Buy amity mba solved assignments

1. Differentiate HRM and HRD.
2. Define human resource audit.
3. Why human resource planning is important?
4. What is Induction Programme?
5. Write a short note on simulated training.
6. Define Knowledge management.
7. Define compensation management.
8. ‘What are the stages in career development?

Case Study for amity distance learning

Mr. Kumar Nidhi has been working as a manager (Credit Appraisal) in State Bank of Mysore since, 1990. He got first rank in his M.A. from Karnataka University in 1989. He rose from Officer-Grade IV to Officer-Grade I in a short span of 10 years. Personnel records of the bank shows that he is an efficient manager in Agricultural Credit, Industrial Credit and Credit to small business etc. The bank is planning to computerise the project appraisal department. In this connection, Mr. Kumar Nidhi was asked to take training in computer operations. But he was quite reluctant to undergo training.
Q1. Why was Mr. Kumar Nidhi reluctant to undergo training? Discuss.
Q2. What is job rotation?
Q3. What are the determinants of learning from this case?
?
Assignment C
Q1. ________ are the resources that provide utility value to all other resources.
a. Men
b. Material
c. Money
d. Machinery
Q2. The term procurement stands for
a. recruitment and selection
b. training and development
c. pay and benefits
d. health and safety
Q3. The characteristics of human resources are ________ in nature
a. homogeneous
b. heterogeneous
c. ductility
d. None of the above
Q4. Identify the managerial function out of the following functions of HR managers.
a. procurement
b. development
c. organizing
d. performance appraisal
Q5. Which of the following is an example of operative function of HR managers?
a. planning
b. organizing
c. procurement
d. controlling
Q6. The scope of human resource management includes
a. procurement
b. development
c. compensation
d. All of the above
Q7. Human resource management is normally ________ in nature.
a. proactive
b. reactive
c. combative
d. None of the above
Q8. The human resource management functions aim at
a. ensuring that the human resources possess adequate capital, tool, equipment and material to perform the job successfully
b. helping the organization deal with its employees in different stages of employment
c. improving an organization’s creditworthiness among financial institutions
d. None of the above
Q9. Which of the following aptly describes the role of line managers and staff advisors, namely HR professionals?
a. Staff advisors focus more on developing HR programmes while line managers are more involved in the implementation of those programmes.
b. Line managers are concerned more about developing HR programmes whereas staff advisors are more involved in implementing such programmes.
c. Staff advisors are solely responsible for developing, implementing and evaluating the HR programmes while line managers are not all involved in any matters concerning HR.
d. Line managers alone are responsible for developing, implementing and evaluating the HR programmes while staff advisors are not all involved in any matters concerning HR.
Q10. In strategic human resource management, HR strategies are generally aligned with
a. business strategy
b. marketing strategies
c. finance strategy
d. economic strategy
Q11. Which of the following is closely associated with strategic human resource management?
a. efficient utilization of human resources
b. attracting the best human resources
c. providing the best possible training
d. All of the above
Q12. Treating employees as precious human resources is the basis of the _______ approach.
a. hard HRM
b. soft HRM
c. medium HRM
d. None of the above
Q13. Strategic human resource management aims to achieve competitive advantage in the market through
a. price
b. product
c. people
d. process
Q14. Wright and Snell made important contribution to the growth of
a. Strategic fit model
b. Strategic labour allocation process model
c. Business-oriented model
d. None of the above
Q15. Strategic management process usually consists of _______ steps.
a. Four
b. Five
c. Six
d. Seven
Q16. One of the components of corporate level strategy is
a. growth strategy
b. portfolio strategy
c. parenting strategy
d. All of the above
Q17. Creating an environment that facilitates a continuous and two-way exchange of information between the superiors and the subordinates is the core of
a. High involvement management model
b. High commitment management model
c. High performance management model
d. None of the above
Q18. Which one of the following is not a part of the external environment of an organization?
a. social factors
b. political factors
c. legal factors
d. organizational culture
Q19. Identify the odd one out of the following factors
a. organizational structure
b. HR systems
c. business strategy
d. technology
Q20. The first recorded human resource management initiative was made during
a. the pre-industrial revolution era
b. the First World War era
c. the Second World War era
d. None of the above
Q21. What is the most important contribution of the Hawthorne studies?
a. the discovery of the informal relationship and social groups among employees
b. the significance of lighting and ventilation for performance
c. the difference in the performance of male and female employees
d. the relationship between the behaviour and performance
Q22. The term environmental scanning stands for
a. gathering data about the organization and its surroundings
b. collecting information about the shareholders
c. gathering information relating to the employees
d. none of the above
Q23. McGregor’s Theory X and Theory Y was introduced during
a. the First World War`
b. the Industrial revolution
c. the Second World War
d. the human relations movement
Q24. One of the important assumptions of the —-perspective is that uncertainty in environment is more of an internal problem and less of an external problem
a. objective environment perspective
b. perceived environment perspective
c. enacted environment perspective
d. none of the above
Q25. When an organization creates its own environment out of its knowledge of the environment, it has created a/an
a. enacted environment
b. perceived environment
c. objective environment
d. none of the above
Q26. Job analysis is a process of gathering information about the
a. job holder
b. job
c. management
d. organization
Q27. The final process of a job analysis is the preparation of two statements, namely,
a. job observation and job description
b. job specification and job observation
c. job description and job specification
d. None of the above
Q28. Which of the following terms is not associated with job analysis?
a. task
b. duty
c. position
d. competitor
Q29. The process of bringing together different tasks to build a job is called
a. job evaluation
b. job design
c. job classification
d. job description
Q30. The process of grouping of similar types of works together is known as
a. job classification
b. job design
c. job evaluation
d. job description
Q31. The system of ranking jobs in a firm on the basis of the relevant characteristics, duties, and responsibilities is known as
a. job evaluation
b. job design
c. job specification
d. job description
Q32. The written statement of the findings of job analysis is called
a. job design
b. job classification
c. job description
d. job evaluation
Q33. A structured questionnaire method for collecting data about the personal qualities of employees is called
a. functional job analysis
b. management position description questionnaire
c. work profiling system
d. none of the above
Q34. The model that aims at measuring the degree of each essential ability required for performing the job effectively is known as
a. Fleishman Job Analysis System
b. common metric questionnaire
c. management position description questionnaire
d. functional job analysis
Q35. The method that depends mainly on the ability and experience of the supervisors for gathering relevant information about the job is called the
a. task inventory analysis method
b. technical conference method
c. diary maintenance method
d. critical incident method
Q36. Designing a job according to the worker’s physical strength and ability is known as
a. ergonomics
b. task assortment
c. job autonomy
d. none of the above
Q37. Which of the following is not a component of job design?
a. job enrichment
b. job rotation
c. job reengineering
d. job outsourcing
Q38. Moving employees from one job to another in a predetermined way is called
a. job rotation
b. job reengineering
c. work mapping
d. job enrichment
Q39. The basic purpose of human resource planning is to
a. identify the human resource requirements
b. identify the human resource availability
c. match the HR requirements with the HR availability
d. All of the above
Q40. The primary responsibility for human resource planning lies with
a. HR Manager
b. general manager
c. trade union leader
d. line manager

Buy amity MBA solved assignments