Human Resource Management 

1. “Due to rapid changes in the economic scenario, the role of HR Manager is changing substantially”. Discuss.

2. Identify and discuss the stages involved in the process of HR planning.

3. Define the term ‘Job Analysis’. Also discuss in detail, the process of Job Analysis.

4. Why should an organization impart Training to its employees? Also discuss in brief, the principles and processes of training.

5. Distinguish between ‘Performance Appraisal’ and ‘Potential Appraisal’. Also, discuss in brief the various methods of Performance Appraisal.

6. What do you understand by the term ‘Compensation Management’? Also discuss factors affecting compensation designing & management.

7. Define the term ‘Industrial Dispute’. Identify the steps taken taken in our country to prevent industrial disputes. Also discuss in brief the existing machinery for the settlement of industrial disputes in our country.

8. Write short notes on any three of the following:
Compensation Package of ‘Expatriates’

b) Intrinsic and extrinsic rewards

c) Wage incentive scheme

d) Distinguish between training and development

e) What is the concept of strategic HR management?

f) Discuss the HR Issues of knowledge industry

g) Career Planning and Succession planning

CASE STUDY
Grass Cutter Vs Gas Cutter       In a Public Sector undertaking with a chequered past, a line manager was appointed as the Chief of Personnel. Within a year of taking up the assignment, he had to sign a wage agreement with the workers union. The Union at that time was dominated by non technical staff. The union’s charter of demands favored in the interests of its dominant member groups. It asked for a significant revision in the gardener’s pay, but was not equally vocal in pressing for the increase in the pay scales of workers in the technical groups. The management conceded these demands because the union cooperated with them in keeping the burden of the pay revision within the guidelines of the Bureau of Public Enterprises.      Once the agreement was signed and communicated to the employees/members by the management and the union respectively, there was a commotion among the technical staff. They walked out of the union, formed a separate technical staff union and marched around the company premises holding placards, which read “Here the Grass Cutters get more pay than the Gas Cutters”. In the engineering assembly unit, till the pay revision occurred, welding was a highly rated job. But not anymore. Now gardeners got more than the welders.
Answer Section

Q.No 1: What happens if the Grass- Cutters get more pay than the Gas –Cutters

 
Q.No 2: Evaluate the pros and cons of the approach of both the management and the union in the incident.

 
 
Q.No 3: List the lessons learnt. Suggest a way out of the problem at hand.

Assignment C

Human Resource Management is:
 (A): The process of optimally managing the people (human resource) so that the goal of the people is met
 (B): The process of bringing people and organizations together so that the goals of each are met
 (C): Managing the organization so that the goals of organization is met
 (D): All of the above

Human Resource Information System is:
 (A): The process, by which an organization collects, maintains and reports information on people.
 (B): The process, by which an organization collects, maintains and reports information on achievement of goals by people.
 (C): The process, by which an organization collects, maintains and reports information on people and jobs.
 (D): The process by which an organization collects, maintains and reports information on the available jobs in the organization

Productivity is:
 (A): Value of total goods produced by the organization.
 (B): Ratio of goods produced to the goods sold.
 (C): Sum total of work done by the people in the organization
 (D): The ratio of organization’s output to its input.

The advantage of employing various methods of job analysis is:
 (A): Cost
 (B): Complexity
 (C): Accuracy
 (D): Participation by job incumbents and managers

A job analysis questionnaire should include all but the following:
 (A): Job Evaluation
 (B): Performance standards
 (C): Job Duties
 (D): Working conditions

The basis of Human Resource Planning is:
 (A): The economic trend
 (B): The demand of employees
 (C): The strategic plans of the organization
 (D): Budgets

The first factor in deciding the supply of labor is:
 (A): Developing staff tables
 (B): Auditing present employees
 (C): Analyzing labor markets
 (D): Preparing replacement charts

Replacement Charts do:
 (A): Show likely terminations
 (B): Indicate the current performance of employees and their promotability
 (C): Display the strength and weaknesses of employees
 (D): Indicate all replacements carried out during the financial year

The best way of recruiting is always:
 (A): Walk-ins
 (B): Advertisements
 (C): Referrals
 (D): Combination of all the above

The primary source of information for recruiting is:
 (A): Managerial interviews
 (B): Testing
 (C): Recruiters themselves
 (D): Job analysis

A good source of hiring technical staff would be:
 (A): Private search firm
 (B): Vocational school
 (C): Employment exchange
 (D): Professional association

A negative aspect of promotion is from within is:
 (A): Lower morale
 (B): Employee turnover
 (C): Career prospects
 (D): Idea stagnation

Recruitment is:
 (A): The process of finding and attracting capable applicants for employment
 (B): The process of picking individuals who have relevant qualifications to fill jobs in an organization
 (C): Hiring permanent employees of another firm, who possess certain specialized skills on lease basis to meet short term requirements
 (D): None of the above

Walk-ins are:
 (A): Those applicants who qualify in walking competition
 (B): Casual unsolicited applicants who reach the employer by letter, telephone or in person
 (C): Those applicants who frequently shift jobs from one organization to another
 (D): All of the above

Job posting is:
 (A): A method in which the organization publishes job openings on bulletin boards, electronic media and similar outlets
 (B): Transfer of an employee on posting from one place to the other in the same organization
 (C): Transfer of an employee on posting from one job to another at the same place in the same organization
 (D): None of the above

Ultimately selection decisions are based on:
 (A): Personal whims and fancies
 (B): Performance Issues
 (C): Turnover potential
 (D): Human resource plan

Most reliable and valid selection tests are generally: Solve by www.solvezone.in contact for more details at 8882309876
 (A): Polygraph tests
 (B): Attitude tests
 (C): Intelligence tests
 (D): Performance tests

The most reliable type of interview is:
 (A): Behavioral
 (B): Stress
 (C): Structured
 (D): Situational

Assessment Centre is:
 (A): A technique that evaluates employee potential through multiple types of group and individual exercises and multiple raters
 (B): A performance appraisal method
 (C): A separate centre established by the organization solely for the purpose of selection of prospective employees
 (D): None of the above

Reliability of selection test is:
 (A): A formal , in depth conversation conducted to evaluate an applicant’s acceptability
 (B): The consistency of scores obtained by the same person when retested with the identical or equivalent tests
 (C): A selection test meant to test the reliability of the applicants
 (D): The reliability of the selectors

The validity of selection test is:
 (A): A selection test approved by the management of the organization
 (B): Ascertaining the validity of applicants
 (C): The degree to which a selection test or selection procedure measures an applicant’s attributes
 (D): None of the above

Employee orientation programme should be the concern of the following:
 (A): A special orientation unit
 (B): The Supervisor
 (C): The HR department
 (D): Both the HR and the Supervisor

Reasons for layoff include all but the following:
 (A): Seasonal fluctuations in demand
 (B): Piling up of inventory
 (C): Union activities of the employee
 (D): Downsizing

Placement is:
 (A): Deciding the place where the employee would work
 (B): Actual posting of an employee to a specific job
 (C): Fixing the place of the employee in the hierarchy in the organization
 (D): All of the above

Job sharing is:
 (A): A programme to allow two or more workers to do the same job by each working part time
 (B): Two or more employees doing the same job at the same time
 (C): An employee doing two or more jobs simultaneously
 (D): None of the above

Buddy System is:
 (A): If an applicant is selected, then making sure that his close friend ( buddy) is also selected
 (B): Efforts made by employer to help a recently separated worker (buddy) find a job
 (C): An orientation programme where an experienced employee is asked to show the new recruit around, conduct the introductions for the supervisor and answer the newcomer’s questions
 (D): All of the above

Learning Principles include all but the following:
 (A): Participation
 (B): Repetition
 (C): Repatriation
 (D): Relevance

Job Rotation is:
 (A): Moving an employee to a different job if not found suitable for the present one
 (B): Multiple tasking of the employee to meet the shortage of staff
 (C): Moving employees to various positions in the organization, to expand their skills, knowledge and abilities
 (D): None of the above

Training is:
 (A): The act of increasing the knowledge and skills of an employee for doing a particular job
 (B): The process of catching a train
 (C): Whatever the applicant has learnt before joining the job
 (D): Self education

Development is:
 (A): The progress made by the employees after joining an organization
 (B): Upward mobility of employees
 (C): A broader, long term educational programme offered to carry out non-technical functions more effectively
 (D): All of the above

Role Playing is often used to achieve the following:
 (A): Model behavior
 (B): Change results
 (C): Change attitudes
 (D): Offer feedback

Case Study is:
 (A): A training method that employs simulated problems for trainees to solve
 (B): Case to case problem solving technique
 (C): A study that involves a number of cases
 (D): None of the above

Apprenticeship is:
 (A): A process of sorting out the unqualified applicants by examining the applications thoroughly
 (B): A time when a trainee acquires job related knowledge and skills under the guidance of master worker
 (C): A time during which a trainee is introduced to the environment by the supervisor
 (D): A technique that requires the trainee to assume different identities to learn how others feel under different circumstances

Brainstorming is:
 (A): A classroom exercise where a number of teams of trainees compete against each other to achieve a common objective
 (B): A technique used in selection of prospective candidates
 (C): A process by which participants provide their ideas on a stated problem during a freewheeling group discussion
 (D): A process whereby the work environment is simulated by sending messages to the brain

Career Planning is:
 (A): A sequence of positions occupied by a person during the course of a lifetime
 (B): The sequential pattern of jobs that form one’s career
 (C): The process by which one selects career goals and the path to achieve these goals
 (D): All of the above

Plateauing is:
 (A): A condition of stagnation in the current job
 (B): A career stage marked by a continuous improvement in performance, leveling off in performance or the beginning of deterioration of performance
 (C): Going to a plateau during vacation
 (D): None of the above

Quality of life implies:
 (A): Work outside a person’s regular employment that takes 12 or more additional hours
 (B): A multifaceted concept whereby the work environment (consisting of components like autonomy, recognition, belongingness, rewards, etc.) is meaningful to employees
 (C): Small groups of employees who work regularly to find, analyze and solve quality and other work related problems of a particular department/ section/area
 (D): All of the above

Quality Circles means:
 (A): When the quality checks are carried out in concentric circles
 (B): Checks for quality in circular products
 (C): Small groups of employees who work regularly to find, analyze and solve quality and other work-related problems of a particular department/ section/ area
 (D): A process of system-wide change, designed to make organizations more adaptive

Performance appraisals serve as building blocks of:
 (A): Recruitment
 (B): Career Planning
 (C): Manpower Planning
 (D): Selecting

360 degree performance appraisals are:
 (A): Evaluation based on key incidents
 (B): Order of ranks from best to worst
 (C): Evaluation by boss, peers and subordinates
 (D): None of the above