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Course- Industrial relations
Internal Assignment Applicable for
December 2019 Examination
1. Bikram has been with Trackon
International in the production department for 10 years. The company grew with
leaps and bounds and management changed. The new management brought in a lot of
new rules, which the labours were not very happy with. Bikram decided to bring
the labour under one flag and decided to have a trade union started for more
organized efforts towards settlements. Please elaborate on the duties of a
trade union and process of registration of a trade union in India.
Answer: A trade union or labour union is an administration of
workforce grouped together to attain common goals such as enhanced operational
circumstances. The Trade Union Act of India 1926 defines a trade union as ‘an
organisation, whether temporary or permanent, formed primarily for the purpose
of regulating the relations between workmen and employers or between workmen
and workmen, or between employers and employers, or for imposing restrictive
condition on the conduct of any trade or business, and includes any federation
of two or more trade unions.’.
Workers join unions for reasons like unions having better
bargaining power than an individual worker. Unions regulate discrimination at
the work place, and provide a medium for workers to voice their grievances.
Unions provide members with basic facilities like training, education,
2. Jamshed is about to retire from
his position of the union leader at Raycon Industries. The company is one of
the largest textile companies in the country and operates 3 different strong
trade unions. Jamshed has been leading his ‘balwaan union’ for 7 years and
thought that he must get a new leader now. While he is handing over the charges
to Chandrakant, he gives a tip ‘collective bargaining is the mantra to succeed
without losing a working day’. He also has a long chat with Chandrakant giving
him some tips about the gravity of holding bargain power. In light of this
case, please list down factors that have an effect on bargaining power of a
party in collective bargaining.
Answer: Collective bargaining serves a dual purpose; it provides
an approach to determine the wages and conditions of work for a group of
workers covered by the agreement, through free and voluntary negotiations
between the two independent parties concerned in the organisation. It also
facilitates the employers and workers to define by agreement the rules
governing their relationship.
According to Boone and Kurtz, collective bargaining is ‘a
process of negotiation between management and union representatives for the
purpose of arriving at mutually acceptable wages and working conditions of
3. Pranjal was working on a project
with an NGO for spreading awareness about various labour laws among the workers
of different factories which were situated in a deeper area in her state. Those
workers were mostly uneducated and were not aware of their own rights in many
places. Her group decided to speak about Health, Safety and welfare as their
theme. Pranjal decided to speak about two issues Employment of women in
factories and an overall awareness about objectives of factories act. Please
answer following questions in light of the case.
a. List various restrictions towards
employment of women under section 66 of factories act.
b. Please list down in short,
objectives of the Factories Act, 1948.
Answer: a) The Factories Act regulates labour employed in
factories. It applies to the whole of India. This Act applies to all factories
which use power and employ 10 or more workers, and applies to factories not
using power and employing 20 or more workers, on any day of the preceding 12
months.
Section 66 imposes the following
restrictions to women workers in factories:
Work for maximum 9 hours daily: All the women workers will work
only for 9 hours in any one day and no overtime will be done by them. No
exemption from the provisions of Section 54 is allowed.
No work at night: Women shall not be required or
allowed to work in any factory between the hours of 6 AM and 7 PM. There might
be some variations in timings as per the state government, which may by
notification in the official Gazette vary the limits for any factory or group
or class or description of factories. However, such variations must not
authorise the employment of women between the hours 10 PM and 5 AM.
Change of Shift only after Holiday: If any women worker wants to
change her working shift then that cannot be changed during a
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Course- Compensation and benefits
Internal Assignment Applicable for
December 2019 Examination
1. SYNTAX is a newly set up start up in India which is operating in financial services sector. The company’s product is meant for a regular salaried person who has a burden of paying income tax annually. With the use of technology and innovation, SYNTAX has helped customers share this burden. The company is going for a recruitment drive as it plans for domestic expansion. You are an HR Head of SYNTAX and you suggested top management to offer such pay packages which will be a balanced combination of direct and indirect compensation. Which indirect compensation components will you include for a position of Regional Head, Business Development?
Answer: Compensation includes all the rewards that an employee
receives during the course of his or her job–for his or her contributions to
the organisation. The idea of a good
compensation philosophy is to attract, retain and motivate high-quality people.
Compensation encompasses base salary, incentives, bonus and benefits, and is
based on job evaluation. Compensation systems though are similar for most but
not for all kinds of jobs in the organisation.
In every organisation, there are some special groups whose
compensation is not determined in the same manner as it is done for
2. VEDANT Ltd is an upcoming IT firm
in Mumbai specializing in software for educational institutions. The company is
planning to formulate the compensation strategy to attract and retain the
talent in its organization. You are hired as a consultant by VEDANT Ltd and you
are required to give the structure of compensation strategy to the company. How
will you structure the compensation strategy for VEDANT Ltd?
Answer: Compensation strategy stands as a critical point of
importance for an organisation, as building a competitive and effective
organisation solely depends on it. A corporate strategy combined with other
business and HR strategies can result in either success or failure of a firm.
Compensation strategy derived from strategies of HR defines an organisation’s
position on job market, the total cash level, the major bonus principles of the
firm and the rules for setting base salary. It also states the basic
compensation components utilised by a firm and the standard rules applied to
every component of compensation. Designing compensation strategies involves
3. STRIKE 10 is a newly set start up
in Bengaluru. The startup is operating in online trading of sports
merchandizing. The company is planning to start an Individual Performance Pay
program to motivate the employees to come up with higher performance levels.
You are an HR Manager of STRIKE 10. In this background, answer the following:
a. Will you consider Individual Spot
Awards? If yes, why?
b. Which spot awards will you give?
Answer: a) Employee rewards may be monetary such as hike in salary
or increments or it may be non-monetary such as change in designation, status,
fringe benefits, etc. When employees realise that they are rewarded and
respected for their efforts they are further motivated. Thus, the human
resource approach helps the employees to achieve through a mutual process where
the organisation and the employees help each other to achieve their goals.
Many employees are motivated by two goals:
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Course- Manpower planning
Internal Assignment Applicable for
December 2019 Examination
1. Explain the concept of quality of
work life. Give an example of your own work place/ any other where you think
initiatives for quality of work life of employees are taken. Elucidate the
initiatives.
Answer: Quality of work life is the degree to which members of a
work organisation are able to satisfy important personal needs through their
experiences in the organisation. The work environment is very different in today’s
world than it was a generation ago. According to the Institute of Industrial
Engineers, a person changing his careers six times on an average in his/her
lifetime is quite common. It is now rare for a person to stay with a single
company his or her entire working life. Because employees are often willing to
leave a company for better opportunities, companies need to find ways not only
to hire qualified people, but also to retain them.
And many employees these days are actually working harder,
faster, and longer hours than ever before. What else can be expected from
job-related employee stress other than lack of commitment to the corporation,
2. Manpower planning is an essential
function in organizations. While it may not always lead to a positive process,
it sometimes leads to actions such as corporate restructuring. Do you think
corporate restructuring has become rampant? Give any one industry example. What
are your views on corporate restructuring in the light of advanced technology,
IoT and artificial intelligence?
Answer: Corporate restructuring is the process of redesigning one
or more aspects of a company. The process of reorganizing a company may be
implemented due to a number of different factors, such as positioning the
company to be more competitive, survive a currently adverse economic climate,
or poise the corporation to move in an entirely new direction. Here are some
examples of why corporate restructuring may take place and what it can mean for
the company. Restructuring a corporate entity is often a necessity when the
company has grown to the point that the original structure can no longer
efficiently manage the output and general interests of the
3. Greencloud is a reputed Air
Conditioner manufacturer for more than four decades now. They recently came up
with a new design in air conditioners which could be moved from one place to
the other. During the installation of one of such air conditioners, the
customer service agent encounters a conflict on installation of a particular part
with the customer. The customer happens to prove himself right and produces an
evidence of the e-catalogue he had referred while buying from the e-commerce
website. On asking the agent about his unawareness of the installation of the
particular part, he replied that they are right away sent for service calls
after product launches without a formal training and all the knowledge that
they gather is from various tech and social media websites.
a. What according to you is the root
cause of the problem and what could be the other possible repercussions of the
same?
b. What kind of action plan do you
suggest in the above case?
Answer: a) Training offers a way of developing skills, enhancing
productivity and quality of work. The organization decides about how it should
proceed with the process of developing the managers to meet its future
management requirements. It decides about the key aspects of the development
programmers like their objectives, mode of delivery place and duration. Factors
that judge the methods and responsibilities taken by the trainers are size,
goals, and nature of the organization. The nature, requirements and process of
training and development are usually individual employee-centred. Some
organizations may prefer to follow a premeditated routine development program
with result –oriented assessment systems. Some other companies may just ensure
that their managers get ample opportunities and support to develop themselves
in their profession with the least concern for the formalities and rituals.
As mentioned in the question, Greencloud is not providing
formal training to its customer service agents before they visit the customers’
site to install the product and this is making the customers angry and
dissatisfied. Customer service agents only learn something from tech and social
media websites which is not a formal way of training. Root cause of the problem
is related to training which is
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Course- Organization culture
Internal Assignment Applicable for
December 2019 Examination
1. Management theorists are always
of the opinion that leaders are the true reflection of any organisation. They
are the ones who are responsible to not only guide but also mentor you in the
journey which will help reach the organisational as well as self-goals or objectives.
Based on the above statements discuss the dynamic role of leaders which helps
to create innovative organisational culture.
Answer: A leader is one who can protect
the organization during crisis time. Leaders can be within as well as outside
the organization. It is the prime duty of a manager to motivate and direct the
employees. They need to recruit people and assign appropriate jobs to them,
encourage them for self-development, provide them training if needed and
appraise their performance regularly.
Dynamic role of leaders
Initiates actions – Leading is the function which
starts the work performance of the followers or subordinates. The work would perhaps still have been done
but not with so much enthusiasm. Further, leading has a self-perpetuating
component in that the led knows where to do and therefore, even if they take
different routes, ensure that the destination is reached more efficiently and
effectively. This happens because of the human characteristics. Through this
function subordinates understand their jobs and work according to the
guidelines and agreed methods. Plans can be
2. Antara joined a FMCG organisation
as a Management Trainee-HR. There is a lot of expectation from her where she
needs to be agile and learn the culture of this organisation and adapt to it.
The culture of any organisation is conveyed in various ways, based on the above
scenario discuss what are the different ways through which Antara can learn the
culture?
Answer: When new employees join an organisation, they carry their
own set of expectations and desires. They are completely strangers to the
people, work place and the work environment. As a result, it is likely to feel
insecure, shy and nervous. In the absence of information and support, there is
likely to be anxiety, apprehensions and fear in their minds. They may undergo
reality shock caused by a gap between their expectations and the real
situation. This can lead to some adverse consequences in the form of employee’s
morale getting lower, high dissatisfaction towards the job, low commitment
towards the organisation and poor interpersonal relationships
3. Krishnan joined as an AGM-HR in a
leading Educational Institute. He noticed that there was no socialisation
process for the employees. They (employees) hardly knew each other since there
was no ice breaking, minimal interaction and everyone was working in silos.
Krishnan promotes the point that there should be a socialisation process for
new as well as old employees as it attempts to integrate them into the culture
of the organization.
a) Suggest any three socialisation
tactics which Krishnan should use.
b) What could be the active
consequences of socialisation tactics used?
Answer: a) Socialization Process is the process by which members
learn and internalize the values, beliefs and norms of their organization. An
individual pass through three stages that are known as the pre-arrival stage,
encounter stage and metamorphosis stage. Orientation programmes are used to
socialize the individuals successfully. The socialization process starts when
the new recruit is about to enter the organization.
Socialization is very much important in an organization as
employees should interact with each other on regular basis. There should be a
positive working environment in an organization. New joiners may not have good
idea about company’s culture and socialization process would be appropriate
idea
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Course- Performance management system
Internal Assignment Applicable for December
2019 Examination
1. Abhinav Saxena is a software
professional whose performance appraisal is due. During the past 12 months
Abhinav has worked on three different projects with three different superiors.
All his superiors have quit the organization. Abhinav is now being appraised by
a new boss, Narayan Swamy. The only data point available is the Critical
Incident Diary maintained very diligently by all the previous superiors of
Abhinav. Assume you are Narayan Swamy how would you approach this situation and
also utilize the Critical Incident Diary to ensure the appraisal process is
objective and fair.?
Answer: Performance appraisal is a powerful tool to regulate,
improve and reward the performance of employees. Performance appraisal helps
evaluate individual achievements and their contribution to achieve overall
organizational goals. This system works well when achievements are traced on a
quarterly basis. Performance appraisal of an employee must be carried out not
only by the immediate superior but also by fellow employee, customers and
management.
If organisational goals are converted into objectives and job
tasks and these are executed by employees, it follows that the effectiveness
with which tasks are performed has a direct bearing on organizational
effectiveness. PE identifies
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2. Sameera Sharma is a Team Leader
and leads a team of 10 employees. Akanksha who has been part of Sameera’s team
has just resumed from her maternity leave. Akanksha is having trouble managing
her 7-month old baby, home and work. Akanksha is a committed and hardworking
employee yet extremely stressed with the situation. Akanksha is thinking of
quitting and approaches Sameera for a counselling session. What steps should
Sameera take to ensure that the counselling session is meaningful and achieves
a successful outcome.
Answer: Employee counselling is a process where a professional
counsellor helps employees sort out problems by themselves. It is an enabling
service. Counselling is required for employees who are stressed out of
problems, personal or professional. Smith defines counselling as “a process in
which the counsellor assists the counselee to make interpretations of facts
relating to a choice, plan,
3. Karan Kapoor has a startup
business - Akanksha Enterprises - that recycles plastics and makes decorative
items. He started the business 2 years ago with 5 employees. Today it has grown
pan India and has 100 employees. Karan has now hired Amita Patil as HR Manager
and wants to introduce rewards and incentives in their organization. This will
be the first time they will be introducing the concept of rewards. Amita Patil,
HR Manager is leading this exercise.
a. What steps should Amita take to
link performance with compensation?
b. Prepare an incentive scheme for
Sales Executives who sell the decorative items?
Answer: a) Steps to link
performance with compensation
1. A performance pay system should be designed to promote
the kind of performance an organisation needs. In order to do so:
●
An analysis should first be made of the objectives and results
sought;
●
The principles/policies and practices needed to obtain the results
(for example, team work) should be established;
●
These policies and practices should form part of an overall human
resource management strategy.
2. Employees should be consulted in the formulation of the
plan (to ascertain the type of rewards most likely to have motivational effect
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