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DRIVE
SPRING 2018
Program
MBA
Semester
4
Subject code
& name MU0015- COMPENSATION AND BENEFITS
1. (i) What is meant by “compensation
management”?
(ii) Organisations design out the
employee compensation packages based on some ‘compensation’ and
‘non-compensation’ dimensions. Describe in brief the ‘compensation’ dimensions.
[(i)
Meaning of compensation management- 2
(ii)
Description of compensation’ dimensions- 8]
Answer: i) Compensation management is a
process of determining cost-effective pay structure designed to attract and
retain the employees, provide an incentive to work hard and structured to
ensure that pay levels are perceived as fair. The components of a compensation
management system of
2. Explain the concept of Wage?
List down the pre-requisites of
effective Incentive schemes?
[Explain
wage concept
Pre-requisites
of effective Incentive schemes]
Answer: Wage Concept
Wages
in its broadest sense implies any kind of economic compensation received by the
employee from the employer under the contract of employment whereby the employee
renders some services to the employer. The term wage is used to define
different concepts like wage rate, gross
3. What do you understand by VRS
(Voluntary Retirement Scheme? Also list down reasons, merits and demerits of
VRS?
Concept
of VRS
Reason
for adopting VRS by organization, Merits and demerits of VRS
Answer: Concept of
Voluntary Retirement Scheme (VRS)
Voluntary
Retirement Scheme (VRS) is the most common method which is used by
organisations to reduce excess manpower. It helps the employer not only to
compete and survive in this current business scenario but also improve his/her
performance. This scheme also
4. Discuss the Organizational and
External Factors Affecting Compensation strategies?
Organizational
and External Factors Affecting Compensation strategies
Answer: Organisational
and External Factors Affecting Compensation Strategies
1. Individual factors: Organisations
while designing compensation strategy consider employees’ concern about
compensation worth. In designing the compensation strategy individual skill,
knowledge, expertise, attitude, sex, work environment and experience play an
important role in fixing the level of the job. The personality of an
5. Explain the
elements of Managerial remuneration?
Elucidate some of the economic
determinants of pay?
Elements
of Managerial remuneration
Economic
determinants of pay
Answer: Elements of
managerial remuneration
1.
Base
salaries: It
is the first element of the managerial remuneration which is analysed with the
help of Job Evaluation and also serves as incentives also. While evaluating the
salary, Job Evaluation is just a part of it. An executive is compensated on the
basis of his competencies and also the performance of his/her work. CEO’s base
salary is determined with the help of
6. Who are ‘Expatriates’? What are the
objectives of ‘Expatriate compensation’? Differentiate between Financial (extrinsic)
compensation and Non-financial (intrinsic) compensation.
[Meaning
of expatriates- 2
Objectives
of expatriate compensation- 3
Difference
between Financial compensation & Non-financial compensation- 5]
Answer: Meaning of expatriates
The
demand for expatriate talents has increased as a result of rapid growth of
international
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DRIVE-Spring
2018
Sem-
IV
MU0016-
PERFORMANCE MANAGEMENT AND APPRAISAL
Q1. Explain the aims
and purpose of “Performance management’’? 10
Aims of Performance Management
Purpose of Performance Management
Answer:
Aims
of Performance Management
The
major objectives of performance management are discussed below:
·
To enable the employees towards achievement of
superior standards of work performance.
·
To help the employees in identifying the knowledge
and skills required for performing the job efficiently as
Q2. Define performance appraisal.
What are the dimensions of performance appraisal? Describe the characteristics
of performance appraisal. (Definition of performance appraisal, Dimensions of
performance appraisal, Characteristics of performance appraisal) 2, 3, 5
Answer:
Performance
appraisal is also known as performance evaluation or performance review. It is
the most crucial phase of the performance management process. Performance
appraisal is a necessary management technique, wherein the employee and their
manager mutually discuss and evaluate the employee‟s performance for the past
year. Performance appraisal helps to have written records of the employee‟s
performance to
Q3. Explain 5
traditional and 5 modern methods of performance appraisal. 10
Traditional and
modern methods of performance appraisal
Answer:
Traditional
Methods
From the
name itself, one can identify that these are the methods that are most commonly
used. The traditional methods of performance appraisal
are:
·
Essay
appraisal method.
·
Straight
ranking method.
·
Paired
comparison method.
·
Critical
incidents method.
·
Field
Q4. What is performance feedback?
List any 3 important principles of feedback? Explain some of the pitfalls of
performance feedback?
·
Meaning of performance
feedback
·
Three important
principles of performance feedback
·
Pitfalls of
performance feedback
Answer:
Performance
feedback is, generally, in the form of an annual evaluation, that is,
performance reviews are scheduled annually, in which your performance is
measured against pre-established criteria. This type of an appraisal review
offers both the parties – the giver and the receiver, an opportunity for a
formal, documented communication. Feedback serves as a cornerstone to help
employees to improve their performance in
Q5. What is meant by “360 Degree
feedback”? Explain its purpose. What are the advantages and disadvantages of
360 degree feedback? (Meaning of 360 degree feedback, Purpose of 360 degree
feedback, Advantages of 360 degree feedback, Disadvantages of 360 degree
feedback) 2, 4, 2, 2
Answer:
360-Degree
feedback
In this
system of feedback, an individual receives feedback from almost all the people
who work around them. Feedback is provided from different directions which
include peers, subordinates, supervisors, and even the individual themselves.
The objective of this is to give the individual personal feedback from a
variety of perspectives, so as to provide the individual a more complete
understanding of how others perceive them. 360-
Q6 Write a brief
note on Ethics in performance management. (Importance of ethics in PM, Concept
of PM as related to ethical aspects, Role of ethics in PM) 3, 4, 3
Answer:
A
performance appraisal feedback which helps the individual to recognise
objectives that are closely linked with that of the organisation's, moulds the
individual to perform at a higher level and the organisation is less likely to
lose a valuable employee. The objective of the performance appraisal feedback
is to develop the individual and not to threaten their self-esteem. Hence,
treatment of people is the most fundamental ethical issue. Thus,
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ASSIGNMENT
DRIVE Spring
2018
PROGRAM Master of
Business Administration- MBA
SEMESTER Semester 4
SUBJECT CODE & NAME HRM403 – TALENT MANAGEMENT AND
EMPLOYEE RETENTION
CREDIT
& MARKS 4
Credits, 60 marks
Note
– Answer
all questions. Kindly note that answers for 10 marks questions should be
approximately of 400 words. Each question is followed by evaluation scheme.
SET
1
Ques 1 What are competency
characteristics? Describe some of them.
Ans A
competency is a reliably measurable, relatively stable and enduring
characteristic of a person, team or an organisation that causes and statistically
predicts a criterion level of
Ques 2 Define Talent Management. Discuss the Talent
management Approaches.
Ans
Definition of Talent Management
Talent
management is defined as a conscious and systematic approach taken up to attract,
identify, develop and retain productive and engaged employees with aptitude and
abilities to meet current and future organisational needs by fulfilling the
business/operation critical roles. The goal of talent management
Q3. Briefly describe the different
Talent Management Processes?
Description of Talent management
processes
Answer:
Key Processes of
Talent Management
Organisations are made up of
people who in turn create value through proven business processes, innovation,
customer service, and many other important activities.
In order to meet its
Ques 4 Explain the key Compensation
principles. What do you mean by Total rewards?
Ans There
are few key compensation principles. They are:
Consider the unique
characteristics and specific needs of
organisation:
The unique characteristics and specific needs of the organisation need to be
Ques 5 Explain the role of IT in
Talent Management Systems.
Ans The
globalization and advancement in information technology (IT), in which developing
countries play a major role, has caused a “war for talent.” To meet challenging
growth targets,
Ques 6 Write short notes on:
a)Promoting ethics in workplace
b)Talent Review
Ansa) Promoting ethics in workplace-
Ethics
is study of values or principles relating to right or wrong behaviour, also
known as morality. Ethics is very important for the sustenance of an organization.
If the organization and its people practice ethics in their day to day business
dealings, it will demonstrate the ethos and values of the organization, which
will go a long way in
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ASSIGNMENT
DRIVE Spring
2018
PROGRAM Master
of Business Administration- MBA
SEMESTER Semester
4
SUBJECT
CODE & NAME HRM404
– Change Management
Note
–
Answer all questions. Kindly note that answers for 10 marks questions should be
approximately of 400 words. Each question is followed by evaluation scheme.
SET
1
Ques 1 Describe Kotter’s Eight Step
Change Model.
Ans Kotter
has developed an eight step model for creating change in the organization. Each
step acknowledges that there are key principles that are related with the
responses of the people and their approach to change, what they look for,
understand and then embrace change. Kotter
Ques 2 What are OD interventions?
How are they useful to the organizations?
Ans Organization
development (OD) is the study of successful
organizational change and performance. OD emerged from human relations studies
in the 1930s, during which psychologists realized that organizational
Ques3 Discuss the reasons for
employees’ resistance to change.
Ans Resistance
to change can be in several forms, explicit, implicit, immediate or deferred/delayed.
If it is explicit and immediate, the senior management should be prompt in
taking steps to remedy the situation. Implicit resistance could cause loss of
loyalty, reduced level of motivation, increase in errors and absenteeism, etc.
Similarly, delayed resistance creates problems
Ques 4 What do you mean by
Organizational Effectiveness? Explain the approaches involved in achieving
Organizational Effectiveness
Ans As
a wider concept, organizational effectiveness as represented by several perspectives
comprises an organization’s fit with its external environment, configuration of
its internal subsystems for high
Ques5 What do you mean by Change
Agent? Describe the characteristics of successful Change Agents.
Ans Change
agents are people who usually have specialized training in organizational behaviour
and can help guide and advice the change process. They strive to ‘alter human
capability or organizational systems to achieve a higher degree of output or
self actualization
Ques 6 Write a brief note on the
following:
a)Herzberg’s Motivation Theory
b)Kurt Lewin’s Model of Change
Ansa) Herzberg’s Motivation Theory
Herzberg
explains that while the presence of these hygiene factors does not directly
enhance employee
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