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Title Name Amity Solved Assignment B.Com 6th Sem for Human Resource Management
University AMITY
Service Type Assignment
Course B.Com
Semester Semester-VI Course: B.Com
Session
Short Name or Subject Code Human Resource Management
Commerce line item Type Semester-VI Course: B.Com
Product Assignment of B.Com Semester-VI (AMITY)
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Questions:-


Human Resources

Assignment – A

  1. Define HRM, trace its evolution and list out the functions and objectives?  

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  1. What is training and development? What are the different techniques of training and what makes training effective?

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  1. What is HRP? Explain the process of HRP and list out its importance for an organization?

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  1. Define selection, explain its process and bring out the barriers to effective selection

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  1. Write short notes on the following
    1. Job Analysis and its uses

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  1. Performance appraisal methods(Past and future oriented)

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  1. Employee remuneration components and significance

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  1. Methods of workers participation in management

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  1. Trade Unions—functions and problems

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  1. Define recruitment, its purpose and importance? List briefly the various sources of recruitment

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  1. Define appraisal process and list the common errors that affect the appraisal interview

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  1. What do you mean by separation, define the different types of separation?

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Assignment – B

                                                           Case Study

                         Global Human resource Management at Coca Cola

The Coca Cola Company is one of the most successful MNC. Coca Cola however, like think of itself as a multi local company. The philosophy is best summarized by the Phrase “Think Global Act Local”. Coca Cola manages it global operations through 25 operating divisions.

The Corporate HRM function is charged with providing the glue that binds these various divisions into Coca Cola family. The Corporate HR function achieves this in two main ways, First, by prorogating a common human resources philosophy within the company and Secondly by developing a group a internationally minded mid level executives for future senior management responsibility.

The Corporate HRM group sees its mission as one of the developing and providing the underlying philosophy around which the local businesses can develop their own HR practices. For example, rather than have a standard salary policy for all its national operations, Coca Cola has a common salary philosophy-- the total compensation package should be competitive with the best companies in the local market.

Twice a year the Corporate HRM group conducts a two week of HRM orientation session for the  HR staff from each of its 25 operating divisions to give them an overview of the company’s HRM philosophy and talk about how local businesses can translate it into HR policies.

Coca Cola believes in information sharing, for instance a problem in Brazil division could be learning experience to improvise in Australia operations. The sessions provide a medium through which HRM professionals can communicate and learn from each other, which facilitates the rapid transfer of innovative and valuable HRM tools from region to region.

As much as possible, Coca Cola tries to staff its operations with local personnel. To quote one senior executive “we strive to have limited numbers of international people in the field because generally the local people are better equipped to do business at their home locations”.

However Expats are needed in the system for two main reasons, one is to fill a need for a specific set of skills that might not exists at a particular location. For example, when Coca Cola started its operations in Eastern Europe, it had to bring in an expat from Chicago, who was a polish descent, to fill the position of finance manager. The second reason for using expatriates is to improve the employees own skill base. Coca Cola believes that because it is global company, senior managers should have had international exposure. Coca Cola also tries to build a cadre of internationally minded executives from which the future senior managers of Coca Cola would be drawn.

Question 1.

What is Coca Cola’s staffing policy for managerial positions, Ethnocentric, Polycentric or Geocentric? Does this policy make sense? Support your stand.

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Question 2.

What is the strategic role of the HRM function at Coca Cola? How does HRM help Coca Cola to become a more successful international business?

Ans:- 

Assignment – C

  1. Due to Globalization HRM is-
  1. Gaining Importance
  2. Losing importance
  3. Becoming out of focus
  4. None of the above
  1. Job analysis consists of
  1. Job description
  2. Job specification
  3. Job evaluation
  4. A & b above
  1. Recruitment means—

  

  1. Screening for prospective candidates for a job
  2. Selecting the right fit for the job
  3. Forecasting the human resource
  4. Solicit necessary information from prospective applicants
  1. Who are the major actors of Industrial Disputes  
  1. Employers
  2. Workers
  3. Government
  4. All of the above
  1. BARS stands for
  1. Behaviourally Anchored Rating Scale
  2. Behaviours And Reaction Scale
  3. Behaviourally Aligned Rating Scale
  4. None of above
  1. Training means  
    1. Developing
    2. Imparting Specific skills with a view to increase effectiveness
    3. Evaluating the employee’s skill
    4. None of the above
  1. Performance Appraisal is the process of
  1. Evaluating employee’s performance with well defined performance standards
  2. Evaluating performance against job description
  3. Evaluating the future potential of the employee
  4. Evaluating the employee’s personal ability against the job
  1. HRP stands for  
    1. Human Responsibility Planning
    2. Human Resource Planning
    3. Human Report Planning
    4. Human Reference Planning
  1. Which among the following is on the job training method?  
    1. Vestibule
    2. Lecture
    3. Conference
    4. Lab training
  1. In 360 degree appraisal system performance is rated by--  
    1. Superiors , Subordinates, Clients
    2. Superiors, Peers, Subordinates, Clients
    3. Superiors, Peers, Subordinates
    4. Superiors and Peers, only
  1. Methods of job evaluations are--  
  1. BARS
  2. Forced Distribution
  3. Interviews and Questionnaire
  4. Point Ranking and Factor Comparison Method
  1. Halsey Plan, Rowan Plan, Bedaux Plan
  1. Incentive Schemes
  2. Welfare schemes
  3. Perquisites
  4. Profit sharing scheme
  1. Trade Union act of--  
  1. 1926
  2. 1934
  3. 1920
  4. 1936
  1. Which of the following is not a selection test?  
  1. TAT
  2. Graphology Test
  3. Aptitude test
  4. Attitude test
  1. Delphi Technique is used for
  1. Appraisal
  2. Incentive Plan
  3. Forecasting the human resource
  4. Recruitment

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  1. Select the correct sequence in evolution of HRM.  
    1. PM,IR,HRM,HCM
    2. IP,PM,HRM,HCM
    3. PM,HCM,HRM,IR
    4. HCM,PM,IR,PM
  1. Collective bargaining is a  machinery for—
  1. Discussion
  2. Settlement of disputes
  3. Conciliation
  4. Adjudication
  1. In IHRM ,employees are classified as
    1. HCN,PCN,TCN
    2. CNN,HCN.PCN
    3. TNN,CNN,FCN
    4. HCN,TCN,FCN
  1. Trade unions are association of--  
    1. Employees
    2. Employers
    3. Employer & employees
    4. None of above
  1. IR stands for
  1. Industrial Disputes
  2. Industrial settlement
  3. Industrial role
  4. Industrial relations
  1. AITUC,INTUC,CITU are
  1. Trade unions
  2. Employment agencies
  3. Political parties
  4. Ngo’s
  1. Retrenchment is a type of--  
  1. Temporary Separation
  2. Termination of Services of an Employee
  3. Voluntary retirement
  4. Dismissal
  1. Geocentric Approach involves
  1. Seeking HCN for all key position
  2. Seeking PCN for all key positions
  3. Seeking TCN for all key positions
  4. Seeking best people regardless of their nationality
  1. Repatriation is the process of--  
  1. Settling the expatriates back into the home country
  2. Settling the local employees
  3. Settling the expatriates in host country
  4. None of the above

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  1. Layoff is a --  
    1. Permanent Separation
    2. Temporary Separation
    3. Voluntary Separation
    4. None of above
  1. Final step in selection is
  1. Reference check
  2. Job Offer
  3. Employment Contract
  4. Physical Examination
  1. Campus recruitment is a type of
  1. External source of recruitment
  2. Internal source of recruitment
  3. Both internal & external source
  4. None of above
  1. Job enrichment is--  
  1. Adding motivators to a job for making it more rewarding
  2. Adding more hours to job
  3. Adding similar tasks to job
  4. None of above
  1. Job analysis data is used for
    1. HRP ,T&D, Remuneration ,PA, Recruitment & Selection
    2. HRP and T&D only
    3. Remuneration, T&D,PA
    4. HRP and PA only
  1. Demand forecasting is
  1. Estimating the quality and quality of people required in the future of an organization
  2. Estimating the quality of people required
  3. Estimating the quantity of people required
  4. None of above

     

  1. Poaching is
  1. An external source of recruitment
  2. An internal source of recruitment
  3. A selection test
  4. None of above
  1. Barrier in effective selection are
    1. Point Ranking Method
    2. Halo/Horn Effect
    3. Forced ranking
    4. None of above
  1. Expatriates are—
  1. Citizen of one country working in another
  2. Local citizens on high positions
  3. Both
  4. Only US citizens
  1. Tests devised to assess a person’s ability to undertake a particular type of work or to learn a particular skill are called--  
  1. Aptitude Test
  2. Knowledge test
  3. Intelligence test
  4. Attitude test
  1. Staffing includes the following—
  1. Selection & placement
  2. Recruitment
  3. Appraisal
  4. None of above
  1. T- group training is also called--  
  1. Sensitivity Training
  2. Informal Training
  3. Formal Training
  4. None of above
  1. Which of the following explains the HRD concept--?  
  1. It is competence building exercise
  2. Sub process of OD
  3. Brings attitudinal change in people
  4. All of the above

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  1. Job description provides information about—
  1. Nature & Characteristics of job
  2. Characteristics of the person doing the job
  3. Characteristics of organization
  4. Characteristics of management
  1. VRS is used for--  
  1. Downsizing
  2. Retrenching
  3. Layoff
  4. None of above
  1. Which of the following is statutory benefit  
    1. Provident Fund
    2. Incentive
    3. Perquisites
    4. Club membership

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