the pre-requisites of effective Incentive schemes?

 

Answer:A wage is monetary compensation (or remuneration, personnel expenses, labor) paid by an employer to an employee in exchange for work done. Payment may be calculated as a fixed amount for each task completed (a task wage or piece rate), or at an hourly or daily rate, or based on an easily measured quantity of work done.

 

 

 

Question.3. What do you understand by VRS (Voluntary Retirement Scheme? Also listdown reasons, merits and demerits of VRS?

 

Answer:Voluntary retirement scheme is a method used by companies to reduce surplus staff. This mode has come about in India as labour laws do not permit direct retrenchment of unionized employees.

 

VRS applies to an employee who has completed 10 years

 

 

 

Question.4. Discuss the Organizational and External Factors Affecting Compensationstrategies?

 

Answer:The primary objective of a compensation system is to administer an effective and equitable pay system. It can be affected by various factors which are as follows:

 

  1. Organizational Provisions: Organizational provision states that the level of compensation largely depends upon organizational operating policies and procedures. It is because the policies serve as a guideline for formulating and implementing

 

 

 

Question.5. Explain the elements of Managerial remuneration?Elucidate some of the economic determinants of pay?

 

Answer:Managerial remuneration is compensation for services provided to a company in a managerial capacity. This can include cash payments, along with benefits like stock options, health insurance, and bonuses. Managers are typically paid more than the people they supervise, although they tend to make less than the executives at the head of the company. Some pay structures are transparent, making it easy to determine how

 

 

Question.6. Who are ‘Expatriates’? What are the objectives of ‘Expatriatecompensation’? Differentiate between Financial (extrinsic)compensation and Non-financial (intrinsic) compensation.

 

Answer:Major objectives on which most of the expatriate compensation plans are designed are mentioned below:

 

The whole area of international compensation presents some tricky problems. On the one hand, there is logic in maintaining uniformity in companywide pay scales and policies so that the employees in the same cadre are paid within the same narrow range.

 

This reduces the risk of perceived inequalities

 

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MH0054 – Finance, Economics and Planning in Healthcare Services

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 DRIVE SPRING 2016
PROGRAM MBA (Sem 3), MBADS (Sem 3 / Sem 5), PGDHSMN (Sem 1)
SUBJECT CODE & NAME MH0054 – Finance, Economics and Planning in Healthcare Services
BOOK ID B1215
CREDIT & MARKS 4 Credits, 60 marks

 

Q1 Explain the various financial functions within the healthcare organisations.

Answer: Financial Functions within the Organisation

Financial functions in healthcare organisation can be categorised under the

following categories:

  1. Controllership
  2. Treasurership

You will notice that there are hardly any healthcare organisation having separately identified positions as the ones written above, yet every substantial organisation has the separation of duties. Following is the manner in which the above two functions can be further classified:

  1. Controllership

 

 

Q2 Explain the claims process in healthcare organisations.

Answer: Cashless hospitalisation

To avail cashless hospitalization treatment at network hospitals:

Step 1: The insurance company provides the list of network hospitals offering cashless facility for treatment.

Step 2: The claimant needs to produce the insurance healthcard at the hospital.

Note: In case the healthcard is not yet issued, the hospital should contact the insurance company (usually a toll free no.) and refer the policy no. at all times.

 

Q3 Discuss the types of taxes. Add a note on service tax on healthcare organisations.

Answer:  Types of Taxes are

Income Tax: The Income Tax Act of 1961 stipulates that any person who qualifies as an assessee and whose gross income is more than the exemption limit is required to pay Income Tax in accordance with the rates indicated by the Finance Act.

Corporate Tax: India Corporate Tax is the tax charged on the profits earned by associations and companies by several jurisdictions. The rate of Corporate Tax in India depends on whether the profits have been passed on to the shareholders or not.

 

Q4 Explain different methods of evaluation of healthcare services.

Answer: There are many methods to evaluate healthcare services are:

Marginal analysis

This is the one of simplest method of micro-economic evaluation. In this method, there is no need to know the total exact costs or benefits of the various services or treatments. It involves a comparison of the marginal costs and benefits of the alternative services, and it leaves much to the judgements of the decision-maker. It provides estimates of the implications of redeploying resources within, to, or from a programme where alternative patterns of

 

Q5 Define cost accounting. Explain the various categories of costs.

Answer: Cost accounting is the classification, recording and appropriate allocation of expenditure for the determination of the products or services, and for the suitable presentation of data for the purpose of control and management. The cost accounting normally includes the cost of job or contract, batch, process and so on. It normally illustrates the following compartments of the cost aspect of the organisation viz. production, administration, selling and distribution. The cost accounting not only reveals the amount of costs, which are relevant with the product or service, but also establishes the ways and means to control through budgets and standard cost in order to maintain the profitability of the firm.

 

Q6 Explain the importance of healthcare planning. Add a note of types of healthcare planning.

Answer:  Importance of healthcare planning

Health systems in most high-income countries aim to provide a comprehensive range of services to the entire population and to ensure that standards of quality, equity and responsiveness are maintained. Although approaches vary widely, responsibility for developing the overall framework for financing and organizing health care usually lies with the central government, while governance of the health system is often shared by central and regional authorities.

Healthcare planning can be associated with two

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MH0053 – Hospital & Healthcare Information Management

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ASSIGNMENT

 

DRIVE SPRING 2016
PROGRAM MBADS – (SEM 3/SEM 5) MBAN2 / MBAHCSN3 /MBAFLEX – (SEM 3) PGDHSMN – (SEM 1)
SUBJECT CODE & NAME MH0053 – Hospital & Healthcare Information Management
BK ID B1214
CREDITS 4
MARKS 60

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

 

Q.1: Explain the domains and benefits of Health Management Information System (HMIS).

 

Answer: Health management requires the monitoring of the health status of the population, the provision of services as to the coverage and utility, drugs stocks and consumption patterns, equipment status and availability, Finances, personnel on a regular basis. This requires timely and accurate information from various sources. Accurate, relevant and up-to-date information is essential to health service managers if

 

 

 

Q.2:  Discuss the issues with the existing HMIS in India.

 

Answer: Health information has been variously described as the “foundation” for better health, as the “glue” holding the health system together, and as the “oil” keeping the health system running. There is however a broad consensus that a strong health information system (HIS) is an integral part of the health system.

Principles to guide health information system reform: Health information strengthening should be seen within the broader context of strengthening

 

 

 

Q.3: Discuss the important applications of Hospital Information System.

 

Answer: The important module of a Hospital Management System is-

Services Management: This module will take care of services provided by the hospital. Rate of services is charged by rules of hospital. It will

 

 

 

Q.4: Explain the various modules of Hospital Information System.

Answer:

Objective:   To Provide an integrated Solution for the Hospital, which 

  • Helps in Efficient Management of the Hospital.
  • Enhance Patient Care
  • Improve work efficiency
  • Improve Fiscal Control

 

 

Q.5: Discuss the components of quality assurance in health care.

 

Answer: A quality assurance program takes into account the need to define that which is to be measured. Quality assurance implies a clear understanding of what is meant by “quality” and a valid and reliable method for evaluating the care that is provided. (See also evaluation.) In the health care field, evaluation of practice operates within the parameters of outcome, cost-benefit, and access to the health care delivery system. Outcome represents a

 

 

 

 

Q.6:  Explain Telemedicine in detail.

 

Answer: Telemedicine is the use of telecommunication and information technologies in order to provide clinical health care at a distance. It helps eliminate distance barriers and can improve access to medical services that would often not be consistently available in distant rural communities. It is also used to save lives in critical care and emergency situations. Although there were distant precursors to telemedicine, it is essentially a

 

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MH0052 – Hospital Organization, Operations and Planning

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ASSIGNMENT

 

DRIVE SPRING 2016
PROGRAM MBADS – (SEM 3/SEM 5)  MBAN2 / MBAHCSN3 / MBAFLEX – (SEM 3) PGDHSMN – (SEM 1)
SUBJECT CODE & NAME MH0052 – Hospital Organization, Operations and Planning
BK ID B1213
CREDITS 4
MARKS 60

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

Q1.Classify hospitals and explain the various functions of hospitals.

Answer: A hospital is an institution which is scientifically & economically organized for prevention, diagnosis & treatment of diseases. The teaching hospitals have facilities for the teaching & training of medical & paramedical students & trainers, hospital may be operated by the government or private agencies.

 

Classifications of hospital are given bellow:-

  1.        According to service-

 

Q2 Define medical record. Describe the policies and procedures adopted in the medical records department.

Answer:  A „medical record‟ is defined as a systematic documentation of patient personal/social data along with history of his/her ailments, clinical findings, investigations, diagnosis, treatment given, follow-up and final outcome.

Policies and Procedures

 

 

Q3 Explain the essential principles for managing hospital materials

Answer: Essential Principles for Managing Hospital Materials are

  1. Quantity :

It is essential that the estimation process is based on the changing requirements of hospital in a particular command or catchment area. It is quite natural that quantitative requirements in all the areas can’t be uniform because we find a change in the disease profile of different areas. However some materials of common use are used in almost all the hospitals. The material manager has to make sure that quantitative requirements of hospitals are fulfilled. To be more specific, in the healthcare services, we find more fluctuation in requirements because in case of

 

 

Q4 Discuss in brief the planning, design and staffing of a billing department in a hospital.

Answer: The Central billing department plays an important role, as liaison office between the management and the patients, in addition to its prime duty of billing. The immense patience, human relations and hospitality is the need of the hour to alleviate the problems of patients who are in distress, as the words spoken and deeds undertaken by the staff working at this department project the theme of humanity. One of the commonest problems faced by the discharged patients at all hospitals is the delay in discharge due to slow bill generation.

Documentation Procedure

 

Q5.Discuss the objectives and principles of hospital planning.

Answer: Objectives of hospital planning:

A major objective of many health-care marketing campaigns is to educate patients about serious health conditions, such as heart disease and diabetes, and how to avoid getting them. Hospitals often promote their services through free or discounted health

 

 

Q6 Imagine that you are appointed as a consultant for setting up an outpatient department in a tertiary care teaching hospital. What are the planning considerations you have to keep in your mind before executing the task?

Answer: Importance of Outpatient department:

– The outpatient department is the first point of contact with the hospital.

– Forms an entry point into the healthcare delivery system.

– Inseparable link in the hierarchical chain of

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