MS02 Latest IGNOU Assignments 2023



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(Last date of submission for January 2023 session is 30th April, 2023 and for July 2023 sessions is 31st October, 2023)

1. What are the primary objectives, focus, and purpose of Selection Tests and Interview in the whole process of Hiring in organisational set up? Critically examine their usefulness and importance in the short term and long term functioning and culture of the organisation. Draw from the experiences you are familiar with. Describe the organisation and the situation you are referring to.
2. What are the major ‘problems/errors’ which came in the way of ‘Effective Performance Appraisal Systems’ of any organization? Describe and explain with the help of your organizational experiences or the ones you are familiar with. Briefly explain the organization, situation and its fall out too support your reply.
3. Critically evaluate the state of workers’ participation in Management in the present day business scenario. Explain with examples your answer giving due details of the organizations and the sources you are referring to.
4. What are the “Principles of Learning” which are followed in developing ‘Effective Training Programmes’? Critically evaluate the ‘Training Environment’ you are exposed to vis-à-vis the ‘Principles of learning’ followed/not followed or the ones you are aware of. Briefly describe the situation and the organization to logically support your replies.
5. Define collective bargaining in your own words. Critically evaluate the state of collective bargaining in the present day business scenario. Explain with examples your answer giving due details of the organizations and the sources you are referring to.

Old Assignment

1. Explain the process of human resource planning. Describe how HR forecast is carried out in the organisation you are working with or an organisation you are familiar with.
2. Discuss the concept of ‘competency mapping’. Explain any two methods of competency mapping that you are familiar with citing suitable organisational examples.
3. Define mentoring and distinguish it from performance coaching. Assume you are responsible for mentoring of employees in a large organisation. Discuss how you will make mentoring a strategic function. Illustrate.
4. Discuss the motivational aspects of reward system in an organisation. Analyse the recent trends in reward system in Indian organisations and suggest measures to improve.
5. Define collective bargaining in your own words. Critically evaluate the state of collective bargaining in the present day business scenario. Explain with examples your answer giving due details of the organizations and the sources you are referring to.

Old Assignment

Q1. Explain the concept of Human Resource Management focusing on its objectives and process. How has Human Resource Management evolved over the past and what is its relevance in the present?
Q2. Explain the concept and process of Human Resource Planning. With the help of real life job situation, explain the importance of Organizational Socialization for Human Resource Planning.
Q3. What is competency approach to job analysis? What are its uses and advantages. Explain various methods of competency approach to job analysis with special focus on Assessment Centres.
Q4. Explain the foundation and needs of effective Human Resource Management. Critically analyse the role of training in Human Resource Development with the help of examples.
Q5. How does the Worker’s Empowerment contributes to the Industrial Democracy? Explain various forms of Workers’ Participation in Management citing examples.

old 2020

1. Why there is a need of managing human resource management in changing scenario? Discuss how various perspectives of human resource management is originating with due course of globalization.

2. How Outsourcing recruitment process is helpful in extracting a pool of talented candidates for an organization? “Socialization and mobility helps individuals to identify their organization roles”, explain the statement in your own words.

3. Training and development is an age old concept of in an organizational which is getting replaced with learning organization”, explain. How does mentoring and coaching influences learning organization?

4. How does Workers’ Participation in Management influence to industrial democracy? Is it necessary to empower individuals at lower levels for democratic organization?

5. Why does an organization face reluctance towards performance appraisal within an organization? How does performance counseling can address such issues?


Previous Semester IGNOU Answer

  1. Define Environmental and Political Perspective of Human Resource Management and why it is more important in changing social environment.
  2. Why Outsourcing recruitment process is beneficial over in-house recruitment process? How does Job analysis influence the recruitment process of an organization?
  3. How HR audit realizes the objectives of HR department of an organization? How HR audit helps in performance planning and review?
  4. Explain why learning organization is finding place over training and development in organization these days? How mentoring and coaching can affect learning organization?
  5. Why do grievances occur within an organization and how disciplinary actions can redress grievances?

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Explain the evolution of Human resource management in your own words. What are the recent challenges that HR managers face in the present business scenario?

Answer: It is very difficult to find out the exact time for the evolution of HRM. Even though the stages of the development of personnel management can be easily determined, its development was marked towards the end of 19th century. Prior to this, it was somewhat a slow process. Ordinarily, the growth and history of personnel management is divided into these five periods.
Early Philosophy of personnel management: The history of modern personnel management starts with the name of Robert Owen. He is called the father of Personnel Management. In the year 1813, his book, ‘A new view of society’, published in which he propounded the need of better industrial relations and improvements in the service conditions. His attitude towards workers was very cordial, liberal and paternalistic. He got good houses constructed for his workers by the side of his factory, eliminated child labour and provided healthy conditions.

Explain the importance of job analysis, job design, socialization and mobility in Human resource planning citing relevant examples.

Answer: Every organization requires to conduct job analysis which provides surety that used selection procedure are valid, reliable, and defensible. A valid selection procedure accurately measures the actual requirements of the job positions in a reliable and fair manner. It also measures the knowledge, abilities, skills, experience, and personal characteristics which are required to perform a job. An effective job analysis provides benefits including workforce planning, succession planning, employee development, training, and so on. Using these methods, the job analyst identifies training content, training equipment, training methods, etc. HR profession easily develops an effective compensation management policy according to job positions.

Job design is a very important function of staffing. If the jobs are designed properly, then highly efficient managers will join the organisation. They will be motivated to improve the productivity and profitability of the organisation. However, if the jobs are designed badly, then it will result in absenteeism, high labour turnover, conflicts, and other labour problems….contd…

How competency mapping, potential appraisal, and succession planning augment the performance management system of an organization? Discuss with the help of examples.

Answer: A skill is a task, or activity required for competency on the job. Competencies in a skill require knowledge, experience, attitude and feedback. Performance assessment criteria clearly define the acceptable level of competency for each skill required to perform the job. The individual’s level of competency in each skill is measured against a performance standard established by the organisation. These competency skills are grouped according to a major function of the occupation and are presented in a two-dimensional chart. Each skill has its own set of “learning outcomes” which must be mastered before a competency in the particular skill is acknowledged. Competency approach to job depends on competency mapping. Competency Mapping is a process to identify key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. A competency is defined as a behavior (i.e. communication, leadership) rather than a skill or ability.
Potential appraisal, a part of performance appraisal, helps to identify the hidden talents and potential of the individuals. Identifying these potential talents can help in preparing the individuals for higher responsibilities and positions in the future. The performance appraisal process in itself is developmental in nature.

Explain the relevance of industrial democracy in handling the grievances of employees. How unions and associations establish congenial employer-employee relations?

Answer: In democracy era, the structure of democratic unions referes to the basis on which unions are organised and to the pattern whereby the plant unions are linked to regional level or national level federations or unions. Let us examine these two aspects one by one.
Trade unions classified into three categories:

Why training, mentoring, compensation and reward management of an organization ensures effective human resource development? Explain with the help of recent trends in the corporate world.

Answer: Training can be a source of a competitive advantage for a company. The primary benefit to the company is the result of an accumulation of smaller benefits. Training provides greater skill and knowledge to employees, which translate to improved job performance. Improved job performance, in turn, means greater efficiency, fewer errors, better productivity. The end result is reduced costs and higher profits. The company is not the only beneficiary of employee training, though; the employee can realize rewards, too.

The well-trained employee acquires an advantage for him- or herself. By participating in training, employees can deepen or expand their existing skill set and increase their understanding of the organization. In addition, a well-trained employee may be able to take advantage of internal promotion opportunities and becomes more marketable if he or she leaves the company. Other potential benefits are listed below:

IGNOU Solution for December 2021MS02 Latest IGNOU Assignments 2023