First Set Currency

Placeholder

Human Resource Management-2A

$10.00

SKU: AMSEQ-106 Category:

Human Resource Management

 

  1. Define HRM, trace its evolution and list out the functions and objectives?
  2. What is training and development? What are the different techniques of training and what makes training effective?
  3. What is HRP? Explain the process of HRP and list out its importance for an organization?
  4. Define selection, explain its process and bring out the barriers to effective selection
  5. Write short note on any three of the following.
  6. a) Job Analysis and its uses
  7. b) Performance appraisal methods(Past and future oriented)
  8. c) Employee remuneration components and significance
  9. d) Methods of workers participation in management
  10. e) Trade Unions—functions and problems
  11. Define recruitment, its purpose and importance? List briefly the various sources of recruitment
  12. Define appraisal process and list the common errors that affect the appraisal interview.
  13. What do you mean by separation, define the different types of separation?

 

Case Study

Global Human resource Management at Coca Cola

The Coca Cola Company is one of the most successful MNC. Coca Cola however, like to think of itself as a multi local company. The philosophy is best summarized by the Phrase “Think Global Act Local”. Coca Cola manages it global operations through 25 operating divisions.

 

The Corporate HRM function is charged with providing the glue that binds these various divisions into Coca Cola family. The Corporate HR function achieves this in two main ways, First, by prorogating a common human resources philosophy within the company and Secondly by developing a group a internationally minded mid level executives for future senior management responsibility.

 

The Corporate HRM group sees its mission as one of the developing and providing the underlying philosophy around which the local businesses can develop their own HR practices. For example, rather than have a standard salary policy for all its national operations, Coca Cola has a common salary philosophy– the total compensation package should be competitive with the best companies in the local market.

 

Twice a year the Corporate HRM group conducts a two week of HRM orientation session for the HR staff from each of its 25 operating divisions to give them an overview of the company’s HRM philosophy and talk about how local businesses can translate it into HR policies.

 

Coca Cola believes in information sharing, for instance a problem in Brazil division could be learning experience to improvise in Australia operations. The sessions provide a medium through which HRM professionals can communicate and learn from each other, which facilitates the rapid transfer of innovative and valuable HRM tools from region to region.

 

As much as possible, Coca Cola tries to staff its operations with local personnel. To quote one senior executive “we strive to have limited numbers of international people in the field because generally the local people are better equipped to do business at their home locations”.

 

However Expats are needed in the system for two main reasons, one is to fill a need for a specific set of skills that might not exists at a particular location. For example, when Coca Cola started its operations in Eastern Europe, it had to bring in an expat from Chicago, who was a polish descent, to fill the position of finance manager. The second reason for using expatriates is to improve the employees own skill base. Coca Cola believes that because it is global company, senior managers should have had international exposure. Coca Cola also tries to build a cadre of internationally minded executives from which the future senior managers of Coca Cola would be drawn.

 

QUESTION 1: What is Coca-Cola’s staffing policy for managerial positions: ethnocentric, polycentric, or geocentric?  Does this policy make sense?

 

QUESTION 2: What is the strategic role of the HRM function at Coca-Cola?  How does HRM help Coca-Cola to become a more successful international business?

 

 

Assignment – C

 

Q1: Due to Globalization HRM is-

Options

Gaining Importance

Losing Importance

Becoming out of focus

None of the above

Q2: Job analysis consists of–

Options

Job description

Job specification

Job evaluation

  1. a) & b) above

Q3: Recruitment means–

Options

Screening for prospective candidates for a ob

Selecting the right fit for the job

Forecasting the human resource

Solicit necessary information from prospective applicants

Q4: Who are the major actors of Industrial Disputes

Options

Employers

Workers

Government

All of the above

Q5: BARS stands for–

Options

Behaviorally Anchored Rating Scale

Behaviors And Reaction Scale\

Behaviorally Aligned Rating Scale

None of above.

Q6: Training means

Options

Developing

Imparting Specific skills with a view to increase effectiveness

Evaluating the employee’s skill

None of the above

Q7: Performance Appraisal is the process of–

Options

Evaluating employee’s performance with well defined performance standards.

Evaluating performance against job description.

Evaluating the future potential of the employee

Evaluating the employee’s personal ability against the job

Q8: HRP stands for

Options

Human Responsibility Planning

Human Resource Planning

Human Report Planning

Human Reference Planning

Q9: Which among the following is on the job training method?

Options

Vestibule

Lecture

Conference

Lab- Training

Q10: In 360 degree appraisal system performance is rated by–

Options

Superiors , Subordinates, Clients

Superiors, Peers, Subordinates, Clients

Superiors, Peers, Subordinates

Superiors and Peers only

Q10: In 360 degree appraisal system performance is rated by–

Options

Superiors , Subordinates, Clients

Superiors, Peers, Subordinates, Clients

Superiors, Peers, Subordinates

Superiors and Peers only

Q12: Halsey Plan, Rowan Plan, Bedaux Plan are

Options

Incentive Schemes

Welfare Schemes

Perquisites

Profit Sharing Schemes

Q13: Trade Union act of–

Options

1926

1934

1920

1936

Q14: Which of the following is not a selection test?

Options

TAT

Graphology Test

Aptitude Test

Altitude Test

Q15: Delphi Technique is used for–

Options

Appraisal

Incentive Plan

Forecasting the human resource

Recruitment

Q16: Select the correct sequence in evolution of HRM.

Options

PM,IR,HRM,HCM

IP,PM,HRM,HCM

PM,HCM,HRM,IR

HCM,PM,IR,PM

Q17: Collective bargaining is a machinery for–

Options

Discussion

Settlement of disputes

Conciliation

Adjudication

Q18: In IHRM ,employees are classified as–

Options

HCN,PCN,TCN

CNN,HCN.PCN

TNN,CNN,FCN

HCN,TCN,FCN

Q19: Trade unions are association of–

Options

Employees

Employers

Employer & employees

None of above

Q20: IR stands for–

Options

Industrial Disputes

Industrial Settlement

Industrial Role

Industrial Relations

Q21: AITUC,INTUC,CITU are–

Options

Trade Unions

Employment agencies

Political Parties

NGO’s

Q22: Retrenchment is a type of–

Options

Temporary Separation

Termination of Services of an Employee

Voluntary Retirement

Dismissal

Q23: Geocentric Approach involves–

Options

Seeking HCN for all key position

Seeking PCN for all key positions

Seeking TCN for all key positions

Seeking best people regardless of their nationality

Q24: Repatriation is the process of–

Options

Settling the expatriates back into the home country

Settling the local employees

Settling the expatriates in host country

None of the above

Q25: Layoff is a —

Options

Permanent Separation

Temporary Separation

Voluntary Separation

None of the above

Q26: Final step in selection is–

Options

Reference check

Job Offer

Employment Contract

Physical Examination

Q27: Campus recruitment is a type of–

Options

External source of recruitment

Internal source of recruitment

Both internal & external source

None of above

Q28: Job enrichment is–

Options

Adding motivators to a job for making it more rewarding

Adding more hours to job

Adding similar tasks to job

None of above

Q29: Job analysis data is used for–

Options

HRP ,T&D, Remuneration ,PA, Recruitment & Selection

HRP and T&D only

Remuneration, T&D,PA

HRP and PA only

Q30: Demand forecasting is–

Options

Estimating the quality and quality of people required in the future of an organization.

Estimating the quality of people required

Estimating the quantity of people required

None of the above

Q31: Poaching is–

Options

An external source of recruitment

An internal source of recruitment

A selection test

None of the above

Q32: Barrier in effective selection are–

Options

Point Ranking Method

Halo/Horn Effect

Forced Ranking

None of above

Q33: Expatriates are–

Options

Citizen of one country working in another

Local citizens on high positions

Both

Only US citizens

Q34: Tests devised to assess a person’s ability to undertake a particular type of work or to learn a particular skill are called–

Options

Aptitude Test

Knowledge Test

Intelligence Test

Attitude Test

Q35: Staffing includes the following–

Options

Selection & placement

Recruitment

Appraisal

  1. d) None of above

Q36: T- group training is also called–

Options

Sensitivity Training

Informal Training

Formal Training

None of the above

Q37: Which of the following explains the HRD concept–

Options

It is competence building exercise

Sub process of OD

Brings attitudinal change in people

All of the above

Q38: Job description provides information about–

Options

Nature & Characteristics of job

Characteristics of the person doing the job

Characteristics of organization

Characteristics of the management

Q39: VRS is used for–

Options

Downsizing

Retrenching

Layoff

None of above

Q40: Which of the following is statutory benefit

Options

Provident Fund

Incentive

Perquisites

Club Membership

Step 1: Match Assignment Question; Step 2: Add to Cart - One-by-One all your subject; Step 3: Checkout, Pay through PayPal and Download