Human Resources

Assignment – A
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 notes on the following
Job Analysis and its uses

Performance appraisal methods(Past and future oriented)

Employee  remuneration components and significance 

Methods of workers participation in management

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?

Assignment – B
                         Case Study
                         Global Human resource Management at Coca Cola
The Coca Cola Company is one of the most successful MNC. Coca Cola however, like 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? Support your stand.

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
Due to Globalization HRM is- 

Gaining Importance
Losing importance
Becoming out of focus
None of the above

Job analysis consists of

Job description
Job specification
Job evaluation
A & b above

Recruitment means—
  
Screening for prospective candidates for a job
Selecting the right fit for the job
Forecasting the human resource
Solicit necessary information from prospective applicants

Who are the major actors of Industrial Disputes  

Employers
Workers
Government
All of the above

BARS stands for

Behaviourally Anchored Rating Scale
Behaviours And Reaction Scale
Behaviourally Aligned Rating Scale
None of above

Training means   
Developing
Imparting Specific skills with a view to increase effectiveness
Evaluating the employee’s skill
None of the above

Performance Appraisal is the process of

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

HRP stands for  
Human Responsibility Planning
Human Resource Planning
Human Report  Planning
Human Reference Planning

Which among the following is on the job training method?  
Vestibule
Lecture
Conference
Lab training

In 360 degree appraisal system performance is rated by--  
Superiors , Subordinates, Clients
Superiors, Peers, Subordinates, Clients
Superiors, Peers, Subordinates
Superiors and  Peers, only 

Methods of job evaluations are--  

BARS
Forced Distribution
Interviews and Questionnaire
Point Ranking and Factor Comparison Method

Halsey Plan, Rowan Plan, Bedaux Plan

Incentive Schemes
Welfare schemes
Perquisites
Profit sharing scheme

Trade Union act of--  

1926
1934
1920
1936

Which of the following is not a selection test?  

TAT
Graphology Test
Aptitude test
Attitude test

Delphi Technique is used for

Appraisal
Incentive Plan
Forecasting the human resource
Recruitment

Select the correct sequence in evolution of HRM.  
PM,IR,HRM,HCM
IP,PM,HRM,HCM
PM,HCM,HRM,IR
HCM,PM,IR,PM

Collective bargaining is  a  machinery for—

Discussion
Settlement of disputes
Conciliation
Adjudication

In IHRM ,employees are classified as
HCN,PCN,TCN
CNN,HCN.PCN
TNN,CNN,FCN
HCN,TCN,FCN

Trade unions are association of--  
Employees
Employers
Employer & employees
None of above

IR stands for

Industrial Disputes
Industrial settlement
Industrial role
Industrial relations

AITUC,INTUC,CITU are

Trade unions
Employment agencies
Political parties
Ngo’s

Retrenchment is a type of--  

Temporary Separation
Termination of Services of an Employee
Voluntary retirement
Dismissal

Geocentric Approach involves

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

Repatriation is the process of--  

Settling the expatriates back into the home country
Settling the local employees
Settling the expatriates in host country
None of the above

Layoff is a --   
Permanent Separation
Temporary  Separation
Voluntary  Separation
None of above

Final step in selection is

Reference check
Job Offer
Employment Contract
Physical Examination

Campus recruitment is a type of

External source of recruitment
Internal  source of recruitment
Both internal & external source
None of above

Job enrichment is--  

Adding motivators to a job for making it more rewarding
Adding more hours to job
Adding similar tasks to job
None of above

Job analysis data is used for
HRP ,T&D, Remuneration ,PA, Recruitment & Selection
HRP and T&D only
Remuneration, T&D,PA
HRP and PA only

Demand forecasting is

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 above
    
Poaching is

An external source of recruitment
An internal  source of recruitment
A selection test
None of above

Barrier in effective selection are
Point Ranking Method
Halo/Horn Effect
Forced ranking
None of above

Expatriates are—

Citizen of one country working in another
Local citizens on high positions
Both
Only US citizens

Tests devised to assess a person’s ability to undertake a particular type of work or to learn a particular skill are called--  

Aptitude Test
Knowledge test
Intelligence test
Attitude test

Staffing includes the following—

Selection & placement
Recruitment
Appraisal
None of above

T- group training is also called--  

Sensitivity Training
Informal  Training
Formal Training
None of above

Which of the following explains the HRD concept--?  

It is competence building exercise
 Sub process of OD
Brings attitudinal change in people
All of the above

Job description provides information about—
 
Nature & Characteristics of job
Characteristics of the person doing the job
Characteristics of organization
Characteristics of management

VRS is used for--  

Downsizing
Retrenching 
Layoff
None of above

Which of the following is statutory benefit  
Provident Fund
Incentive
Perquisites
Club membership