Saturday, September 21, 2013

MS-02 Management of Human Resources


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ASSIGNMENT
Course Code : MS-02
Course Title : Management of Human Resources


1. What are the primary objectives, focus, and purpose of Selection Tests and Interview in the whole process of Hiring in organisational set up? Critically examine their usefulness, and importance in the short term and long term functioning and culture of the organisation. Draw from the experiences you are familiar with. Describe the organisation and the situation you are referring to.
Answer :        The Hire In order to comply with Federal regulations and to monitor progress toward affirmative action goals, each department is required to document all recruitment activities. Recruitment Closure Once the job offer has been extended and accepted by the candidate, the hiring supervisor must complete the Post Offer Form on line and submit it back to the CSR or Staffing & Compensation Analyst in Human Resources. In addition, all Candidate Disposition forms need to be submitted on line to reflect the entire candidate pool.


2. What are the problems usually encountered in the Performance Appraisal in organisations? How are and whether these problems taken care of at the ground level reality in organisational set up? Critically examine and substantiate your answers with examples you are familiar with. Briefly explain the situation, you are referring to.

Answer : problems usually encountered in the Performance Appraisal in organisations are:

Problems With Performance Appraisals: Where Do Managers Go Wrong?
Managers go wrong with performance appraisals in so many ways, it’s difficult to identify all of them. Here are four big problems managers and employees experience with performance appraisals.
Performance Appraisals Are Annual
Start with the fact that performance appraisals are usually annual. Employees need feedback and goal planning much more frequently than annually. Employees need weekly, even daily, performance feedback to keep them focused on their most important goals, to provide them developmental coaching to help them increase their ability to contribute


3. Do you agree with the statement that “Training is not fulfilling its proper role in various organisations”? Briefly describing the roles the Training is expected to play, substantiate your answer with suitable examples. Critically examine the expected contribution of training and its status at the ground level in the corporate Sector, referring to credible information sources and findings in Indian context.

Answer :   As we know training is provided for improving the skills in the employee or new
comer. it helps to increase the working status as well as it hepls to provide comfortable
enviornment to the new comer or fresher and



4. How is the function of Reward Management being applied/used/effectively used/ by the organised sector and other organisations in Indian context? Explain with suitable examples, and base your answer on the credible studies and findings available in this regard. Give proper references and details wherefrom you draw your answers.

Answer:    The reward system emphasizes a core facet of the employment relationship: it
constitutes an economic exchange or relationship. Global forces impact on pay systems.
Changes in reward systems mirror changes in work design and organizations, and the
emphasis on individual performance.

·         The nature of reward management
There are two types of rewards: Extrinsic and

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