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Assignm ent: 1

Instructions:
Number of Questions : 2 0
Maximum Marks : 2 0
Each question carries 1 Mark.
All questions are compulsory.
Attempts: 1

1
Human Resource Management discipline covers which of the areas

Manpower planning and Talent acquisition

Training & Development
Performance Management system
All of the above

2
Which of the following is not a function normally performed by the HR
department?

Employee relations
Training and Development
Treasury Management
Recruitment and Selection

3
It contains data about each employee's skills, abilities, work preferences and other
items of information which indicate his overall value to the company.

Skills inventory
Skill set
Raw material
Finished goods

4
It is the introduction of newly appointed employees to their jobs, to their fellow
workers and to the organization.

Induction
Formalitie
s
Interview
Recruitment and Selection

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5
How many steps are establishing a career development system.

Seven
Four
Eight
Nine

6
The primary aim of recruitment and selection process is

Talent Management
Meet the high labor turnover and Hire the best individuals at optimum cost
Ensure the availability of surplus in the case of sickness and absence
Identify pay structure

7
Employees believe in and support discipline and adhere to the rules, regulations
and desired standards of behavior. This Statement satisfies which type of
discipline?

Negative Discipline
Normal Discipline
Positive Discipline
Mixed Discipline

8
What is human factor?

Micro and macro issues of socioeconomic factor.

Interrelated Physiological, Psychological and Socio-ethical aspects of
human being.
The entire concept of human behaviour
A formal process of planning to fill a role that will become vacant

9
What is critical Incident method in performance management system

Implies Balanced scored card

Behaviorally Anchored Rating Scales
Human asset accounting method
Attempts to measure employee performance in tough situations

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10
Organization should pay to their employees as per their financial capacity and
capability.

Performance orientation
Ability to pay
Non-discriminatory
Legal compliances

11
Identity which of the following option is a component of remuneration?

Fringe Benefits
Commitment
External equity
Motivation

12
Which HR function is responsible for designing and implementing programs to
improve employee performance and well-being

Talent Acquisition
Manpower plannning
Training & Development
employee relations

13
It is the ability to identify, assess, and control the emotions of oneself, of others,
and of groups.

Essential Managers
Essentials position
Emotional intelligence
Market situation

14
What is the full form of IRS
Industrial relations system
Introduction relations system
International relations system
Industrial religious system

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15
Kirkpatrick's has given Levels of Evaluation

4
7
5
3

16
The process of examining a training program is called

Training modification
Training manipulation
Training evaluation
Training efforts

17
In a a management trainee is made to move from one job to other job to
improve skill levels

Job rotation
Job analysis
Job description
Job specifications

18
Organization has to prepare themselves to cope up with the changes in the
environment in order to survive and be successful.

True
False

19
Balanced score card methodology is not an strategic initiative

True
False

20
The management must estimate the structure of the organization at a given point
of time.

True
False

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Assignm ent: 2

Instructions:
Assignment 2 is based on the following text/paragraph of case study/situational exercise etc. You
first need to read this text and then answer the following MCMR i. e. Multiple choice multiple
response questions.
Number of Questions : 5
Each question carries 2 Mark
All Five Questions are Mandatory.
Attempts: 1

The Company is an Infrastructure company and awarded with various new mega projects for
another span of 5 years. The existing Manpower and HR systems are not ready enough to meet the
company future requirements and in turn lead to confused conditions in projects delivery and
cost management. The companyʼs incumbent HR processes were unable to support the revised
resource profile, resulting in a high number of HR related issues occurring. The company did not
possess the necessary knowledge of Human Resource management to identify and deliver the
required enhancements to the companyʼs HR processes and procedures. The Senior Management
team conducted several rounds of meetings to address these issues and made an action plan to
streamline the various HR processes like Manpower Planning, Talent Acquisition systems,
Performance Management systems, good employee relations at project sites, and to revamp HR
policies, and what the business wanted to achieve in the short, medium, and long term. The
company reviewed the issues they faced with their employees, including various grievances and
capability issues that were taking a lot of management time to resolve. The management has
given this project ownership to Corporate HR team along with some other senior employees from
various functional areas. The team has interacted with Senior management team, Middle level
managers and most of the employees regarding the gaps and to make e ff ective HR processes.
They have also collected various benchmark processes from the similar successful large scale
infrastructure companies and took the support of a renowned consultant to make the best HR
policies and systems. Through this process, the team has collected the various best policies of the
industry and presented to the management. the company senior management team a er many
brainstorming sessions identified the essential HR processes, systems and policies that were
required major changes to address the needs of the organisation and took a decision to
implement the action plan on immediately basis. A er the completion of this project exercise,
many changes have been introduced by the company like – Institutionalizing the Balanced Score
card system, TPM quality processes, Good manpower planning and Bench mark Talent Acquisition
processes, hired e - portals for e ff ective recruitment, established Grievance handling mechanism,
designed Annual training calendar with e ff ective employee development programmes, Employee
work committees to address day to day issues on speedy basis, Immediate hiring of new
Corporate HR Head for the organisation and established various bench mark HR processes and
systems. Through this various change management initiatives, the company put the system in
track which led to the great success.
1

2 What are the issues faced by the company to address the future requirements

Manpower Shortage
Career planning
Good HR systems
Talent management

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3 The team has interacted with whom to get the proper facts and relevant information

Customers
The middle level managers
Community people
Diff erent categories of employees

4 What are the areas have been identified by the management to address the company long and
short-term growth

Team work
Inter departmental cooperation
Eff icient Manpower planning
Best Talent acquisition systems

5 What are the Processes followed by the Cross functional team to get the best practices

Collected various bench mark practices from similar organisations

Training needs identification
Took the support of reputed consultant
Arranged seminars

6 What was the action initiated a er the HR audit

Employee disengagement
Balanced score card Initiative
Hiring new corporate HR Head
Leadership Traits

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