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Fall-2013
Master of
Business Administration - MBA Semester 3
MU0013–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 (HR) Audit.
Explain the need for HR Audit. What are the benefits of 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
Q2. Write short notes on the
following:
(i) Audit for HR Planning
(ii) Audit for HR Climate
Answer. (i) The purpose of a Human Resources audit for planning is to assess the effectiveness
of the Human Resources function and to ensure regulatory compliance. The audit
can be conducted by anyone with sufficient Human Resources experience. Having
experience working in more than one company is a plus, as it provides the
auditor with a broader perspective. There's an advantage to having the audit
conducted by an external consultant. Because the external consultant has fewer
biases about the organization and has less personal interest in the outcome
than an employee
Q3. What is HR Scorecard? Explain the
reasons for designing & implementing HR Scorecard framework.
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. What is meant by ‘Competency
mapping’? Explain the various competencies and the associated behavioral
aspects.
Answer. Competency mapping or 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 goals.
Q5. Write a brief note on
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
efforts should be geared to improve the performance of organizations and the
people in those organizations. Therefore, it‘s useful to have some understanding
of what is meant by ―performance‖ and the various methods to manage performance
in organizations.
Q6. Describe the rationale behind
human resource valuation and auditing.
Answer. Human resource valuation:
Assigning
value to employees on the basis of their future economic services to the organization.
Employees are valued at the present worth of the services they are expected to
render during their stay for a particular period.
Valuation of
Human Resources has led to two important questions:-
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