FALL-2015
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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 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.
It is the
process of acquiring and
Q2. What do you mean by Human
Resource Audit? Discuss the purpose of HR Audit. Explain the common approaches
to HR Audit.
Answer. Definition of HR Audit; - According to Dr. Parimalendu
Bandopadhyay, “HR audit means the systematic verification of job analysis and
design, recruitment and selection, orientation and placement, training and
development, performance appraisal and job evaluation, employee and executive
remuneration, motivation and morale, participative management, communication,
welfare and social security, safety and health,
Q3. 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
Q4. Discuss the relationship between
Human Resource Practices and Performance of business
Answer. The broad objective of this study was
to arrive at an understanding about the adoption of HR practices in Indian
organisations, and also study the relationship between these practices and
organisational performance, both objective and perceived.
The study was undertaken with the
following research questions:
1. How many,
and how far, the selected HR practices have been implemented by the organisations
under study? Do they place different degrees of emphasis on these?
2. What is
the impact of HR practices on
Q5. What are the benefits that the
employer derives from Employee Referral Programmes? Explain the different types
of Interview.
Answer. The benefits of Employee
Referral: - In their
competition to identify and attract outstanding employees, many companies many
a time undermine their top recruiting source, i.e., their own employees. While
many companies have some form of Employee Referral Programme (ERP) in their
recruitment repertoires, the effectiveness of these initiatives varies
dramatically. Using employee referrals as part of a recruitment and hiring
process offers employers several distinct benefits.
Q6. Write a short note on the following:
a) Flanholtz model (Rewards
evaluation model)
b) Pekin Ogan model
Answer. a) FlanhoItz model (Rewards evaluation model)
The rewards
evaluation model was suggested by FlanhoItz. It identifies the major variables
that determine an individual’s value to an organisation, or in other words, his
expected reliable value.
Rewards
evaluation model is certainly an improvement over the model suggested by Lev
and Schwarts. But when examined on operational capacity, this model falls short
of a practical value in as much as those probabilities will have to be
determined for each individual occupying various service states, and these
probabilities will have to be determined for all employees for different
periods on an individual basis.
The rewards
evaluation model suggests a five-step approach for assessing the value of an
individual to the organisation. These steps are discussed as under:
Step 1:
Forecasting the period the employee will remain in the organisation, i.e., his
expected service life;
FALL-2015
Get solved
assignments at nominal price of Rs.125 each.
Any issues
mail us at: subjects4u@gmail.com or contact at
09882243490
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