Download GTU (Gujarat Technological University) MBA (Master of Business Administration) 2016 Summer 2nd Sem 2820004 Human Resource Management Hrm Previous Question Paper
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 02? ? EXAMINATION ? SUMMER 2016
Subject Code: 2820004 Date: 12/05/2016
Subject Name: Human Resource Management (HRM)
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) Which theory states that employees form beliefs about pay fairness bycomparing their
outcome/input ratio to that of a referent other?
06
1. A. Contingency theory B. Equity theory
C. Expectancy theory D. Consistency theory
2. Which approach to the study of leadership is associated with Theory Xand Theory Y?
A. Trait approach B. Situational approach
C. Behavioristic approach D Style approach
3. What is defined as the organization's attempt to add to, maintain, or
readjust its total human resource complement in accordance with itsstrategic business
objectives?
A. Recruitment B. Selection
C. Staffing D. Training and Development
4. What error in rating is the result of raters not using the extremes of the rating scale?
A. Extremity error B. Similarity error
C. Central tendency error D. Halo error
5. According to Herzberg's Two Factor Theory, what is the role of hygiene factors?
A. their presence leads to
feelings of neutrality
B. their absence leads to feelings of satisfaction
C. their presence leads to f
eelings of satisfaction
D. their absence leads to feelings of neutrality
6. Which of the following reflects the relatively stable behavioral tendencies that
individuals display across a variety of situations?
A. Motivation B. Personality
C. Emotion D. Perception
Q.1 (b) Write short note on:
1. Job Analysis
2. HR Planning
3. Induction
4. Job Description
04
Q.1 (c ) Explain the objectives and major activities of ILO. 04
Q.2 (a) What do mean by HRM? Explain the importance of HRM in Indian context.
07
(b)
Discuss critically the various external sources of recruitment. What are the
relative merits and demerits of these sources?
07
OR
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Page 1 of 4
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 02? ? EXAMINATION ? SUMMER 2016
Subject Code: 2820004 Date: 12/05/2016
Subject Name: Human Resource Management (HRM)
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) Which theory states that employees form beliefs about pay fairness bycomparing their
outcome/input ratio to that of a referent other?
06
1. A. Contingency theory B. Equity theory
C. Expectancy theory D. Consistency theory
2. Which approach to the study of leadership is associated with Theory Xand Theory Y?
A. Trait approach B. Situational approach
C. Behavioristic approach D Style approach
3. What is defined as the organization's attempt to add to, maintain, or
readjust its total human resource complement in accordance with itsstrategic business
objectives?
A. Recruitment B. Selection
C. Staffing D. Training and Development
4. What error in rating is the result of raters not using the extremes of the rating scale?
A. Extremity error B. Similarity error
C. Central tendency error D. Halo error
5. According to Herzberg's Two Factor Theory, what is the role of hygiene factors?
A. their presence leads to
feelings of neutrality
B. their absence leads to feelings of satisfaction
C. their presence leads to f
eelings of satisfaction
D. their absence leads to feelings of neutrality
6. Which of the following reflects the relatively stable behavioral tendencies that
individuals display across a variety of situations?
A. Motivation B. Personality
C. Emotion D. Perception
Q.1 (b) Write short note on:
1. Job Analysis
2. HR Planning
3. Induction
4. Job Description
04
Q.1 (c ) Explain the objectives and major activities of ILO. 04
Q.2 (a) What do mean by HRM? Explain the importance of HRM in Indian context.
07
(b)
Discuss critically the various external sources of recruitment. What are the
relative merits and demerits of these sources?
07
OR
Page 2 of 4
(b) Explain the meaning of Collective Bargaining and discuss importance
of Collective Barging in modern industrial societies
07
Q.3 (a) Explain in brief Trade Union? What are the procedures for Trade
Union to register under Trade Union Act, 1926?
07
(b) Write a note on Ethnocentric, Polycentric and Geocentric as to classify top
executives? values
07
OR
Q.3 (a) Explain the provisions of strike and lock-out under Industrial Dispute Act, 1947
07
(b) Explain the objectives and limitation of Minimum Wages Act.
07
Q.4 (a) Discuss some major mistakes that take place during interview process. If you are
an interviewer, how would you avoid them?
07
(b) Define Industrial Dispute? Explain the method to resolve Industrial Dispute. 07
OR
Q.4 (a) Discuss Safety provision as contained in Factories Act, 1948. 07
(b) Explain the objectives of Worker?s Participation in Management with different
methods?
07
Q.5 A large, well known Candian company had found full depreciation of the
equipment which was used to make specialized automobile companies for north-
American automobile producers. Although the equipment had been well
maintained and worked well, it required to be handled by a large number of
labourers. The result was the high labour costs that made the company?s brake
assemblies, manufacturer, and related products unprofitable. A decision was
made to replace the equipment with more highly automated, numerically
controlled machine tools. Since the economic value of the old equipment
exceeded its value as scrap, the equipment was shipped to the company?s
Brazilian operations, where labour costs were considerable lower.
Upon arrival and after the setting up of a new facility, the company received
numerous profitable orders from Brazil?s rapidly growing automobile industry.
Though the labour hours per product remained about the same the lower
Brazilian labour rates allowed the new facility to be profitable. Soon a second
shift was added and with it problems began.
The equipment began to experience a growing ?downtime? because of machine
failures and quality- particularly on part dimensions- declined dramatically.
At a staff meeting the Brazilian plant manager met his staff, including several
industrial engineers who had been trained in Canada and the United States. The
engineers argued that the problems were almost certainly caused by maintenance
since the machinery had worked well in Canada and initially in Brazil. The HR
director agreed that it was perhaps the question of maintenance of the old
machinery but be also noted that many of the on-machine instructions and
maintenance manuals had not been translated into Portuguese. He also observed
that the problems began after the second shift was hired.
Questions:
1. From the discussion of job analysis information and job design, what actions
would you recommend to HR department?
14
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Page 1 of 4
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 02? ? EXAMINATION ? SUMMER 2016
Subject Code: 2820004 Date: 12/05/2016
Subject Name: Human Resource Management (HRM)
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) Which theory states that employees form beliefs about pay fairness bycomparing their
outcome/input ratio to that of a referent other?
06
1. A. Contingency theory B. Equity theory
C. Expectancy theory D. Consistency theory
2. Which approach to the study of leadership is associated with Theory Xand Theory Y?
A. Trait approach B. Situational approach
C. Behavioristic approach D Style approach
3. What is defined as the organization's attempt to add to, maintain, or
readjust its total human resource complement in accordance with itsstrategic business
objectives?
A. Recruitment B. Selection
C. Staffing D. Training and Development
4. What error in rating is the result of raters not using the extremes of the rating scale?
A. Extremity error B. Similarity error
C. Central tendency error D. Halo error
5. According to Herzberg's Two Factor Theory, what is the role of hygiene factors?
A. their presence leads to
feelings of neutrality
B. their absence leads to feelings of satisfaction
C. their presence leads to f
eelings of satisfaction
D. their absence leads to feelings of neutrality
6. Which of the following reflects the relatively stable behavioral tendencies that
individuals display across a variety of situations?
A. Motivation B. Personality
C. Emotion D. Perception
Q.1 (b) Write short note on:
1. Job Analysis
2. HR Planning
3. Induction
4. Job Description
04
Q.1 (c ) Explain the objectives and major activities of ILO. 04
Q.2 (a) What do mean by HRM? Explain the importance of HRM in Indian context.
07
(b)
Discuss critically the various external sources of recruitment. What are the
relative merits and demerits of these sources?
07
OR
Page 2 of 4
(b) Explain the meaning of Collective Bargaining and discuss importance
of Collective Barging in modern industrial societies
07
Q.3 (a) Explain in brief Trade Union? What are the procedures for Trade
Union to register under Trade Union Act, 1926?
07
(b) Write a note on Ethnocentric, Polycentric and Geocentric as to classify top
executives? values
07
OR
Q.3 (a) Explain the provisions of strike and lock-out under Industrial Dispute Act, 1947
07
(b) Explain the objectives and limitation of Minimum Wages Act.
07
Q.4 (a) Discuss some major mistakes that take place during interview process. If you are
an interviewer, how would you avoid them?
07
(b) Define Industrial Dispute? Explain the method to resolve Industrial Dispute. 07
OR
Q.4 (a) Discuss Safety provision as contained in Factories Act, 1948. 07
(b) Explain the objectives of Worker?s Participation in Management with different
methods?
07
Q.5 A large, well known Candian company had found full depreciation of the
equipment which was used to make specialized automobile companies for north-
American automobile producers. Although the equipment had been well
maintained and worked well, it required to be handled by a large number of
labourers. The result was the high labour costs that made the company?s brake
assemblies, manufacturer, and related products unprofitable. A decision was
made to replace the equipment with more highly automated, numerically
controlled machine tools. Since the economic value of the old equipment
exceeded its value as scrap, the equipment was shipped to the company?s
Brazilian operations, where labour costs were considerable lower.
Upon arrival and after the setting up of a new facility, the company received
numerous profitable orders from Brazil?s rapidly growing automobile industry.
Though the labour hours per product remained about the same the lower
Brazilian labour rates allowed the new facility to be profitable. Soon a second
shift was added and with it problems began.
The equipment began to experience a growing ?downtime? because of machine
failures and quality- particularly on part dimensions- declined dramatically.
At a staff meeting the Brazilian plant manager met his staff, including several
industrial engineers who had been trained in Canada and the United States. The
engineers argued that the problems were almost certainly caused by maintenance
since the machinery had worked well in Canada and initially in Brazil. The HR
director agreed that it was perhaps the question of maintenance of the old
machinery but be also noted that many of the on-machine instructions and
maintenance manuals had not been translated into Portuguese. He also observed
that the problems began after the second shift was hired.
Questions:
1. From the discussion of job analysis information and job design, what actions
would you recommend to HR department?
14
Page 3 of 4
2. Given the problems associated with the second shift, what differences would
you look for between first shift and second shift workers?
3. Since the Canadian workers had considerable experience with the equipment
but the workers particularly in second shelf in Brazil had very little experience,
what implications do you see for the job design?
OR
Q.5 Hindustan Liver Limited is a reputed multinational company. It considers
selection as an event in the total process of acquiring and developing managers.
The company believes that the selection process must be consistent with other
events in the total process for it to be effective. Hindustan lever has been one of
the most favoured companies by the prospective candidates for managerial
position. The selection process of the company can be broken into three steps:
such as- Screening of application forms, preliminary interview, and final
selection.
Screening of Applications Forms:
In the first step the company usually receives a large number of applications for
the positions advertised or through campus interview. Thereafter such
applications are screened. Such applications usually contain brief information
about the candidates. The selected candidates are then required to fill in a detailed
application form. This form is quite elaborate and seeks factual information about
the candidate and also about his attitudes and personality. A more strict screening
of applications is made in this step. The company believes that to select a
candidate it will not be enough to see the application forms only which may not
be very reliable measure to select or reject the candidate. This calls for a brief
preliminary interview to be held by company to get the best talents. So such
interviews are conducted to interview as many candidates as is administratively
possible.
Preliminary interview:
Preliminary interview is conducted for about ten to twenty minutes usually by one
manager. During this brief personal contract, some time is spent in discussing the
nature of the job, the future career possibility of the applicant and the company?s
policy in this regard. Often a second interview is conducted before the applicant
is rejected or selected for further consideration.
Final Selection:
Final selection process is quite elaborate. This stage consists of two aspects-
groups discussion and final interview. Group discussion is conducted in two
stages. In the first group discussion, the chairman of the panel of selectors
requests the group to select a subject which can be economic, political, social
educational or even a lighter subject. The subject is decided by the group itself
out of the various topics given to it. When the topic is finalized, the members of
the group discuss it. In the second group discussion, a case is given. The case is
distributed in advance. The evaluation of the group discussion is done by a board
consisting of the personnel director, the director of the division in which the
applicants have to be absorbed, a senior manager of the same division, and a
senior manager of other division. The board evaluates the candidates along the
following factors: Style of self introduction by the candidate, his general
knowledge and knowledge of his subject, clarity of thought and logic, lucidity of
expression, tolerance of others views, persuasiveness and leadership qualities.
14
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Page 1 of 4
Seat No.: ________ Enrolment No.___________
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA ? SEMESTER 02? ? EXAMINATION ? SUMMER 2016
Subject Code: 2820004 Date: 12/05/2016
Subject Name: Human Resource Management (HRM)
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) Which theory states that employees form beliefs about pay fairness bycomparing their
outcome/input ratio to that of a referent other?
06
1. A. Contingency theory B. Equity theory
C. Expectancy theory D. Consistency theory
2. Which approach to the study of leadership is associated with Theory Xand Theory Y?
A. Trait approach B. Situational approach
C. Behavioristic approach D Style approach
3. What is defined as the organization's attempt to add to, maintain, or
readjust its total human resource complement in accordance with itsstrategic business
objectives?
A. Recruitment B. Selection
C. Staffing D. Training and Development
4. What error in rating is the result of raters not using the extremes of the rating scale?
A. Extremity error B. Similarity error
C. Central tendency error D. Halo error
5. According to Herzberg's Two Factor Theory, what is the role of hygiene factors?
A. their presence leads to
feelings of neutrality
B. their absence leads to feelings of satisfaction
C. their presence leads to f
eelings of satisfaction
D. their absence leads to feelings of neutrality
6. Which of the following reflects the relatively stable behavioral tendencies that
individuals display across a variety of situations?
A. Motivation B. Personality
C. Emotion D. Perception
Q.1 (b) Write short note on:
1. Job Analysis
2. HR Planning
3. Induction
4. Job Description
04
Q.1 (c ) Explain the objectives and major activities of ILO. 04
Q.2 (a) What do mean by HRM? Explain the importance of HRM in Indian context.
07
(b)
Discuss critically the various external sources of recruitment. What are the
relative merits and demerits of these sources?
07
OR
Page 2 of 4
(b) Explain the meaning of Collective Bargaining and discuss importance
of Collective Barging in modern industrial societies
07
Q.3 (a) Explain in brief Trade Union? What are the procedures for Trade
Union to register under Trade Union Act, 1926?
07
(b) Write a note on Ethnocentric, Polycentric and Geocentric as to classify top
executives? values
07
OR
Q.3 (a) Explain the provisions of strike and lock-out under Industrial Dispute Act, 1947
07
(b) Explain the objectives and limitation of Minimum Wages Act.
07
Q.4 (a) Discuss some major mistakes that take place during interview process. If you are
an interviewer, how would you avoid them?
07
(b) Define Industrial Dispute? Explain the method to resolve Industrial Dispute. 07
OR
Q.4 (a) Discuss Safety provision as contained in Factories Act, 1948. 07
(b) Explain the objectives of Worker?s Participation in Management with different
methods?
07
Q.5 A large, well known Candian company had found full depreciation of the
equipment which was used to make specialized automobile companies for north-
American automobile producers. Although the equipment had been well
maintained and worked well, it required to be handled by a large number of
labourers. The result was the high labour costs that made the company?s brake
assemblies, manufacturer, and related products unprofitable. A decision was
made to replace the equipment with more highly automated, numerically
controlled machine tools. Since the economic value of the old equipment
exceeded its value as scrap, the equipment was shipped to the company?s
Brazilian operations, where labour costs were considerable lower.
Upon arrival and after the setting up of a new facility, the company received
numerous profitable orders from Brazil?s rapidly growing automobile industry.
Though the labour hours per product remained about the same the lower
Brazilian labour rates allowed the new facility to be profitable. Soon a second
shift was added and with it problems began.
The equipment began to experience a growing ?downtime? because of machine
failures and quality- particularly on part dimensions- declined dramatically.
At a staff meeting the Brazilian plant manager met his staff, including several
industrial engineers who had been trained in Canada and the United States. The
engineers argued that the problems were almost certainly caused by maintenance
since the machinery had worked well in Canada and initially in Brazil. The HR
director agreed that it was perhaps the question of maintenance of the old
machinery but be also noted that many of the on-machine instructions and
maintenance manuals had not been translated into Portuguese. He also observed
that the problems began after the second shift was hired.
Questions:
1. From the discussion of job analysis information and job design, what actions
would you recommend to HR department?
14
Page 3 of 4
2. Given the problems associated with the second shift, what differences would
you look for between first shift and second shift workers?
3. Since the Canadian workers had considerable experience with the equipment
but the workers particularly in second shelf in Brazil had very little experience,
what implications do you see for the job design?
OR
Q.5 Hindustan Liver Limited is a reputed multinational company. It considers
selection as an event in the total process of acquiring and developing managers.
The company believes that the selection process must be consistent with other
events in the total process for it to be effective. Hindustan lever has been one of
the most favoured companies by the prospective candidates for managerial
position. The selection process of the company can be broken into three steps:
such as- Screening of application forms, preliminary interview, and final
selection.
Screening of Applications Forms:
In the first step the company usually receives a large number of applications for
the positions advertised or through campus interview. Thereafter such
applications are screened. Such applications usually contain brief information
about the candidates. The selected candidates are then required to fill in a detailed
application form. This form is quite elaborate and seeks factual information about
the candidate and also about his attitudes and personality. A more strict screening
of applications is made in this step. The company believes that to select a
candidate it will not be enough to see the application forms only which may not
be very reliable measure to select or reject the candidate. This calls for a brief
preliminary interview to be held by company to get the best talents. So such
interviews are conducted to interview as many candidates as is administratively
possible.
Preliminary interview:
Preliminary interview is conducted for about ten to twenty minutes usually by one
manager. During this brief personal contract, some time is spent in discussing the
nature of the job, the future career possibility of the applicant and the company?s
policy in this regard. Often a second interview is conducted before the applicant
is rejected or selected for further consideration.
Final Selection:
Final selection process is quite elaborate. This stage consists of two aspects-
groups discussion and final interview. Group discussion is conducted in two
stages. In the first group discussion, the chairman of the panel of selectors
requests the group to select a subject which can be economic, political, social
educational or even a lighter subject. The subject is decided by the group itself
out of the various topics given to it. When the topic is finalized, the members of
the group discuss it. In the second group discussion, a case is given. The case is
distributed in advance. The evaluation of the group discussion is done by a board
consisting of the personnel director, the director of the division in which the
applicants have to be absorbed, a senior manager of the same division, and a
senior manager of other division. The board evaluates the candidates along the
following factors: Style of self introduction by the candidate, his general
knowledge and knowledge of his subject, clarity of thought and logic, lucidity of
expression, tolerance of others views, persuasiveness and leadership qualities.
14
Page 4 of 4
Each selector is given a blank sheet to evaluate the candidates. He evaluates the
candidates individually.
After the group discussion, personal interview is conducted by the board. On the
completion of the individual interviews, the board members held discussion
among themselves and then arrive at a consensus.
Question:
1. What type of selection should be adopted by the company?
2. What is considered in time of screening the application forms?
3. What is the basic objective of the preliminary interview?
4. What should be the size of groups for final selection?
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This post was last modified on 19 February 2020