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Summer-2013
Master of
Business Administration- MBA Semester 1
MU0013–HR
Audit-4 Credits
(Book ID:
B1735)
Assignment
(60 Marks)
Note: Answer
all questions (with 300 to 400 words each) must be written within 6-8 pages.
Each Question carries 10 marks 6 X 10=60
Q1. Define Human Resource (HR) Audit.
What is the need for HR Audit? What are the various approaches to HR Audit?
Answer. It is mechanism to review the current
HR policies, practices and systems to ensure that they fulfill the rules and
regulations. The audit also helps in identifying the areas of improvement in
the HR function. Nowadays, the audit is done regularly in the organizations.
The HR audit covers various functions of HR
like Recruitment, Compensation & Benefits, Performance evaluation,
Termination Process and exit interviews etc.
Q2. Write a brief note on staffing.
How does an employee orientation program help employees? What are the
characteristics of good employee orientation programs?
Answer. According to Harold Koontz, staffing is defined as follows:
“Staffing
means filling and keeping filled, positions in the organization structure.” Or "Staffing
is the function by which managers build an organization through the
recruitment, selection, and development of individuals as capable
employees"
Staffing Process
Ø Recruitment: It is identifying and
attracting capable applicants for employment. it ends with the submission of
applications by the aspirants.
Ø Selection: It is choosing the fit
candidates from the applications received in the process of recruitment.
Q3. What is HR Scorecard? Explain the
reason for implementing HR 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.
Q4. Define competency management.
Explain the two frameworks of competency management.
Answer. Competency management is an old, widely used practice that
consists of all of a company's formal, organized approaches to ensuring that it
has the human talents needed to meet its business goals. Once the skills are
defined, each employee (or subcontractor) is described based on these
standardized definitions. These skill and personnel descriptions are then used
to forecast needs, determine training goals, and measure progress toward those
Q5. Write a brief note on workplace
policies and practices.
Answer. “Many of our employees work
in safety-sensitive positions. As a part of the hiring process, we require
applicants to provide medical documentation, as well as undergo background
checks, physical testing and drug tests. Are we asking for too much?”
“Our employee handbook and workplace
policies were drafted several years ago. With our evolving business and the
recent changes in legislation, we’re concerned that we may no longer be in
compliance.”
Q6. What are the areas to be
concentrated on for HR Audit? Prepare a questionnaire for conducting an audit
for manpower planning.
Answer. Areas that should be audited
include, but are not limited to:
Ø Legal compliance (EEO, AA, ADA, FMLA,
IRCA, etc.)
Ø Record-keeping (personnel files,
I-9s, applications, etc.)
Ø Compensation/pay equity
Ø Employee relations
Ø Performance appraisal systems
Ø Policies and procedures/employee
handbook
Ø Terminations
Ø Health, safety and security (OSHA
compliance, Drug-Free Workplace, AIDS in the workplace, etc.)
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