3. Human Resource Management - Topical Analysis

HUMAN RESOURCES MANAGEMENT

1.      Answer the following questions (1988)

1.      In what sense can the human factor be considered the most important factor in industry? Why has the management of human resources become a challenging job?

2.      How can you identify the training needs for different levels of employees in an organisation?

Describe how you would formulate the aims and objectives of the Training Programme.

2.      Answer the following questions

1.      What are the objectives of Job Evaluation? Examine the relationship of wages with job evaluation.

2.      Why should an organisation have a Transfer Policy? What are the elements that a transfer policy should have?

3.      Answer the following questions

1.      Healthy industrial relations in an organisation constitutes the lungs and oxygen of Industrial peace. Amplify the statement and bring out the parameters for judging the health of Industrial Relations.

2.      Discuss the factors facilitating and hindering collective bargaining in the Indian context. What steps will you suggest for the promotion of collective bargaining?

4.      Explain the concept of living wage; fair wage and minimum wage; critically examine the criteria for determination of wages according to the Committee on fair wages. Do you think that the criteria are relevant today? (1989)

5.      Discuss briefly:

1.      Performance Appraisal.

2.      Grievance Handling in Industry.

6.      Answer the following questions

1.      How would you determine the training needs in an organization?

2.      Why is executive development programme important? Describe some important methods used for this purpose.

7.      What do you understand by job enrichment? How does it differ from job enlargement? How can these techniques improve employee motivation? (1990)

8.      A management development programme, instead of being standardised should be designed to as to capitalise on the particular social ethos in order to achieve the management objective of organisational efficiency. Explain the statement.

9.      Answer the following questions

1.      The fear of change Kainotophobia, has assumed epidemic proportions in Indian industry. How would you deal with the situation in your company?

2.      Workers Participation in Management involves a role-reversal on the part of workers.

Comment on this statement.

10.  Answer the following questions (1991)

1.      Trace the development of HRD in India and project HRD functions of the future.

2.      Differentiate between recruitment and selection and develop a selection process for a company which is a market leader and is interested in diversifying its business ventures.

11.  Answer the following questions

1.      There is inherent conflict in industry between management and labour. Management of conflict with the ultimate object of focusing on the mutuality of interest is the function of personnel management. Do you agree? Give reasons.

2.      Describe job evaluation and job enrichment. How are they done? Give examples.

12.  Answer the following questions

1.      Name the authorities that come under the Industrial Disputes Act, 1947 for preventions and settlements of industrial disputes and discuss briefly about the functioning of these authorities.

2.      The process of collective bargaining is an exacting exercise. Successful collective bargaining calls for some qualities and attributes on the part of those who participate. They are

1.      the right attitude

2.      skill

3.      a certain amount of built-in traditions. Do you agree? Explain.

13.  Distinguish between Management Development and Management of Development. What ought to be the parameters of Effective Management Development Programmes? (1992)

14.  Answer the following questions

1.      One of the major tasks of human Resource Management is to match people and jobs. Explain the process and programme usually adopted for the purpose.

2.      Procuring required persons is easier in a new organisation than that in an existing one. Do you agree? Why is it so?

15.  Answer the following questions

1.      What is Merit Rating? Discuss its role in wage and salary administration.

2.      What are those factors which resist change? How can, you overcome them?

16.  Answer the following questions

1.      Industrial Democracy, to be meaningful calls for health Trade Unionism And healthy outlook of management. What is the state of such democracy in our country?

2.      Critically assess the provisions of Payment of Bonus Act with view to suggest desirable changes.

17.  Answer the following questions (1993)

1.      Performance appraisal is inherently subjective. Discuss. What suggestion do you have to make performance appraisal objective and development oriented?

2.      Differentiate between grievance, conflict and dispute in industry. Also explain grievance redressal mechanism.

18.  Answer the following questions

1.      Narrate the present state of industrial relations in India. Can it be improved by enforcing workers participation in management?

2.      How will you develop an effective wage regulation programme?

19.  Answer the following questions (1994)

1.      How will you assess the training needs and the effectiveness of training programmes?

2.      What are the problems associated with promotions? How can these problems be overcome?

20.  Answer the following questions

1.      What human reactions and difficulties are often encountered with the introduction of a new evaluation system? How can some of them be alleviated?

2.      What are the effects or organizational conflict on group attitude and behaviour? What factors determine whether these effects will be functional or dysfunctional?

21.  Answer the following questions

1.      What are the objectives of workers participation in management? Has it yielded desired results in India? Discuss.

2.      Discuss the provisions of the Industrial Disputes Act relating to prohibition of strikes and lockouts, in public utility service. Have these provisions proved effective of late?

1.      Answer the following questions

1.      Discuss the significance of human resources in modern industry. Why has the management of human resources become a challenging job?

2.      If you were to interview a candidate for employment what preparations would you make and with what type of information would you first acquaint yourself.

2.      Answer the following questions

1.      Analyze the significance of job satisfaction, status pay and authority pay as motivational factors, What type of mix you would recommend in your organisation?

2.      State the requirements of a good industrial relations programme in the context of Indian environment?

3.      Answer the following questions

1.      What do you understand by the term multiplicity of trade unions? What are the problems that emerge from this phenomenon? Suggest measures to take care of interunion rivalry.

22.  Describe the machinery provided under the industrial Disputes Act. 1947, for the prevention and settlement of industrial disputes. Do on think that the machinery has worked satisfactory.

23.  Answer the following questions (1996)

1.      Differentiate between performance appraisal and job evaluation. Which one would you consider to evaluate the employee for promotional opportunities?

2.      Filtering of information between supervisors and employees often results in good news going up and bad news going down the organisation. Explain and illustrate.

24.  Answer the following questions

1.      Assuming that you are a human resource specialist, why should it be important for you to understand employee motivation? Explain motivation to work in terms of expectancy theory. Give some practical applications of the theory you could use to motivate employees.

2.      Compare the elative advantages and disadvantages of various recruiting methods, such as advertising, employment agencies, personal referrals and others.

25.  Answer the following questions

1.      Describe collective bargaining. With all the details of the process of this type of negotiations, why should there be industrial disputes every now and them? Do you have some suggestions to offer particularly in case of airlines?

2.      Prepare a note on the grievances handling process in the industry. Does, it warrant improvement? Offer your comments.

26.  Answer the following questions (1997)

1.      Selection procedures may involve rejection of a large number of good candidates but it should ensure selection of persons who will not prove misfits or failures. Comment.

2.      Discuss the merits of a policy which provides of recruitment from within vis-a - vis the merits of a policy for recruiting from outside:

27.  Answer the following questions

1.      Suggest a programme for wage administration ensuring that it does not prove demotivating.

2.      Describe the meaning, purpose and procedure of Job analysis.

28.  Answer the following questions

1.      As per the provisions of Payment of Bonus Act, state who must pay Bonus and who need not.

2.      Differentiate between grievance and conflict and describe how grievances are handled in any industrial unit.

29.  Answer the following questions (1998)

1.      Will it be correct to say that Manpower management has ceased to be the exclusive responsibility of the employer? Explain clearly your answer in the context of the India situation.

2.      Something more than administering various tests for recruitment is needed for an effective recruitment policy. Explain.

30.  Answer the following questions

1.      On the job training has its merits and limitations. Discuss and suggest how people to be appointed on managerial posts should be trained.

2.      In the absence of a sound reward and punishment system motivation of employees is likely to be a big casualty. Discuss and give your views on the reward and punishment systems in large Indian organizations.

31.  Answer the following questions

1.      One can witness different types of managerial styles in Indian enterpreises. Each one with a history of success and failure. Discuss the statement with relevant examples.

2.      Workers participation in management in the present context of Indian Trade Unionism and workers education can only be a mixed blessing. Comment.

32.  Answer the following questions (1999)

1.      Describe the developmental phases and history of Trade Unionism in India.

2.      Briefly point out the characteristics of Industrial Disputes Legislation.

33.  Answer the following questions

1.      What do you understand by conciliation and adjudication? Describe these procedures fully.

2.      How can the employee morale be raised? Explain main techniques of motivation.

34.  Answer the following questions

1.      What do you mean by conflict management and management of change and development?

2.      Briefly narrate the mean characteristics of Payment of Bonus Act.

35.  Transfers for job enrichment (2000)

36.  Identify preconditions for Industrial Democracy and Workers Participation in Management. How are these likely to better industrial relations? Cite some Indian experiences in support for your answer.

37.  There is need for Human Resource Development not only at micro level but also at macro level. Evaluate the statement with reference to India. (2001)

38.  Answer the following questions

1.      How would you identify the training needs for different levels in an organisation? Explain with example.

2.      Why should an organisation have well defined promotion and reward policies and processes?

Explain with examples (30 × 2 = 60).

39.  Promotion differs from up-gradation and transfer (2002)

40.  Human resource accounting

41.  Accurate appraisal of performance is very difficult. In the light of this statement discuss the problems in performance appraisal (60).

42.  Training refers to the Organisations efforts to improve an individuals abilities to perform a job or organisational role whereas development refers to the Organisations efforts to enhance an individuals abilities to advance in his organisation to perform additional job duties. Discuss and make a case for nature and purpose of training policy that may contribute to development (60).(2003)

43.  Performance-Assessment Methods. (2004)

44.  Re-deployment

45.  What are the constituents of a total manpower planning exercise? Discuss in detail how the requirements of manpower in a large industrial enterprise may be determined (60).

46.  Career Development (2005)

47.  In one of the branches of an organisation with 200 staff (all white-collared) who cannot be considered a very docile type, where results were not up to the mark, by changing the seating pattern, increasing lighting and providing drinking water (without demand from the staff), the output increased by 80 percent. Discuss how and why this could happen (60).

48.  Industrial Relations (2006)

49.  Training is different from management development. Explain this statement by giving suitable examples. Discuss various methods of management development. How would you justify huge costs incurred on training and development (60)?

50.  You are a Human Resource Manager of an IT-Organisation operating in India and also in Germany  Sri Lanka and Saudi Arabia. In the recent meeting of Board of Directors, the Chairman of the  Company made a statement by offering peanuts you will attract monkeys only. Based on this statement he expected you to prepare a compensation plan (60).