Download GTU (Gujarat Technological University) MBA 2019 Winter 3rd Sem 1539332 Human Resource Planning And Development Previous Question Paper
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA (IB) ? SEMESTER III ? EXAMINATION ? WINTER 2019
Subject Code: 1539332 Date: 03/12/ 2019
Subject Name: Human Resource Planning & Development
Time: 10.30 am to 01.30 pm Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q. No. Explain following terms. Marks
Q.1 1.Assessment center
2.Competency mapping
3.Career Path
4.Role Conflict
5.Glass Ceiling
6.Job Enrichment
7.Task Analysis
14
Q.2 (a) Discuss the challenges that HRD professionals face ? both in the context
of domestic firms and global firms. Give suitable examples.
07
(b) Define Human Resource Development. What are the skills or
competencies does an HRD manager required to perform efficiently.
07
OR
(b) What is learning? Which are different theories of Learning? Explain any
one theory of learning in detail.
07
Q.3 (a) Needs assessment involves organization, person, and task analysis.
Which one analysis do you believe is most important and why?
07
(b) You are the HRD manager of ABC Ltd. You have to design an HRD
program for the middle level management to improve their leadership
skill. Which training methods you would use and why?
07
OR
Q.3 (a) Explain in brief different training delivery methods and their techniques.
Why it is important for trainers and trainees to establish a rapport with
each other before a training session.
07
(b) What are the advantages of designing an HRD programme in-house
versus purchasing programmes from consultants/trainers/vendors?
07
Q.4 (a) Describe the Four Levels of evaluation that make up Kirkpatrick?s
framework of evaluation in detail with suitable example.
07
(b) How do you feel about attending a classroom training schedule after
lunch? What can a trainer do to make it more effective and interesting?
07
OR
Q.4 (a) What do you mean by poor performance? How the coaching discussion
can be used to improve performance of the employees.
07
(b) Why should companies be interested in helping employees plan their
careers? What benefits can companies gain? What are the risks?
07
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Page 1 of 2
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA (IB) ? SEMESTER III ? EXAMINATION ? WINTER 2019
Subject Code: 1539332 Date: 03/12/ 2019
Subject Name: Human Resource Planning & Development
Time: 10.30 am to 01.30 pm Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q. No. Explain following terms. Marks
Q.1 1.Assessment center
2.Competency mapping
3.Career Path
4.Role Conflict
5.Glass Ceiling
6.Job Enrichment
7.Task Analysis
14
Q.2 (a) Discuss the challenges that HRD professionals face ? both in the context
of domestic firms and global firms. Give suitable examples.
07
(b) Define Human Resource Development. What are the skills or
competencies does an HRD manager required to perform efficiently.
07
OR
(b) What is learning? Which are different theories of Learning? Explain any
one theory of learning in detail.
07
Q.3 (a) Needs assessment involves organization, person, and task analysis.
Which one analysis do you believe is most important and why?
07
(b) You are the HRD manager of ABC Ltd. You have to design an HRD
program for the middle level management to improve their leadership
skill. Which training methods you would use and why?
07
OR
Q.3 (a) Explain in brief different training delivery methods and their techniques.
Why it is important for trainers and trainees to establish a rapport with
each other before a training session.
07
(b) What are the advantages of designing an HRD programme in-house
versus purchasing programmes from consultants/trainers/vendors?
07
Q.4 (a) Describe the Four Levels of evaluation that make up Kirkpatrick?s
framework of evaluation in detail with suitable example.
07
(b) How do you feel about attending a classroom training schedule after
lunch? What can a trainer do to make it more effective and interesting?
07
OR
Q.4 (a) What do you mean by poor performance? How the coaching discussion
can be used to improve performance of the employees.
07
(b) Why should companies be interested in helping employees plan their
careers? What benefits can companies gain? What are the risks?
07
Page 2 of 2
Q.5
INTEGRATIVE CASE STUDY: WELLNESS EFFORTS AT
KPMG
KPMG LLB is a U.S. organization with over 17,000 employees that
provides audit. tax, risk, and advisory services. Especially during tax
season, stress and long hours are common for the majority of KPMG
employees. KPMG worked with two organizations, Ceridian and
WellCall, to provide an integrated program dealing with employee
assistance, work-life issues, as well as health and wellness issues. As
Brain Kelley and colleagues write, ?The goal was to create a healthy
workforce and to empower KPMG?s workforce to maximize functioning
in all four domains of wellness: physical, spiritual, mental and
emotional?.
A ?Passport to Wellness? pilot program was created that
included 20-30 activities in each of four domains (physical, spiritual,
mental and emotional). Barbara Wankoff, KPMG?s Director of
workplace solutions, states, ?The program was run like a travel program
that included mileage, awards, and when participants completed a pre-
determined number of activities, they won bonus point. The program
was a great incentive for many people to get involved in their own
wellness?. Employees could only achieve the status of ?wellness
athlete? after they logged activity across all four domains.
This program gave KPMG wellness data at the level of their
individual offices for the first time. The goal was to target health
management activities where they would be most effective. Wankoff
states that through this program, KPMG saw a rise in no of employees
who sought both preventive, as well as needed care. ?Our hopes are that
some of our employees with high risk factors for disease might have
caught it in time. The wellness pilot was a worthwhile initiative as well
as exciting and rewarding on many levels,?.
(a) What do you like or find interesting about KMPG efforts here? 07
(b) Would you like to have access to a program such as this in your job (or
in your next full-time job)? Why or why not?
07
OR
Q.5 (a) What concern or questions do you have about how KPMG employees
might respond to this program?
07
(b)
If you were an HRD professional at KPMG working to expand the
passport to wellness program to other parts of the organization, what
issues or questions would you want to address?
07
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This post was last modified on 19 February 2020