ASSIGNMENT
DRIVE SUMMER 2015
Program MBADS (SEM 3/SEM 5)
MBAFLEX/ MBA (SEM 3)
PGDHRMN (SEM 1)
Subject code & name MU0010 – Manpower Planning and Resourcing
Book ID B1765
Credits & Marks 4 CREDITS, 60 MARKS
* 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.
Q.
No
Question Marks Total
Marks
1 Define the term ‘Manpower planning’. Explain the need for
Manpower planning. What are the advantages of Manpower
planning?
10
Definition of Manpower planning
Need for Manpower planning
Advantages of Manpower planning
3
3
4
2 What do you mean by manpower forecasting? Why is it necessary?
Explain the types of manpower forecasting.
10
Meaning of manpower forecasting
Necessity of forecasting
Explanation of the types of manpower forecasting
2
2
6
3 The latest trend in recruitment is the ‘E-Recruitment’. Write a brief
note on this ‘E-recruitment’
10
Meaning and example of E-recruitment
Kinds of e-recruitment
Online recruitment techniques
Advantages and disadvantages of E-recruitment
2
2
3
3
4 Explain the necessity and types of Induction. 10
Necessity of Induction
Types of Induction
3
7
5 Define Talent engagement. Why is it important? What are the
driving factors of Talent engagement?
10
Definition of talent engagement
Importance of talent engagement
Driving factors of talent engagement
4
3
3
6 Many organisations closely observe the employee exits and are
managing the exit process professionally in order to reduce the
employee turnover. Describe such employee exit process and
operational responsibilities. Differentiate between exit surveys and
exit interviews.
10
Explanation of employee exit process
Operational responsibilities in exit process
Difference between exit surveys and exit interviews
3
3
4
***********
ASSIGNMENT
DRIVE SUMMER 2015
Program MBADS (SEM 3/SEM 5)
MBAFLEX/ MBA (SEM 3)
PGDHRMN (SEM 1)
Subject code & name MU0011 – Management and Organisational Development
Book ID B1726
Credits & Marks 4 CREDITS, 60 MARKS
Q. No Question Marks Total
Marks
1 Define organisational development. What are the assumptions of
Organisational Development?
10
Definition of Organizational Development (OD)
Assumptions of OD
2
8
2 Describe the following theories of planned change: ‘Lewin’s change
model’ and ‘Action Research Model’.
10
Steps involved in the Lewin’s Stage Model
Phases of Action Research model
5
5
3 Describe the components of OD programs and the OD program
phase.
10
Components of OD programs
OD program phase
6
4
4 What are the ethical dilemmas in practicing OD? 10
Meaning of Ethical dilemma
Explanation of various ethical dilemmas
2
8
5 Define the term downsizing. List the types of downsizing. Explain
the significance, misconceptions and effects of downsizing.
10
Definition of downsizing
Listing the types of downsizing
Significance of downsizing
Misconceptions
Effects of downsizing
2
2
2
2
2
6 Organisational learning is an area of knowledge within
organisational theory that studies models and theories about the way
an organisation learns and adapts. Describe the seven steps of
initiating such ‘organisational learning’.
10
Explanation of the seven steps of initiating ‘organisational learning’.
10
***********
ASSIGNMENT
DRIVE SUMMER 2015
Program MBADS (SEM 3/SEM 5)
MBAFLEX/ MBA (SEM 3)
PGDHRMN (SEM 1)
Subject code & name MU0012 – Employee Relations Management
Book ID B1734
Credits & Marks 4 CREDITS, 60 MARKS
* 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.
Q. No Question Marks Total
Marks
1 Employee relations management (ERM) is all about management of
relationship with employees in an organization. Explain the features
and importance of this ERM.
10
Features of ERM
Importance of ERM
5
5
2 What are the various types of communication? Explain the
importance of organizational communication. What are the methods
to improve communication?
10
Types of communication
Importance of organizational communication
Methods to improve communication
4
3
3
3 Human Resource Information System (HRIS) helps organizations to
carry out their HR administrative functions in an effective manner.
What are the important features that makes a good HRIS? Mention
some common applications of HRIS.
10
Important features that makes a good HRIS
Common applications of HRIS
7
3
4 What are the objectives of organizational discipline? List the types of
disciplinary problems. Explain the steps of disciplinary procedures
commonly followed in many organizations.
10
Objectives of organizational discipline
Listing the types of disciplinary problems
Steps of disciplinary procedures
3
2
5
5 What is trade union and what are its objectives? Describe trade
unions in India.
10
Meaning of trade union
Objectives of trade union
Trade Unions in India
2
2
6
6 Write short notes on :
(i) Factories Act, 1948
(ii) Industrial Disputes Act, 1947
10
Concept and provisions of Factories Act, 1948
Concept and provisions under Industrial Disputes Act, 1947
5
5
***********
ASSIGNMENT
DRIVE SUMMER 2015
Program MBADS (SEM 3/SEM 5)
MBAFLEX/ MBA (SEM 3)
PGDHRMN (SEM 1)
Subject code & name MU0013: HR Audit
Book ID B1735
Credits & Marks 4 CREDITS, 60 MARKS
* 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.
Q. No Question and Scheme of Evaluation Marks Total
Marks
1 Define Human Resource (HR) Audit. Explain the need for HR
Audit. What are the benefits of HR Audit?
10
Definition of HR Audit
Need for HR Audit
Benefits of HR Audit
2
4
4
2 Write short notes on:
(i) Audit of HR Planning
(ii) Audit of Industrial Relations
10
(i) Meaning and role of Audit of HR Planning
(ii) Meaning and role of Audit of Industrial Relations
5
5
3 What is HR Scorecard? Explain the reasons for designing &
implementing HR Scorecard framework.
10
Meaning of HR Scorecard
Reasons for designing & implementing HR Scorecard framework.
2
8
4 What is meant by ‘Competency mapping’? Explain the various
competencies and the associated behavioral aspects.
10
Meaning of competency mapping
Explanation of various competencies
3
7
5 Describe the effectiveness of Human Resource Development Audit
as an intervention.
10
Explanation of the Effectiveness of Human Resource Development
Audit as an intervention.
10
6 Describe the rationale behind human resource valuation and
auditing.
10
Meaning of human resource valuation and auditing.
Description of rationale behind human resource valuation and auditing
1
9
***********
DRIVE SUMMER 2015
Program MBADS (SEM 3/SEM 5)
MBAFLEX/ MBA (SEM 3)
PGDHRMN (SEM 1)
Subject code & name MU0010 – Manpower Planning and Resourcing
Book ID B1765
Credits & Marks 4 CREDITS, 60 MARKS
* 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.
Q.
No
Question Marks Total
Marks
1 Define the term ‘Manpower planning’. Explain the need for
Manpower planning. What are the advantages of Manpower
planning?
10
Definition of Manpower planning
Need for Manpower planning
Advantages of Manpower planning
3
3
4
2 What do you mean by manpower forecasting? Why is it necessary?
Explain the types of manpower forecasting.
10
Meaning of manpower forecasting
Necessity of forecasting
Explanation of the types of manpower forecasting
2
2
6
3 The latest trend in recruitment is the ‘E-Recruitment’. Write a brief
note on this ‘E-recruitment’
10
Meaning and example of E-recruitment
Kinds of e-recruitment
Online recruitment techniques
Advantages and disadvantages of E-recruitment
2
2
3
3
4 Explain the necessity and types of Induction. 10
Necessity of Induction
Types of Induction
3
7
5 Define Talent engagement. Why is it important? What are the
driving factors of Talent engagement?
10
Definition of talent engagement
Importance of talent engagement
Driving factors of talent engagement
4
3
3
6 Many organisations closely observe the employee exits and are
managing the exit process professionally in order to reduce the
employee turnover. Describe such employee exit process and
operational responsibilities. Differentiate between exit surveys and
exit interviews.
10
Explanation of employee exit process
Operational responsibilities in exit process
Difference between exit surveys and exit interviews
3
3
4
***********
ASSIGNMENT
DRIVE SUMMER 2015
Program MBADS (SEM 3/SEM 5)
MBAFLEX/ MBA (SEM 3)
PGDHRMN (SEM 1)
Subject code & name MU0011 – Management and Organisational Development
Book ID B1726
Credits & Marks 4 CREDITS, 60 MARKS
Q. No Question Marks Total
Marks
1 Define organisational development. What are the assumptions of
Organisational Development?
10
Definition of Organizational Development (OD)
Assumptions of OD
2
8
2 Describe the following theories of planned change: ‘Lewin’s change
model’ and ‘Action Research Model’.
10
Steps involved in the Lewin’s Stage Model
Phases of Action Research model
5
5
3 Describe the components of OD programs and the OD program
phase.
10
Components of OD programs
OD program phase
6
4
4 What are the ethical dilemmas in practicing OD? 10
Meaning of Ethical dilemma
Explanation of various ethical dilemmas
2
8
5 Define the term downsizing. List the types of downsizing. Explain
the significance, misconceptions and effects of downsizing.
10
Definition of downsizing
Listing the types of downsizing
Significance of downsizing
Misconceptions
Effects of downsizing
2
2
2
2
2
6 Organisational learning is an area of knowledge within
organisational theory that studies models and theories about the way
an organisation learns and adapts. Describe the seven steps of
initiating such ‘organisational learning’.
10
Explanation of the seven steps of initiating ‘organisational learning’.
10
***********
ASSIGNMENT
DRIVE SUMMER 2015
Program MBADS (SEM 3/SEM 5)
MBAFLEX/ MBA (SEM 3)
PGDHRMN (SEM 1)
Subject code & name MU0012 – Employee Relations Management
Book ID B1734
Credits & Marks 4 CREDITS, 60 MARKS
* 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.
Q. No Question Marks Total
Marks
1 Employee relations management (ERM) is all about management of
relationship with employees in an organization. Explain the features
and importance of this ERM.
10
Features of ERM
Importance of ERM
5
5
2 What are the various types of communication? Explain the
importance of organizational communication. What are the methods
to improve communication?
10
Types of communication
Importance of organizational communication
Methods to improve communication
4
3
3
3 Human Resource Information System (HRIS) helps organizations to
carry out their HR administrative functions in an effective manner.
What are the important features that makes a good HRIS? Mention
some common applications of HRIS.
10
Important features that makes a good HRIS
Common applications of HRIS
7
3
4 What are the objectives of organizational discipline? List the types of
disciplinary problems. Explain the steps of disciplinary procedures
commonly followed in many organizations.
10
Objectives of organizational discipline
Listing the types of disciplinary problems
Steps of disciplinary procedures
3
2
5
5 What is trade union and what are its objectives? Describe trade
unions in India.
10
Meaning of trade union
Objectives of trade union
Trade Unions in India
2
2
6
6 Write short notes on :
(i) Factories Act, 1948
(ii) Industrial Disputes Act, 1947
10
Concept and provisions of Factories Act, 1948
Concept and provisions under Industrial Disputes Act, 1947
5
5
***********
ASSIGNMENT
DRIVE SUMMER 2015
Program MBADS (SEM 3/SEM 5)
MBAFLEX/ MBA (SEM 3)
PGDHRMN (SEM 1)
Subject code & name MU0013: HR Audit
Book ID B1735
Credits & Marks 4 CREDITS, 60 MARKS
* 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.
Q. No Question and Scheme of Evaluation Marks Total
Marks
1 Define Human Resource (HR) Audit. Explain the need for HR
Audit. What are the benefits of HR Audit?
10
Definition of HR Audit
Need for HR Audit
Benefits of HR Audit
2
4
4
2 Write short notes on:
(i) Audit of HR Planning
(ii) Audit of Industrial Relations
10
(i) Meaning and role of Audit of HR Planning
(ii) Meaning and role of Audit of Industrial Relations
5
5
3 What is HR Scorecard? Explain the reasons for designing &
implementing HR Scorecard framework.
10
Meaning of HR Scorecard
Reasons for designing & implementing HR Scorecard framework.
2
8
4 What is meant by ‘Competency mapping’? Explain the various
competencies and the associated behavioral aspects.
10
Meaning of competency mapping
Explanation of various competencies
3
7
5 Describe the effectiveness of Human Resource Development Audit
as an intervention.
10
Explanation of the Effectiveness of Human Resource Development
Audit as an intervention.
10
6 Describe the rationale behind human resource valuation and
auditing.
10
Meaning of human resource valuation and auditing.
Description of rationale behind human resource valuation and auditing
1
9
***********
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