Welcome to our Institute. We are here to provide you a Questions Papers for Year 2009 and 2011.
YEAR-2009 M.B.A-II semester
Time:3 Hours
Total Marks:-70
The Questions paper is divided into two sections.Sections A contains 6 questions out of which the candidate is required to attemp any 4 questions. Section B contains short case study/application based on 1 question which is compulsory.
All questions are compulsory.
SECTION-A
Q.1 " Managing people is the heart and essence of being a manager." Explain this statement and describe the meaning and characteristics of Human Resource Management. [14]
Q.2 Define Human Resource Planning and give an overview of the process of Human Resource Planning [14].
Q.3 Explain various methods of training. [14]
Q.4 Write short notes on any two : [7+7]
(1) 360oappraisal
(2) HRD(Human Resource Development)
(3) 'Hot stove rule' of discipline
(4) Job enrichment
Q.5 What do you understand by workers participation in management? Explain the ways of workers participation in management. [14]
Q.6 During one week the workman x manufactured 200 units. He received wages for a guaranteed 44 hours a week at the rate of Rs. 1.50/hour. The time allotted to produce 1 unit is 18 minutes. Calculate his gross wages under each of the methods :
(a) Time rate
(b) Piece rate
(c) Halsely Premium plan
(d) Rowan Premium plan. [14]
SECTION-B
Job Analysis at Universal Manufactures
Universal Manufactures, was to recruit a large part of its workforce for its various operations. The organization was established by Ashutosh Ghosh and Avinash Chopra. While Ghosh was an engineering graduate, Chopra had a rich experience of handling various operations in different companies. Universal needed highly talented people at all the levels of the organization structure.
The hired an external human resource consultant, Aparna Rao for this purpose, who suggested a detailed job analysis in the firm to study manpower requirements." This would not only help select the right people for the jobs but will also provide important cues to design the compensation package for each job position in the organization" said Rao.
Rao appointed two-member team to study the important tasks and responsibilities associated with each job position at universal. They analyzed the qualifications, skills, and abilities that each job holder should posses so that the company could gain optimum advantage of its manpower deployment. The team with help of Ghosh(who had a wide range of technical qualification and experience), determined the Key Result Areas(KRAS) for all the jobs in organization. The KRAs helped in determining the important responsibilities and deliverables of a job holder. This in turn, helped in determining the competencies required in each job. After a detailed study of the findings of the team, Rao prepared the job description and job specification for each job activity.
Based on the levels of the vacant positions in the organizational hierarchy, Rao used various sources of recruitment like newspaper advertisement, campus recruitment etc. to select people for different opening. Universal received a good response from qualified people. Rao also used the findings of the job analysis to design the compensation plan for the various positions in the firm. Rao used the findings of the job analysis for various other purpose as well.
Thus, universal was benefited by the process of job analysis in more than one way. Therefore, job analysis continued to remain an on-going process at universal, which had to constantly keep changing with the changes in the external environment.
Questions : [14]
(1) Universal introduced a systematic job analysis process on the advice of Aparna Rao. Briefly describe the various elements and stages involved in the process of job analysis.
(2) The results of job analysis were used to determine the selection criteria for candidates and also to design the compensation plan. How important is the job analysis for any organization ?
YEAR-2011
Time:3 Hours
Total Marks:-70
The Questions paper is divided into two sections.Sections A contains 6 questions out of which the candidate is required to attemp any 4 questions. Section B contains short case study/application based on 1 question which is compulsory.
All questions are compulsory.
SECTION-A
Q.1 Suppose HR planners estimate that because of several technological innovations your company needs 25 percent fewer employees in three years. What actions do you suggest for an effective functioning ?
Q.2 (1) "Smaller organisations do not need job analysis for their jobs because most of their employees conduct a myriad of activities too far reaching for a standard job anaylsis". Elucidate
(2) The input through put and output of HRD is human resources. Elucidate.
Q.3 How would you identify the training and development needs of managerial personnel in a large industrial undertaking? Also suggest a method for evaluating the effectiveness of in company training programmes in an organisation.
Q.4 (1) Describe the components of executive remuneration.
(2) What is the relevance of job characteristic model in today`s environment.?
Q.5 Write short notes on the following :
(a) Assessment centre
(b) 3600 apparaisal
(c) In-basket exercise
(d) Sensitivity framming
(e) Succession planning
Q.6 Write short notes on the following :
(1) Dismil vs discharge
(2) Statuary fringe benefits
(3) Career management
(4) Workers participation in management.
SECTION-B
Assume that you are a training management in a European MNC.Your company is well known for its professional management systems and efficient culture. Few months back your company took over a medium sized loss making PSU.Apart from downsizing the surplus staff, your company also faces the problem for restructuring and retraining the employees for better performance. Your task is to carryout a detailed training needs assessment(TNA) not only for the employee of newly acquired company to be more productive, but also to integrate employees of both the organisation. Make your assumption explicit, and discuss the methods you will follow to carryout TNA for your company. If you are expected to conduct training needs survey, prepare a sample format of questions you may wish to ask in survey.
HUMAN RESOURCE MANAGEMENT