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Xaviers Institute of Business Management Studies
HUMAN RESOURCE MANAGEMENT
Total Marks – 80
INSTRUCTIONS
- Case study is compulsory.
- Present your Answer with tidiness and to the point.
- Question No 1 to 10 carry 12 marks. Please answer any 5.
- Write briefly on any FOUR of the following:
(a) Human Resource Planning.
(b) Supply Forecasting.
(c) Human Resource Development.
(d) Task analysis.
(e) Motivational aspects of HRD.
(f) HRD climate.
(g) Human Resource Inventory.
(h) Monitoring.
- What is the macro level scenario of human resource planning? What are the methods and techniques of human resource planning?
- What is human resource development? Explain the human resource development strategies. What are the human resource development experiences of organized sector?
- Explain the following
(a) HRD for Family welfare and health.
(b) HRD systems in voluntary organizations.
(c) HRD in India
(d) Emerging trends and perspectives of HRD in the context of globalization.
Question. 5. Explain the Different Approaches of Organization Development Towards Industrial Relations
Answer : Organization Development (OD) Approaches to Industrial Relations:
- Human Relations Approach:
- Focus: Emphasizes improving interpersonal relationships and enhancing communication between management and employees.
- Objective: To create a cooperative work environment that fosters trust and collaboration.
- Techniques: Regular feedback sessions, team-building activities, and conflict resolution workshops.
- Systems Approach:
- Focus: Views the organization as a complex system where various components, including industrial relations, must be aligned.
- Objective: To ensure that industrial relations practices are integrated with overall organizational goals and processes.
- Techniques: Implementation of holistic strategies that address both individual and systemic issues within the organization.
- Participative Approach:
Question. 6. What is Job Analysis? How is it Carried Out?
Answer : Job Analysis:
Definition: Job analysis is the process of systematically examining a job to determine its duties, responsibilities, required skills, and other relevant aspects. It provides the foundation for various HR functions such as recruitment, training, performance evaluation, and compensation.
Steps in Job Analysis:
- Preparation:
- Objective: Define the purpose and scope of the job analysis.
- Actions: Identify the job positions to be analyzed, determine the methods and tools to be used, and gather existing job-related documentation.
Question. 7. What Do You Understand by Employee Benefits? Explain the Various Benefits Extended to Industrial Workers.
Answer : Employee Benefits:
Definition: Employee benefits are non-wage compensations provided to employees in addition to their regular salaries or wages. These benefits aim to enhance employee satisfaction, well-being, and productivity.
Types of Employee Benefits:
- Health and Wellness Benefits:
- Medical Insurance: Coverage for medical expenses, including hospitalization and
Question. 9. What is Collective Bargaining? How Can You Make It Successful in India?
Collective Bargaining:
Answer : Definition: Collective bargaining is the process through which employers and representatives of employees (usually trade unions) negotiate to determine terms and conditions of employment, including wages, benefits, and working conditions.
Key Aspects of Collective Bargaining:
- Negotiation: Discussions between management and union representatives to reach a mutual agreement.
- Agreement: The outcome of negotiations is formalized in a collective bargaining agreement (CBA) that outlines agreed terms.
- Implementation: The terms of the CBA are implemented and enforced within the organization.
Question. 10. What Factors Are Considered While Forecasting the Manpower Needs of an Organization?
Answer : Forecasting manpower needs involves predicting the number and types of employees an organization will require in the future to achieve its objectives. The process ensures that the organization has the right people with the right skills at the right time. Key factors to consider include:
**1. Organizational Goals and Strategies:
- Objective Alignment:
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CASE
PLAN FOR ORIGINAL OR BACK-UP
Bhadrachalam Paper Mills Ltd. was started in 1971 with high level technology and with its initial capital of Rs.500 crores. It required candidates with minimum of 10 years experience in the same line to handle the new technology as it found that the candidates with less than 10 years experience normally do not possess the required skills. It found that A.P. Paper Mills Ltd. Rajahmundry and Sirupur Paper Mills as most suitable sources of recruitment. It used all the recruitment techniques and offered higher salaries and benefits generously. Consequently, it got suitable employees with 15 years and more experiences. The cost of employees was as high as 65 per cent of the total cost of production. But the company did not take it seriously as the rate of return from the employees was 300 per cent more than their cost. The Chief Personnel Manager was rewarded suitably by the then Managing Director in 1975 for enlisting the services of experienced personnel in the service of Bhadrachalam Paper Mills.
In 1988, when a new Managing Director took over the reins of the company, the Chief Personnel Manager was called into explain his actions in appointing persons with 15 or more years of experience in the service of company. Since majority of these employees are going to retire by 1990 the company is again threatened by dearth of experienced personnel.
Questions:
(a) Was the Managing Director right when he rewarded the Chief Personnel Manager for enlisting the services of experienced persons in the service of Bhadrachalam Paper Mills?
Answer: Yes, the Managing Director was right when the Chief Personnel Manager was rewarded for enlisting the services of experienced persons in the service of Badrachalam Paper Mills because in the initial stage company was in need of experienced personnel for taking their
(b) Would it have been better to hire raw hands, provide necessary training and allow them to develop their potential in the service of the company than merely to look around for experienced personnel and booking them through attractive means?
Answer: Hiring the right talent is not a one-time job but a continuous learning process. Initially hiring experienced professionals was right decision as ensure they understand the criticality of their role, and current and future responsibilities.
After a certain period of time when
(c) How would you ensure continued success of a company in the face of such crisis?
Answer: We should have an experienced energetic and cost-effective manpower for continued success of a company.
Recruiting some experienced personal in the beginning stage and then some raw talent also and get them trained in the process so that the system will be having a balanced manpower team and the
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