Summer 2011- May drive

Master of Business Administration-MBA Semester I Subject Code MB0043 Subject Name Human Resource Management 4 Credits (Book ID: B0909) Assignment Set- 1 (60 Marks)
Note: Each question carries 10 Marks. Answer all the questions. Q.1 What are the functions that HR attempts to fulfill in any organization.[10 Marks] Answer: A human Relations Programme thereby attempts at enhancing employee motivation and workplace morale through an improved three-way communications and through employee participation in the decision making processes. Human relations seek to emphasise 'employee' aspects of work rather than technical or economic aspects. For example while it might be in the best interest of an organization to have a employee skilled and completely proficient in one job/ set or responsibilities, todays organization provides opportunities for employees to multi-skill and acquire knowledge of new yet related jobs/responsibilities. These acts as a motivator for employees as they benefit by learning new skills / jobs and given an opportunity can perform and excel in another job. It also seeks to make employment and working conditions less impersonal. The human relations approach emphasises policies and techniques designed to improve employee morale and job satisfaction. For example it is common place in organizations to provide for / encourage employee empowerment where-in the team brings about creative measures to reduce cost/ improve customer satisfaction. Such teams design and implement self-driven initiatives to bring about the business result. It is believed that this is accompanied by increased employee efficiency and reduction in employee

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Q.2 Discuss the cultural dimensions of Indian Work force. [10 Marks] Answer: Cultural dimension of the Indian workforce

The foundation for understanding the unique work practices at a country level can best be understood by first understanding the cultural aspects of the countrys workforce. The pioneering work done by Dutch scientist, Geert Hofstede is a useful tool in understanding the cultural differences used to differentiate countries. He identified five cultural dimensions around which countries have been clustered. The dimensions are: power distance, uncertainty avoidance, individualism, masculinity and long term orientation. Geert Hofstede dimensions are based on research conducted among over 1000 IBM employees working globally. While there continued to be other studies like the GLOBE (Global Leadership and Organisational Behaviour Effectiveness) project and Trompenaars' Framework, Hofstedes model is most popular. Power Distance

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Q.3 Explain the need for Human Resource Planning system .[10 Marks] Answer: Need for Human Resource Planning Human Resource Planning is a mandatory part of every organizations annual planning process. Every organization that plans for its business goals for the year also plans for how it will go about achieving them, and therein the planning for the human resource: 1. To carry on its work, each organization needs competent staff with the necessary qualifications, skills, knowledge, work experience and aptitude for work. 2. Since employees exit and organization both naturally (as a result of superannuation) and unnaturally (as a result of resignation), there is an on-going need for hiring replacement staff to augment employee exit. Otherwise, work would be impacted. 3. In order to meet the need for more employees due to organizational growth and expansion, this in turn calls for larger quantities of the same goods and services as well as new goods. This growth could be rapid or gradual depending on the nature of the business, its competitors, its position in the market and the general economy.

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Q.4 Elucidate the classification of wages in the Indian System.[10 Marks] Answer: In India, wages are classified as below : a. Minimum wage b. Fair wage; and c. Living wage

Minimum wage: A minimum wage has been defined by the Committee as "the wage which must provide not only for the bare sustenance of life, but for the preservation of the efficiency of the worker. For this purpose, the minimum wage must provide for some measure of education, medical requirements and amenities". In other words, a minimum wage should provide for the sustenance of the worker's family, for his efficiency, for the education of his family members, for their medical care and for some amenities. It is very difficult to determine the minimum wage because conditions vary from place to place, industry to industry and from worker to worker. However, the principles for determining minimum wages were evolved by the Government and have been incorporated in the Minimum Wages Act, 1948, the important principle being that minimum wages should provide not only for the bare sustenance of life but also for the preservation of the efficiency of the workers by way of education, medical care and

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Q.5 Ms. S. Sharma is the General manager HR of a private educational group. She is planning for the promotion policy for the faculty members. The norms are also ruled by the government policy and criteria. Moreover the options to promote are limited. Suggest Ms Sharma the alternative way to vertical promotion. What are the challenges in implementing that option? [10 Marks] Answer: In Vertical Promotion, employees are promoted from one rank to the next higher rank in the same department or division. This is based on the belief that this leads to effective utilization of experience gained in the same department. It also gives an opportunity to the employees to go up while increasing their specialization in their area of operation. However, it has got one disadvantage. The vacancies may be very few in a department. Me Sharma can promote Faculty member to a Professor, but In this Case a biggest challenge for Me Sharma is, a Lecturer working in a particular Department may not become a Professor or the Head of the Department unless his superiors die/retire/resign. This makes the person frustrated. Besides, this type of promotion limits a person's contact with other departments and does not permit him to enhance his knowledge/expertise with each year's experience. Because his experience would be one or two year's knowledge multiplied by 10 to 15 years rotation. If he does not get his promotion at the right time since the room at the top is limited he will also start disliking his job / organisation. As a result, he becomes

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Q.6 ABC is an organization that wants to revise the HR policies. Before doing that it want to have some details about the following:

 What the emplyees think about the company? What do they think ,in the company is going well? What practices in the company they think are not doing well? Get the feedback on managerial effectiveness. Suggest the suitable method to collect the employee opinion and explain the method. [10 Marks] Answer: The Survey Questionnaire Method can be suggested to company ABC to collect the employee opinions about the factors which affect morale and their opinion about the leadership. Morale or employee satisfaction surveys are generally conducted with a view to:

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Summer 2011- May drive

Master of Business Administration-MBA Semester I Subject Code MB0043 Subject Name Human Resource Management 4 Credits (Book ID: B0909) Assignment Set- 2 (60 Marks)
Note: Each question carries 10 Marks. Answer all the questions. Q.1 Discuss the factors affecting recruitment? [10 Marks] Answer: Factors Affecting Recruitment All organizations, whether large or small, do engage in recruiting activity, though not to the same intensity. Few factors that impact the nature of recruitment: i. The size of the organization- the smaller the organization the more the need to carefully scrutinize the candidate for a job and the fitment to the organizational culture. The risk in case of job-candidate mismatch can prove equally expensive for a smaller organization as compared to the larger one. ii. The employment conditions in the country where the organization is located- critically impacts the recruiting strategy. The methods for recruiting, the selection tools that are most suited and the legal framework that bear on the employer are some aspects that need to be considered. iii. The affects of past recruiting efforts which show the organization's ability to locate and keep good performing people- constantly reviewing the effectiveness of the recruiting methods and the selection tools used, evaluating the success at-work of the new recruits are some methods used by organizations to ensure that quality hiring practices are in-place.

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Q.2 Right Time is a watch manufacturing company. It has hired 20 people recently for the company. They will be involved in manufacturing, assembling of watches. They will be using different machines and tools for this. What type of training is best for them. What may be the advantages and limitations of the training method? [10 Marks] Answer: On-the-job trainings is best for them. Since most jobs in a organization can be learned while working on different machines and tools in a relatively short period of time, this method is the most widely used. It has the advantage of strongly motivating the trainee to learn since it is located in the artificial situation of a classroom. The fact that the success of the system depends almost entirely upon the immediate supervisor, the trainer, means that the personnel unit has a major responsibility for making a good, effective teacher out of every supervisor. The supervisor typically follows a set procedure (as illustrated in the table) in training an employee to perform a particular task. The suggestions accompanying each step are general guides evolved from both experience and research.

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Q.3 Write a note on 360 degree appraisal method.[10 Marks] Answer: 360 degree appraisal method : Typically, performance appraisal has been limited to a feedback process between employees and Managers. However, with the increased focus on teamwork, employee development, and customer service, the emphasis has shifted to employee feedback from the full circle of sources depicted in the diagram below. This multiple-input approach to performance feedback is sometimes called "360degree assessment" to connote that full circle.

There are no prohibitions in law or regulation against using a variety of rating sources,

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Q.4 Given below is the HR policy glimpse of ZoomVideo, a multimedia company 1. It offers cash rewards for staff members 2. It promotes the culture of employee referral and encourages people to refer people they know, maybe their friends, ex. colleagues, batch mates and relatives. 3. It recognizes good performances and gives good titles and trphies to the people who perform well and also felicitates them in the Annual Day of the company. Identify what all aspects does it take care of, based on different levels of Maslows Need Hierarchy ? [10 Marks] Answer: Maslow's theory of basic needs draws chiefly from human psychology. He arranged the human needs of an individual in a hierarchical manner. Maslow proposed an individual's motivation as a predetermined order of needs which he strives to satisfy. The company ZoomVideos policy take care of following aspects of Maslow's theory:

1. offers cash rewards for staff members is satify Safety Needs: If the physiological needs are relatively satisfied, a set of needs emerge for protection against danger and threats. In an ordered society, a person usually feels safe from extremes of climate, tyranny, violence and so on.

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Q.5 Describe the emerging employee empowerment practices. [10 Marks] Answer: Emerging employee empowerment practices In todays organizations the focus is moving towards collaboration at the workplace. One of the most common instruments established in large organizations has be the Employee Suggestion Schemes (ESS). The ESS has proved effective in allowing employees a discrete method of voicing their opinions and suggestion for what can be better managed in the company. The management invites the employees suggestions on all/any issue that is a source of irritation for the employees including topics mentioned in 13.3 above are open for comment. What however is different is that the employee is encouraged to frame it as a suggestion and make a recommendation for a change, rather than the classic fault finding approach about what is going wrong or what is not working well. There are ESS forms/ templates that are left in common places or the employee can download from the company intranet and fill in the suggestion for change and drop it in boxes left common places like the coffee area or the lunch rooms etc.. These suggestions are then collated by the HR team and on a quarterly basis the Suggestion Committee meets to review all of the suggestions received. The Suggestion Committee includes line managers, HR representative and Finance and Facilities & Administration team members and senior management representative who can provide

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Q.6 Write a note on directive, permissive and participative type of leadership. [10 Marks] Answer:

Directive type of leadership : This comes under Autocrat class of leadership He is directive and expects obedience from followers. (Do as I say Not, as I do) Hence, subordinates do not like him. Authoritarian leaders provide clear expectations for what needs to be done, when it should be done, and how it should be done. There is also a clear division between the leader and the followers. Authoritarian leaders make decisions independently with little or no input from the rest of the group. Researchers found that decisionmaking was less creative under authoritarian leadership. Lewis also found that it is more difficult to move from an authoritarian style to a democratic style than vice versa. Abuse of this style is usually viewed as controlling, bossy, and dictatorial. Authoritarian leadership is best applied to situations where there is little time for group decision making or where the leader is the most knowledgeable member of the group. Permissive type of leadership : Researchers found that children under Permissive (laissezfair) leadership were the least productive of all three groups. The children in this group also made more demands on

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