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CHAROTAR UNIVERSITY OF SCIENCE AND TECHNOLOGY FACULTY OF MANAGEMENT STUDIES INDUKAKA IPCOWALA INSTITUTE OF MANAGEMENT BBA+MBA PROGRAMME (SEMESTER-3) HUMAN RESOURCE MANAGEMENT ASSIGNMENT Q.1

Explain various types of human resource policies. Explain the need of human resource policies in industry

Q.2

Globe India ltd was a textile manufacturing company employing more than 1200 people including executive and managerial staff. In 1993, the company decided to diversify into garment manufacturing as well, and found that the existing manpower did not fit into the requirement of achieving the new business objective of the company. If you were hired as a human resource consultant to the organization at this stage, what specific steps would you have suggested to the company to rectify the manpower imbalances? Explain how you would have gone about the process.

Q.3

High tech India is a manufacturing and a marketing company. The manufacturing unit of the company is located in the state of Karnataka and has its marketing offices in all major metros in India. During the last five years the company has been growing at a reasonable rate and currently has a market share of nearly 10 percent. In a recent meeting, board of directors of the company took a decision to diversify its product and its marketing network. Suggest the kind of human resource planning the company should undertake and discuss the steps and techniques which will be useful for the human resource planning of high tech India.

Q.4

Differentiate the concept of job analysis from that of job description. Examine with suitable examples how job description is essential for HR decision such as recruitment and selection, performance appraisal and training.

Q.5

Compare and contrast the concept of job analysis, job description, job evaluation, job rotation and job engineering. Explain with suitable examples how each of these concept is useful and relevant to contemporary business organization

Q.6

Mega Corp. consist of a group of companies which manufacture and market diverse product including textile, sugar, tyre and pharmaceuticals. The policy of the group has been to recruit its management trainee from various engineering and management institutes, as incharge of recruitment how would you undertake this task?

Q.7

A multi-unit manufacturing and marketing company recruit about 35-40 employees at different levels every year. What steps and methods would you suggested to the company so that it is able to attract suitable candidates to be employed at different levels in the organization?

Q.8

Distinguish between placement and Induction

Q.9

A construction equipment manufacturing company has its corporate headquarters in a major metro

in south India with several plants and marketing offices located in various parts of the country. Every year the company hires about 50 college graduates to the position of management trainees. The training period is ten months, including an initial week of orientation programme. If you were to advice the HR department of the company, what steps will you follow to prepare a training packages and why? Identify some of the possible problems, which may be encountered in effectively implementing the training packages and suggest measure to overcome them. Q.10 Presume that you have been appointed as a training manager of a large public utilities organization (in the air travel service sector). If you have been asked to identify one most important training programme to you employees, what will be the specific, measurable objective of the programme? And finally, how would you evaluate the specific benefits of such a training programme, in quantifiable manner? Q.11 Mr. Sharma took over as production manager in a large automotive manufacturing company after spending about 10 years as a production engineer in a similar company earlier. Mr. Sharma has 15 senior engineers and other executive directly reporting to him, whose performance he is expected to appraise. What steps and processes should Mr. Sharma adopt for appraising his subordinates so that he is able to ensure their motivation and a high level of productivity? Q.12 Which method or methods would you recommend for appraising the performance of the following: a) First line supervisor in a manufacturing plant b) Police officer? Q.13 Enumerate the importance of compensation in motivating and retaining employees. Discuss the relative merit and demerit of fixed and performance linked variables compensation. What is the difference between benefits incentives and perquisites? Evaluate the importance of benefits and perks in attracting and retaining employees.

Q.14 Explain with the help of appropriate concept and examples the role of compensation in the management of human resource. Illustrate the examples which factors have to be considered for developing a compensation structure, which will not only motivate and retain employees but will also improve organizational productivity. Q.15 You are the manager of a small plant (200 employees) that manufactures paint under contract to three major retails chains. Productivity in the plant has slipped about 3% per year over the last three years, putting a severe squeeze on profits. You have read that incentive plans are effective in increasing productivity and reducing labour costs, and you feel that this might be the way for you to go. What kind of system would you consider in deciding whether to try an incentive system? What kind of systems would be most inclined to try? Assume you tried this type of system. What kind of problems do you think you would encounter? Give reasons to support your answer. Q.16 Shilpi Ltd, is a large FMCG company with more than 5,000 employees working in its different units in the various metros in India. The employees are unionized and belong to four different trade unions affiliated to different political parties. The management has been in the past entering in to negotiated settlement with different unions with varying degrees of success, more often failure than success. During the 1990s the company has been trying to improve performance through technology upgradation and other related organizational changes. However, it is providing to be increasingly difficult to arrive at a settlement which is acceptable to the large body of employees, and the industrial relations climate in the company has been steadily deteriorating.

What advice would you give to the management which, if implemented, may improve industrial relations and productivity in the company? Illustrate your answer with appropriate concepts and examples. Q.17 Vishal Ltd. Is a large FMCG company with more than 3000 employees working in its different units in the various metros in India. The employees are unionized and belong to different trade union which is affiliated to different political parties. The company has been following a policy of entering into negotiated settlement with unions with varying degrees of success. Recently the company has been trying to introduce various changes in technology, work processes and the work organization. However, it is providing to be difficult to arrive at a settlement, which is acceptable to the various unions and the entire work force What steps, in your view, if implemented, may help the management to arrive at a settlement, which will achieve management’s objectives and satisfy the workforce? Illustrate you answer with appropriate concept and examples. Q.18 Explain the following approaches of industrial relations: a) Psychological Approach b) Sociological Approach c) Human Relations Approach d) Giri Approach e) Gandhian Approach