M.B.A. M.B.A FINANCE DEGREE EXAMINATION, APRIL/MAY 2018.
Second Semester
HUMAN RESOURCE MANAGEMENT
Time 3 Hours Max. Marks 60
SECTION — A
Answer all FIVE questions. 2 10 Marks)
1. What is job analysis?
2. What is SHRM?
3. What is employee training?
4. Write the concept of industrial relations.
5. What do you understand by worker development?
SECTION — B
Answer all FIVE questions (with internal choice).
8 40 Marks)
6. What new roles do you expect human resource management departments to
deliver to cope with future HRM challenges? Explain.
Or
What do you mean by human resource planning? Explain the techniques of
human resource demand forecasting.
7. What is meant by transfer? Discuss various types of transfer.
Or
What is recruitment? Explain techniques of recruitment in detail.

8. Write a note on career planning and development.
Or
Explain the essential steps of a good training programme.
9. What do you understand by employee remuneration? What is its significance?
Or
Enumerate the wage structure and policy in Indian industries.
10. Write about the following
Collective bargaining
Participative management.
Or
Write about the following
Industrial democracy
Quality circles.
SECTION — C
(Compulsory) (10 Marks)
11. Case Study
Behavioral Scientists tend to downplay money as a motivator They prefer to
emphasize the importance of challenging jobs, goats and participative decision
making, feed back, cohesive work teams and other monetary factors. We argue
otherwise.
Money is important to employees because it is a medium of exchange. People may
not work only for money, but take the money away and how many people would
come to work? A study of nearly 2,500 employees found that while these people
disagreed over what was their number one motivator and then unanimously choose
money as their number two.
For money to motivate an individual's performance, certain conditions must be
met. First, money must be important to everybody. High achievers for instance are
intrinsically motivated. Money would have little impact on these people. Second
money must be perceived by the individual as being a direct reward for
performance. Unfortunately, performance and pay are purely linked in most
organizations. Pay increases are far more offer determined by nonperformance
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factors such as seniority, community pay standards or company profitability. The
marginal amount of money offered for performance must be perceived by the
individual as being significant. However, may be the best case for money is a
review of studies that looked at four methods of motivating employee performance,
money, goal setting, participative decision-making and redesigning jobs to give
workers more challenge and responsibility.
Questions:
What can be done to unlock the doors of employee's potential apart from
money?
As HR Chief of any large organization, how would you design a new
performance appraisal system in view of above readings?
Discuss the role of monetary and non-monetary rewards as effective feedback
to the employees.