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Examination Newspaper: Human Resource Management IIBM Institute of Business Supervision Examination Paper Human Resource Creation & Training Section A: Objective Type (30 marks)?? This section includes Multiple Decision and Brief answer type questions. Response all the questions. Component one concerns carry you mark each & Portion Two concerns carry 5 marks every.
MM. 90 Part 1: Multiple selections: 1 . HRD is the procedure for helping visitors to acquire a. Competition b. Completeness c. Expertise d. Probably none of the previously mentioned Techniques of human resource advancement are also known as. HRD methods b. HRD instruments c.
HRD system d. All the above In India HRD began only in a. 1972s b. eighties c. 1910s d. 1990s 2 . several. 4. PUBS stands for a. Behaviourally Moored Rating Range b. Behaviourally Anchoring Ranking Scale c. Behaviourally Appraisal Rating Size d. non-e of the above 5. Amounts of evaluations to train programmes can be a. 7 b. 6 c. 5 deb. 10 you IIBM Company of Organization Management Examination Paper: Human Resource Management 6. Functionality appraisal is actually a ________ technique of identifying, organizing, developing employee performance a. Multi-stages n. Single-stages c. Dual-stages g. All of the over 7.
Círculo effect is a tendency towards the judge most aspects of a _____________ a. Person’s habit b. Perspective behavior c. Performance appraisal d. All of the above eight. QWL means a. Quality of work your life b. Top quality of worker life c. Quantity of work life d. non-e in the above on the lookout for. 360 ” degree feedback can be used as a tool to get performance ________ a. Evaluation b. Examine c. Analysis d. non-e of the previously mentioned 10. Job planning is known as a _______ that constitute exactly what a person does for a living a. Collection of job b. Pattern of careers c. Collection of total d. non-e of the over Part Two: 1 . Describe the ‘benefits of HRD’. 2 .
Briefly explain ‘on the job and off the job’ methods of teaching and development. 3. Make clear the aims of ‘Performance Appraisal’. 4. Differentiate between HRM and HRD principle. END OF SECTION A 2 IIBM Institute of Business Management Examination Daily news: Human Resource Management Section B: Case lets (40 marks)?? This section consists of Case lets. Response all the questions. Every single case permit carries twenty marks. Detailed information will need to form the part of your response (Word limit 150 to 200 words). Case let 1 Summary of the organization: XYZ Company began 20 years ago, to produce gearbox pieces for diesel-powered engines.
It employs around 250 people, having a head office, which engages a wide range of workers who are usually well educated and enthusiastic about their particular work, and a manufacturer, which uses semi-skilled residents who are generally disinterested inside the products of the company and who have an instrumental attitude to work, seeing income as the sole reward. Short Description from the Problem: The performance in the Company is actually not good as well as the records exposed the following details:??? Wastage within the factory was costing the business approximately Rs. 100, 500 a month.
There was wide spread variations in individual operate standards Procedures were non-standardized resulting in repeated problems Managing made all decisions and cascaded the actual result down to workers The top management became worried about the overall performance of the factory and they employed Mr. Tanmoy Deb, a great OD expert to study the situation and advise specific becomes relationships and tasks with the following objectives: To review and improve connection systems. To restructure the business and to review teamwork and quality techniques. To review management issues around all amounts.
Mr. Tanmoy Deb completed discussions, selection interviews and online surveys and made the next observations:??? There’ and ‘us’ attitude was widely prevalent between hq and manufacturer personnel Production personnel lacked technical skills Factory personnel felt alienated from writing the Company’s success Production systems were adhoc and defective because of frequent variations in standards set Many times natural material was found to get of inferior quality Rigidly defined job descriptions Questions: 1 . What in the view are definitely the central human resources issues involved in this case? 2 .
What technique should Mr. Tanmoy Deb develop and implement intended for improving the present system?? a few IIBM Institute of Business Management Examination Paper: Human Resource Management Case allow 2 Summary of the organization: XYZ Company is definitely an existing revenue making FMCG Company. The corporation has six-hundred personnel and has twigs all other the nation. It has a individual training section with a Schooling Manager, Mr. A. S. Mohan as its head who is supported by two qualified training officers. Mister. Mohan has been around the company for the last 8 years and is incredibly efficient. Short Description with the Problem: Mister.
Mohan wants to leave the corporation. He is exhausted by organizational politics. He is disappointed and in simple fact frustrated. There are many reasons attached with it. First and foremost is that he is not paid out adequately although he has brought 12% growth in revenue to the organization. Second cause is that he is not contacted and continuously neglected whilst making decisions on teaching aspects. Last but not least, he thinks himself to become victim of politics performed in the organization. Production Supervisor is constantly hurting him and interferes with the task. Dr . Ashok Sarao, boss of Mr.
A. G. Mohan will not want him to keep the organization, as he knows that the effectively will come down in the event that he leaves. Dr . Ashok tries to encourage Mohan that he should certainly adjust him self with the environment and also look at how Mohan is constantly neglected. He reveals of how governmental policies is played out in the organization and pros and cons of Mohan but really does nothing to encourage Mohan. Somewhat he says that they need to adjust, because they are part of relatives run business. In this establishing, personal formula rather than merit works. Mohan is certainly not convinced, and says he can leaving. Questions: 1 .
Why a high musician like Mr. Mohan decided to leave the corporation he have been long component to? 2 .
You read ‘Examination Paper: Hrm IIBM Institute’ in category ‘Essay examples’ Do you think Mister. A. S. Mohan required the right decision to keep the organization? What would you have done if you were in the shoes? END OF SECTION B Section C: Used Theory (30 marks)?? It consists of Applied theory Solution all the questions. Each question bears 15 marks. Detailed data should make up the part of the answer (Word limit 2 hundred to two hundred and fifty words). 1 . Discuss the standard concept of management development. What is the importance of management creation in the changing business?. So what do mean by simply Quality of life? Go over various techniques to improve quality of work lifestyle. END OF SECTION C 4 IIBM Institute of Business Managing Examination Conventional paper: Human Resource Management IIBM Institute of Business Supervision Examination Daily news Industrial Relations Section A: Objective Type (30 marks)? This section contains True and False & Short Response type concerns.? Answer all the questions.? Part 1 questions bring 1 indicate each & Part Two questions bring 5 represents each. Component One: Multiple choices: 1 ) Workers engagement in management decision-making is a highly________ concept.. Appartment building b. Intricate c. Simplex d. non-e of the over 2 . The foundation of industrial relationships in India can be followed in to the a. Second world war m. First community war c. Third world conflict d. Uk rule several. Under the repayment of wages act, 1936, no income period shall exceed for one. a. 4 month w. Two month c. A month d. None of them of the previously mentioned 4. Collective bargaining may be the process of negotiating between a. employees & employer w. workers & workers c. employees & employees d. Not one with the above your five. Layoff also can cause a ________ a. Pension b. Grievance c. Discord d. non-e of the previously mentioned MM. 00 5 IIBM Institute of Business Supervision Examination Daily news: Human Resource Management six. As per payment of bonus act, accounting year for the company is usually ________ a. One year n. Period for which balance sheet can be prepared c. Period which is why cash flow is prepared d. Period that profit and loss accounts is prepared 7. WPM stands for a. Workers’ Engagement in Management m. Workers’ Payment of Supervision c. Well fare Repayment of Supervision d. None of them of the over 8. Factors behind Industrial arguments are a. Economical causes m. Political triggers c. Technological causes deb.
All of the over 9. Transact unions of workers within an organization formed by workers to protect their very own a. Doing work condition b. Interest c. Both a & b d. non-e of the previously mentioned 10. A grievance causes in any organization are a. Work environment b. Oversight c. Function group m. All of the above Part two: 1 . Exactly what are the basic reasons for ‘Grievances’? 2 . What are the objectives of ‘Industrial Relations’? 3. Quickly explain the definition of ‘evolution of Trade unions in India’. 4. Make clear the ‘workers’ participation in management’. END OF SECTION A six IIBM Commence of Organization Management
Evaluation Paper: Human Resource Management Section W: Case lets (40 marks)?? This section consists of Case allows. Answer the questions. Each case let carries 20 markings. Detailed info should form the part of the answer (Word limit 150 to two hundred words). Case let 1 Star Cars Ltd. Pimpary is in the discipline of manufacturing of two wheelers. They produce and marketplace mopeds. These are available in the brand names ‘arrow’ and ‘double arrow’ wherever ‘arrow’ is usually their classic product and ‘double arrow’ is the increased version. The business was started about twenty yrs in the past.
Their merchandise ‘arrow’ loves a reasonably good reputation plus they were comfy in the market. However , with the access of the new generation of fuel-efficient mopeds the company started out loosing it is market. That they immediately started out developing the improved ‘double arrow’ but by the time they will came out with this new model the competitors had already heightened their situation in the market. The arrow unit was still appropriate by a section of the market as it was least expensive vehicle. ‘Double arrow’ is new technology vehicle. It had been costlier than Jet nevertheless performance was much superior.
It is in comparison favorably with the competitors’ products, however it was yet to achieve a feet hold available in the market. The company had to refurbish the marketing activities in order to get again their business. They used young revenue engineer to launch a strong sales drive. Mr. Ramesh Tiwari, Btech and certain amount holder in marketing received selected and was place on the job. Mister. Ramesh Tiwari started well in his new job. Having been given a territory to make contact with the possible customers’ andto book the orders. The corporation had released a new financial assistance plan. Under this kind of scheme, customers were given convenient loans.
It absolutely was particularly helpful for group booking by simply employees doing work in an organization. Mr. Ramesh Tiwari was able to get in touch with people in different organization, request group bookings and help the financial loans. His efficiency was good in the 1st year and in the second 12 months of his service. The business had its very own system of worthwhile those whose performance happened to be good. They generally arranged a paid holiday trip pertaining to the good performer along with his partner. Mr. Ramesh Tiwari was accordingly educated by the marketing manager to visit Chennai with his wife upon company bills. Mr.
Ramesh Tiwari asked him as to how much it might cost towards the company. The marketing director calculated and told him that it would cost regarding 8000/-. He quickly asked him if he could get that 8000/- in cash instead of the trip as he hadbetter plans. The 7 IIBM Institute of Business Supervision Examination Daily news: Human Resource Management marketing manager countered this saying it might not be feasible to doso. It was certainly not the trading of the organization, however he’d check with the personnel supervisor. After a few days, Mr. Tiwari was educated that it probably would not be feasible to give him a cash reward.
Mr. Tiwari grudgingly went for the trip and returned. In the return, having been heard complaining to one of his colleagues his very little daughter was also along with him. The advertising manager and the personnel administrator thought he was a bit too fusy about the bucks and some of his colleagues also thought so. Throughout the subsequent days Mr. Ramesh Tiwari’s overall performance was not all that satisfactory this showed his lukewarm attitude towards his job as well as the subordinates. Concerns: 1 . Would the employees manager manage the issue correctly? 2 . What is your recommendation to avoid such scenarios in future?
Case let two In 1950, with the achievement of the Insurance Act, Federal government of India decided to deliver all the insurance providers under a single umbrella of the Life Insurance Firm of India (LIC). Regardless of the monopoly of LIC, the insurance sector was not doing well. Right up until 1995, just 12% with the country’s persons had protection plans. The need for going through the insurance marketplace was experienced and consequently the us government of India set up the Malhotra Panel. On the basis of their very own recommendation, Insurance Development and Regulatory Authority (IRDA) Action was approved in parliament in 2000.
This shifted allowed the private insurers in the market with the strong foreign partners with 74: 26% stakes. XYZ-Moon life was one of the first three private players getting the certificate to operate in India back in 2000. XYZ Moon life Insurance was a joint venture between the XYZ Group and Moon Inc. of US. XYZ started off it is operations more than 40 years ago, providing finance for commercial development as then it got diversified in to housing financial, consumer finance, mutual money and now its latest endeavor was Insurance coverage.
Its foreign partner Celestial satellite Inc. acquired its presence in Asia since the past 75 years catering to over 1 mil customers throughout 11Asian countries. Within a period of 2 yrs, twelve private players attained the certificate from IRDA. IRDA acquired provided selected base guidelines like, Endowment Policies, Money back Policies, Retirement living Policies, Group Policies, Whole Life Policies, and Health Guidelines. They were free to customize goods by adding around the riders. Back in 2003, the company becomes one of many market frontrunners amongst the exclusive players.
Until 2003, total market share of private insurers was about 4%, but Moon Your life was executing well together the market talk about of about thirty percent of the private insurance business. In June 2002, XYZ Moon Existence started the operations in Nagpur with one Product sales Manager(SM) and ten Development Officers (DO). The function of a PERFORM was to generate the brokers and sell a profession to those with an inclination to insurance and may work either on part-time or full time basis. We were holding very certain in enrolling the agents, because all their contribution straight reflected their particular performance.
All DOs encountered three challenges such as Case Rate (number of policies), case size (amount of premium), and recruitment of advisors simply by natural marketplace, personal findings, nominators, and centre of influence. Bonus of made available from the company to development representatives and providers were based on their performance, which usually resulted in to internal competition and finally changed into rivalry. 8 IIBM Start of Organization Management Examination Paper: Human Resource Management In August 2002, a part manager became a member of along with one more product sales manager and ten advancement officers.
At first, the department was carrying out well and was able to build their picture in the local market. As the industry was dynamic in nature, there were frequent possibilities bubbling in the market. In order to monetize the outside possibilities, one product sales manager remaining the organization in January 2003. As the sales manager was a true performer, he was able to persuade all the good performers for XYZ Celestial body overhead Life Insurance to participate in the new firm. In the spring 2004, the business faceda burial plot problem, when the Branch Supervisor left the organization for even more green pastures.
To fill the position, in May 2004, the company equiped a new branch manager, Shashank Malik, and a revenue manager, Rohit pandey. The branch manager in his early thirties experienced of product sales and teaching of about 12 years and was looking after two branches i actually. e., Nagpur and Nasik. Malik was given one Assistant Manager and twenty-five Development Representatives. Out of this, ten were reporting to him. Having been given the responsibility of handling all the operations and the specialist to make all of the decisions, when informing the Branch Manager.
Malik opined that the insurance industry is actually a sunrise industry where time plays a crucial role as the business will be based upon relationship. This individual wanted to inspire one-to-one discussion, transparency and discipline in his organization. When managing his team, he wanted his co-workers to analyze themselves i actually. e., to know their own pros and cons. He wanted them to be result-oriented and was happy to extend his full support. Finally, this individual wanted to present weekly analysis in his system along with inflow of new blood in the organization.
Employing his great experience, started informal relationships among the staff, by arranging outings and parties, to inculcate the good feelings of friendliness and that belong. He wished to increase the determination level and integrity of his small dynamic team by assisting proper channelization of their energy. He believed that right training may give his team an effective understanding of the business enterprise and the characteristics of insurance industry. Inquiries: 1 . If you were Malik, what strategies will you adopt to resolve the problem? installment payments on your With substantial employee proceeds in insurance industry, how could the company maintain a person like Malik?
END OF SECTION W Section C: Applied Theory (30 marks)?? This section consists of Applied theory. Answer the questions. Each question carries 15 marks. Thorough information will need to form the element of your answer (Word limit 200 to 250 words). 1 . Precisely what are issues in labour guidelines in India? Comment with relevant reason. 2 . Talk about the wage policy in India with regards to detailed analysis of the take action. END OF SECTION C H-29122011 9 IIBM Start of Organization Management Exam Paper: Hrm 10 IIBM Institute of Business Managing