FALL-2017
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Master of
Business Administration - MBA Semester 3
HRM304-HR
Audit-4 Credits
(Book ID:
B1735)
Assignment
(60 Marks)
Note: Answers
for 10 marks questions should be approximately of 400 words. Each question is
followed by evaluation scheme. Each Question carries 10 marks 6 X 10=60.
Q1. Define Human Resource Planning
(HRP).Discuss the objectives of Human Resource Planning.
Answer. Meaning of Human Resource
Planning; Human
resource planning is the term used to describe how companies ensure that their
staff comprises the “right person for doing the job”. It includes planning for
staff retention, planning for candidate search, training and skills analysis
and much more.
Q2. 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. Methods used in the HR Audit
process are:
Interviews
In order to
ascertain what the top management thinks about the future plans and
opportunities available for the company, the auditors conduct individual
interviews with the members of the top management. The top management can
provide a perspective for a good HR audit. To collect information about the
effectiveness of the Human Resource Development System, organisational culture,
skills, styles, etc., auditors conduct group interviews with different level of
managers. Interviews help the auditors in a number of ways. Some of the
benefits are:
Q3. What are the areas of HR Audit?
Explain any four of them.
Answer. Areas:-
1. Planning,
2. Staffing
and Development,
3.
Organizing,
4.
Commitment,
5.
Administration, and
6. Research
and Innovation.
SET-II
Q1. What do you mean by HR Scorecard?
Explain the steps undertaken to approach a Human Resource Scorecard.
Answer. HR scorecard measures the HR function's
effectiveness and efficiency in producing employee behaviors needed to achieve
the company's strategic goals. In order to achieve that you would need to:
Ø Know what the company's strategy is
Ø Understand the causal links between
HR activities, employee behaviors, organizational outcomes, and the
organization's performance
Ø And have metrics to measure all the
activities and results involved.
These are steps
required to develop HR score card:
Q2. Write a brief note on the
effectiveness of Human Resource Development Audit as an intervention.
Answer. Understanding Organizational
Performance and Management
Organizational
change should not be conducted for the sake of change. Organizational change
tend to
differentiate themselves fast and develop departmental loyalties too soon. As a
result, some times the organizational goals suffer and interdepartmental
conflicts increase.
Q3. What do you mean by Employee
Orientation Programmes? List out some points of Good employee orientation
programmes.
Answer. Employee orientation is part of a long-term investment in
a new employee. It is an initial process that provides easy access to basic
information, programs and services, gives clarification and allows new
employees to take an active role in their organization.
Ø Introduce new employees to their new
environment
Ø Make new employees feel welcome and
comfortable
Ø Retain a pool of new, capable
employees
FALL-2017
Get solved
assignments at nominal price of Rs.125 each.
Any issues
mail us at: subjects4u@gmail.com or contact at
08894344452, 8219081362
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