HUMAN RESOURCE DEVELOPMENT
Q1: Describe the HRD processes.
Ans. HRD is based on the assumptions that make sense only when it contributes towards business improvement and business excellence, and that good people and good culture make good organizations.
HRD means building:
• Competency in people
• Commitment in people
• Culture in the organization
The most important HRD function is to build competencies in each and every individual working in an organization which are to be built and multiplied in roles and individuals. However, competencies will not make sense without commitment, and will not contribute towards effectiveness.
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Q2: Explain the three HRD Models.
Ans. Based on the assertion that prevalent generic models of HRD are not able to adequately account for the variety of human resource development (HRD)arrangements, strategies, and processes in organizations, a contingency framework can lead to a more differentiated and realistic understanding of HRD in actual practice.
This competency HRD Model is divided into three main groups:
o Core Competencies
o Leadership Competencies
o Professional Competencies
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Q3: What are the various areas on which a development plan for workers can focus?
Ans. Development Plans have long been used in government as a tool to help employees develop their skills, further their office’s mission, and achieve their career goals which are an excellent tool that supervisors can use to develop and motivate their staff.
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Q4: Describe the steps in the counselling progress.
Ans. Career counselling is now a days an emerging field in counselling, which gives relevant information regarding different career, and helps the employees to secure the right job, the right career choice, the right kind of job, and the right approach in this direction.
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Q5: Briefly discuss the various methods of imparting training.
Ans. Human Resource Management is concerned with the planning, acquisition, and developing human beings for getting the desired objectives and goals set by the organization because the employees have to be transformed according to the organizations’ and global needs, which is done through an organized activity called Training.
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Q6: Define ‘morel’ and explain its importance in an organization.
Ans. The difference between ethical and moral behaviour is that ethics has to do with obeying the rules, while morality has to do with reasoning and behaving according to values that go beyond narrow self-interest.
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Q7: Describe in detail the various types of learning curves. Give examples of diminishing-return curves’ and ‘increasing-return curves’.
Ans. Learning is acquiring new or modifying existing knowledge, behaviours, skills, values, or preferences and may involve synthesizing different types of information, and progress over time tends to follow learning curves.
The learning curve represents the assimilation of this new knowledge, as shown in the following figure.
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Q8: What are the three stages of Lewin’s model for changes? What are some of the drawbacks to this model?
Ans. Shown below, are the three (3) stages of Kurt Lewin’s Model for changes:
Lewin proposed a three stage theory of change commonly referred to as Unfreeze, Change, Freeze (or Refreeze).
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