Download GTU (Gujarat Technological University) MBA (Master of Business Administration) 2018 Summer 2nd Sem 3529205 Human Resource Management Previous Question Paper
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 2 ? EXAMINATION ? SUMMER 2018
Subject Code: 3529205 Date: 30/05/2018
Subject Name: Human Resource Management
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-1 (a) Explain the following in detail with example 14
1 Competency Mapping.
2 Critical Incident Technique.
3 Talent Management
4 Employee Engagement.
5 Vestibule Training.
6
7
Poaching.
Sit down strike
Q-2 (a) Flipkart has been overtaken by WALMART wherein top management has observed that there
has been wrong selection of candidates in the organization and the performance of the
organization may suffer in future because of the same. You being hired as a HR consultant,
kindly guide the organization on Selection process and also briefly illustrate the barriers to
selection.
07
(b) Differentiate between recruitment and selection briefly explain the various sources of
recruitment.
07
OR
(b) ?Right type of manpower planned at the right time can give the optimum results?. Briefly
mention the process of Human Resource Planning and in short tell the various tools of
demand forecasting.
07
Q-3 (a) H.R.M serves as one of core functions of organization. Illustrate with examples the functions
of HRM and how it would be changed to SHRM in future taking into consideration the future
challenges.
07
(b) Differentiate between job specification and job description and briefly discuss the various
methods of job evaluation
07
OR
Q-3 (a) Collective Bargaining is the principal raison d??tre of the trade union? Explain the statement
in relation with registration of trade union,rights and responsibiltes of trade union as per
Trade union act ,1926 and briefly explain how collective bargaining can prove as aid to
resolve industrial conflicts.
07
(b) Performance appraisal tools effectiveness depends upon the organization and job profile
which is to be evaluated. Justify the statement by describing various process and techniques
of appraisals.
07
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GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 2 ? EXAMINATION ? SUMMER 2018
Subject Code: 3529205 Date: 30/05/2018
Subject Name: Human Resource Management
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-1 (a) Explain the following in detail with example 14
1 Competency Mapping.
2 Critical Incident Technique.
3 Talent Management
4 Employee Engagement.
5 Vestibule Training.
6
7
Poaching.
Sit down strike
Q-2 (a) Flipkart has been overtaken by WALMART wherein top management has observed that there
has been wrong selection of candidates in the organization and the performance of the
organization may suffer in future because of the same. You being hired as a HR consultant,
kindly guide the organization on Selection process and also briefly illustrate the barriers to
selection.
07
(b) Differentiate between recruitment and selection briefly explain the various sources of
recruitment.
07
OR
(b) ?Right type of manpower planned at the right time can give the optimum results?. Briefly
mention the process of Human Resource Planning and in short tell the various tools of
demand forecasting.
07
Q-3 (a) H.R.M serves as one of core functions of organization. Illustrate with examples the functions
of HRM and how it would be changed to SHRM in future taking into consideration the future
challenges.
07
(b) Differentiate between job specification and job description and briefly discuss the various
methods of job evaluation
07
OR
Q-3 (a) Collective Bargaining is the principal raison d??tre of the trade union? Explain the statement
in relation with registration of trade union,rights and responsibiltes of trade union as per
Trade union act ,1926 and briefly explain how collective bargaining can prove as aid to
resolve industrial conflicts.
07
(b) Performance appraisal tools effectiveness depends upon the organization and job profile
which is to be evaluated. Justify the statement by describing various process and techniques
of appraisals.
07
Q-4 (a) Define grievance and detail the process of grievance redressal mechanism. 07
(b) Employee Welfare is one of the area which is overlooked by majority of the employers which
can go a long way in building goodwill of the company. Justify the statement with respect to
employee welfare provision as per the Factories Act 1948 and also underpin non statutory
welfare measures.
07
OR
Q-4 (a) Detail Payment of Grautity Act,1972 with respect to objectivity, applicability, benefits,
forfeiture and penalties.
07
(b) What are some typical on-the-job training techniques? What do you think are some of the
main drawbacks of relying on informal on-the-job training for helping new employees
become accustomed to their jobs?
07
Q-5 Case Study 14
Fun foods is FMCG Company which markets it products all over the world with a capacity
of 2500 employee. The company diligently follows human resource policy drafted by hr
experts. Recruitment of employees is done from diversified sources and as per the job
description and job specification mentioned..After selection of an employee they are given
induction for 15 days and than based on their competency they are given the location .
The company believes in promoting internal employees at the key post and only at entry level
employees are hired from external market. The company has a quantative method of job
evaluation which sets as a base for salary differentiation and performance based bonus are
given at the end of year. The company also has a conflict resolution cell wherein the
employees can file their complaint against the rating given in appraisal. The complaint is
generally resolved in 2 working days.
Mr.Mathew has been leading in north zone for 2 years. He also has to his credit market
penetration in the new areas wherein company has no visibility. He has been an excellent
team leader and his academic records are also one of the best in industry. He has been working
in organization since last 5 years. He has been receiving a handsome bonus for his work.
Mr.Kulkarni on the other hand is also a performer and has given hundred percentage target
achievement to his merit .His rating is comparatively low as compared to Mr.Mathew. He has
been working in the institute since last 8 years.
The company has a vacancy for national sales manager wherein as per the policy company is
seeking internal recruitment. Both Mr.Mathew and Mr.Kulkarni applies and to great extent
employees expect Mr.Mathew to be promoted but instead of him Mr.Kulkarni gets
promoted.Mr.Mathew is disheartened by it and he resign from an organization.The competitor
firm is ready to pay him 100 percent hike in the salary and also the designation of National
Sales head.The company may face tremendous loss from his move to competitor firm.
A. What is the problem in this case?
B. Is it right on the part of the company to promote Mr.Kulkarni rather than Mr.Mathew
and also validate that promotions and salary increments follow performance evaluations.
Q-5 OR
A. Is Mr.Mathew grievance genuine? If it was genuine then what can be the impacts on
performance of employees in future?
B. As the manager Human Resource how would you have handle the situation?
**********
14
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This post was last modified on 19 February 2020