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Foundation of Human Resource Management Assignment
Foundation of Human Resource Management Assignment
Subject Name
Course
Student Name
Roll No.
Semester
Online BBA
Assignment B
Q1. Explain the steps you will suggest to design an effective salary system for a medium sized
equipment manufacturing organization.
Q2. Discuss the concept of relevance of employee discipline. Identify the important
methods of grievance handling, with examples.
Q3. Style Warehouse is a major retailer of mens business clothing. Despite the increasing size
of the services sector, management of retail personnel is often poor and turnover is high. Further,
training is non existent and the industry is increasingly competitive. Style Warehouse wishes to
establish itself as a quality clothier with a high growth and earnings rate, as well as growth in its
stock value. If you were the training manager of Style Warehouse:
(a) What kinds of training programmes would you organize for the employees of the
organization?
(b) What approach would you follow for evaluating the effectiveness of training?
Case Study
Mariam has been a data processing supervisor for two years. She is in the process of selecting a
candidate for a programmer trainee position she has created. Her plan is to develop the trainee
into a system analyst within two years. Since this is a fast track, she needs a candidate whose
aptitude and motivation is high.
Fourteen candidates applied for the job in employment section of the human resource
department. Six were women, eight were men. An employment specialist screened the
candidates for Mariam using a carefully prepared interview format that included questions to
determine job - related skills. Six candidates, three women and three men, were referred to
Mariam.
Mariam then conducted structured, in depth interviews and further narrowed the selection to
one woman and two men. Her boss, a company vice president, agrees with her judgment after
hearing Mariams description of the candidates. However, Mariams boss feels particularly
unsure of the abilities of the female candidates. From the selection interview, past job experience
and education, there is no clear indication of the candidates ability to perform the job. The vice
president is insistent that Mariam should screen the candidate with a programmer aptitude test
devised by a computer manufacturing firm. The test had been given four years ago, and some of
the most successful current analysis had scored high on it.
Mariam went to the human resource department and asked them to administer the test to the
questionable candidate. The human resource manager informed her that the company policy
had been to do no testing of any kind during the last two years. Mariam explained that the
request had come from a vice president and asked that she be given a decision on her request
by Friday.
Questions
(a) Identify and evaluate the stages of the selection process reflected in the case.
(b) If you were Mariam, what would you do?
(c) Suggest a selection process which such organizations as that of Mariams could adopt
easily.
Assignment C
1. HRM is an approach to the management of:
a) Organization
b) Jobs
c) People
d) Activities
b) McGregor
c) Likert
d) Argyris
10. Human Resource Management (HRM) functions are broadly classified into managerial
functions and operative functions. The basic managerial functions of HRM are:
12.
A program in which employees continue their present jobs, but duties are added with the
13. A specialized category of private agencies, who cater mostly to top management level
recruitment needs is known as
14. The process of choosing the most suitable candidate for a job among the available applicants
is called
(a) Selection
(b) Recruitment
(c) Human resource planning
(d) Job analysis
.
15. The process of selection starts with a review of the applications. Which of the following steps
follows the review of the application?
(a) Analysis of the application blank
(b) Preliminary interview
(c) Reference check
(d) Initial screening interview.
16. Once the interviewer has decided on the format, he can start formulating specific questions.
The question Tell me about yourself belongs to which of the following type of questions?
(a) Open-ended question
(b) Closed-ended question
(c) Critical question
(d) Casual question
17. In which of the following methods of ranking, every employee is compared with every other
employee in the group and the employees are ranked based on the number of times they emerge
the winner in each comparison?
19. Which of the following is the amount of remuneration that is just sufficient to enable an
average worker to fulfill all his obligations?
(a) Bonus
(b) Maximum wage
(c) Dearness allowance
(d) Minimum wage
20. In which of the following job analysis methods, individuals performing the job are observed
and relevant points are noted?
21. A conflict resolution technique in which a neutral third party attempts to assist the conflicting
parties in reaching an agreement is:
(a) mediation.
(b) cooperation.
(c) arbitration.
(d) dissolution.
22. An incentive pay plan for factory assembly line workers would be most likely to use which
of the following methods?
(a) Piecework
(b) Stock options
(c) Golden parachutes
(d) Perquisites
23. Organizations wishing to ensure a suitable supply of employees for current and future
senior or key jobs should consider implementing:
(a) personalization
(b) mentoring
(c) Socialization
(d) institutionalization
25. Performance Appraisal is a primary HRM process that links employees and organizations
and provides input for other processes through these means
(a)Identification, Measurement, Management
jobs
satisfactorily.
(d) reduce turnover and absenteeism.
29. The information obtained from job analysis is also used in developing compensation
packages, it is called(a) Job description
(b) Job evaluation
(c) Job enrichment
(d) None of the above
30. The two most widely popular approaches to job design are(a) Job enlargement
(b) Job enrichment
(c) Both a and b
(d) Neither a and b
31. A step-by-step self-learning method that consists of presenting the information, allowing a
response, and providing feedback on the response is:
32. The monetary benefits and non-monetary benefits given to employees during their
employment and sometimes in the post-employment period are called
(a) Fringe benefits
(b) Performance appraisal benefits
(c) Management development benefits
(d) Bonus
33. If an organization's pay rates are similar with prevailing rates in other organizations, the
compensation structure reflects:
group
that contributes to the organization. Which of the following is not included in employee
relations?
(a) Increasing employees productivity
(b) Keeping the employees satisfied and motivated
(c) Developing team building, team management and leadership skills in employees
(d) Reducing the quality of work life and personal life of the employees.
35. Which of the following functions of HRM deals with 'Collective Bargaining'?
(a) Staffing
(b) Forcasting
(c) Employee-assistance management
(d) Employee-relations management
36. In which of the following appraisal systems, the employees performance is evaluated by
his/her supervisor, his/her peers, his/her internal/external customers and suppliers and his/her
subordinates?
(a) Checklist
(b) Behaviorally anchored rating scale
(c) 360 degree feedback
(d) Team appraisal
37. Organizational rewards can be both extrinsic and intrinsic. Which of the following is an
example for extrinsic rewards?
(a) Appreciation
(b) Job satisfaction
(c) Promotion
(d) Motivation
38. What is the term used to describe the process of helping a new employee to settle quickly
into their job so they become efficient and productive workers?