IIBM Institute of Business Management Examination Paper Human Resource Management Subject Code-B102 Section A: Objective Type & Short Questions Part One Multiple Choices: 1. It is a cultural attitude marked by the tendency to regard one’s own culture as superior to others a. Geocentrism b. Polycentrism c. Ethnocentrism d. Egocentrism 2. It is the systemic study of job requirements & those factors that influence the performance of those job requirements
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shall be of 16 marks each and the last questions shall be of 20 marks. Q 1 What is preference share? What are the key merits and demerits of preference shares as a source of long-term finance? Q 2 Explain briefly the main features of SEBI VCF regulations. Q 3 What are the important internal techniques that can be used by MNCs to hedge their foreign exchange risk ? Q 4 What is right of repossession.? Q 5 (a) The Turnbull Report attempts to define
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companies to strategy. Faced with an accelerating changing and unsteady environment, the response of the corporation has been to attempt to create a sound internal configuration that includes human resource management (HRM) systems. The key to providing an effective response is to have an HRM system attuned to strategic requirements. The philosophical and academic bases for SHRM, proposed during the past three decades, have followed differing paths. This project attempts to bring together the differing
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Learning Organisations Moving towards a learning organization is something done BY people, not something done TO people or FOR people by someone else. So, the role of HR has to be in encouraging, facilitating, and supporting a move towards learning organizations. HR can never accomplish this themselves. Then, if executives want to move towards a learning organization, they should direct their operating units to do so, and direct HR to move into a supportive role. If it's the other way around, where
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and personal development. Over a 10 week period you will explore topics related to organizational concepts and theory, such as behaviours (OB) and human resource management (HRM) systems. The list of subjects that are covered in this course are not exhaustive of all the specific areas in organization theory, OB and HRM. Rather, this course is designed to provide a snapshot of people management challenges that are important and difficult in organizations today. Coverage of these topics are designed
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People have of mankind, people have been the most valued resource available. Regardless of the goal or task, some level of human resource is required. This simple fact has created a vital need for effective Human Resource Management (HRM). Implementing and executing areas of human resource management entail Equal Employment Opportunity (EEO) and Affirmative Action, Human Resource Planning, Recruitment, Selection, Human Resource Development, Compensation and Benefits, Safety and Health, and
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radical organizational changes such as merging process (Bjorkman & Soderberg, 2003). Nowadays this requirement is even more urgent and acute due to the fact that past decade has been characterized by enormous growth in mergers. Most of the studies of HRM in merger field were focused on the theoretical framework and has a consultative nature in dealing with one phase of the merger process which is the post implementation stage of merger. This study is directed at testing a hypothesis that there is a
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activities need to be done Leading – assuring the right people are on the job and motivated Controlling – monitoring activities to be sure goals are met 2. What is Human Resource Management? Definitions: . • Human Resource Management (HRM) is a subset of the study of management that focuses on how to attract, hire, train, motivate and maintain employees. Strong employees become a source of competitive advantage in a global environment facing change in a complex ways at a rapid pace.
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Human Resources Management System (HRMS) or Human Resources Information System (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology.[1] It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these
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HRM in an MNE [pic] Lucresia Ortiz Tara McNealy, Bus 325 2/8/2014 Domestic and International HRM “The challenge of many multinationals is to create a system that operates effectively in multiple countries by exploiting local difference and interdependencies and at the same time sustaining global consistency.” (Dowling/Festing/Engle, 2013) From the text in the book I believe the differences between domestic and international
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