Download GTU (Gujarat Technological University) MBA (Master of Business Administration) 2019 Summer 4th Sem 3549232 Strategic Human Resource Management Shrm Previous Question Paper
Seat No.: ______________ Enrolment No.___________________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 4 ? EXAMINATION ? SUMMER 2019
Subject Code: 3549232 Date:06/05/2019
Subject Name: Strategic Human Resource Management (SHRM)
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. Marks
Q.1 (a) Off The Job training
(b) Job design
(c) Recruitment
(d) Turnover rate
(e) Compensation
(f) Exit interview
(g) Employment rate
14
Q.2 (a) What are the limitations of internal HR development strategy?
Explain how it can be overcome if you are HR manager?
07
(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
OR
(b) What are the different roles HR can play in knowledge based
economy & which are the different critical HR competencies to
perform these roles better?
07
Q.3 (a) Explain the Model of SHRM? Enlist different barriers for
SHRM?
07
(b) What do you mean by Collective Bargaining & how it is useful
for Industrial relation? List down the various Collective
bargaining items.
07
OR
Q.3 (a) What is recruitment? What are the pros & cons of internal v/s
external recruiting?
07
(b) Explain in brief different guidelines for effective Human Resource
Outsourcing in the organization
07
Q.4 (a) Explain in detail the role of HR in different stages of Merger /
Acquisition
07
(b) Describe the internal sources of Strategic Recruitment. 07
OR
Q.4 (a) Write a detail note on 360 degree appraisal. 07
(b) Explain factors affecting organizational macro and micro HR
policy.
07
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Page 1 of 3
Seat No.: ______________ Enrolment No.___________________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 4 ? EXAMINATION ? SUMMER 2019
Subject Code: 3549232 Date:06/05/2019
Subject Name: Strategic Human Resource Management (SHRM)
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. Marks
Q.1 (a) Off The Job training
(b) Job design
(c) Recruitment
(d) Turnover rate
(e) Compensation
(f) Exit interview
(g) Employment rate
14
Q.2 (a) What are the limitations of internal HR development strategy?
Explain how it can be overcome if you are HR manager?
07
(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
OR
(b) What are the different roles HR can play in knowledge based
economy & which are the different critical HR competencies to
perform these roles better?
07
Q.3 (a) Explain the Model of SHRM? Enlist different barriers for
SHRM?
07
(b) What do you mean by Collective Bargaining & how it is useful
for Industrial relation? List down the various Collective
bargaining items.
07
OR
Q.3 (a) What is recruitment? What are the pros & cons of internal v/s
external recruiting?
07
(b) Explain in brief different guidelines for effective Human Resource
Outsourcing in the organization
07
Q.4 (a) Explain in detail the role of HR in different stages of Merger /
Acquisition
07
(b) Describe the internal sources of Strategic Recruitment. 07
OR
Q.4 (a) Write a detail note on 360 degree appraisal. 07
(b) Explain factors affecting organizational macro and micro HR
policy.
07
Page 2 of 3
Q.5 CASE STUDY:
Case study of Strategic Human Resource Management in
Wal-Mart Stores
Introduction
Sam Walton established Wal-Mart Store in 1962 on three
revolutionary philosophies; respect for the Individual, service to
our customers and strive for excellence. Walmart, Inc. is not only
the largest discounted retailer in the world, it now also ranks as
the largest corporation in the world. The retail giant dwarfs its
nearest competition, generating three times the revenues of the
world's number two retailer, France's Carrefour SA. Domestically,
Wal-Mart has more than 1.2 million workers, making it the
nation's largest nongovernmental employer.
Corporate strategy and HR strategy at Wal-Mart
Walmart purchased massive quantities of items from its suppliers
to form scale economy, and with the efficient stock control
system, help in making its operating costs lower than those of its
competitors. It also imported many goods from China, ?the world
factory? for its low cost.
Managers engage in three levels of strategic planning (Gary
Dessler, 2005): the corporate-level strategy; the business-level
strategy and the function-level strategy. The functional strategy
should serve the overall company strategy, so the corporate
strategy could be implemented more effectively and efficiently.
From the recruitment. For example, the New York Times (January
2004) reported on an internal Walmart audit which found
?extensive violations of child-labor laws and state regulations
requiring time for breaks and meals.? The cheap price of children
labors and minors make it earn more cost competitive advantage
over other companies. Walmart also faced a barrage of lawsuits
alleging that the company discriminates against workers with
disabilities, for the recruitment of these people means providing
more facilities for them and the loss of efficiency to some extent.
From training perspective, through training on behavioral
requirement for success and encouragement, Walmart tried to
adjust the employee behaviors and competencies to what the
company?s strategy requires, that is to low down cost more. This
logic is also embodied in its ?lock-in? of its nighttime shift in
various stores. Through this enforced policy, Walmart tried to
prevent ?shrinkage? behavior of its employees, to eliminate
unauthorized cigarette breaks or quick trips home.
Conclusion:
Therefore, from all those above content we know the human
resource management is of strategic importance to Walmart. Both
the top managers and HR executives should pay more attention to
the everyday employment management. They should play more
roles that are positive in training and using their human resources,
and maybe cultivating better organization culture, all of which
may prove more cost saving, and correspondingly help realize
Sam Walton?s simple philosophy of ?bringing more value to
customers?.
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Page 1 of 3
Seat No.: ______________ Enrolment No.___________________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 4 ? EXAMINATION ? SUMMER 2019
Subject Code: 3549232 Date:06/05/2019
Subject Name: Strategic Human Resource Management (SHRM)
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. Marks
Q.1 (a) Off The Job training
(b) Job design
(c) Recruitment
(d) Turnover rate
(e) Compensation
(f) Exit interview
(g) Employment rate
14
Q.2 (a) What are the limitations of internal HR development strategy?
Explain how it can be overcome if you are HR manager?
07
(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
OR
(b) What are the different roles HR can play in knowledge based
economy & which are the different critical HR competencies to
perform these roles better?
07
Q.3 (a) Explain the Model of SHRM? Enlist different barriers for
SHRM?
07
(b) What do you mean by Collective Bargaining & how it is useful
for Industrial relation? List down the various Collective
bargaining items.
07
OR
Q.3 (a) What is recruitment? What are the pros & cons of internal v/s
external recruiting?
07
(b) Explain in brief different guidelines for effective Human Resource
Outsourcing in the organization
07
Q.4 (a) Explain in detail the role of HR in different stages of Merger /
Acquisition
07
(b) Describe the internal sources of Strategic Recruitment. 07
OR
Q.4 (a) Write a detail note on 360 degree appraisal. 07
(b) Explain factors affecting organizational macro and micro HR
policy.
07
Page 2 of 3
Q.5 CASE STUDY:
Case study of Strategic Human Resource Management in
Wal-Mart Stores
Introduction
Sam Walton established Wal-Mart Store in 1962 on three
revolutionary philosophies; respect for the Individual, service to
our customers and strive for excellence. Walmart, Inc. is not only
the largest discounted retailer in the world, it now also ranks as
the largest corporation in the world. The retail giant dwarfs its
nearest competition, generating three times the revenues of the
world's number two retailer, France's Carrefour SA. Domestically,
Wal-Mart has more than 1.2 million workers, making it the
nation's largest nongovernmental employer.
Corporate strategy and HR strategy at Wal-Mart
Walmart purchased massive quantities of items from its suppliers
to form scale economy, and with the efficient stock control
system, help in making its operating costs lower than those of its
competitors. It also imported many goods from China, ?the world
factory? for its low cost.
Managers engage in three levels of strategic planning (Gary
Dessler, 2005): the corporate-level strategy; the business-level
strategy and the function-level strategy. The functional strategy
should serve the overall company strategy, so the corporate
strategy could be implemented more effectively and efficiently.
From the recruitment. For example, the New York Times (January
2004) reported on an internal Walmart audit which found
?extensive violations of child-labor laws and state regulations
requiring time for breaks and meals.? The cheap price of children
labors and minors make it earn more cost competitive advantage
over other companies. Walmart also faced a barrage of lawsuits
alleging that the company discriminates against workers with
disabilities, for the recruitment of these people means providing
more facilities for them and the loss of efficiency to some extent.
From training perspective, through training on behavioral
requirement for success and encouragement, Walmart tried to
adjust the employee behaviors and competencies to what the
company?s strategy requires, that is to low down cost more. This
logic is also embodied in its ?lock-in? of its nighttime shift in
various stores. Through this enforced policy, Walmart tried to
prevent ?shrinkage? behavior of its employees, to eliminate
unauthorized cigarette breaks or quick trips home.
Conclusion:
Therefore, from all those above content we know the human
resource management is of strategic importance to Walmart. Both
the top managers and HR executives should pay more attention to
the everyday employment management. They should play more
roles that are positive in training and using their human resources,
and maybe cultivating better organization culture, all of which
may prove more cost saving, and correspondingly help realize
Sam Walton?s simple philosophy of ?bringing more value to
customers?.
Page 3 of 3
(a) Design HRM strategies to address these business challenge 07
(b) Discuss the corporate strategies of wal-mart. 07
OR
Q.5 (a) Identify the challenges your business will face and how it will
affect your HRM strategies
07
(b)
Discuss the HR strategy of wal-mart.
07
*************
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This post was last modified on 19 February 2020