Human Resourc Management
Master of Business Administration- MBA Semester 3
MB0050 — Research Methodology – 4 Credits
(Book ID: B1700)
Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.
Q1. Explain the process of problem identification with an example.
Answer:- MEANING OF RESEARCH
Research in common parlance refers to a search for knowledge. Once can also define research as a scientific and systematic search for pertinent information on a specific topic. In fact, research is an art of scientific investigation. The Advanced Learner’s Dictionary of Current English lays down the meaning of research as “a careful investigation or inquiry especially through search for new facts in any branch of knowledge
The process of problem identification with an example are :-
Step 1: Identify the Problem
The first step in the process is to identify a problem or develop a research question. The research problem may be something the agency identifies as a problem, some knowledge or information that is needed by the agency, or the desire to identify a Recreation trend nationally. In the example in table 2.4, the problem that the agency has identified is childhood obesity, which is a local problem and concern within the community. This serves as the focus of the study.
Step 2: Review the Literature
Now that the problem has been identified, the researcher must learn more about the topic under investigation. To do this, the researcher must review the literature related to the research problem. This step provides foundational knowledge about the problem area. The review of literature also educates the researcher about what studies have been conducted in the past, how these studies were conducted, and the conclusions in the problem area.
Step 3: Clarify the Problem
Many times the initial problem identified in the first step of the process is too large or broad in scope. In step 3 of the process, the researcher clarifies the problem and narrows the scope of the study. This can only be done after the literature has been reviewed. The knowledge gained through the review of literature guides the researcher in clarifying and narrowing the research project. In the example, the programmer has identified childhood obesity as the problem and the purpose of the study.
Step 4: Clearly Define Terms and Concepts
Terms and concepts are words or phrases used in the purpose statement of the study or the description of the study. These items need to be specifically defined as they apply to the study. Terms or concepts often have different definitions depending on who is reading the study. To minimize confusion about what the terms and phrases mean, the researcher must specifically define them for the study. In the obesity study, the concept of “individual’s health” can be defined in hundreds of ways, such as physical, mental, emotional, or spiritual health.
Step 5: Define the Population
Research projects can focus on a specific group of people, facilities, park development, employee evaluations, programs, financial status, marketing efforts, or the integration of technology into the operations. For example, if a researcher wants to examine a specific group of people in the community, the study could examine a specific age group, males or females, people living in a specific geographic area, or a specific ethnic group. Literally thousands of options are available to the researcher to specifically identify the group to study.
Step 6: Develop the Instrumentation Plan
The plan for the study is referred to as the instrumentation plan. The instrumentation plan serves as the road map for the entire study, specifying who will participate in the study; how, when, and where data will be collected; and the content of the program.
Step 7: Collect Data
Once the instrumentation plan is completed, the actual study begins with the collection of data. The collection of data is a critical step in providing the information needed to answer the research question. Every study includes the collection of some type of data–whether it is from the literature or from subjects–to answer the research question.
Step 8: Analyze the Data
All the time, effort, and resources dedicated to steps 1 through 7 of the research process culminate in this final step. The researcher finally has data to analyze so that the research question can be answered. In the instrumentation plan, the researcher specified how the data will be analyzed.
Q2. Interview method involves a dialogue between the Interviewee and the Interviewer. Explain the interview method of data collection. What are the uses of this technique? What are the different types of interviews?
Answer: – An interview is a conversation between two or more people where questions are asked by the interviewer to elicit facts or statements from the interviewee. Although interviews are a standard part of journalism and media reporting,
Q3. A study of different sampling methods is necessary because precision, accuracy, and efficiency of the sample results depend on the method employed for selecting the sample. Explain the different types of Probability and Non-Probability sampling designs.
Answer:- Sampling Methods:-
1) Probability Sampling Method
2) Non-Probability Sampling Method
2)
Q4. a. Differentiate between descriptive and inferential analysis of data.
Answer: – When it comes to statistic analysis, there are two classifications:
Explain with examples various measures of Central Tendency.
Answer:- the measures of Central Tendency are follows as:- Mean (Arithmetic
Q6. What is analysis of variance? What are the assumptions of the technique? Give a few examples where this technique could be used.
Answer:- A statistical analysis tool that separates the total variability found within
Summer 2013
Master of Business Administration- MBA Semester 3
MB0051 —Legal aspects of Business -4 Credits
(Book ID: B1725)
Assignment- 60 marks
Q1. It is important for any person to know law as ignorance of law is no excuse. Modern Indian law has been derived from some sources. Discuss the primary and secondary sources of Indian law.
Answer:- The main sources of modern Indian Law, as administered by Indian courts, may be divided into two broad categories:
(i) Primary sources and,
(ii) Secondary sources.
Primary sources of Indian Law
The primary sources of Indian Law are:
- Custom
- Judicial precedent (stare decisis)
- Statute
- Personal law
Custom
Customs have played an important role in making law and therefore are also known as customary laws. In the words of Keeton, customary law may be defined as “those rules of human action, established by usage and regarded as legally binding by those to whom the rules are applicable, which are adopted by the courts and applied as sources of law because they are generally followed by the political society as a whole or by some part of it”. In simple words, it is a generally observed course of conduct by people on a particular matter. When a particular course of conduct is followed again and again, it becomes a custom.
Judicial precedent
Judicial precedent is another important source of laws. It is based on the principle that a rule of law that has been settled by a series of decisions generally should be binding in court and followed in similar cases. Only those rules that lay down some new rules or principles are treated as judicial precedents. Thus, where there is a settled rule of law, it is the duty of the judges to follow the same; they cannot substitute their opinion for the established rule of law. This is known as the doctrine of ‘stare decisis’. The literal meaning of this phrase is “standing by the decision”. Statute Statutory law or legislation is the main source of law. This law is created by legislation of bodies such as the Parliament. It is called statute law because it is the writ of the state and is in written form (jus scriptum). In India, the Constitution empowers the Parliament and state legislatures to promulgate law for the guidance or conduct of people to whom the statute is made applicable, either expressly or by implication. It is sometimes called enacted law because it is brought into existence by passing acts in the legislative body.
Personal Law
Many times, a point of issue between the parties to a dispute is not covered by any statute orcustom. In such cases, courts are required to apply the personal law of the parties.
Secondary sources of Indian law
The secondary sources of Indian Law are English Law and Justice, Equity and Good Conscience. English law the chief sources of English Law are:
- (i) The Common Law
- (ii) Equity,
- (iii) The law Merchant and
- (iv) The Statute Law.
Q2. We all enter into many contracts in a day knowingly or unknowingly. Explain the definition of a valid contract. How are contracts classified?
Answer:- Contract – According to Section 2 (h) of the Indian Contracts Act, 1872, a contract is an agreement enforceable by law made between at least two parties as per
Q3. The parties to bailment have certain rights and duties. Discuss the duties of both parties i.e. the bailor and bailee.
Answer:-
In the previous section, we have seen the kinds of bailment. Now let us discuss the duties of a
bailor and bailee
Q4. A contract comprises of reciprocal promises. In a contract of sale who is an unpaid seller? Discuss the remedies for breach of contract under Sale of Goods Act, 1930.
The seller of goods is called unpaid seller, when the whole of the price has not been paid or tendered or where a bill of exchange or other negotiable instrument is received as a conditional pa
Q5. The Companies Act, 1956 deals with the formation and transaction of business of a company. Discuss the features of a company. Also explain the process of formation of a company.
Q6. With Information Technology Act, 2000, India has a set of cyber laws to provide legal infrastructure for e commerce. Discuss the objectives and limitations of this Act.
Summer 2013
Master of Business Administration- MBA Semester 3
MB0051 —Legal aspects of Business -4 Credits
(Book ID: B1725)
Assignment- 60 marks
Q1. It is important for any person to know law as ignorance of law is no excuse. Modern Indian law has been derived from some sources. Discuss the primary and secondary sources of Indian law.
Answer:- The main sources of modern Indian Law, as administered by Indian courts, may be divided into two broad categories:
(i) Primary sources and,
(ii) Secondary sources.
Primary sources of Indian Law
The primary sources of Indian Law are:
- Custom
- Judicial precedent (stare decisis)
- Statute
- Personal law
Custom
Customs have played an important role in making law and therefore are also known as customary laws. In the words of Keeton, customary law may be defined as “those rules of human action, established by usage and regarded as legally binding by those to whom the rules are applicable, which are adopted by the courts and applied as sources of law because they are generally followed by the political society as a whole or by some part of it”. In simple words, it is a generally observed course of conduct by people on a particular matter. When a particular course of conduct is followed again and again, it becomes a custom.
Judicial precedent
Judicial precedent is another important source of laws. It is based on the principle that a rule of law that has been settled by a series of decisions generally should be binding in court and followed in similar cases. Only those rules that lay down some new rules or principles are treated as judicial precedents. Thus, where there is a settled rule of law, it is the duty of the judges to follow the same; they cannot substitute their opinion for the established rule of law. This is known as the doctrine of ‘stare decisis’. The literal meaning of this phrase is “standing by the decision”. Statute Statutory law or legislation is the main source of law. This law is created by legislation of bodies such as the Parliament. It is called statute law because it is the writ of the state and is in written form (jus scriptum). In India, the Constitution empowers the Parliament and state legislatures to promulgate law for the guidance or conduct of people to whom the statute is made applicable, either expressly or by implication. It is sometimes called enacted law because it is brought into existence by passing acts in the legislative body.
Personal Law
Many times, a point of issue between the parties to a dispute is not covered by any statute orcustom. In such cases, courts are required to apply the personal law of the parties.
Secondary sources of Indian law
The secondary sources of Indian Law are English Law and Justice, Equity and Good Conscience. English law the chief sources of English Law are:
- (i) The Common Law
- (ii) Equity,
- (iii) The law Merchant and
- (iv) The Statute Law.
Q2. We all enter into many contracts in a day knowingly or unknowingly. Explain the definition of a valid contract. How are contracts classified?
Answer:- Contract – According to Section 2 (h) of the Indian Contracts Act, 1872, a contract is an agreement enforceable by law made between at least two parties as per
Q3. The parties to bailment have certain rights and duties. Discuss the duties of both parties i.e. the bailor and bailee.
Answer:-
In the previous section, we have seen the kinds of bailment. Now let us discuss the duties of a
bailor and bailee
Q4. A contract comprises of reciprocal promises. In a contract of sale who is an unpaid seller? Discuss the remedies for breach of contract under Sale of Goods Act, 1930.
The seller of goods is called unpaid seller, when the whole of the price has not been paid or tendered or where a bill of exchange or other negotiable instrument is received as a conditional pa
Q5. The Companies Act, 1956 deals with the formation and transaction of business of a company. Discuss the features of a company. Also explain the process of formation of a company.
Q6. With Information Technology Act, 2000, India has a set of cyber laws to provide legal infrastructure for e commerce. Discuss the objectives and limitations of this Act.
Summer 2013
Master of Business Administration- MBA Semester 3
MU0010 — Manpower Planning and Resourcing – 4 Credits
Note: Assignment (60 marks) must be written within 6-8 pages. Answer all questions. Kindly note that answers for 10 marks questions should not exceed 400 words.
Q1. Explain the need for manpower planning. What are the obstacles in manpower planning?
Answer : Manpower planning means planning means deciding the number and type of the human resources required for each job, unit and the total company for a particular future date in order to carry out organizational activities. Manpower planning may be viewed as foreseeing the human resources requirement of an organization and the future supply of human resources.
The needs of Manpower planning
Manpower Planning is a two-phased process because manpower planning not only analyses the current human resources but also makes manpower forecasts and thereby draw employment programmes. Manpower Planning is advantageous to firm in following manner:
- Shortages and surpluses can be identified so that quick action can be taken wherever required.
- All the recruitment and selection programmes are based on manpower planning.
- It also helps to reduce the labour cost as excess staff can be identified and thereby overstaffing can be avoided.
- It also helps to identify the available talents in a concern and accordingly training programmes can be chalked out to develop those talents.
- It helps in growth and diversification of business. Through manpower planning, human resources can be readily available and they can be utilized in best manner.
- It helps the organization to realize the importance of manpower management which ultimately helps in the stability of a concern.
The obstacles in manpower planning
Once these factors are registered by a manager, he goes for the future forecasting. |
- Making future manpower forecasts- Once the factors affecting the future manpower forecasts are known, planning can be done for the future manpower requirements in several work units.
The Manpower forecasting techniques commonly employed by the organizations are as follows:
- Expert Forecasts: This includes informal decisions, formal expert surveys and Delphi technique.
- Trend Analysis: Manpower needs can be projected through extrapolation (projecting past trends), indexation (using base year as basis), and statistical analysis (central tendency measure).
- Work Load Analysis: It is dependent upon the nature of work load in a department, in a branch or in a division.
- Work Force Analysis: Whenever production and time period has to be analysed, due allowances have to be made for getting net manpower requirements.
- Other methods: Several Mathematical models, with the aid of computers are used to forecast manpower needs, like budget and planning analysis, regression, new venture analysis.
- Developing employment programmers- Once the current inventory is compared with future forecasts, the employment programmers can be framed and developed accordingly, which will include recruitment, selection procedures and placement plans.
- Design training programmers- These will be based upon extent of diversification, expansion plans, development programmes,etc. Training programmers depend upon the extent of improvement in technology and advancement to take place. It is also done to improve upon the skills, capabilities, knowledge of the workers.
Q2. What are the objectives of human resource accounting (HRA)? What are the methods of human resource accounting? Explain the cost based approach of HRA.
Answer : Human Resource Accounting is the process
Q3.What are the objectives of recruitment? Explain recruitment process.
Answer: – Recruitment refers to the process of attracting, screening, selecting, and on boarding a qualified person for a job. At the strategic level it may involve the development
Q4. Describe the benefits of induction program. Explain the types of induction program.
Answer: An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role.
Q5. What do you mean by career management? Explain career planning process.
Answer: – Career management can be defined as the process tha
Q6. Mention the causes of employee turnover. Explain the employee exit process.
Answer : The following is a list of possible reasons
Summer 2013
Master of Business Administration- MBA Semester 3
MU0011 — Management and Organisational Development – 4 Credits
Note: Assignment (60 marks) must be written within 6-8 pages. Answer all questions. Kindly note that answers for 10 marks questions should not exceed 400 words.
Q1. Explain the importance of Organisational development to managers. Describe the characteristics of Organisational Development.
Answer:- Organization Development (OD) is the systematic application of behavioural science knowledge at various levels, such as group, inter-group, organization, etc., to bring about planned change. Its objectives are a higher quality of work-life, productivity, adaptability, and effectiveness. It accomplishes this by changing attitudes, behaviours, values, strategies, procedures, and structures so that the organization can adapt to competitive actions, technological advances, and the fast pace of change within the environment (Cunningham, 1990).
The Importance of Organizational Development
Organizational development is the use of organizational resources to improve efficiency and expand productivity. It can be used to solve problems within the organization or as a way to analyze a process and find a more efficient way of doing it. Implementing organizational development requires an investment of time and money. But when you understand its importance, you can justify the costs.
Organizational Change: The process of organizational development identifies areas of company operations where change is needed. Each need is analyzed, and the potential effects are projected into a change management plan. The plan outlines the specific ways in which the change will improve company operations, who will be affected by the change and how it can be rolled out efficiently to employees.
Growth: Organizational development is an important tool in managing and planning corporate growth. An organizational development analysis brings together sales projections and consumer demand to help determine the rate of company growth.
Work Processes: When a company is involved in organizational development, it analyzes work processes for efficiency and accuracy. Any quality control measures required to attain company standards are put in place.
Product Innovation: Product innovation requires the analysis of several kinds of information to be successful. Organizational development is critical to product innovation because it can help analyze each element of product development and create a method for using it effectively.
There are seven characteristics of OD:
1. Humanistic Values: Positive beliefs about the potential of employees (McGregor’s Theory Y).
2. Systems Orientation: All parts of the organization, to include structure, technology, and people, must work together.
3. Experiential Learning: The learners’ experiences in the training environment should be the kind of human problems they encounter at work. The training should NOT be all theory and lecture.
4. Problem Solving: Problems are identified, data is gathered, corrective action is taken, progress is assessed, and adjustments in the problem solving process are made as needed. This process is known as Action Research.
5. Contingency Orientation: Actions are selected and adapted to fit the need.
6. Change Agent: Stimulate, facilitate, and coordinate change.
7. Levels of Interventions: Problems can occur at one or more level in the organization so the strategy will require one or more interventions.
A well-used axiom in organizational behavior thought asserts that values ultimately drive our behavior. In a nutshell, values exert influence over our attitudes, and attitudes influence our behavior. Values are integral to attitude formation and to how we respond to people and situations (Kerns, 2010)..
There seems to be a subset of virtuous values that align with ethical behaviour. In his book, Authentic Happiness, Martin Seligman has reviewed these core virtuous values that influence ethical behavior and appear to have universal appeal (Kerns, 2010).
– Wisdom and Knowledge: The capacity to take information and convert it to something useful. Wisdom comes from capitalizing on one’s experience to interpret information in a knowledgeable manner to produce wise decisions. A prerequisite to doing the right thing when facing an ethical dilemma knows what to do, knowing the difference between right and wrong.
– Self Control: The ability to avoid unethical temptations. The capacity to take the ethical path requires a commitment to the value of acting with temperance. Ethical people say “no” to individual gain if it is inconsistent with institutional benefit and goodwill (Kerns, 2010).
Q2. What is meant by Organizational change? What are the various strategies for change? Explain the positive model of planned change.
Answer:- Organizational change is about reviewing and modifying management structures
Q3. Define the term ‘ethical dilemma’. What are the various ethical dilemmas? Explain.
Answer:- An Ethical dilemma is a complex situation that often involves an apparent mental conflict between moral imperatives, in which to obey one would result in transgressing another.
Q4. What are the two major types of human process interventions? Describe the role negotiation technique?
Answer: Two major types of human process interventions:
Q5. What approaches have been set by OD practitioners while setting up the goal program? What are the reasons for setting goals? Explain the advantages and barriers of goal setting.
Answer: Meaning of goal :
Q6. What is meant by ‘learning organisation’? What are the characteristics of learning organisation? Describe the seven steps of initiating Organisational learning.
Answer : Learning organization : A learning organization is the term given to a company that facilitates the learning of its members and continuously transforms itself. Learning
Summer 2013
Master of Business Administration- MBA Semester 3
MU0012 — Employee Relations Management – 4 Credits
Note: Assignment (60 marks) must be written within 6-8 pages. Answer all questions. Kindly note that answers for 10 marks questions should not exceed 400 words.
Q1.Define conflict management? What are the causes of workplace conflicts? What are the various strategies to be adopted for resolving conflicts?
Answer : Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in organizational setting .Properly managed conflict can improve group outcomes.
Explanation of causes of workplace conflicts:
Poor Communication
Poor communication is one of the main causes of conflict between employees in the workplace. This can result in a difference in communication styles or a failure to communicate. For example, a manager reassigned an employee’s task to the employee’s co-worker but failed to communicate the reassignment to the employee. This may cause the employee to feel slighted, which can transform into animosity among the two employees and the manager. Failing to communicate in the workplace may cause employees to make incorrect assumptions and believe workplace gossip. Poor communication in the workplace not only causes conflict but decreases productivity and employee morale.
Difference in Personalities
A difference in personalities among employees is another cause of workplace conflict. Employees come from different backgrounds and experiences, which play a role in shaping their personalities. When employees fail to understand or accept the differences in each other’s personalities, problems arise in the workplace. For example, an employee may possess a straightforward personality that results in him speaking whatever is on his mind, even if the timing is inappropriate. The employee with the straightforward personality may offend a co-worker that does not possess the same type of personality. The co-worker may feel as if the employee is rude or lacks the authority to deal with her in such a straightforward manner.
Different Values
Similar to personalities, the values of employees differ within the workplace. A difference in values is seen clearly when a generational gap is present. Young workers may possess different workplace values than older workers. The difference in values is not necessarily the cause of employee conflict in the workplace, but the failure to accept the differences is. When employees fail to accept the differences, co-workers may insult each other’s character and experiences. When insults occur, the conflict intensifies until the right solution is offered and accepted.
Competition
Unhealthy workplace competition is a cause of employee conflict. Some industries foster competitive environments more than others. When salary is linked to employee production, a workplace may experience strong competition between employees. Competition that is not properly managed can result in employees sabotaging or insulting one another, which creates a hostile work environment. Unhealthy workplace competition discourages teamwork and promotes individualism.
Explanation of strategies:
Accommodating
The accommodating strategy essentially entails giving the opposing side what it wants. The use of accommodation often occurs when one of the parties wishes to keep the peace or perceives the issue as minor. For example, a business that requires formal dress may institute a “casual Friday” policy as a low-stakes means of keeping the peace with the rank and file. Employees who use accommodation as a primary conflict management strategy, however, may keep track and develop resentment.
Q2.What is meant by organisational culture? What are the elements and dimensions of organisational culture?
Answer : Organizational culture reflects the values, beliefs, and norms that characterize an organization as a whole.
Q3. Explain the importance and features of Human Resource Information systems (HRIS).
Answer:- A human resource information system (HRIS) is defined as a
Q5.What are trade unions? What are the objectives and activities of trade unions?
Answer : A labor union is defined as “a group of workers who have banded together to
Q6. Write a brief note on stress and employee wellness in organisations.
Answer : Stress may be defined as “a state of psychological and / or physiological imbalance resulting from the disparity between
Summer 2013
Master of Business Administration- MBA Semester 3
MU0013 — HR Audit – 4 Credits
(Book ID: B1735)
Note: Assignment (60 marks) must be written within 6-8 pages. Answer all questions. Kindly note that answers for 10 marks questions should not exceed 400 words.
Q1. Define Human Resource (HR) Audit. What is the need for HR Audit? What are the various approaches to HR Audit?
Answer : As the term audit has evolved, It is becoming increasingly specific, until the term functional audit has emerged. The objective of a functional audit is to diagnose, analyze, control, and advise within the boundaries of each functional area of the company. The HR audit is also a functional audit which emphasize on the well being of HR functions in the organization. Thus, as a first approach, one could say that HR auditing consists of diagnosing, analyzing, evaluating, and assessing future lines of action within the framework of HRM A Human Resources Audit is a comprehensive method (or means) to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR function as well as to ensure compliance with ever-changing rules and regulations. An Audit involves systematically reviewing all aspects of human resources, usually in a checklist fashion.
Need for HR audit- 1. Behavioral Indicators: Behavioral indicators describe the behaviors, thought patterns, abilities and traits that contribute to superior performance.2.
2. Evaluative Competency Levels: Exceptional competencies of high performers are set as standards for evaluating competency levels of employee.
Explanation of HR audit approach by Walker- 1 Approach to Human Resource Audit by Walker
Walker [1998] differentiates between two approaches relative to HR auditing i.e. those centered in the functions internal aspect, and those centered on the external aspect. Internal perspective: From an internal perspective, as in any staff function, there is a trend of valuing its actions as a result of the activities undertaken and its costs. The way of judging departments capability would be on its ability to supply certain services to the organization at the lowest possible cost..
External perspective: From an external perspective, if it is understood that the ultimate appraisal of the effectiveness of HR is based on their impact on the company’s results, then the measurements. Should include results obtained outside the function.
There are five common approaches for the purpose of evaluation of HR in any organization:
Comparative approach: In this approach, another division or company that has better practices or results is chosen as the model. The audit team audits and compares the audited firms results with the best practices of the model organization. This approach is commonly used to compare the results of specific activities or programs. The approach is often used with turnover, absence, salary data and staffing levels. It helps detect areas where improvement is needed. It also makes sense to compare where a procedure is being used for the first time.
Outside authority: In this approach, standards set by a consultant or taken from published research findings serve as the benchmark for the audit team. The consultant or research findings may help diagnose the cause of problems Statistical
This approach reviews past practices, to determine if actions taken followed legal requirements and company policies and procedures. The audit team here often examines a sample of employment, compensation, discipline and employee appraisal forms.
Management by Objectives (MBO):
In this management by objectives approach, managers and specialists set objectives in their area of responsibility. Then they create specific goals against which this performance can be measured. The audit team researches actual performance and compares it with the previously set objectives. They can then evaluate the trends in this area.
Common approach to HR audit- Common approaches to HR Audit include comparative approach, outside authority, compliance approach and statistical approach.HR Audit measures the extent to which values and cultures of the organization are practiced and followed. HR audit can measure competencies in terms of business knowledge, strategic thinking, functional excellence, leadership and change management, execution skills and personal credibility.
There is a management competency framework and a generic competency framework. HR Audit vastly improves competency. In the selection process, there are 3 kinds of audit: process audit, effectiveness audit and capability audit.
Q2. Write a brief note on staffing. How does employee orientation programs help employees? What are the characteristics of good employee orientation programs?
Answer:- “Staffing means filling and keeping filled, positions in the organization structure.”
Q3. What is HR Scorecard? Explain the reason for implementing HR Scorecard.
Answer :- In this era of tough competition it is very important for the firms to have more effective HR management systems. It is a challenge for managers to
Q4. Define competency management. Explain the two frameworks of competency management.
Answer:- Competency (or Competence) Management Systems (CMS or CompMS – because CMS is a more common homonym) are usually associated with, and may include,
Q5.Write a brief note on workplace policies and practices.
Answer:- Workplace Policies and Practices
Q6.What are the areas to be concentrated on for HR Audit? Prepare a questionnaire for conducting an audit for manpower planning.
Answer:- Essential steps in Human Resource Auditing
