Human Resource Management

1.     “A good human resource manager is no longer just a hirer and firer of men”. In the light of the statement, explain the role and function of an effective Human Resource Manager?    

2. What is the difference between Recruitment and Selection? Give methods of recruitment in Tourism Industry.    

3“Human Resource Planning is the process of determining the number and kind of human required in an organization for a specific time period in future. ”Comment    

QUES 4.What do you mean by recruitment? What are the traditional methods and new methods and techniques of recruitment?    

QUES 5. What are the general training methods which can be used with the different categories of personnel?    

QUES 6 Describe the recent trends of recruitment with respect to campus recruitment and its process.    

QUES 7 What do you understand by HRD? What is its importance in service sector and tourism sector?    

8.  What is the need of HRM in the Tourism Industry?    

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 the 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 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 a 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 exist at a particular location. For example, when Coca Cola started its operations in Eastern Europe, it had to bring in an ex-pat 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 a 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

Question No. 1
The basic managerial skill(s) is (are)    
To supervise    
To motivate 
To stimulate    
All of these

Question No. 2 
The human resource Manangement helps to improve the    
 
Production    
Productivity    
power    
Produce

Question No.  3
Recruitment and selection must be effective to ensure it:    
 
Offsets high labour turnover    
Delivers the highest calibre of individuals at optimum most    
To have a surplus in case of sickness and absence    
Encourages new blood into the organization

Question No.  4
The actual achievements compared with the objectives of the job is    
        a) Job Performance
b) Job evaluation    
c) Job description    
d) None of these

Question No.  5
The solution too many so-called 'people problems' is often associated with improving the effectiveness of the recruitment process by:    
 
Having a robust HR department to carry out the process    
Outsourcing the HR department    
Careful selection of the right people for the job 
Devolving to line managers

Question No.  6
The following is (are) concerned with developing a pool of candidates in line with the human resources plan    
 
a)    Development    
b)    Training    
c)    Recruitment
d)    All of these

Question No.  7
Performance development plan is set for the employee by his immediate boss.    
 
Employer    
Department Head    
Immediate boss    
None of these

Question No.  8
Performance appraisals are designed to motivate workers by providing them with feedback, recognition, and what?    
 
Better work facilities     (Wrong Ans)
Equal opportunities    
Greater work autonomy    
Praise

Question No.  9
HR Planning involves four distinct phases ONE of these stages is    
 
business scanning    
Forecasting human resource records    
Organisation development    
planning    

Question No.  10
 Human Resource Information system    
 
Integrates core process into streamline systems    
Collaborates core process into streamline systems    
Plans core process into streamline systems    
All of these    

Question No.  11
Competencies are the    
 
Knowledge    
Skills    
Behaviour    
All of these    

Question No.  12
What do you understand “S” in the defining SMART Goals    
     
Solution    
specific    
standard    
soft

Question No.  13
Strategic Human Resource management is    
     
proactive    
reactive    
both    
None of these

Question No.  14
E-HRM stands for    
 
Electronic    
Economic    
Equal    
None of these    

Question No.  15
Training increases the employees    

market value    
earning power 
job security    
All of these

Question No.  16
Job evaluation is based on the:    
 
Complexity of the job to perform 
Conceptual skill required by the job    
Relative job worth for an organization    
Physical skills required by the job    

Question No.  17
One of the most popular methods of increasing employee responsibility and control is _______.    
 
Outsourcing    
"Military model" of management    
Work teams    
Manpower planning

Question No.  18
Full form of HRD is
    
Human Resource Development    
Human Resource Department    
Human Resource Division    
None of these

Question No.  19
The voluntary and involuntary permanent withdrawal from an organisation is called ___________.    
Turnover    
Behaviour    
Misbehaviour    
None of these

Question No.  20
_____________ is a performance measure of both efficiency and effectiveness.    
 
Organisational behaviour    
Organisational citizenship    
Employee productivity    
None of these    

Question No.  21
What are the main aims of Employee Assistance Programmes?    
 
To alter the organizational culture.    
To address team and individual performance and well-being in the workplace.    
To focus the attention of employees to the power structures of an organization.    
To establish effective methods of care and support for everyone in an organization.

    

Question No.  22
 Which of the following is a need that motivates human behaviour as per the achievement motivation theory?    
 
Power    
Affiliation    
Achievement    
All of these    

Question No.  23
Which performance appraisal methods consumes a lot of time?    
 
Essay method    
Rating Scales    
Critical incident    
Tests And Observation 

Question No.  24
The focuses of psychological appraisals are on _____.    
 
Future potential    
Actual performance    
Past performance    
None of these    

Question No.  25
__________ refers to the learning opportunities designed to help employees grow.    
 
Training    
Development    
Education    
All of these    

Question No.  26
How does training and development offer competitive advantage to an organisation?    
 
Removing performance decencies 
Individuals have the aptitude and motivation to learn    
Deficiency is caused by a lack of ability    
None of these    

Question No.  27
 Which of the following is a benefit of employee training?    
Improves morale    
Helps people identify with organisational goals    
Provides a good climate for learning, growth and co - ordination    
None of these

Question No.  28
Which of the following is a method used in group or organisational training needs assessment?    
 
Consideration of current and projected changes    
Rating scales    
Interviews    
Questionnaires 

Question No.  29
_________ seeks to examine the goals of the organisation and the trends that are likely to affect these goals.    
 
Organisational Support    
Organisational analysis    
Person analysis    
Key skill abilities analysis 

Question No.  30
Which of these is an off - the - job training method?    
 
Television    
Job rotation    
Orientation training 
Coaching
 

Question No.  31
Which of these is the benefit of needs assessment?    
 
Assessment makes training department more accountable    
Higher training costs    
Loss of business    
Increased overtime working    

Question No.  32
Which of these is a hindrance to effective training?    
 
Career planning workshop    
Aggregate spending on training is inadequate    
Mentoring    
Career counselling

Question No.  33
The ____________ refers incentives to variable pay.    
 
National Tribunal    
International Labour office    
Labour Court    
None of the above

Question No.  34
Which of the below-given options is a prerequisite for an effective incentive system?    
 
Increased need for planning    
Co-operation of workers    
Management's commitment to the cost and time necessary to administer an incentive scheme    
All of these

Question No.  35
Which of the forecasting technique is the fastest?    
 
Work-study technique    
Flow models    
Ratio trend analysis    
HR demand Forecast 

Question No.  36
What techniques are used while analysing the internal supply?    
 
Inflows and outflows    
Turnover rate    
Conditions of work and absenteeism     
All of the these

Question No.  37
Which of the following is a barrier while doing human resource planning?    
 
HR information often is incompatible with the information used in strategy formulation    
Implementing human resource information system    
Managing inventories    
Supply forecast 

Question No.  38
What are the pre- requisites for successful human resource planning?    
 
Backing of top management    
Personal records must be complete    
Techniques of planning should be the best    
All of these

Question No.  39
When appraisals are made by superiors, peers, subordinates and clients then it is called ____.    
 
360 degree feedback    
180 degree feedback    
Self - appraisal    
All  of these

Question No.  40
Which of these is one of the seven criteria for assessing performance?    
 
Community service    
Interpersonal contact    
      c)    Need for supervision    
      d)    All of these