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ASSIGNMENT
| DRIVE WINTER | FALL 2014 |
| PROGRAM | Master of Business Administration- MBA |
| SUBJECT CODE & NAME | MU0013: HR AUDIT |
| SEMESTER | 4 |
| BK ID | B1735 |
| 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.
1 Define Human Resource Planning (HRP).Discuss the objectives of Human Resource Planning.
Answer : Human resources planning includes strategic management of a department responsible for your work force. In the human resources professional community, one of the topics revisited over and over is getting involved in organizational objectives to make an impact on business success. Your company can attain its goals by including the human resources department in matters that affect the business overall. In the meantime, your human resources has its own objectives, which can be integrated into the organizational objectives.
Raising Level of Job Satisfaction
Human resources planning today has a number of timely issues leaders recognize as objectives that will improve the workforce. One of the goals is raising the level of job satisfaction. You can measure job satisfaction through employee opinion surveys,
Q.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 : Human resources audit tools help you conduct thorough evaluations of your human resources effectiveness. You can use these tools to help you identify HR processes that are functioning well and those that require improvements. Common HR areas you should audit include your compensation system, performance appraisal systems, policies and procedures and health and safety practices.
Interviews and Questionnaires
Interviews and questionnaires help you acquire feedback from all of your employees, including top management. These tools are ideal when you want to get a better understanding of the work your employees perform. You can find out about their
3 What are the areas of HR Audit? Explain any four of them
Answer : Areas of HR Audit
A regular human resources audit can improve the services your HR department renders to both employees and applicants. It can also determine whether your organization is in compliance with labor and employment laws. Auditing all of your HR practices and functions can take time and resources. Small businesses without enough staff to devote their full-time attention to an audit should consider hiring an external consultant to evaluate their HR systems. Whether you use in-house resources or an external consultant to conduct your HR audit, follow an outline to keep your audit focused.
Personnel Files
The starting point for an HR audit is up to the department lead; however, it’s reasonable to begin with an audit of your company’s personnel files. Review the department’s system for handling file materials, whether copies of employment actions are immediately filed in the appropriate folders and if the files containing health and
4 What do you mean by HR Scorecard? Explain the steps undertaken to approach a Human Resource Scorecard.
Answer : The HR Scorecard Approach
HR creates value by engaging in activities that produce the employee behaviors the company needs to achieve strategic goals. Managers use an HR Scorecard to measure the HR function’s effectives and efficiency in producing these employee behaviors and thus in achieving the company’s strategic goals. The HR Scorecard – shows the causal link between the HR activities, and the emergent employee behaviors, and the resulting firm-wide strategic outcomes and performance.
- Creating a HR Scorecard – Three types of information are needed to create a HR Scorecard.
Q.5 Write a brief note on the effectiveness of Human Resource Development Audit as an intervention.
Answer : Perhaps India is the first country to formally establish a totally dedicated HRD (Human Resources development) Department separated from the Personnel Department. This was designed in the year 1974 when the term HRD itself was not very popular in the USA. Two consultants from the Indian Institute of Management , Ahmadabad after reviewing the effectiveness of the performance appraisal system and training in Larsen & Toubro recommended an Integrated HR System to be established and the department dealing with development issues be separated out from the personnel department and be called the
6 Write a short note on the following:
a)Flanholtz model(Rewards evaluation model)
Answer : Why do some entrepreneurs succeed, while others with ventures that seem equally promising, experience difficulties and even failure?
Eric Flamholtz, Professor of Human Resource Management & Organizational Behaviour in the Anderson Graduate School of Management, suggests that firms that succeed in the long term have progressed successfully through six key tasks:
- Identification and definition of a viable market niche
- Development of products or services for the chosen market niche
- Acquisition and development of
- b) Pekin Ogan model
Answer : Pekin, as he prefers to be called, teaches Managerial Accounting with flawless engagement, focusing on class discussion and endless whiteboard brainstorms as the primary source of learning. He sings, dances, loves his wife, hates the “word” incentivize (it should be motivate), and lives for teaching. Pekin indirectly teaches from a triple-bottom-line management perspective, where people, profits and planet have to play nice
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )