Download GTU (Gujarat Technological University) MBA (Master of Business Administration) 2018 Summer 3rd Sem 2830302 Compensation Management Cm Previous Question Paper
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2018
Subject Code: 2830302 Date: 04/05/2018
Subject Name: Compensation Management (CM)
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. No. Question Text and Option 6
Q.1 (a) _______ are also called ?payments by results?.
1.
A. allowances B. claims
C. incentives D. fringe benefits
2.
The following is paid only at the time of employees exit
after serving more than five years or five years
A. Perquisites B. Claims
C. Gratuity D Allowances
3.
Any compensation plan must be
A. Understandable,
workable,
acceptable
B. Reasonable,
workable, acceptable
C. Understandable,
feasible, acceptable
D. Understandable,
workable,
compensable
4.
A ______ must be fixed considering the general economic
conditions of the country.
A. Minimum wages B. Fair wages
C. Living wages D. All of the above
5.
Provision for cars, parking lots and membership in
country club are examples of
A. executive perks B. Base Salary of
executive
C. Short term
incentive plan
D. None of above
6.
Stock option and performance shares are examples of
A. long-term incentive
plan
B. Base Salary
C. Short Term
incentive plan
D. All of the Above
Q.1 (b) Explain the terms:
1. Intrinsic Motivation
2. Formal Recognition
3. Gain Sharing
4. Ad hoc teams
04
Q.1 (c) How Reward System Operates? Explain in detail. 04
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Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2018
Subject Code: 2830302 Date: 04/05/2018
Subject Name: Compensation Management (CM)
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. No. Question Text and Option 6
Q.1 (a) _______ are also called ?payments by results?.
1.
A. allowances B. claims
C. incentives D. fringe benefits
2.
The following is paid only at the time of employees exit
after serving more than five years or five years
A. Perquisites B. Claims
C. Gratuity D Allowances
3.
Any compensation plan must be
A. Understandable,
workable,
acceptable
B. Reasonable,
workable, acceptable
C. Understandable,
feasible, acceptable
D. Understandable,
workable,
compensable
4.
A ______ must be fixed considering the general economic
conditions of the country.
A. Minimum wages B. Fair wages
C. Living wages D. All of the above
5.
Provision for cars, parking lots and membership in
country club are examples of
A. executive perks B. Base Salary of
executive
C. Short term
incentive plan
D. None of above
6.
Stock option and performance shares are examples of
A. long-term incentive
plan
B. Base Salary
C. Short Term
incentive plan
D. All of the Above
Q.1 (b) Explain the terms:
1. Intrinsic Motivation
2. Formal Recognition
3. Gain Sharing
4. Ad hoc teams
04
Q.1 (c) How Reward System Operates? Explain in detail. 04
2
Q.2 (a) ?Rewards are always considered as one of the important factor for sustaining the
employees in organization? Explain the Statement with the Elements of Total
Rewards.
07
(b) Explain in detail the Types of Contingent Pay Scheme. 07
OR
(b) Expatriates are given different types of rewards to work in host country. Explain
in detail different types of Expatriate Pay and state the allowances given to the
Expatriate.
07
Q.3 (a) Discuss the Analytical Job Evaluation Scheme in detail. 07
(b) Discuss the Determinants of Pay Level in detail. 07
OR
Q.3 (a) Discuss the types of Grade and Pay Structure in detail with examples. 07
(b) Discuss the Sources of Market data from which a company can consider the
Market rate while deciding the salary.
07
Q.4 (a) Explain the Maternity Benefit Act 1961 with all the recent amendments. 07
(b) Explain in detail Payment of Gratuity Act 1972. 07
OR
Q.4 (a) Discuss Equal Remuneration Act, 1976. 07
(b) Explain Features of good Mediclaim Policies. 07
Q.5 Watson Public Ltd. Company is well known for its welfare activities and
employee oriented schemes in manufacturing industry from more than 10
decades. The top level management views all the employees at same level. This
can be clearly understood by seeing the uniform of the company which is same
for all starting from MD to floor level workshops. The company have two
different cafeterias at different place one near the plant for workers and other near
the Administrative building. Though the place is different the amenities,
infrastructure, and the food provided are of same quality. In short company stands
by the rule of employee equality.
The company has one registered trade union and the relationship between the
union and management is very cordial. The company has not lost a single man
due to strike. The company is not a pay master in that industry. The Compensation
policy of that company, hen compared to other similar companies is very less still
the employees does not have grievance due to other benefits provided by the
company. But the company is facing problem this days like quality issues,
mismatch in packing the material, not dispatching the material on time etc?
The management handed over this case to the HR department of the company.
During the investigation it was found the there was no problem with the system
but the approach of the employee was very casual towards work. The reason when
asked, company found that it was due to new employees been hired at a higher
package then the existing one.
Question
Design a fair new compensation structure for a company which could satisfy the
existing employees and could attract the new employees.
14
OR
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1
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 3 ? EXAMINATION ? SUMMER 2018
Subject Code: 2830302 Date: 04/05/2018
Subject Name: Compensation Management (CM)
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. No. Question Text and Option 6
Q.1 (a) _______ are also called ?payments by results?.
1.
A. allowances B. claims
C. incentives D. fringe benefits
2.
The following is paid only at the time of employees exit
after serving more than five years or five years
A. Perquisites B. Claims
C. Gratuity D Allowances
3.
Any compensation plan must be
A. Understandable,
workable,
acceptable
B. Reasonable,
workable, acceptable
C. Understandable,
feasible, acceptable
D. Understandable,
workable,
compensable
4.
A ______ must be fixed considering the general economic
conditions of the country.
A. Minimum wages B. Fair wages
C. Living wages D. All of the above
5.
Provision for cars, parking lots and membership in
country club are examples of
A. executive perks B. Base Salary of
executive
C. Short term
incentive plan
D. None of above
6.
Stock option and performance shares are examples of
A. long-term incentive
plan
B. Base Salary
C. Short Term
incentive plan
D. All of the Above
Q.1 (b) Explain the terms:
1. Intrinsic Motivation
2. Formal Recognition
3. Gain Sharing
4. Ad hoc teams
04
Q.1 (c) How Reward System Operates? Explain in detail. 04
2
Q.2 (a) ?Rewards are always considered as one of the important factor for sustaining the
employees in organization? Explain the Statement with the Elements of Total
Rewards.
07
(b) Explain in detail the Types of Contingent Pay Scheme. 07
OR
(b) Expatriates are given different types of rewards to work in host country. Explain
in detail different types of Expatriate Pay and state the allowances given to the
Expatriate.
07
Q.3 (a) Discuss the Analytical Job Evaluation Scheme in detail. 07
(b) Discuss the Determinants of Pay Level in detail. 07
OR
Q.3 (a) Discuss the types of Grade and Pay Structure in detail with examples. 07
(b) Discuss the Sources of Market data from which a company can consider the
Market rate while deciding the salary.
07
Q.4 (a) Explain the Maternity Benefit Act 1961 with all the recent amendments. 07
(b) Explain in detail Payment of Gratuity Act 1972. 07
OR
Q.4 (a) Discuss Equal Remuneration Act, 1976. 07
(b) Explain Features of good Mediclaim Policies. 07
Q.5 Watson Public Ltd. Company is well known for its welfare activities and
employee oriented schemes in manufacturing industry from more than 10
decades. The top level management views all the employees at same level. This
can be clearly understood by seeing the uniform of the company which is same
for all starting from MD to floor level workshops. The company have two
different cafeterias at different place one near the plant for workers and other near
the Administrative building. Though the place is different the amenities,
infrastructure, and the food provided are of same quality. In short company stands
by the rule of employee equality.
The company has one registered trade union and the relationship between the
union and management is very cordial. The company has not lost a single man
due to strike. The company is not a pay master in that industry. The Compensation
policy of that company, hen compared to other similar companies is very less still
the employees does not have grievance due to other benefits provided by the
company. But the company is facing problem this days like quality issues,
mismatch in packing the material, not dispatching the material on time etc?
The management handed over this case to the HR department of the company.
During the investigation it was found the there was no problem with the system
but the approach of the employee was very casual towards work. The reason when
asked, company found that it was due to new employees been hired at a higher
package then the existing one.
Question
Design a fair new compensation structure for a company which could satisfy the
existing employees and could attract the new employees.
14
OR
3
Q.5 New Delhi Shopping point has about 300 employees, 200 of whom are on the
permanent rolls, whereas the rest are outsourced. About 50% of the employees
are females. Since, it was the new entrant in the business, the retail chain has
adopted the ongoing practice of job evaluation rather than framing its own job
evaluation and classification system. As a result, the chain failed to establish a
mutually agreed compensation design plan and was accused of deliberate pay
inequity, without valuing diversity issues. This institutional failure to establish
pay equity ultimately led to successive strikes by dissatisfied employees.
Eventually, these employees formed unions with strong opposing political
affiliations.
The company then formed a task force with cross functional team managers to
educate employees on the methods of job correlation and job pricing. The idea
behind the force was to receive the support of employees to develop a mutually
accepted job evaluation scheme and rationalize the company?s pay differentiation
strategies. Although this scheme might have reduced the employees
dissatisfaction on pay parity, it failed to eliminate inequity, resulting in dissension
amidst a small section of employees.
In retail store, customers notice dissatisfaction employees immediately,
especially when their queries go unheard, when they are left to guess the price of
an item whose price tag is missing, or when they are not properly informed about
product features. The business of retail chain suffers when it fails to captivate
customers. The New Delhi Shopping Point faced all these predicaments, resulting
in a substantial loss of business and significant reduction in customers.
Facing successive business losses, the company ultimately decided to discuss the
pay parity issue and to arrive at a solution. It also agreed to develop a suitable job
evaluation scheme, aligned with the compensation design plan. All the unions
agreed to this proposition of the company and promised to come out with a win
win solution on the pay parity. Some of issue suggested by the unions were
correctly capture some key features of work done by female employees,
differentiate between quality of customer relation, less payment to the female
workers. They threatened to refer the matter to the Human Rights commission, if
conciliation failed.
Question:
As a team Member, repressing the management suggest a way for the company
to achieve pay parity.
14
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This post was last modified on 19 February 2020