Human Resource Management
- Define HRM, trace its evolution and list out the functions and objectives?
- What is training and development? What are the different techniques of training and what makes training effective?
- What is HRP? Explain the process of HRP and list out its importance for an organization?
- Define selection, explain its process and bring out the barriers to effective selection
- Write short note on any three of the following.
- a) Job Analysis and its uses
- b) Performance appraisal methods(Past and future oriented)
- c) Employee remuneration components and significance
- d) Methods of workers participation in management
- e) Trade Unions—functions and problems
- Define recruitment, its purpose and importance? List briefly the various sources of recruitment
- Define appraisal process and list the common errors that affect the appraisal interview.
- What do you mean by separation, define the different types of separation?
Case Study
Global Human resource Management at Coca Cola
The Coca Cola Company is one of the most successful MNC. Coca Cola however, like to think of itself as a multi local company. The philosophy is best summarized by the Phrase “Think Global Act Local”. Coca Cola manages it global operations through 25 operating divisions.
The Corporate HRM function is charged with providing the glue that binds these various divisions into Coca Cola family. The Corporate HR function achieves this in two main ways, First, by prorogating a common human resources philosophy within the company and Secondly by developing a group a internationally minded mid level executives for future senior management responsibility.
The Corporate HRM group sees its mission as one of the developing and providing the underlying philosophy around which the local businesses can develop their own HR practices. For example, rather than have a standard salary policy for all its national operations, Coca Cola has a common salary philosophy– the total compensation package should be competitive with the best companies in the local market.
Twice a year the Corporate HRM group conducts a two week of HRM orientation session for the HR staff from each of its 25 operating divisions to give them an overview of the company’s HRM philosophy and talk about how local businesses can translate it into HR policies.
Coca Cola believes in information sharing, for instance a problem in Brazil division could be learning experience to improvise in Australia operations. The sessions provide a medium through which HRM professionals can communicate and learn from each other, which facilitates the rapid transfer of innovative and valuable HRM tools from region to region.
As much as possible, Coca Cola tries to staff its operations with local personnel. To quote one senior executive “we strive to have limited numbers of international people in the field because generally the local people are better equipped to do business at their home locations”.
However Expats are needed in the system for two main reasons, one is to fill a need for a specific set of skills that might not exists at a particular location. For example, when Coca Cola started its operations in Eastern Europe, it had to bring in an expat from Chicago, who was a polish descent, to fill the position of finance manager. The second reason for using expatriates is to improve the employees own skill base. Coca Cola believes that because it is global company, senior managers should have had international exposure. Coca Cola also tries to build a cadre of internationally minded executives from which the future senior managers of Coca Cola would be drawn.
QUESTION 1: What is Coca-Cola’s staffing policy for managerial positions: ethnocentric, polycentric, or geocentric? Does this policy make sense?
QUESTION 2: What is the strategic role of the HRM function at Coca-Cola? How does HRM help Coca-Cola to become a more successful international business?
Assignment – C
Q1: Due to Globalization HRM is-
Options
Gaining Importance
Losing Importance
Becoming out of focus
None of the above
Q2: Job analysis consists of–
Options
Job description
Job specification
Job evaluation
- a) & b) above
Q3: Recruitment means–
Options
Screening for prospective candidates for a ob
Selecting the right fit for the job
Forecasting the human resource
Solicit necessary information from prospective applicants
Q4: Who are the major actors of Industrial Disputes
Options
Employers
Workers
Government
All of the above
Q5: BARS stands for–
Options
Behaviorally Anchored Rating Scale
Behaviors And Reaction Scale
Behaviorally Aligned Rating Scale
None of above.
Q6: Training means
Options
Developing
Imparting Specific skills with a view to increase effectiveness
Evaluating the employee’s skill
None of the above
Q7: Performance Appraisal is the process of–
Options
Evaluating employee’s performance with well defined performance standards.
Evaluating performance against job description.
Evaluating the future potential of the employee
Evaluating the employee’s personal ability against the job
Q8: HRP stands for
Options
Human Responsibility Planning
Human Resource Planning
Human Report Planning
Human Reference Planning
Q9: Which among the following is on the job training method?
Options
Vestibule
Lecture
Conference
Lab- Training
Q10: In 360 degree appraisal system performance is rated by–
Options
Superiors , Subordinates, Clients
Superiors, Peers, Subordinates, Clients
Superiors, Peers, Subordinates
Superiors and Peers only
Q10: In 360 degree appraisal system performance is rated by–
Options
Superiors , Subordinates, Clients
Superiors, Peers, Subordinates, Clients
Superiors, Peers, Subordinates
Superiors and Peers only
Q12: Halsey Plan, Rowan Plan, Bedaux Plan are
Options
Incentive Schemes
Welfare Schemes
Perquisites
Profit Sharing Schemes
Q13: Trade Union act of–
Options
1926
1934
1920
1936
Q14: Which of the following is not a selection test?
Options
TAT
Graphology Test
Aptitude Test
Altitude Test
Q15: Delphi Technique is used for–
Options
Appraisal
Incentive Plan
Forecasting the human resource
Recruitment
Q16: Select the correct sequence in evolution of HRM.
Options
PM,IR,HRM,HCM
IP,PM,HRM,HCM
PM,HCM,HRM,IR
HCM,PM,IR,PM
Q17: Collective bargaining is a machinery for–
Options
Discussion
Settlement of disputes
Conciliation
Adjudication
Q18: In IHRM ,employees are classified as–
Options
HCN,PCN,TCN
CNN,HCN.PCN
TNN,CNN,FCN
HCN,TCN,FCN
Q19: Trade unions are association of–
Options
Employees
Employers
Employer & employees
None of above
Q20: IR stands for–
Options
Industrial Disputes
Industrial Settlement
Industrial Role
Industrial Relations
Q21: AITUC,INTUC,CITU are–
Options
Trade Unions
Employment agencies
Political Parties
NGO’s
Q22: Retrenchment is a type of–
Options
Temporary Separation
Termination of Services of an Employee
Voluntary Retirement
Dismissal
Q23: Geocentric Approach involves–
Options
Seeking HCN for all key position
Seeking PCN for all key positions
Seeking TCN for all key positions
Seeking best people regardless of their nationality
Q24: Repatriation is the process of–
Options
Settling the expatriates back into the home country
Settling the local employees
Settling the expatriates in host country
None of the above
Q25: Layoff is a —
Options
Permanent Separation
Temporary Separation
Voluntary Separation
None of the above
Q26: Final step in selection is–
Options
Reference check
Job Offer
Employment Contract
Physical Examination
Q27: Campus recruitment is a type of–
Options
External source of recruitment
Internal source of recruitment
Both internal & external source
None of above
Q28: Job enrichment is–
Options
Adding motivators to a job for making it more rewarding
Adding more hours to job
Adding similar tasks to job
None of above
Q29: Job analysis data is used for–
Options
HRP ,T&D, Remuneration ,PA, Recruitment & Selection
HRP and T&D only
Remuneration, T&D,PA
HRP and PA only
Q30: Demand forecasting is–
Options
Estimating the quality and quality of people required in the future of an organization.
Estimating the quality of people required
Estimating the quantity of people required
None of the above
Q31: Poaching is–
Options
An external source of recruitment
An internal source of recruitment
A selection test
None of the above
Q32: Barrier in effective selection are–
Options
Point Ranking Method
Halo/Horn Effect
Forced Ranking
None of above
Q33: Expatriates are–
Options
Citizen of one country working in another
Local citizens on high positions
Both
Only US citizens
Q34: Tests devised to assess a person’s ability to undertake a particular type of work or to learn a particular skill are called–
Options
Aptitude Test
Knowledge Test
Intelligence Test
Attitude Test
Q35: Staffing includes the following–
Options
Selection & placement
Recruitment
Appraisal
- d) None of above
Q36: T- group training is also called–
Options
Sensitivity Training
Informal Training
Formal Training
None of the above
Q37: Which of the following explains the HRD concept–
Options
It is competence building exercise
Sub process of OD
Brings attitudinal change in people
All of the above
Q38: Job description provides information about–
Options
Nature & Characteristics of job
Characteristics of the person doing the job
Characteristics of organization
Characteristics of the management
Q39: VRS is used for–
Options
Downsizing
Retrenching
Layoff
None of above
Q40: Which of the following is statutory benefit
Options
Provident Fund
Incentive
Perquisites
Club Membership
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