MU0013-HR Audit

Winter-2015

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Master of Business Administration - MBA Semester 3

MU0013-HR Audit

(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.

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,

Q4. 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.

Q5. 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 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. 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.

Winter-2015

Get solved assignments at nominal price of Rs.125 each.

Mail us at: subjects4u@gmail.com or contact at

09882243490