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Seat No.: Enrolment
GUJARAT TECHNOLOGICAL UNIVERSITY
MBA SEMESTER 2 EXAMINATION WINTER 2018
Subject Code:3529205 Date:27/12/2018
Subject Name: Human Resource Management.
Time:2.30 p.m.to 5.30 p.m.
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 Write a short note:
Job Analysis
HR Planning
Induction
Job Description
Strategic HRM
Competency Mapping
Green HRM
14
Q.2 "Performance Appraisal should be multifaceted. Supervisors should
evaluate their employees, and employees should be able to evaluate
their supervisors and customers should evaluate them all" Explain.
07
Describe the importance of compensation in Human Resource
Management. What factors are considered in wage determination.
07
OR
What is Job Analysis? Compare different methods of data collection
technique for Job Analysis?
07
Q.3 How training is useful for HRM? Explain the five step Training and
Development process in detail
07
Describe the objectives and main provisions under the Factories Act,
1948 with respect to welfare and safety provisions.
07
OR
Q.3 Collective Bargaining is the principal raison d'être of the trade union"
explain the statement in relation with trade union and collective
bargaining
07
Compare following methods of Job Evaluation: ranking, factor
comparison and point method.
07
Q.4 Employee engagement serves as one of tool for boosting employee
productivity. Justify the statement by underpinning the concept of
employee engagement, factors contributing to employee engagement
and consequences of employee engagement
07
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Detail the maternity Benefit Act,1961 with respect to its objective,
benefit, penalties. and amendments.
07
OR
Q.4 Explain the Payment of gratuity Act ,1972with respect to its
objective, nomination, calculation and forfeiture
07
What are the causes of Industrial disputes? Explain the statutory
machinery for prevention and settlement of disputes in India
07
Q.5 value serve limited is a Bangalore based software company which markets the IT
Products with a capacity of 1000 employees. The company follows a strict
employment recruitment policy. The employees selected will be trainees with the
company and after completion of their training they will be absorbed at the entry
level managerial position. The company also follows the procedure that only the
entry level recruitment would be done externally and while the high-level positions
will be occupied by the internal employees through promotions and transfers. So the
employees have mentioned stipulated periods when the promotions are done. Only in
case of emergency the company invited application externally for high level
positions.
In the year 2000 the company really needed as assistant manager (marketing due to
termination of the present one. So the company invited application for the following
position through newspaper and references of present employees. There were 3
employers who were just promoted as assistant managers because of their
performance. The job specification was that the candidate should have at least 1 year
of experience in marketing and preference will be given to the candidate who have
marketed IT products with any organization. Mr Robin Thomas who had just
completed 2 years of service in retail applied for the following position and got
selected. He agreed with the job profile and joined the organization in 2000.Now as
the company declared the promotion dates for the employees he will be promoted as
marketing manager in the year 2005 and other 3 employees will be promoted in the
same year but earlier than Mr. Robin
Now in the year 2003 there came an urgency of the marketing manager due to sudden
resignation. And the company decided to give advertisement in the newspaper to
invite direct recruitment the job specification was mentioned as the candidate should
have at least 5 years of experience in marketing. Mr. Robin also met the specification
and also applied for the job. But he was not called out of the other applicants. As he
had 2 years of experience earlier and he already completed 3 years with the company,
so he should be considered for the position. Looking to following situation he
applied through the proper channel. But his application was not accepted. He could
not understand the logic behind that and he resigned from the job.
Is it right on the part of the company not to call Mr.Robin for the
interview?
07
What is the problem in this case? 07
OR
Q.5 Is Robins grievance genuine? If it was genuine then what can be the
impacts on performance of employees in future
07
As the Vice President HR how would you have handled this
situation?
07