FALL-2015 Get solved assignments at nominal price of Rs.125 each. Visit www.instamojo.com/subjects4u search for your code pay and download fully solved assignments. Any issues mail us at: [email protected] or contact at 09882243490 Master of Business Administration - MBA Semester 3 MU0013-HR Audit-4 Credits (Book ID: B1735) Assignment (60 Marks) Note: Answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme. Each Question carries 10 marks 6 X 10=60. Q1. Define Human Resource Planning (HRP).Discuss the objectives of Human Resource Planning. Answer. Meaning of Human Resource Planning; Human resource planning is the term used to describe how companies ensure that their staff comprises the “right person for doing the job”. It includes planning for staff retention, planning for candidate search, training and skills analysis and much more. It is the process of acquiring and Q2. What do you mean by Human Resource Audit? Discuss the purpose of HR Audit. Explain the common approaches to HR Audit. Answer. Definition of HR Audit; - According to Dr. Parimalendu Bandopadhyay, “HR audit means the systematic verification of job analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and morale, participative management, communication, welfare and social security, safety and health, Q3. Suppose you have joined as an HR and you are asked to carry out the HR Audit process in your organization. What are the methods you will consider while implementing the HR Audit process? Answer. Methods used in the HR Audit process are: Interviews In order to ascertain what the top management thinks about the future plans and opportunities available for the company, the auditors conduct individual interviews with the members of the top management. The top management can provide a perspective for a good HR audit. To collect information about the effectiveness of the Human Resource Development System, organisational culture, skills, styles, etc., auditors conduct group interviews with different level of managers. Interviews help the auditors in a Q4. Discuss the relationship between Human Resource Practices and Performance of business Answer. The broad objective of this study was to arrive at an understanding about the adoption of HR practices in Indian organisations, and also study the relationship between these practices and organisational performance, both objective and perceived. The study was undertaken with the following research questions: 1. How many, and how far, the selected HR practices have been implemented by the organisations under study? Do they place different degrees of emphasis on these? 2. What is the impact of HR practices on Q5. What are the benefits that the employer derives from Employee Referral Programmes? Explain the different types of Interview. Answer. The benefits of Employee Referral: - In their competition to identify and attract outstanding employees, many companies many a time undermine their top recruiting source, i.e., their own employees. While many companies have some form of Employee Referral Programme (ERP) in their recruitment repertoires, the effectiveness of these initiatives varies dramatically. Using employee referrals as part of a recruitment and hiring process offers employers several distinct benefits. Q6. Write a short note on the following: a) Flanholtz model (Rewards evaluation model) b) Pekin Ogan model Answer. a) FlanhoItz model (Rewards evaluation model) The rewards evaluation model was suggested by FlanhoItz. It identifies the major variables that determine an individual’s value to an organisation, or in other words, his expected reliable value. Rewards evaluation model is certainly an improvement over the model suggested by Lev and Schwarts. But when examined on operational capacity, this model falls short of a practical value in as much as those probabilities will have to be determined for each individual occupying various service states, and these probabilities will have to be determined for all employees for different periods on an individual basis. The rewards evaluation model suggests a five-step approach for assessing the value of an individual to the organisation. These steps are discussed as under: Step 1: Forecasting the period the employee will remain in the organisation, i.e., his expected service life; FALL-2015 Get solved assignments at nominal price of Rs.125 each. Visit www.instamojo.com/subjects4u search for your code pay and download fully solved assignments. Any issues mail us at: [email protected] or contact at 09882243490