MIBM PGDBA Answer Sheets – Define collective bargaining. Discuss the concept and importance of collective bargaining.
MIBM PGDBA Answer Sheets – Define collective bargaining. Discuss the concept and importance of collective bargaining.
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Human Resource Management
Total Marks – 100
SECTION – A
State with reason if following is true or false. (5×2= 10)
a)A job analysis may answer the question “What skills are needed to perform the activities?”
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b) Job specialization can lead to employees becoming bored and careless, resulting in decreased productivity and quality.
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c) The only way for an organization to overcome a skills gap is to re-train staff.
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d) Affirmative action programs assure that minorities are given equal opportunities in the workplace.
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e) References should be used at the start of the job recruitment process as they will allow an organization to evaluate who is a suitable potential employee.
SECTION – B
2- Complete any 5 (5X10=50)
1) Write short notes on
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a) Minimum Wages
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b) Job Evaluation
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c) Grievance
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d) Career Planning
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e) Selection
2) Discuss procurement and development functions in detail.
3) What is 360 degree feedback? Explain with example also Discuss its uses.
4) Define collective bargaining. Discuss the concept and importance of collective bargaining.
5) “Money spend on Training is not on expenditure but an investment”. Explain.
6) What are the normally used conflict resolution techniques?
SECTION – C
Note: Attempt any two questions
Total Marks: 40
1- Mrs. Pratibha Sinha worked for 20 years in The Pearl Ltd, she joined very recently Montem Ltd, as the production manager, she was supposed to attend a routine departmental heads meeting last Friday at 4.30 p.m., which was presided over by the managing director of the company. She did not attend the meeting as there was no formal or informal communication to her, the managing director didn’t like her absence as there were many important items to be discussed regarding production department, Mrs. Pratibha Sinha was called by the managing director on the next day and asked explanation for not attending the meeting Mrs. Pratibha Sinha replies that there was no information. The secretary said that it was a routine meeting and as such information was not sent to any departmental head. But all other heads, except Mrs. Pratibha attended the meeting.
Define collective bargaining.
Question:
(a) Who is responsible for the occurrence of such a mistake?
(b) Find out the reason for the incident. How do you propose to solve such problems in future?
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The Good vibes Communications was established in 2006. It had its plants in six areas in the country. The company provided both in-company and out-companies executive
Development programmers. In Company programmers included orientation programmers for apprentice Assistant Executive Engineers. It had a staff college at Bangalore Programmers were conducted at staff college for all types of personnel. In-company programmers included quality management, participative management, time management, etc. The best faculty was drawn from Indian Institute of Management, Universities, and Professional Apart from the four permanent and internal faculty. At present all the four permanent faculty positions are vacant. Evaluation of management development programmers is done as a ritual rather than to make it a part of development process. Evaluation of in-company programmed is done at staff college with the objectives of knowing the participants learning and to know how far the participants have found the programmed useful. The staff college sends no formal feedback to the functional heads of the departments and also to the corporate personnel and administrative department. It appears to be no formal system that provides the feedback from the participants and out company programmers to their respective functional heads.
There exists no evaluation model with pre-training and post-training evaluation and no efforts are made to develop evaluation techniques.
Define collective bargaining.
Define collective bargaining.
Questions:
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Finding out the reasons for the unsatisfactory conditions of evaluation of management development programmers?
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How do you improve the conditions of evaluation of management development?
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PREM Company is an engineering company with employee strength of 1,000. The company has a system of incentive linked monthly productivity bonus for the shop floor employees, which serves the purpose of rewarding good work. The HR director, Mr. Suraj has been facing a dilemma, how to evaluate the performance of the middle management and how to link it with productivity. After deliberate discussions with individual managers, he develops a plan. The plan is designed to enhance team work and provide incentives for improvement and excellence among middle level managers. Briefly the pay will be split into two components. The first consists of 80% of original salary, which will be a fixed component and will be determined as before. The second component of 20% will be flexible and will depend upon the ability of each team as a whole to show minimum of 5% improvement in their respective areas. The scheme when discussed with managers, received a number of negative remarks. One manager said that why should their performance depend upon the performance of other members of the team. The new pay scheme makes them team players first and specialists in their areas next. Another objection was that why the good persons in the team should suffer if the other members were not measuring up to the expectations. Moreover, there are a number of external factors which affect the individual and collective performance. For example, if a product suddenly goes out of demand affecting marketability, why the concerned marketing team should be penalized for something beyond its control. Now Mr. Suraj is in a tight position. The company has been the trend setter in executive compensation in Indian industry as they have been paying the best. Will the new plan ensure that it remains that way? If the plan succeeds PREM set another trend in executive compensation. But how should he see this plan through?
Questions :
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Do you think it is proper to evaluate manager on the basis of productivity?
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In your opinion, individual performance or team performance is the most suitable criteria for incentive plans?
Define collective bargaining.
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