smu mba semester 3 human resource management(hrm) fall 2017 solved assignments
TRANSCRIPT
SMU MBA SEMESTER 3 HUMAN RESOURCE
MANAGEMENT(HRM) FALL 2017 SOLVED
ASSIGNMENTS
HRM301 MANPOWER PLANNING & RESOURCING
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1 What are the key human resource elements?
Answer: Key Human Resource Elements
Every firm or organization needs to weak itself up to the changing times in order to achieve
its goals and objectives and to be successful.
2 What do you mean by Human Resource Accounting (HRA)? Discuss the objectives
and advantages of HRA.
Answer: Definition of Human Resource Accounting (HRA)
According to, The American Accounting Association’s committee (1973), human resource
accounting is “the process of identifying and measuring data about human resources and
communicating this information to interested parties”.
3 What is Manpower Planning? Mention five essential elements/steps of manpower
planning.
Answer: Manpower Planning
According to K. F. Turkman manpower planning can be defined as an attempt to match the
supply of people with the jobs available in an organization. Statistical techniques have been
used to ascertain the supply of people with the jobs available.
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SET - 2
1 Discuss in details the Employee Exit Process
Answer: Employee Exit Process
The employee who wants to resign will discuss with his Manager, submits his resignation to
his Manager. The Manager should put his comments on the resignation letter and forward it
to HR. (these comments can be To be relieved by dd/mm/yyyy, or some other special
comments)
2 What are the benefits of setting up a training academy?
Answer: Benefits of setting up a training academy
By setting up an academy, an organization can get the following benefits:
3 Write short notes on the following:
a) Competency Mapping
Answer: A competency mapping evaluates all aspects of the person with respect to the job
role to be performed by the person.
b) Succession Planning
Answer: One of the types of career planning is succession planning. Succession planning is
a technique for identifying and developing internal employees with the potential to fill
important organizational positions.
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HRM302 Management and Organizational Development
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1 Define Organizational Development (OD).What are the characteristics of OD?
Answer: Organisational Development –In its widest sense, OD is a planned approach to
improve employee and organisational effectiveness. This can be achieved by conscious
interventions in those processes and structures that have an immediate bearing on the
human aspects of the organisation.
2 As an HR, you find that the OD professional in your organization is not competent
enough. What are the competencies you will consider in a good OD professional?
Answer: Competencies Required for OD Professionals
To be effective, all OD practitioners must possess the following basic knowledge, skills and
attitudes which are listed below:
3. Discuss the Ethical Dilemmas in practicing OD
Answer: Ethical Dilemmas in Practising OD
“Ethical dilemmas” are the results of behaviours and inappropriate actions or roles on the
part of both change agents and client systems.
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SET-2
1 What is Performance Appraisal? What are the purposes and characteristics of
Performance Appraisal? Describe the steps in Performance Appraisal System.
Answer: Performance Appraisal
Performance appraisal refers to the analysing and evaluating the performance of the
employees in fulfilling the duties, roles and responsibilities that have been assigned to them.
2 What is a Learning Organization? Discuss the attributes of a learning organization.
Explain the various learning disciplines in learning organization
Answer: Learning Organisations
A learning organisation is a system wide change program that focuses on the participation
and involvement of all the members of the organisation in a self-directed learning which
helps in achieving the positive growth, effectiveness and changes for the entire organisation,
teams and individuals as well as put emphasize on the reduction of the organisational layers.
3 Write short notes:
a) Goal Setting
b) Managing Workforce Diversity
Answer:
a) Goal Setting
Goal is an object oriented desired result a person, or a system plans, commits and tries to
achieve in his/her life.
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HRM303 Employee Relations Management
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1 Define Strategy. Describe the different strategy levels in an organization
Answer: Johnson and Scholes define strategy as “Strategy is the direction and scope of an
organization over the long-term; which achieves advantages for the organisation through its
configuration of resources within a changing environment, to meet the needs of markets and
to fulfil stakeholders expectations.” 1
2 Write down the elements & dimensions of Organizational Culture?
Answer: Elements of Organisational Culture
Let us look into the elements that define organisational culture. They are as follows:
digm: It defines the mission and values of the organisation. It outlines the
functions of the organisation.
3 Explain the reasons for grievances? List out the various points that was considered
as precautions while Handling Grievances.
Answer: Reasons for Grievances
There are a number of causes of employee grievances. Some of the reasons why employee
dissatisfaction leads to grievances are the following:
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SET-2
1 Discuss the Collective Bargaining Process and its issues
Answer: Collective Bargaining Process
The process includes negotiations between an employer and a group of employees to determine the
conditions of the employment.
2 What is a Trade Union and what are its activities? Explain the functions of Trade
Unions.
Answer: A trade union or labour union is an administration of workforce grouped together to attain
common goals such as enhanced operational circumstances.
3 Write a brief note on the following:
a) Decision Making and its types
b) Disciplinary procedure
Answer: a) Decision Making and its types:
Decision Making:
Decision Making is a mental process which results in the selection of an option from many
alternatives. Decision making is both a logical and emotional process. We will now examine
the different types of decision making tactics employed by managers and supervisors.
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HRM304 HR Audit
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1 Define Human Resource Planning (HRP).Discuss the objectives of Human Resource
Planning.
Answer: Human Resource Planning
Human resource planning is the term used to describe how companies ensure that their staff
comprise of “Right person for doing the job”. It includes planning for staff retention, planning
for candidate search, training and skills analysis and much more.
2 Suppose you have joined as an HR and you are asked to carry out the HR Audit
process in your organization. What are the methods you will consider while
implementing the HR Audit process?
Answer: A human resources audit usually involves review of all HR policies, practices, and
procedures, whether or not they are formal.
3 What are the areas of HR Audit? Explain any four of them
Answer: Various areas in which HR audit is performed are as follows:
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SET-2
1 What do you mean by HR Scorecard? Explain the steps undertaken to approach a
Human Resource Scorecard.
Answer: HR Scorecard is an important tool for conducting a successful HR audit. It is used
for measuring the contribution of human resource management practices for achieving
organizational objectives.
2 Write a brief note on the effectiveness of Human Resource Development Audit as an
intervention.
Answer: Effectiveness of Human Resource Development Audit as an Intervention
In any firm along with the optimal utilization of other resources, human resource should also be
exploited to its maximum potential.
3 What do you mean by Employee Orientation Programmes? List out some points of
Good employee orientation programmes.
Answer: Employee Orientation Programmes
Employee orientation programmes are given to new employees at a place of business or
work. It helps employees to speed up and learn the “ground rules” of the company.
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