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ASSIGNMENT
| DRIVE | SUMMER 2015 |
| PROGRAM | MBADS / MBAHCSN3 / MBAN2 / PGDBAN2 / MBAFLEX |
| SEMESTER | 1 |
| SUBJECT CODE & NAME | MB0043 – Human Resource Management |
| BK ID | B1626 |
| 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 The success of HR plans depends on the accuracy of HR forecasts. What is the meaning of
this HR forecasting? Describe the following HR forecasting techniques:
(a) Index/ Trend analysis and
(b) Expert forecasting
Answer: Meaning of HR forecasting :
Human resources forecasting involves projecting labor needs and the effects they’ll have on a business. An HR department forecasts both short- and long-term staffing needs based on projected sales, office growth, attrition and other factors that affect a company’s need for labor. In addition to forecasting the number and type of workers you’ll need, HR planning includes analyzing the various costs and administrative work that go along with adding workers or downsizing. One of the most basic forecasting tasks for a human resources
Q.2 Write a brief note on: (i) Selection test and (ii) Interviews
Answer : Selection test :
Many jobs require skills, knowledge or aptitudes which it may be difficult to test accurately in the interview and within an interview it is difficult to eliminate subjective judgements. The use of tests can help to compare the candidate with the requirements of the job in a fair and objective way. Selection tests should not be used as an alternative to the interview, but only as a supplement to it. If they are to be used candidates must be given notice of the test information about the nature of the test and how long it will take an opportunity to let you know if they have special requirements (such as equipment, access requirements, or additional time to accommodate a disability). Tests can unfairly discriminate against people with
Q.3 What do you mean by management development? What are its objectives and methods?
Answer : Meaning of management development :
Management development is the process by which managers learn and improve their management skills. Aspect of organizational development that covers recruitment and assessment of executive level employees and training them in leadership to equip them for higher positions. This process generally includes development of cognitive (thinking, idea generation, and decision making), behavioural (choosing appropriate attitudes and values), and environmental (suiting management style to the situation) skills. The focus of all aspects of management development is to enable managers to more effectively accomplish their job as
Q.4 Suppose you have joined as HR executive in a software company. The first task you have
been assigned is to work on Career planning. What are the various career programs will
you consider?
Answer : Career development is the ongoing acquisition or refinement of skills and knowledge, including job mastery and professional development, coupled with career planning activities. Job mastery skills are those that are necessary to successfully perform one’s job. Professional development skills are the skills and knowledge that go beyond the scope of the employee’s job description, although they may indirectly improve job performance.
- Understand:
As a leader, you play a key role in career
Q.5 Define performance review. What are the types of appraisal methods? Describe the ways
to evaluate an employee individually.
Answer : Performance review:
A performance appraisal (PA), performance review, performance evaluation, (career) development discussion, or employee appraisal is a method by which the job performance of an employee is evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. A performance appraisal is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as organizational
- 6 Many organisations maintain a disciplinary policy or system to regulate the behaviour of
the employees and deal with acts of indiscipline. Describe such various disciplinary action
– penalties in business organisations.
Answer : Commonly practiced disciplinary actions :
- Oral warning
- Written warning
- Loss of entitlement
- Suspension
- Demotion
- Termination of appointment
- Dismissal
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
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