Total No. of Questions : 5] SEAT No.

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P3905 [Total No. of Pages : 2

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F.Y. M.B.A.

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205 - HR SC - HRM - 01 : COMPETENCY BASED HUMAN

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RESOURCE MANAGEMENT - II

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(2019 Revised Pattern) (Semester - II)
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Time : 2½ Hours] 7/2 [Max. Marks : 50
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Instructions to the candidates:

1) Attempt all questions.
2) Draw diagram/flow chart /module wherever applicable.
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3) Write examples wherever necessary.
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Q1) Attempt any five questions. [10]
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a) Define the term competency

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b) Define Generic competency and functional competency.

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c) Write any two Managerial competencies.
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d) Define the term competency mapping.

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e) Define the term performance management.

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f) Define the terms key performance Area and key performance Indicator.
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g) Define performance planning.

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h) Define knowledge and skill.

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Q2) Attempt any two questions. [10]

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a) Explain in detail the need for competency framework in an organization.
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b) Explain in detail the key competency and technical competency with

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example.
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c) Write the difference between competence and competency.

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Q3) Attempt any one question. [10]

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a) Comment on how Managerial competencies are used while performing

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the functions of Human Resource Management

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b) What is competency Mapping? Explain how to use Lankaster Model of

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competencies in the organization?

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Q4) Attempt any one question. [10]

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a) Analyse leadership competencies required to perform the role of Human

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Resource manager in a IT company.

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b) Solve the following case.

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The Titan Group was winga complex, 100% paper process for

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performance reviews and check-ins for more than 15,000 global

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employees. They wanted to move toward a digital performance

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management strategy but knew they needed to simplify the process first.
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Titan Group set up four traditional components that were stretched across
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three strategic touch points throughout the year. These touch points were
supplemented with ongoing performance management system initiated
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by the HRD. Titan Group were happy to see immediate progress.
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92% of employees were participating in goal-setting reviews, setting an

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average of six goals per employee.
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However, when they dug into the date, they found that 35% of individual

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goals created were misaligned or did not have an impact on the
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organization and its srategic priorities.
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i) Explore the ways to simplify the problems as a HR manager.
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ii) Which types of competencies are required in this situation.

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Q5) a) The competency model is Given. Fill this model as mentioned in each
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quadrant for Training and development. [10]

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Organisational must have Job-specific must have
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Organizational Nice to have Job specific nice to have

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b) Design a competency skill matrix for the profile of Nurse.

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