Download PTU (I.K. Gujral Punjab Technical University Jalandhar (IKGPTU) ) MBA (Master of Business Administration) 2020 March 2nd Sem Human Resource Management Previous Question Paper
Roll No. Total No. of Pages : 03
Total No. of Questions : 15
MBA (2016 to 2017) (Sem.?2)
HUMAN RESOURCE MANAGEMENT
Subject Code : MBA-203
M.Code : 49098
Time : 3 Hrs. Max. Marks : 60
INSTRUCTION TO CANDIDATES :
1. SECTION-A contains SIX questions carrying FIVE marks each and students
have to attempt any FOUR questions.
2. SECTION-B consists of FOUR Subsections : Units-I, II, III & IV. Each Subsection
contains TWO questions each carrying EIGHT marks each and student has to
attempt any ONE question from each Subsection.
3. SECTION-C is COMPULSORY and consist of ONE Case Study carrying EIGHT
marks.
SECTION-A
1. Differentiate between HRM and HRD.
2. What is wage and salary administration?
3. Discuss the future of training and development.
4. Discuss the techniques for improving the quality of work life.
5. Discuss the role of competency mapping in job satisfaction.
6. Explain the process of HR audit.
SECTION-B
UNIT-I
7. Differentiate between job description and job specification. Briefly explain the steps in
job analysis process.
8. What are factors affecting the human resource planning? State the benefits of human
resource planning in organizations.
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1 | M-49098 ( S 1 3 ) - 4 6 9
Roll No. Total No. of Pages : 03
Total No. of Questions : 15
MBA (2016 to 2017) (Sem.?2)
HUMAN RESOURCE MANAGEMENT
Subject Code : MBA-203
M.Code : 49098
Time : 3 Hrs. Max. Marks : 60
INSTRUCTION TO CANDIDATES :
1. SECTION-A contains SIX questions carrying FIVE marks each and students
have to attempt any FOUR questions.
2. SECTION-B consists of FOUR Subsections : Units-I, II, III & IV. Each Subsection
contains TWO questions each carrying EIGHT marks each and student has to
attempt any ONE question from each Subsection.
3. SECTION-C is COMPULSORY and consist of ONE Case Study carrying EIGHT
marks.
SECTION-A
1. Differentiate between HRM and HRD.
2. What is wage and salary administration?
3. Discuss the future of training and development.
4. Discuss the techniques for improving the quality of work life.
5. Discuss the role of competency mapping in job satisfaction.
6. Explain the process of HR audit.
SECTION-B
UNIT-I
7. Differentiate between job description and job specification. Briefly explain the steps in
job analysis process.
8. What are factors affecting the human resource planning? State the benefits of human
resource planning in organizations.
2 | M-49098 ( S 1 3 ) - 4 6 9
UNIT-II
9. Explain the difference between Recruitment & Selection. Discuss the various sources of
Recruitment.
10. Describe the popular methods of :
a) On-the-job training
b) Of-the-job training
UNIT-III
11. What are fringe benefits? Classify and explain the various fringe benefits.
12. Differentiate between potential management and performance appraisal. What are the
stages in performance management cycle?
UNIT-IV
13. What do you mean by collective bargaining? Discuss the issues and strategies in
collective bargaining.
14. Write a note on :
a) Grievance Resolution Procedure
b) Contemporary issues in HRM
SECTION-C
15. CASE STUDY: HUMAN RESOURCE MANAGEMENT
People?s needs change as their circumstances and life demands change. Therefore, Spark
ltd. implemented a Mass Career Customization (MCC) program as a way to motivate
talented women and men to remain in the workforce. Rather than being stuck with the
pressure of a career ladder, Spark ltd. employees may move up, down, or across what is a
career lattice, depending on their life goals. The MCC concept worked wonders for Spark
ltd. tax accountant Sachin, who was frustrated by the very long hours that cut into time
with his four-years-old daughter. With support of his senior manager and two of Spark
ltd?s partners, Sachin shifted gears and began telecommuting four days each week. Career
customization is especially good in meeting the needs of millennial who want more
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1 | M-49098 ( S 1 3 ) - 4 6 9
Roll No. Total No. of Pages : 03
Total No. of Questions : 15
MBA (2016 to 2017) (Sem.?2)
HUMAN RESOURCE MANAGEMENT
Subject Code : MBA-203
M.Code : 49098
Time : 3 Hrs. Max. Marks : 60
INSTRUCTION TO CANDIDATES :
1. SECTION-A contains SIX questions carrying FIVE marks each and students
have to attempt any FOUR questions.
2. SECTION-B consists of FOUR Subsections : Units-I, II, III & IV. Each Subsection
contains TWO questions each carrying EIGHT marks each and student has to
attempt any ONE question from each Subsection.
3. SECTION-C is COMPULSORY and consist of ONE Case Study carrying EIGHT
marks.
SECTION-A
1. Differentiate between HRM and HRD.
2. What is wage and salary administration?
3. Discuss the future of training and development.
4. Discuss the techniques for improving the quality of work life.
5. Discuss the role of competency mapping in job satisfaction.
6. Explain the process of HR audit.
SECTION-B
UNIT-I
7. Differentiate between job description and job specification. Briefly explain the steps in
job analysis process.
8. What are factors affecting the human resource planning? State the benefits of human
resource planning in organizations.
2 | M-49098 ( S 1 3 ) - 4 6 9
UNIT-II
9. Explain the difference between Recruitment & Selection. Discuss the various sources of
Recruitment.
10. Describe the popular methods of :
a) On-the-job training
b) Of-the-job training
UNIT-III
11. What are fringe benefits? Classify and explain the various fringe benefits.
12. Differentiate between potential management and performance appraisal. What are the
stages in performance management cycle?
UNIT-IV
13. What do you mean by collective bargaining? Discuss the issues and strategies in
collective bargaining.
14. Write a note on :
a) Grievance Resolution Procedure
b) Contemporary issues in HRM
SECTION-C
15. CASE STUDY: HUMAN RESOURCE MANAGEMENT
People?s needs change as their circumstances and life demands change. Therefore, Spark
ltd. implemented a Mass Career Customization (MCC) program as a way to motivate
talented women and men to remain in the workforce. Rather than being stuck with the
pressure of a career ladder, Spark ltd. employees may move up, down, or across what is a
career lattice, depending on their life goals. The MCC concept worked wonders for Spark
ltd. tax accountant Sachin, who was frustrated by the very long hours that cut into time
with his four-years-old daughter. With support of his senior manager and two of Spark
ltd?s partners, Sachin shifted gears and began telecommuting four days each week. Career
customization is especially good in meeting the needs of millennial who want more
3 | M-49098 ( S 1 3 ) - 4 6 9
work-life balance, young parents like Sachin who want more time with children, and
boomers who are easing into retirement. The key to the success to MCC arrangements is
a win-win outcome of positive social exchanges. At the center of the concepts is the
employee?s life goal(s). What do you want most? The answer to that question is the key
to Spark ltd?s MCC program, as each employee's lattice is nailed together by twice-a-year
evaluations that consider career targets and larger life goals. Answering that question is a
key to the Spark ltd. program, and shows how the firm focuses on and appreciates its
people.
Discussion Questions :
a) Because of the recession, Spark ltd. (and other companies) may not be able to offer
significant financial incentives to motivate employees. What kind of non-financial
incentives could it offer in order to attract new talent, and to prevent current staff
from defecting?
b) How could Spark ltd. use the idea of eustress to motivate employees?
NOTE : Disclosure of Identity by writing Mobile No. or Making of passing request on any
page of Answer Sheet will lead to UMC against the Student.
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This post was last modified on 22 March 2020