Download GTU (Gujarat Technological University) MBA 2019 Winter 4th Sem 2840302 Strategic Human Resource Management Previous Question Paper
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER IV ? EXAMINATION ? WINTER 2019
Subject Code: 2840302 Date:02/12/ 2019
Subject Name: Strategic Human Resource Management
Time: 02.30 PM TO 05.30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q.1 (a): Objective Questions 06
1.
The main difference between market driven strategy and resource driven strategy lies in
the way one explains the sources of
A. Profitability difference between
two firms
B. Size difference between two firms
C. Product market strategies of two
firms
D. Manpower strategy difference of two firms
2.
When a company is planning to have a workforce who are from different ethnic groups of
India then it should
A. Place more weight on educational
qualification in its final selection
B. Give more weight to diversity as an
outcome of selection
C. Give more importance to industry
specific work experience
D Give more importance to performance in
interview
3.
Temporary employment relations are likely to be more common in companies that
A. Operate on project mode B. Work in a seasonal industry
C. Require a lot of low-skilled
workers whose supply positions
are high
D. All of the above
4.
One of the greatest advantages of having a plant-level trade union is that
A. you may be able to make wage and
bonus agreement which is less than
the market rate
B. you satisfy statutory requirements of the
state easily
C. your average plant operating cost
per unit product could come down
substantially
D. there will be a better industrial relations
5.
Most of the failure of acquisitions can be traced to
A. Inadequate attention given to soft
asset areas
B. High debt incurred by the acquirer to buy
the target company
C. Wrong time chosen for acquiring a
company
D. Inadequate attention given to target
company customer base
6.
While assessing performance of a team from strategic point of view of a company, all
assessment should necessarily be
A. Objective measures B. A mixture of objective and some subjective
measures
C. Analytical D. As per expectation of the members of the
team
FirstRanker.com - FirstRanker's Choice
1
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER IV ? EXAMINATION ? WINTER 2019
Subject Code: 2840302 Date:02/12/ 2019
Subject Name: Strategic Human Resource Management
Time: 02.30 PM TO 05.30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q.1 (a): Objective Questions 06
1.
The main difference between market driven strategy and resource driven strategy lies in
the way one explains the sources of
A. Profitability difference between
two firms
B. Size difference between two firms
C. Product market strategies of two
firms
D. Manpower strategy difference of two firms
2.
When a company is planning to have a workforce who are from different ethnic groups of
India then it should
A. Place more weight on educational
qualification in its final selection
B. Give more weight to diversity as an
outcome of selection
C. Give more importance to industry
specific work experience
D Give more importance to performance in
interview
3.
Temporary employment relations are likely to be more common in companies that
A. Operate on project mode B. Work in a seasonal industry
C. Require a lot of low-skilled
workers whose supply positions
are high
D. All of the above
4.
One of the greatest advantages of having a plant-level trade union is that
A. you may be able to make wage and
bonus agreement which is less than
the market rate
B. you satisfy statutory requirements of the
state easily
C. your average plant operating cost
per unit product could come down
substantially
D. there will be a better industrial relations
5.
Most of the failure of acquisitions can be traced to
A. Inadequate attention given to soft
asset areas
B. High debt incurred by the acquirer to buy
the target company
C. Wrong time chosen for acquiring a
company
D. Inadequate attention given to target
company customer base
6.
While assessing performance of a team from strategic point of view of a company, all
assessment should necessarily be
A. Objective measures B. A mixture of objective and some subjective
measures
C. Analytical D. As per expectation of the members of the
team
2
Q.1 (b) Define the terms:
1. Broad Banding
2. Diagnostic Skill
3. Markov Method
4. Soft Asset due diligence
04
Q.1 (c) What are the various factors affecting the organizational micro HR policy?
Explain.
04
Q.2 (a) Prepare a note on techniques of Strategic Human Resource Planning. 07
(b) What is meant by strategic recruitment? Explain some external sources
of strategic recruitment.
07
OR
(b) Human resource-based competitive advantage could be built from
employee skills and expertise, organizational culture, and human resource
systems. Among these three methods which one a tough challenger would
find hardest to duplicate and why?
07
Q.3 (a) Why complete outsourcing of the job of strategic selection is not
desirable yet selective involvement of outside experts are extensively
used in selection of key executives. - Explain
07
(b) You are being appointed as HR management of moderate size bank which
there in all the states of India. Your Senior Manager asked you to prepare
skill inventory of all the officers of the bank. What would you do? How
skill inventory report could help the bank for further strategic plan?
07
OR
Q.3 (a) What is meant by organizational isomorphism? Why does HR service not
show high degree of isomorphism and only organization structure show
high degree?
07
(b) After joining as a divisional head of a manufacturing company, you
come to know that many of your first line supervisors are very harsh
towards the workers working under their supervision. You checked the
personal files of those supervisors. You find most of them are highly
talented engineers and are from top-ranking institutes of the country.
You are planning for some developmental program for them. Among the
various areas of development, what areas will you consider as of
immediate importance for these first line supervisors?
07
Q.4 (a) ?Despite many advantages, 360 degree appraisal method is still not very
popular in most Indian business organizations.? ? Discuss.
07
(b) ?Trade union could be source of new strategy.? ? Comment. 07
OR
Q.4 (a) Compare the virtues and vices of seniority and performance-based
compensation policies.
07
(b) ?Many times merger and acquisition are more like fish jumping from a
frying pan into fire.? - Explain.
07
FirstRanker.com - FirstRanker's Choice
1
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER IV ? EXAMINATION ? WINTER 2019
Subject Code: 2840302 Date:02/12/ 2019
Subject Name: Strategic Human Resource Management
Time: 02.30 PM TO 05.30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q.1 (a): Objective Questions 06
1.
The main difference between market driven strategy and resource driven strategy lies in
the way one explains the sources of
A. Profitability difference between
two firms
B. Size difference between two firms
C. Product market strategies of two
firms
D. Manpower strategy difference of two firms
2.
When a company is planning to have a workforce who are from different ethnic groups of
India then it should
A. Place more weight on educational
qualification in its final selection
B. Give more weight to diversity as an
outcome of selection
C. Give more importance to industry
specific work experience
D Give more importance to performance in
interview
3.
Temporary employment relations are likely to be more common in companies that
A. Operate on project mode B. Work in a seasonal industry
C. Require a lot of low-skilled
workers whose supply positions
are high
D. All of the above
4.
One of the greatest advantages of having a plant-level trade union is that
A. you may be able to make wage and
bonus agreement which is less than
the market rate
B. you satisfy statutory requirements of the
state easily
C. your average plant operating cost
per unit product could come down
substantially
D. there will be a better industrial relations
5.
Most of the failure of acquisitions can be traced to
A. Inadequate attention given to soft
asset areas
B. High debt incurred by the acquirer to buy
the target company
C. Wrong time chosen for acquiring a
company
D. Inadequate attention given to target
company customer base
6.
While assessing performance of a team from strategic point of view of a company, all
assessment should necessarily be
A. Objective measures B. A mixture of objective and some subjective
measures
C. Analytical D. As per expectation of the members of the
team
2
Q.1 (b) Define the terms:
1. Broad Banding
2. Diagnostic Skill
3. Markov Method
4. Soft Asset due diligence
04
Q.1 (c) What are the various factors affecting the organizational micro HR policy?
Explain.
04
Q.2 (a) Prepare a note on techniques of Strategic Human Resource Planning. 07
(b) What is meant by strategic recruitment? Explain some external sources
of strategic recruitment.
07
OR
(b) Human resource-based competitive advantage could be built from
employee skills and expertise, organizational culture, and human resource
systems. Among these three methods which one a tough challenger would
find hardest to duplicate and why?
07
Q.3 (a) Why complete outsourcing of the job of strategic selection is not
desirable yet selective involvement of outside experts are extensively
used in selection of key executives. - Explain
07
(b) You are being appointed as HR management of moderate size bank which
there in all the states of India. Your Senior Manager asked you to prepare
skill inventory of all the officers of the bank. What would you do? How
skill inventory report could help the bank for further strategic plan?
07
OR
Q.3 (a) What is meant by organizational isomorphism? Why does HR service not
show high degree of isomorphism and only organization structure show
high degree?
07
(b) After joining as a divisional head of a manufacturing company, you
come to know that many of your first line supervisors are very harsh
towards the workers working under their supervision. You checked the
personal files of those supervisors. You find most of them are highly
talented engineers and are from top-ranking institutes of the country.
You are planning for some developmental program for them. Among the
various areas of development, what areas will you consider as of
immediate importance for these first line supervisors?
07
Q.4 (a) ?Despite many advantages, 360 degree appraisal method is still not very
popular in most Indian business organizations.? ? Discuss.
07
(b) ?Trade union could be source of new strategy.? ? Comment. 07
OR
Q.4 (a) Compare the virtues and vices of seniority and performance-based
compensation policies.
07
(b) ?Many times merger and acquisition are more like fish jumping from a
frying pan into fire.? - Explain.
07
3
Q.5 On January 08, 2006, Toyota Motor Corporation's (Toyota) Indian joint
venture company, Toyota Kirloskar Motor Private Limited (TKM) declared
a lockout at its plant in Bidadi, Karnataka. The lockout came after two days
of agitation by the plant's employees against the dismissal of three workers
by the management. The strike was the outcome of an incident that
occurred in February 2004 when the management suspended 15 employees
on the grounds of disrupting work and for unruly behavior. In 2006, TKM
dismissed three of these fifteen employees after a year-long investigation
and appraisal of their performance. The management stated that the three
employees had been dismissed due to their indiscipline and poor
performance. In response to the company's decision, the employees
belonging to the TKM Employees' Union (TKMEU) decided to go on
strike. They alleged that the three employees had been dismissed because
they had been actively participating in the functioning of the TKMEU and
demanded that they be reinstated. As of January 2006, TKM had 2,358
employees on its rolls at Bidadi. Of these, 1,550 workers were members of
the TKMEU.
Rejecting their demands, TKM's management stated that workers once
dismissed would not be taken back. The workers immediately went on
strike. The management then declared a lockout stating concern for the
safety of the plant and the workers as the reason. It also added that the
lockout would continue for an indefinite period until the work atmosphere
became peaceful.
Answer the questions:
1. What are the causes that lead to strikes in the factory and its impact on
the employees and the company?
2. Why did TKM declared a lockout at its plant in Bidadi, Karnataka? How
is TKM managing the same?
3. What various steps are required to be taken by the top management for
ensuring peaceful working environment in the company?
14
OR
FirstRanker.com - FirstRanker's Choice
1
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER IV ? EXAMINATION ? WINTER 2019
Subject Code: 2840302 Date:02/12/ 2019
Subject Name: Strategic Human Resource Management
Time: 02.30 PM TO 05.30 PM Total Marks: 70
Instructions:
1. Attempt all questions.
2. Make suitable assumptions wherever necessary.
3. Figures to the right indicate full marks.
Q.1 (a): Objective Questions 06
1.
The main difference between market driven strategy and resource driven strategy lies in
the way one explains the sources of
A. Profitability difference between
two firms
B. Size difference between two firms
C. Product market strategies of two
firms
D. Manpower strategy difference of two firms
2.
When a company is planning to have a workforce who are from different ethnic groups of
India then it should
A. Place more weight on educational
qualification in its final selection
B. Give more weight to diversity as an
outcome of selection
C. Give more importance to industry
specific work experience
D Give more importance to performance in
interview
3.
Temporary employment relations are likely to be more common in companies that
A. Operate on project mode B. Work in a seasonal industry
C. Require a lot of low-skilled
workers whose supply positions
are high
D. All of the above
4.
One of the greatest advantages of having a plant-level trade union is that
A. you may be able to make wage and
bonus agreement which is less than
the market rate
B. you satisfy statutory requirements of the
state easily
C. your average plant operating cost
per unit product could come down
substantially
D. there will be a better industrial relations
5.
Most of the failure of acquisitions can be traced to
A. Inadequate attention given to soft
asset areas
B. High debt incurred by the acquirer to buy
the target company
C. Wrong time chosen for acquiring a
company
D. Inadequate attention given to target
company customer base
6.
While assessing performance of a team from strategic point of view of a company, all
assessment should necessarily be
A. Objective measures B. A mixture of objective and some subjective
measures
C. Analytical D. As per expectation of the members of the
team
2
Q.1 (b) Define the terms:
1. Broad Banding
2. Diagnostic Skill
3. Markov Method
4. Soft Asset due diligence
04
Q.1 (c) What are the various factors affecting the organizational micro HR policy?
Explain.
04
Q.2 (a) Prepare a note on techniques of Strategic Human Resource Planning. 07
(b) What is meant by strategic recruitment? Explain some external sources
of strategic recruitment.
07
OR
(b) Human resource-based competitive advantage could be built from
employee skills and expertise, organizational culture, and human resource
systems. Among these three methods which one a tough challenger would
find hardest to duplicate and why?
07
Q.3 (a) Why complete outsourcing of the job of strategic selection is not
desirable yet selective involvement of outside experts are extensively
used in selection of key executives. - Explain
07
(b) You are being appointed as HR management of moderate size bank which
there in all the states of India. Your Senior Manager asked you to prepare
skill inventory of all the officers of the bank. What would you do? How
skill inventory report could help the bank for further strategic plan?
07
OR
Q.3 (a) What is meant by organizational isomorphism? Why does HR service not
show high degree of isomorphism and only organization structure show
high degree?
07
(b) After joining as a divisional head of a manufacturing company, you
come to know that many of your first line supervisors are very harsh
towards the workers working under their supervision. You checked the
personal files of those supervisors. You find most of them are highly
talented engineers and are from top-ranking institutes of the country.
You are planning for some developmental program for them. Among the
various areas of development, what areas will you consider as of
immediate importance for these first line supervisors?
07
Q.4 (a) ?Despite many advantages, 360 degree appraisal method is still not very
popular in most Indian business organizations.? ? Discuss.
07
(b) ?Trade union could be source of new strategy.? ? Comment. 07
OR
Q.4 (a) Compare the virtues and vices of seniority and performance-based
compensation policies.
07
(b) ?Many times merger and acquisition are more like fish jumping from a
frying pan into fire.? - Explain.
07
3
Q.5 On January 08, 2006, Toyota Motor Corporation's (Toyota) Indian joint
venture company, Toyota Kirloskar Motor Private Limited (TKM) declared
a lockout at its plant in Bidadi, Karnataka. The lockout came after two days
of agitation by the plant's employees against the dismissal of three workers
by the management. The strike was the outcome of an incident that
occurred in February 2004 when the management suspended 15 employees
on the grounds of disrupting work and for unruly behavior. In 2006, TKM
dismissed three of these fifteen employees after a year-long investigation
and appraisal of their performance. The management stated that the three
employees had been dismissed due to their indiscipline and poor
performance. In response to the company's decision, the employees
belonging to the TKM Employees' Union (TKMEU) decided to go on
strike. They alleged that the three employees had been dismissed because
they had been actively participating in the functioning of the TKMEU and
demanded that they be reinstated. As of January 2006, TKM had 2,358
employees on its rolls at Bidadi. Of these, 1,550 workers were members of
the TKMEU.
Rejecting their demands, TKM's management stated that workers once
dismissed would not be taken back. The workers immediately went on
strike. The management then declared a lockout stating concern for the
safety of the plant and the workers as the reason. It also added that the
lockout would continue for an indefinite period until the work atmosphere
became peaceful.
Answer the questions:
1. What are the causes that lead to strikes in the factory and its impact on
the employees and the company?
2. Why did TKM declared a lockout at its plant in Bidadi, Karnataka? How
is TKM managing the same?
3. What various steps are required to be taken by the top management for
ensuring peaceful working environment in the company?
14
OR
4
Q.5 Berkely Investments is a reputed finance company having 15 branches in
different part of the country. In the home office there are more than 200
employees. This company has a performance rating under which the
employees are rated at six months intervals by a committee of two
executives. Graphic scales have been used as means of appraisal. The
qualities considered are responsibility, initiative, and interest in work,
leadership potential, co-operative attitude and community activity. After the
performance is evaluated, the ratings are discussed with the concerned
employees by their immediate boss who counsels them. The ratings aroused
to influence promotions and salary adjustments the employees and also as a
criterion for assigning further rating for them. Recently three employees of
the company called on the company?s president to express their
dissatisfaction with the ratings they had received. Their scores and
composite ratings had been discussed with them. Because their ratings were
comparatively low, they had been denied annual increments in salary.
Approximately, two thirds of all the employees received such increments.
The aggrieved employees argued that their ratings did not accurately
represent their qualifications or performance. They insisted that
?community activity? was not actually a part of their job and that what they
do off the job is none of the company?s business. They expressed their
opinion that employees should organize union and insist that salary increase
be automatic. The threat of a union caused concern to the officers of the
company. This particular experience convinced the top officers that ratings
may represent a serious hazard to satisfactory relationship with employees.
Even the chief executive finds that performance appraisal is a dangerous
source of friction and its hazards outweigh its values; so it should be
discontinued altogether.
Questions:
1. How far do you agree with the management that performance appraisal
should be discontinued?
2. If you were the HR manager, how would you tackle the situation? What
modifications would you suggest in the performance appraisal system of the
company?
14
*************
FirstRanker.com - FirstRanker's Choice
This post was last modified on 19 February 2020