MU0013-HR Audit

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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. State the key objectives of human resource planning? Explain Importance and Process of human resource planning?

Objectives of HRP - 4

Importance of HRP - 2

Process of HRP - 4

Answer. Objectives of HRP

1. To recruit and maintain the HR of requisite quantity and quality.

2. To predict the employee turnover and make the arrangements for minimizing turnover and filing up of consequent vacancies.

3. To meet the requirements of the programmes of expansion, diversification etc.

4. To anticipate the impact of technology on work, existing employees and future human resource requirements.

Q2. Discuss the methods used in the HR Audit process.

Answer. Methods used in the HR Audit process:

1. Briefing and orientation:

This is a preparatory meeting of key staff members to:

a. discuss particular issues considered to be significant,

b. chart out audit procedures, and

c. develop plans and programme of audit.

Q3. What is HR Scorecard? Explain the reasons for implementing HR Scorecard framework.

Meaning of HR Scorecard - 2

Reasons for implementing HR Scorecard framework. - 8

Answer. HR Scorecard:

The goal of an HR scorecard is to help businesses determine the value of their human resources departments. The challenge often is daunting because unlike most departments or divisions within a company, measurement tools traditionally have been lacking for HR purposes. Human capital is largely intangible and difficult to measure as a component in a company's business success, according to the website HR Folks International.

Q4. What is meant by ‘Competency mapping’? Explain the various competencies and the associated behavioral aspects.

Meaning of competency mapping - 3

Explanation any seven competencies along with the behavioral aspects - 7

Answer. Competency approach to job depends on competency mapping. Competency Mapping is a process to identify key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. A competency is defined as a behavior (i.e. communication, leadership) rather than a skill or ability.

Competencies:

Organizational competencies:

The mission, vision, values, culture and core competencies of the organization that sets the tone and/or context in which the work of the organization is carried out (e.g. customer-driven, risk taking and cutting edge). How we treat the patient is part of the patient's treatment.

Q5. Find out the details and advantages of Balanced Scorecard Software. Name few Balanced Scorecard Software.

details and advantages of Balanced Scorecard Software. - 8

Examples of balanced scorecard software - 2

Answer. Advantages of a Balanced Scorecard

The balanced scorecard is a set of financial and non-financial measures regarding a company’s success factors. It reflects the essence of the organization’s value-creating activities. While originally adopted by large organizations, it applies to organizations of any size or sector. An increasing number of small businesses are embracing the balanced scorecard method and achieving results.

Q6. Write short notes on the following:

(i) Audit for HR Planning

(ii) Audit for HR Climate

Answer. (i) Audit for HR Planning:

A 6-Step audit to help analyse, estimate and meet your organisation's staff and workforce needs

Estimating your future workforce requirements is an inexact science. But a number of different techniques exist to help you do this, as well as to calculate the state of the labour market in the short to medium-term - and assess any problems or implications that result.

This audit will help ensure that you have reliable monitoring and planning systems in place, so that implications for strategic and cost planning can quickly and easily be assessed. Use it to check the effectiveness of existing systems or to plan and implement new ones.

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MU0012-Employee Relations Management

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Master of Business Administration - MBA Semester 3

MU0012-Employee Relations Management

(Book ID: B1734)

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. What do you understand by ERM? List out the importance of ERM? List the different levels of strategy in an Organization?

Answer. Enterprise risk management (ERM) is an enigma. Many executives say they do it, yet gather 10 of them in a room and they can’t agree on what it is. The reality is companies think they are implementing ERM, but they really aren’t. What we see in practice often demonstrates a very limiting view of ERM, from maintaining a list of risks (“enterprise list management”) to summarizing risk responses, leaving many corporate leaders underwhelmed with its value contributed in view of the speed of business and ever-changing economic environment.

Q2. Explain the types of organizational conflict? Briefly explain The Trait Theory and Managerial Grid Model.

Answer. Types of Organizational Conflict

Organizational conflict is the discord that arises when the "goals, interests or values of different individuals or groups are incompatible and those individuals or groups block or thwart one another's attempts to achieve their objective.

1. Interpersonal Conflict

Interpersonal conflict is the conflict between individuals of the organization.

2. Intragroup Conflict

Intragroup conflict is the conflict within an internal group, team or department. These are conflicts that typically involve more than one person within a group.

Q3. What are the different types of organization discipline? Write down the steps followed in Common disciplinary procedures?

Answer. Types of organization discipline:

1. Verbal Warnings

Verbal warnings are informal methods that put employees on notice that they have engaged in behavior or actions that can lead to more serious consequences if not immediately corrected. The first step in many progressive discipline policies is a verbal warning, which means a supervisor or manager talks to the employee and advises him of the action or behavior that conflicts with the company’s expected performance and conduct standards. Poor attendance is an example of an employee action that may be considered a valid reason for verbal warning. Until the employee’s absenteeism disrupts the workforce, results in missed deadlines and results in additional work for

Q4. Illustrate the points that are considered by the management while handling grievances?

What do you understand by collective bargaining? What are the three levels in which collective bargaining operates?

Precautions while handling grievances - 4

Definition of collective bargaining - 2

Different levels in collective bargaining operates - 4

Answer. Precautions while handling grievances:

Grievance is formal complaint which demonstrates any kind of dissatisfaction in an employee, arising out of the factors which are related to his job.

The important steps in grievance handling procedure are:

i.) Accepting the grievance and acknowledging it

ii.) Carefully listening the problem

iii.) Understanding the redefining the problem to ensure that both the parties are at the same level of understanding

iv.) Gathering the information – all facts and figures.

Q5. What are the advantages and disadvantages of having Trade Unions? Describe trade unions in India.

Advantages and disadvantages of Trade Unions - 6

Trade Unions in India - 4

Answer. Advantages of Labor Union

1. Acquisition of better wages.

People would be given greater chances to have better wages depending on the type of work they have. This is very important since they would give them greater opportunities to supply their needs since they are earning better wages.

2. Accessibility to Benefits

Workers who are going to join a labor union and fight for their right are always given the right to have their working benefits. This may include medical benefits and all others that is suited and really intended for them.

Q6. Write a brief note on the following:

(i) Workmen’s Compensation Act, 1923

(ii) Types of Reward Systems

Workmen’s Compensation Act, 1923 - 5

Types of Reward Systems - 5

Answer. (i) Workmen’s Compensation Act, 1923

The main provisions of the Act are:-

1. An employer is liable to pay compensation:- (i) if personal injury is caused to a workman by accident arising out of and in the course of his employment; (ii) if a workman employed in any employment contracts any disease, specified in the Act as an occupational disease peculiar to that employment.

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MU0011-Management and Organisational Development

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Master of Business Administration - MBA Semester 3

MU0011-Management and Organisational Development

(Book ID: B1726)

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 organizational development. Discuss the importance of Organizational Development (OD) to Managers? Highlight some reasons why people resist to change?

Definition of OD & discuss the importance of OD to Managers - 5

Some reason why individual resist to change - 5

Answer. Definition of OD:

Theory and practice of planned, systematic change in the attitudes, beliefs, and values of the employees through creation and reinforcement of long-term training programs. OD is action oriented. It starts with a careful organization-wide analysis of the current situation and of the future requirements, and employs techniques of behavioral sciences such as behavior modeling, sensitivity training, and transactional analysis. Its objective is to enable the organization in adopting-better to the fast-changing external environment of new markets, regulations, and technologies.

Q2. What is OD Intervention? Discuss its characteristics?

Definition of OD Intervention - 2

Explain the characteristics of OD intervention – 8

Answer. OD is a discipline that combines research and experience to understanding people, business systems, and their interactions. The term Intervention refers to a set of sequenced, planned actions or events intended to help an organization to increase its effectiveness.

Characteristics of OD intervention

Q3. What are the reasons for setting up goals in the Organization? List its advantages and disadvantages.

The reasons for setting up goals in the Organization - 3

Advantages and disadvantages/ barriers pf goal setting in the Organization – 7

Answer. Reasons for setting up goals in the Organization

Provides Focus

When organizations set goals for employees, it shows employees the organization priorities. Employees then know what to focus on in the coming quarter or year, thus prioritizing projects and other tasks as they weigh how their work will impact those goals. It also provides focus for management when deciding on major projects and how to best divide tasks among employees.

Q4. What do you mean by Learning Organization? List out the attributes of Learning Organization. Write a short note on impact of technology in Organization?

Definition and attributes of Learning Organization - 6

Impact of technology in Organization – 4

Answer. Organization that acquires knowledge and innovates fast enough to survive and thrive in a rapidly changing environment. Learning organizations

(1) create a culture that encourages and supports continuous employee learning, critical thinking, and risk taking with new ideas,

(2) allow mistakes, and value employee contributions,

Q5. Define the term downsizing. List the types of downsizing. Explain the significance, misconceptions and effects of downsizing.

Definition of downsizing - 2

Listing the types of downsizing - 2

Significance of downsizing - 2

Misconceptions - 2

Effects of downsizing – 2

Answer. Downsizing:

In a business enterprise, downsizing is reducing the number of employees on the operating payroll. Some users distinguish downsizing from a layoff , with downsizing intended to be a permanent downscaling and a layoff intended to be a temporary downscaling in which employees may later be rehired. Businesses use several techniques in downsizing, including providing incentives to take early retirement and transfer to subsidiary companies, but the most common technique is to simply terminate the employment of a certain number of people.

Q6. Define Learning Organizational? List the characteristics of learning organization? Explain seven steps of initiating ‘organizational learning’?

Definition and characteristics of learning organization - 5

Description of the seven steps of initiating ‘organizational learning’. – 5

Answer. Learn Organisation:

Organization that acquires knowledge and innovates fast enough to survive and thrive in a rapidly changing environment. Learning organizations

(1) Create a culture that encourages and supports continuous employee learning, critical thinking, and risk taking with new ideas.

(2) Allow mistakes, and value employee contributions.

(3) Learn from experience and experiment.

(4) Disseminate the new knowledge throughout the organization for incorporation into day-to-day activities.

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MU0010-Manpower Planning and Resourcing

Spring-2016

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Master of Business Administration - MBA Semester 3

MU0010-Manpower Planning and Resourcing

(Book ID: B1765)

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. What do you mean by Manpower Planning? Describe the various stages & obstacles involved in Manpower Planning.

Definition of Manpower Planning - 1

Explain the various stages involved in Manpower Planning - 6

Explain the obstacles in Manpower Planning - 3

Answer. Manpower Planning:

Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. Human Resource Planning has got an important place in the arena of industrialization. Human Resource Planning has to be a systems approach and is carried out in a set procedure. The procedure is as follows:

1. Analysing the current manpower inventory

2. Making future manpower forecasts

Q2. Define Resourcing Strategy. Explain the components of Resourcing Strategy.

Definition of Resourcing Strategy - 2

Explanation of all the components of Resourcing Strategy - 8

Answer. Resourcing Strategy:

Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization.

As defined by Bulla and Scott, human resource planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. Reilly defined workforce planning as: ‘A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand.’ Human resource planning includes creating an

Q3. Explain the Selection process undertaken by an organization.

Listing out the steps in selection process - 2

Explanation of the steps in the selection process - 8

Answer. Steps in selection process:

A scientific and logical selection procedure leads to scientific selection of candidates. The criterion finalized for selecting a candidate for a particular job varies from company to company.

Brief details of the various steps in selection procedure are given as follows:

1. Inviting applications:

The prospective candidates from within the organization or outside the organization are called for applying for the post. Detailed job description and job specification are provided in the advertisement for the job. It attracts a large number of candidates from various areas.

Q4. Define Career Planning Process .Describe the various factors involved in Career Planning Process.

Definition of Career Planning Process - 2

Explanation of the various factors involved in career planning process - 8

Answer. Career Planning Process:

According to Schermerborn, Hunt, and Osborn, ‘Career planning is a process of systematically matching career goals and individual capabilities with opportunities for their fulfillment’.

A career plan is an individual’s choice of occupation, organization and career path.

Career planning encourages individuals to explore and gather information, which enables them to syn­thesize, gain competencies, make decisions, set goals and take action. It is a crucial phase of human resource development that helps the employees in making strategy for work-life balance.

Q5. As an HR, you are asked to focus on the Talent Development Process in your organization. How would you define Talent Development? Explain the necessity of Talent Development from an HR perspective. Explain the model for achieving excellence in Talent Development.

Definition of Talent Development - 2

Explain the necessity of Talent Development - 5

Factors responsible for achieving Talent Development - 3

Answer. Talent Development is all about developing and guiding those star employees who are able to contribute to the company’s success and growth. Thus, the key to continued success lies not only in the ability to retain these employees in the organisation, but also in understanding, managing and developing their talents in the best possible way.

Advantages of Talent Development

• Ensure retention of talent

• Develop “guiding stars”

Q6. What are the key HR elements practiced by HR managers in decision making? Explain any five of them.

List the key HR elements - 3

Explanation of any five key HR elements in decision making - 7

Answer. Key HR Elements:

1. Staffing

2. Payroll

3. Training and Development

4. Legal Compliance.

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MB0051-Legal Aspects of Business

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Master of Business Administration - MBA Semester 3

MB0051-Legal Aspects of Business

(Book ID: B1725)

Assignment (60 Marks)

Note: Answer all questions must be written within 300 to 400 words each. Each Question carries 10 marks 6 X 10=60.

Q1. a) Indicate the sources of Indian Law.

b) Write notes on:

i) Ignorance of Law

ii) Lex Mercantoria

a) Sources of Indian Law - 4

b) Write notes on :

i) Ignorance of Law - 3

ii) Lex Mercantoria - 3

Answer. Sources of Indian Law:

(A) Sources of Indian Law Customs:

Customs are oldest source of law. It is the outcome of habits. When a particular habit is followed for a long time by the people regularly and habitually, the custom comes into being. When written laws were more conspicuous by their absence in the primitive society, it was customary laws that regulated human conduct in the primitive society. It is said that kings have no power to create custom and perhaps less to destroy it. Customs largely influence the legal system of a state and the state gets rid of the bad customs like Sati, Polygamy, and Dowry etc. only by means of legal impositions.

Q2. Narrate the facts and judgement in the case:

i. Harvey Vs. Facey

ii. Peek Vs. Gurney

iii. Ranganayakamma Vs. Alwar Setty

i. Harvey Vs. Facey - 4

ii. Peek Vs. Gurney - 4

iii. Ranganayakamma Vs. Alwar Setty - 2

Answer. i. Harvey Vs. Facey:

'Harvey v Facey [1893] UKPC 1, [1893] AC 552 is a contract law case decided by the United Kingdom Judicial Committee of the Privy Council which in 1893 held final legal jurisdiction over most of the British Caribbean. Its importance in case law is that it defined the difference between an offer and supply of information. The Privy Council held that indication of lowest acceptable price does not constitute an offer to sell. Rather, it is considered an offer to treat (i.e., to enter into negotiations).

Q3. “A negotiable instrument may be dishonoured either by non-acceptance or by nonpayment” Enumerate referring to the rules as laid down in the Act.

Modes of dishonour of a negotiable instrument as laid down in the Act. - 10

Answer. Dishonour means failure to honour a negotiable instrument. This may be by non-acceptance, when a bill of exchange is presented for acceptance and this is refused or cannot be obtained or by non-payment, when the bill is presented for payment and payment is refused or cannot be obtained.

(a) Non-acceptance

A bill is said to be dishonoured by non-acceptance.

(i) When it is presented to the drawee for acceptance and he does not accept it within 48 hours from the time of presentment for acceptance.

Q4. Who is an unpaid seller? What are the rights of an unpaid seller under extant provisions of law?

Who is an unpaid seller? - 2

What are the rights of an unpaid seller under extant provisions of law? - 8

Answer. Unpaid Seller Is A Person:-

It means payment is not made or without payment.

In simple words, "Unpaid seller" means a person who has sold the goods for a price but price has not been paid to him.

Sales act defines the "unpaid seller" in the following words:

i. To whom the whole price has not been paid or tendered.

ii. And where a bill of exchange or other negotiable instruments has been accepted by him as a condition on which it was received has not been fulfilled by reason of dishonor of the instrument or otherwise.

Q6. Enumerate the steps to float a limited company. The company being an artificial person, how are the affairs of a company managed?

Procedure for floating a limited company - 5

Procedure of company management - 5

Answer. The following documents are required to be executed (signed) before they are submitted to the ROC:

1. MOA and AOA - These are required to be executed by the promoters in their own hand in the presence of a witness in quadruplicate stating their full name, father's name, residential address, occupation, number of shares subscribed for, etc.

2. Form No. 1 - This is a declaration to be executed on a non-judicial stamp paper of INR 20 by one of the directors of the proposed company or other specified persons such as Attorneys or Advocates, etc. stating that all the requirements of the incorporation have been complied with.

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MB0050-Research Methodology

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Master of Business Administration - MBA Semester 3

MB0050-Research Methodology

(Book ID: B1700)

Assignment (60 Marks)

Note: Answer all questions must be written within 300 to 400 words each. Each Question carries 10 marks 6 X 10=60

Q1. Define business research and explain the process of research?

Definition of Research – 2

Explanation of the steps in a research study - 8

Answer. Business research is a field of practical study in which a company obtains data and analyzes it in order to better manage the company. Business research can include financial data, consumer feedback, product research and competitive analysis. Executives and managers who use business research methods are able to better understand their company, the position it holds in the market and how to improve that position.

Q2. Discuss Descriptive Research designs? Explain the different kinds of descriptive research designs.

Meaning of Descriptive Research designs - 5

Kinds of Descriptive research designs - 5

Answer. Descriptive research is used to describe characteristics of a population or phenomenon being studied. It does not answer questions about how/when/why the characteristics occurred. Rather it addresses the "what" question (what are the characteristics of the population or situation being studied?)

Q3. Discuss four types of measurements scales with appropriate examples.

Nominal – 2.5

Ordinal – 2.5

Interval – 2.5

Ratio – 2.5

Answer. Nominal

You might have noticed a difference in our two variables. While scores on a math test are reported as numbers, eating breakfast isn't numeric. A person eats a healthy breakfast, an unhealthy breakfast or no breakfast at all. These are not numbers but categories.

A nominal scale of measurement deals with variables that are non-numeric or where the numbers have no value. In other words, we can put them in any order and it wouldn't matter. Think about the numbers on the jerseys of football players. Is the player wearing number 1 a better player than the player wearing number 82? Maybe, but that doesn't have anything to do with the numbers they wear.

Q4. Differentiate between the Stratified random sampling and Systematic sampling.

Answer. Stratified random sampling is a sampling method in which the population is first divided into strata (A stratum is a homogeneous subset of the population). Then a simple random sample is taken from each stratum. The results from each strata combined constitute the sample. Stratified sampling enables use of different statistical methods for each stratum, which helps in improving the efficiency and accuracy of the estimation.

Q5. Distinguish between coding closed-ended structured questions and coding open-ended structured questions

Answer. 1. Closed-Ended Questions

Closed-ended questions limit the answers of the respondents to response options provided on the questionnaire.

• Advantages: time-efficient; responses are easy to code and interpret; ideal for quantitative type of research.

Q6. Explain the Structure of the Research Report. What are the guidelines for effective report writing?

Answer. Structure of the Research Report: The major difference amongst the types of reports is that all the elements that make a research report would be present only in a detailed technical report.

Usage of theoretical and technical jargon would be higher in the technical report and visual presentation of data would be higher in the management report. In the management report, the sequencing of the report might be reversed to suit the needs of the decision-maker, as here the reader needs to review and absorb the findings.

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