...ASSIGNMENT Drive Program Semester Subject code & name Book ID Credits & Marks SUMMER 2015 MBA/ MBADS/ MBAFLEX/ MBAHCSN3/ PGDBAN2 1 MB0043 – HUMAN RESOURCE MANAGEMENT B1626 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. Q. No 1 Question 3 10 5 5 10 What do you mean by management development? What are its objectives and methods? Meaning of management development Objectives Explanation of On-the-job and Off-the-job development methods 4 2 4 4 Write short notes on: (i) Selection test and (ii) Interviews (i) Various selection tests conducted by organizations (ii) Interview process and Types of interviews 2 2 6 10 Suppose you have joined as HR executive in a software company. The first task you have been assigned is to work on Career planning. What are the various career programs will you consider? List of various career programs Explanation of the career programs Total Marks 10 The success of HR plans depends on the accuracy of HR forecasts. What is the meaning of this HR forecasting? Describe the following HR forecasting techniques: (a) Index/ Trend analysis and (b) Expert forecasting. Meaning of HR forecasting Index/ Trend analysis Expert forecasting 2 Marks 1 9 5 Definition of performance review Types of appraisal methods Explanation of individual...
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...Corporate Responsibility and Marketing Strategies Ka'Nesha Bolden Dr. Dottie Heady Contemporary Business July 20, 2014 Apple states that all over the world, they are expanding opportunities for workers and ensuring that they will treat them with respect and dignity. Apple believes education can empower workers and improve lives. "Because education is a great equalizer, we are investing heavily in helping workers throughout our supply chain learn new skills and better understand their rights. In 2013, more than 280,000 people at 18 supplier sites took courses in a range of subjects through our free education and development program. In addition, our suppliers trained more than 1.5 million workers on their rights, bringing the total number trained since 2007 to 3.8 million." (Apple, 2014) Apple feels suppliers must treat workers fairly and ethically at all times. "We've strengthened our programs to help suppliers protect student interns and other at-risk workers. We are continuing our efforts to end excessive work hours. In 2013, our suppliers achieved an average of 95 percent compliance with our maximum 60-hour workweek. We are driving responsible sourcing of minerals, and we've publicly released a list of smelters and refiners in our supply chain to promote transparency." (Apple, 2014) "From one perspective, Apple's world could not be rosier and its future shinier. Rising from the rubble of a disintegrating company in 1997, Apple has reached the pinnacle of success...
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...position in ten year. She is well respected and has received good to outstanding performance evaluations throughout her career at AlphaSoft. Sam Snarkley, another employee at AlphaSoft who was disappointed about not getting the promotion that Alison received found out at a social gathering that Alison did not complete her MBA degree due to family reasons. The issue here is that Alison noted on her resume when she applied to AlphaSoft that she did have her MBA. The MBA was not a requirement for the position the Assistant Project Facilitator position that Alison held when she first started but it is a requirement for the Senior Vice President position. Sam informed the human resources department about his findings. Human resources requested that Alison provide them with a copy of her official transcripts. In this situation it is clear that Alison lied and was unethical but on the other hand, Alison has proved herself to be a good leader and employee and she has generate revenue for the company. Because of her accomplishments, I think Alison should be showed lyneacy and should not be terminated. She should be asked to complete the eighteen credits she has left for her MBA degree as soon as...
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...Functional Areas of Business Paper Shaunelle Orridge MGT/521 August 25, 2014 Ellen Thomas When pursuing a Master’s of Business Administration (MBA) degree, individuals may be under the impression that having that degree will increase career success. According to Hay and Hodgkinson (2006), “a popular conception surrounding the MBA degree is that it leads to fast track career success, typically construed in terms of improved salary and hierarchical position ([10] Baruch and Peiperl, 2000; [12] Carnall, 1992)” (vol. 11(2), 108-124). Finance and Accounting, Leadership, Production and Operations Management, Marketing and Sales, Research and Development, and Human Resources are the primary functional areas of business. How does a successful manager operate within functional business areas? In this paper, I will analyze the role of a manager within the functional areas of business. In addition, issues that pertain to leadership in these roles will be addressed. I will also depict the successful manager in these roles in order to answer the question posed. Managers in the Functions of Business Businesses, whether large or small must implement crucial functions in order to stay productive and profitable. These functions may include monitoring inventory, purchasing stock, performing accounts receivable functions, or the hiring and firing of employees. Strategic planning is also a key area in the functional areas of business. Functional areas include: * Production...
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...of these areas include management, law, human resources, leadership, accounting, finance, economics, research and statistics, operations management, marketing, and strategic planning. According to Robbins and Coulter study (2012), the management concept can be defined as an individual who is involved in the coordination and supervision of all work activities of their employees to make sure that the assigned activities were completed in an efficiently and effectively manner. This efficient and effective aspect of the managerial process requires that managers are doing the right thing within a rightful nature (Robbins and Coulter, 2012). Project managers handle making project goals their own and use his or her skills and experience to create a shared purpose within the project team. They enjoy the presentation of creating new challenges and the responsibility of stimulating business results. Project managers also work well under pressure and have the capability to adapt with change and run into many different situations. This type of manager needs to think not only in terms of the "big picture" and the small-but-crucial details that come along with each task and project and know which is more important at the time. Project managers must have the skills needed to develop trust and communication among all of a project's stakeholders. This includes sponsors, those who will make use of the project's results, those who command the resources...
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...Functional Areas of Business Paper Christina M Williams MGT/521 August 3, 2015 Lloyd Krieger Functional Areas of Business Paper Many companies base their organizational structures on various functional areas, creating departments around these functions and assigning responsibilities according to employees' job titles and experience. A functional organizational structure groups employees by various skills and expertise, leading to greater efficiency. Some of these areas include management, law, human resources, leadership, accounting, finance, economics, research and statistics, operations management, marketing, and strategic planning. According to Robbins and Coulter study (2012), the management concept can be defined as an individual who is involved in the coordination and supervision of all work activities of their employees to make sure that the assigned activities were completed in an efficiently and effectively manner. This efficient and effective aspect of the managerial process requires that managers are doing the right thing within a rightful nature (Robbins and Coulter, 2012). Project managers handle making project goals their own and use his or her skills and experience to create a shared purpose within the project team. They enjoy the presentation of creating new challenges and the responsibility of stimulating business results. Project managers also work well under pressure and have the capability to adapt with change and run into many different situations...
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...Canadian University of Dubai Management Information Systems MBA Program Project MIS Project Project Proposal An organization encounter some difficulties in its performance for achieving high quality products/services. Consequently it can not compete with its competitors in the marketplace. The top executives decided to carry out a thorough analysis of the organization activities. They have come up with some suggestions that may improve the organization performance. They decided to develop Information Systems to some of its activities such as the following: Activities MIS Project Reporting Activities. Production Planning Activities. Facilities Locations Activities. Billing Activities. Services Activities. Personnel Activities Sales and Marketing Activities Finance and Accounting Activities Human resources Activities Manufacturing and Production Activities MIS Project You are required to do the following: Select one activity that could be of interest to you or suggest any activity of your choice that is related to your work. Use your notes, handouts, reference books, organization documents, research papers and the internet to prepare the final report of your project. Citation must be evident. MIS Project (continue) You are required to do the following: In addition to your report a power point presentation is required. You will give a presentation of your project by the end of the course. The project is divided into three...
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...Diversity Audit DeVry University Kinect Orlando The diversity study will examine a localized organization within DeVry University. There have been perceptions by many of the employees in this organization that there has been blatant reverse discrimination by the management, who at the time were African American. The situation has changed considerably as this organization has grown, however the events of a couple of years ago are worth a closer examination. DeVry University’s new online student enrollment is handled by their Kinect Division. This organization has over five hundred employees located mainly in the Chicago area and a remote center in Orlando constituting nearly one hundred employees. There are current plans to add an addition four hundred enrollment advisors in DeVry’s new building located in downtown Chicago. . This paper will discuss the challenges which the Orlando location has experienced. Currently the Orlando location consists of nearly ninety Admissions Representatives, seven Assistant Directors of Admissions (front line management running teams of approximately ten representatives apiece), three Directors of Admissions and one Senior Director of Admissions. The site also has a support staff of six, however, they will not be considered in this paper due to the negligible impact this team has upon the subjects being discussed. The responsibilities of the admissions advisors are vast and varied, perhaps the best...
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...containers, automotive parts, aircraft related parts, and appliance related parts (Riordan Manufacturing, n.d.). The company's revenue exceeded $1 billion and is a Fortune 1000 enterprise (Riordan Manufacturing, n.d.). Due to current declines in sales and "uneven profits", Riordan embraced changes that included adopting a customer-relationship management system and a Six Sigma quality approach (Riordan Manufacturing, n.d.). While these changes were developed to combat the developing issues with the business end of the company vision and needs, it unfortunately brought about decreases in production and employee satisfaction. In order to combat the issues related to the necessary changes in company practices, Riordan Manufacturing must build human resource planning that address the needs of the employees and brings them on board with the goals and needs of the company. In order to better understand the issues and opportunities facing...
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...THE KING COMPANY BACKGROUND The King Company experiences many of the difficulties common in today’s business climate. In response to declining sales, the company must transform itself from a strategy of expansion and high profit to one of cost containment and staff reductions. The case discusses the organization and provides details of the human resource department. Also presented are e-mails from various staff members. The e-mails identify specific problems that need to be addressed by the HR department and provides a look at King’s overall culture. You may find the tone of some e-mails to be unprofessional. This is a good lesson for us all--As much as we enjoy informality in the workplace, all documents and correspondence— including e-mails—can be retained and are discoverable in litigation. Managers must be cautious in their writing because inappropriate language may be impossible to defend in court. Employees In the Case: Amera, Argonta---Accounting employee Andreas, Gary---employee on workers’ comp Call, Jake---Compensation & Benefits Manager Dean, Don---C.E.O. Dugas, Karla---Benefits Coordinator Folkner, Meg---Supervisor, CAD Design Grant, Alan---Current HR Director Honduras, Margo---Previous HR Director Jones, Lyle---Production Employee Madison, Charles---Senior V.P. Petersen, Matt---Production Supervisor, Team 3 Planky, Burt---fishing buddy Putt, Tonia---CAD Designer Rey, Dave---Production Foreman Sanders, Tomas---Design Manager ...
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...GENERAL SIR JOHN KOTELAWALA DEFENCE UNIVERSITY CLASS ASSIGNMENT SUBJECT: INFORMATION TECHNOLOGY POLICY & PLANNING (MEG 3123) Prepared by Name | Number | | | MBA IN E-GOVERNANCE Programme 111 Year 2 Semester III Report Submission Date : 15 October 2015 Lecturer: Lt Col (Retd) Athula Samarasinghe Student declaration: | I declare that: | * I understand what is meant by plagiarism * The implications of plagiarism have been explained to me by our institution * This assignment is all my own work and I have acknowledged any use of the published or unpublished works of other people. | Student's signature: | Date: | Total number of pages including this cover page | | Submission Date | | Due Date | -10-2015 | Lecturer's Name | Lt Col (Retd) Athula Samarasinghe | OFFICIAL USE ONLY MARKER’S COMMENTS | Marker’s Name | Marks Awarded (100%) | Analysis of Topshoes Company Introduction This is an analysis of make-believe company called “topshoes”, with aim of drafting/imposing IT policies in each area where IT has been used. This hypothetical “topshoe” brand focuses on all age groups of the company. Products of this company maintain high demand in the local market as well as foreign markets. The company is very much concerns with the quality of the products and cost effective ways of manufacturing by using cutting edge technology as well as appropriate IT applications witch effects both quality and cost...
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...Should Human Resources be an Inside Job? A Study on the of Outsourcing Human Resources Departments Prepared by Nneka A. Gunn Report Distributed July 21, 2011 Prepared for Dr. Mike Chase Managing Human Resources MBA BUSM 533 – Group 13 This is to certify that this paper was constructed and written solely by Nneka Gunn INTRODUCTION In a world that is filled with financial turmoil and economic upheaval, companies are looking for ways to cut costs at every turn in order to maximize profits. This research paper will delve into the world of outsourcing. One may ask, “What is outsourcing?” Outsourcing in business is when an organization contracts or hires another company to perform duties and tasks or provide a service that is normally performed in-house, which offers access to skilled expertise, a manageable and variable cost structure, and opportunities for increased focus on an organizations’ core business. The idea of outsourcing is traced to have originated in the 1960s with the Electronic Data System. The history of outsourcing as a strategy shows that it developed from a need for specialized, lower cost labor; which makes outsourcing a great fit for small businesses that are often short of labor, and need low costs. Businesses can keep control of the training function, but gain a strategic partner that can address key needs at a reasonable cost. Human Resources (HR) is the fastest growing segment of the business process outsourcing sector. HR is...
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...headquartered in East Peoria, Illinois. They have been in operation since 1913 as an agent for Allied Van Lines. They offer widespread services in residential relocation, international moving, office moving, warehousing and distribution, delivery services, and custom logistics solutions to data backup and record storage services to motorcycle transportation. They have multiple locations throughout Central Illinois, St. Louis, MO, Milwaukee, WI, and Chicago, IL (Federal). The Federal Companies corporate headquarters is where the marketing, accounting/finance, billing, human resources, executive management, and information technology departments are located. The key decisions regarding personnel and promotions are decided by the human resources manager and his or her superiors when a position becomes available. When a new management position becomes available, notification is sent to the human resources department from the department manager and research is conducted if there are any internal candidates or if an advertisement is...
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...ASIAN JOURNAL OF MANAGEMENT RESEARCH Online Open Access publishing platform for Management Research © Copyright 2010 All rights reserved Integrate d Publis hing associat ion Research Article ISSN 2229 – 3795 Employer branding: A new strategic dimension of Indian corporations Suman Kumar Dawn, Suparna Biswas Asst. Professor, West Bengal Universit y of Technology, Ko lkota skd_hooghly@yahoo.co.in ABSTRACT Emplo yer branding is defined as a targeted longterm strategy to manage awareness and perceptions o f emplo yees, potential emplo yees and related stakeho lders wit h regards to a particular firm (Sullivian, 2004). This includes direct and indirect experiences of dealing wit h the firm. Like actual product branding, organizat ions have started to invest emplo yer branding as emplo yees are the internal customers of the firm. The emplo yer brand builds an image confirming the organizat ion as a good place to work. Today, an effect ive emplo yer brand is essent ial for compet it ive advantage. Wit h the liberalizat ion of the Indian econo my in 1991 and subsequent economic reforms, Indian co mpanies are becoming internat ionally strategic to utilize the emplo yer brand to attract and retain talent which leads to expand and growth of the business. This paper gives some concept on emplo yer branding and also to examine how India...
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...(Re)Designing the HR Organization Amy Kates, Downey Kates Associates M 22 any HR functions have gone through the process of transformation over the past decade. This redefinition of the work of HR is intended to allow a more strategic focus on talent management and organizational capability while systematizing HUMAN RESOURCE PLANNING 29.2 and controlling the cost of transactional work. Little formal consideration has been given, however, to how these new complex HR organizations should be configured to best achieve these goals. This article highlights the operational challenges created by the most common organization design used by HR departments—the business partner model—and presents an emerging model— the solutions center—that is intended to address these flaws. Each model is described and discussed and a set of considerations for the HR leader is offered in order to maximize the effectiveness of the chosen organization design. Over the last decade there has been a profound shift in the work of the HR function. The publication in 1997 of David Ulrich’s Human Resource Champions spurred HR leaders across various industries to realign their organizations in order to undertake “strategic business partner” work. At the same time, a focus on cost-cutting and efficiency aimed at staff functions in general—and at HR in particular—has pushed much HR transactional work into shared services or to outsourced vendors. For many HR departments, this process of “transformation...
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