Contact www.kimsharma.co.in for best and lowest cost solution or Email: amitymbaassignment@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) Amity assignment solution help, Amity assignment answers help, Assignment Help AMITY (Assignment) MBA Semester 2 Human Resource Management Human Resource Management All blocks Solved Assignment 1st Block Assessment Case Study It was time for drawing up the HR budget for the financial year 2016-17. Nina, Head (Human Resources) of ABC Incorporated, was pondering on the amount to be allocated for the Training & Development (T&D) activities. The top management was getting increasingly wary of shelling out funds when it came to T&D expenditure, but Nina had to immediately get a training program underway for the 50 new joinees approved by the management. ABC Incorporated, an MNC headquartered at Bengaluru, had hired 50 new management trainees in November 2015 from a few of the premier business schools in India. These recruits had joined the company in April 2016. Nina was given the responsibility of putting the new joinees through a proper induction program that would make it easier for them to get acquainted with their job profiles. Nina, who was leading a team of four HR executives, decided to conduct a 5-day-long training program for the Nina firstly understood the process of measuring HR processes to evaluate the training cost. She also caluculated the ROI calculation, with special focus on Training ROI. Finaly with all the details Nina defined the scope for future HR managers, how to make their decisions more objective with the help of data. Question 1 Nina was given the responsibility of putting the new joinees through a proper induction program that would make it easier for them to get acquainted with their job profiles. How did Nina manage to conduct the trainings? By outsourcing trainers By conducting training with tailored programmes None of the above By deligating the responsibility to others Question 2 "While creating the financial budget for HR depart, Nina tried to evaluate the training cost. She also caluculated the ROI calculation, with special focus on Training ROI. Theoretically, what had Nina done?" All of the above Linked the HR strategy to business strategy Linked the role of HR with finance Managed the managemet by including in the total budget Question 3 How did Nina calculate the training cost in HR budget? By evaluating the training cost and caluculating the ROI By evaluating the total cost and caluculating the ROI with special focus on Training ROI By evaluating the training cost and caluculating the ROI with special focus on Training ROI None of the above Question 4 "What methods is used in the new age HR functions, while making decision regarding any function within the organisation?" Decentralised method of decision making None of the above Centralised method of decision making Team level method of decision making Question 5 "In the changing role of HRM, what are the new roles in the HR department?" HR Consultant All of the above Rule Maker Policy Desseminator Question 6 What term is used for job analysis within the changing role of HRM? Business Orientation Competency Assessment None of the above HR Management Question 7 "According to your understanding, why do you think that the HR department is asked to create the budget of the year?" All of the above Shifting role from a guide to that of a strategic partner Become a part of the management Shifting role from management to consultant Question 8 Why was there a delay in starting the training program for the new recruits by ACB Incorporated? Lack of infrastructure Delay in the fund approval by the management None of the above Lack of trainer Question 9 How did Nina get the training fund for a finaincial year approved? Defining the scope for future HR managers Caluculating the ROI with special focus on Training ROI Both a and b Evaluating the performamce of employees after training Question 10 Where is the HQ of ABC Incorporated? Mumbai New Delhi Bengaluru Chennai Quiz Score: 100 out of 100 Contact www.kimsharma.co.in for best and lowest cost solution or Email: amitymbaassignment@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) Amity assignment solution help, Amity assignment answers help, Assignment Help 2nd Block Assessment Case Study The Capital Hotel is located in the capital city of a Central European country. In the past its main clientele has been government officials and administrators in departments of state and managers of heavy industries visiting the capital on official government business. The room occupancy rate was on average 50%. This custom has declined somewhat in the last two years, but it has been more than replaced by business-people from neighbouring countries in the week and by foreign tourists at the weekend. The average room occupancy rate is now 75%; 60% of rooms are sold at 'rack' price and it is not uncommon for the hotel to be fully booked especially at weekends. Generally speaking there is greater demand for catering staff at weekends since many tourists like to take lunch in the hotel’s restaurant. However, there is lower demand for housekeeping staff at weekends as tourist customers generally stay for longer periods than businesspeople and make less demands on this service. Currently the hotel has 240 twin rooms but an extension is now being built and next year there will be 345 twin rooms altogether plus a revamped leisure club with a brand-new swimming pool and spa (run independently as a franchise). The owning company, European Leisure Resorts, wishes to reposition the hotel, re-designing and re-branding the hotel as an up-market “boutique” hotel. A new name is proposed, “The Garden Court”. A new General Manager has been “head-hunted” from one of Russia’s top hotels and her mission is to transform the quality of the hotel while ensuring good value for money. Competitive Pressures and Strategic Responses During the last two years a number of international hotel groups have opened hotels in the city to cater for the new markets. All of these are known for their high standards of service. Prices are correspondingly high. The management of Capital Hotel believes that to compete they need to improve the standard of service whilst pegging prices some 10% below their competitors. A survey of customers has indicated that customers would like the checking-in process to be made quicker, for service in the restaurants to be speedier and more friendly and for the rooms and public areas to be decorated and furnished to a higher standard. Hotel Staffing There are three departments in the hotel – front-of-house/administration, housekeeping/maintenance, and catering. Reception work on three shift system ‘around the clock’. Housekeeping works on a single shift system (from 06:30-16:00) with some overtime working to cover evening cleaning duties. Catering operates a two shift system from 06:00-15:00 and 15:00-24:00. Housekeeping staff are usually idle for about 2 hours of their shift. By contrast catering staff are very busy for their entire shift. Staffs in the maintenance division of housekeeping have very variable workloads, often working under low pressure during their normal 07:00- 15:30 shift but then having to work under intense pressure, and being paid “double-time”, if there is a maintenance fault that needs urgent repair during the evenings or at weekends. Two of these staff is paid a small, out of hours, on-call standby fee. The management staffs are usually recruited from outside the hotel, whilst departmental supervisors are usually promoted from within the department. Training and development is mostly on an ad hoc, as needed “on-the-job” basis although 0.4% of total salary costs are spend on formal training which consists mostly of sending staff on statutory health, safety and hygiene training courses. Question 1 What term can be used for the strategy Capital Hotel that it had taken to meet the growing demand? Recruitment of resources HR Planning None of the above Strategic HR Planning Question 2 What would have the management team ask the HR team to create for specific jobs of new roles in Capital Hotel? Job Description Job Specification Job Enlargement All of the above Question 3 The HR team of Capital Hotel has started sourcing for resources for new roles. What would the job specification document conatin? All of the above Behavioural Requirements Physical Requirements Mental Requirements Question 4 Which department works in single shift in the Capital Hotel? Administration Catering Reception Housekeeping Question 5 Which staffs are hired from outside the hotel industry? Catering Housekeeping Reception Management Question 6 Which area did the Capital Hotel decide to invest 0.4% of total salary cost? Management Infrastucture Training and Development Catering Question 7 Which department handles all the decision regarding management of resources? Catering Hotel Staffing Administration House Keeping Question 8 Which staff are promoted from within the department in capital Hotel? Departmental supervisors Catering None of the above House Keeping Question 9 What strategy did the management of Capital Hotel take to cater to the new market? Increased the prices by 10% Improved the standard of service whilst pegging prices 10% below their competitors None of the above Improved the standard of service and prices increased by 10% Question 10 Which department zerored down to the strategies of chnaging the shifts as well as revisig the prices? Management along with HR Planning All of the above HR Planning HR staffing Quiz Score: 100 out of 100 Contact www.kimsharma.co.in for best and lowest cost solution or Email: amitymbaassignment@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) Amity assignment solution help, Amity assignment answers help, Assignment Help 3rd Block Assessment Case Study Training and Development at Godrej In January 2002, Godrej Industries Ltd. (GIL) bought a 26% stake in "Personalitree Academy Ltd." Personalitree provided interactive soft skills training programmes online to corporates. Personalitree's training modules have since been a part of Godrej's training and development initiatives. It all started in 1996 with the break-up of the joint venture between Godrej Soaps Ltd (GSL) and Proctor and Gamble (P&G). Post break-up, GSL was bereft of a distribution system and had to start from scratch. As part of the rebuilding exercise, GSL recruited about 250 new employees who had to be aligned with its corporate culture. In 1997, GSL conducted a Total Quality Management (TQM) workshop for all its 5000 employees to help them connect to their job. Parivartan 2 was launched in September 2000 in GSL to train new as well as existing employees on various aspects of the business and to motivate them. In 2001, new initiatives like Young Entrepreneurs Board (YEB), Red and Blue Teams, Mentoring and Reverse Mentoring were introduced in the Godrej Group, (Godrej) to encourage the involvement of youth in strategic decision-making. In early 2002, a need was felt among the top brass of Godrej to instil a performance- driven culture in the company. In addition to upgrading the talents of existing employees, Godrej had to train new recruits. Thus, Godrej developed a comprehensive and innovative training programme for management trainees and named it Godrej Accelerated Learning Leadership and Orientation Programme (GALLOP). The objective of GALLOP was to develop a newcomer into a professional by giving him or her exposure to various departments and inculcate in him or her, a sense of belonging. Later, in September 2002, GIL introduced Spark, a training programme for managers to help them become effective coaches. Towards the end of 2002, E-gyan was introduced in GIL to increase the learning potential of employees. In January 2003, a special HR programme on honing the interpersonal and negotiation skills of officer- level employees was launched in GIL. Further, in October 2003, an English language training programme was held for floor workers of Godrej and Boyce Manufacturing Company Ltd (GBML), so that they could follow all instructions issued in that language independently. Question 1 What according to your understand is training of resources in an organisation? Both a and b Reaching the leadership level Developing Skills Increasing Competencies Question 2 Which method of training was adoped by GIL? None of the above On-the-job Off-the job Workshop Question 3 How does training help an organisation? All of the above Increasing confidence and morale of employees Matching employee specifications with the job requirement Improving job knowledge and skills of employees Question 4 What acording to you GIL must has included provide a good quality training? Trainings taken by trained instructors Both a and b Training that are not evaluated Training that reflect the information provided by job analysis Question 5 GIL introduced _____________, a training programme for managers to help them become effective coaches. GALLOP Parivartan None of the above Spark Question 6 Organisations today believe in training their management. What skills are developed in such trainings? All of the above Managing absenteesim Increase in responsibilites Decision-making skills Question 7 What basic process is followed for trainings in organisations? Training Methods Training Need Identification Training Design All of the above Question 8 According to your understanding, why did GIL introduce the training and development department within the organisation? To assess the employees To motivate the employees To upskill the employees Both a and b Question 9 What was Godrej's comprehensive and innovative training programme for management trainees named? Godrej Accomodative Leading Leadership and Orientation Programme Godrej Accelerated Learning Leadership and Orientation Programme Godrej Accomodative Learning Leadership and Orientation Programme None of the above Question 10 Which programe was introduced in GIL to increase the learning potential of employees? All of the above GALLOP Spark E-gyan Quiz Score: 100 out of 100 Contact www.kimsharma.co.in for best and lowest cost solution or Email: amitymbaassignment@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) Amity assignment solution help, Amity assignment answers help, Assignment Help 4th Block Assessment Case Study The compensation management practices at Tata Consultancy Services Ltd. (TCS), one of the leading Indian IT companies. TCS' compensation management system was based on the EVA model. With the implementation of Economic Value Added (EVA)-based compensation, the salary of employees comprised of two parts – fixed and variable. The variable part of the salary was arrived after considering business unit EVA, corporate EVA, and also individual performance EVA. During the fourth quarter of the financial year (FY) 2007-2008, TCS announced its plans to slash 1.5 percent of the variable component of employee salaries since its EVA targets for the third quarter of FY 2007-2008 were not met The announcement came as jolt not only to TCS employees but also to the entire Indian IT industry. The company came in for severe criticism and it was accused of not being transparent with respect to EVA calculation. However, some analysts felt that the pay cuts were a result of the macroeconomic challenges that the Indian IT companies were facing -- rapid appreciation of the rupee against the US dollar and the recession in the US economy (USA was the largest market for the Indian IT companies) Question 1 According to your understanding, what is compensation management? Systematic procedure of establishing compensation All of the above Procedure of work management Procedure of selection of candidate Question 2 Why did TCS announce its plans to slash 1.5 percent of the variable component from all employee salaries? Because of its EVA targets for the third quarter of FY 2007-2008 Because of its EVA targets for the first quarter of FY 2007-2008 None of the above Because of its EVA targets for the fourth quarter of FY 2007-2008 Question 3 What is the objective of managing employee compensation? To boost the morale of the employees To manage the executive level employees All of the above To increase the peformance of employees Question 4 According to the case study, what is the model of compensation management in TCS? None of the above Effective Value Added Economic Value Affection Economic Value Added Question 5 Which among the following are global reasons of TCS' salary cut? Recession in the US economy Macroeconomic challenges that the Indian IT companies faced All of the above Rapid appreciation of the rupee against the US dollar Question 6 Why was there severe criticism after the announcement of pay cut? For developing wage policies For keepig uniform wage structure Becauses of not awaring every employee regarding wage policy All of the above Question 7 What are the part of compensation at TCS? Both a and b Fixed Variable Flexi-Basket Question 8 On what parametres the variable component of the salary is credited? All of the above Business unit EVA Individual performance EVA Corporate EVA Question 9 Acording to your understanding of the concept, what are the factors that affect compensation in an organisation? Prevailing market rate Productivity Job enlargement All of the above Question 10 What other component is included in compensation management other than salary? Value of Rewards Reward and Recognition None of the above Fixed component Contact www.kimsharma.co.in for best and lowest cost solution or Email: amitymbaassignment@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) Amity assignment solution help, Amity assignment answers help, Assignment Help 5th Block Assessment Case Study Toyota Kirloskar Motor Pvt Ltd is a subsidiary of Toyota Motor Corporation of Japan with Kirloskar Group as a minority owner, for the manufacture and sales of Toyota cars in India. TKM had around 2358 employees as on Jan 2006, out of which around 1500 were members of TKM Employees Union (TKMEU). TKM had a history of unhealthy labour relation between the management and labour right after few years of inception of its Bidai plant. There were two strikes happened in 2001 and one in 2002, which was followed by a lockout, due to increased shift up to 12 hours. Strike during May 2005: Employees demanded a hike in wages as there was extension of working shifts. During the strike fifteen employees were suspended and three were sacked from the job. The management showed the reason for suspension as misconduct at the workplace and attacking the supervisor. After rigorous clash between management and the Employees the wages were raised by 15% Strike during Jan 2006: As the case of three sacked employees remained unresolved the other employees again revolted. It appeared as a flash strike. This made the strike illegal and the following events happened during the strike. 400 employees blocked the road. They threatened to blow LPG cylinders inside the premises. They obstructed the outward movement of manufactured vehicle. They stopped the production, which was again illegal. They mishandled the other workers who were a not the part of the strike. Factors that led to strike • Labour unrest at the workplace • Worker’s unruly and rude behavior • Senior Official’s strict behavior • Worker’s indiscipline at workplace and consistent poor performance • Increase of work shift to 12 hours from 8 hours • No hike in wages were announced accordingly • No bathroom breaks were given during the shift • Dismissal of the workers on the ground of misbehavior • External party (CITU) interference (CITU) was involved with the TKMEU for all the activities, after TKMEU was affiliated to the CITU in 2005. This actually aggravated the rift between the TKEMU and the management’s internal decision. The management also challenged some of the employees for taking part in unproductive and wrong works with CITU. The negotiation Process used by CITU state committee constantly supported the TKMEU representatives. With this support, members of TKMEU put forward some demands which were later modified a little and then fulfilled. After the clash between the management and TKMEU finally came to an end, during January 2006, CITU stated that it would continue to support TKMEU in the future and also fight with the management regarding the order suspending the workers during the strike. On February 05, 2006 Union members started hunger strike and CITU also supported this. The trade union has fulfilled its duty in the TKM case. It always stayed as a support during various strikes to make the labour union’s voice reach the management during the strike On Jan. 09, 2006 the representative of TKM, TKMEU and CITU were asked to present before DLC (Deputy Labour Commission), Ordered by STATE GOVERNMENT. So, on 20th Jan. 2006, TKM’s management lifted the locket. In India, labour unions are very strong due to their affiliation to Central Trade Unions and their affiliation directly with the political party. In a country like India, where politicians use their power and position to gain a huge chunk of vote share give so much priority to such labour unions who constitutes the major part of their ballot bank. Sometimes, these labour unions grow so strong; they make management and corporate to bow their head in front of their demands. This in turn, sends wrong signals to the companies that were going to invest in India from outside, as how unrest and indiscipline the labour force are here and how they can sometime emerge. Indian labour laws such as Industrial Disputes (Amendment) Act, 1947 are the main legislation that governs the labour disputes in India. This law has mainly focused in three areas, such as • The provision for payment of compensation to the workman on account of closure or lay off or retrenchment • The procedure for prior permission of appropriate Government for laying off or retrenching the workers or closing down industrial establishments Keeping an eye on the recent developments in work practices around the globe it has implemented several changes in the traditional system in order to go hand in hand with other countries. The lifetime employment policy is amalgamated with pay cut or hike, performance basis job etc. And the enterprise unions, which held a strong position in traditional management style, had been diluted very deeply so as to reduce the nonproductivity of the workers and have a control over them. This has led to a very effective style of management. Now they have less human consideration. They give too much stress on forcing TPS on employees, rather than taking their wishes into consideration. This has led to creation of a negative image about Japanese company’s organizational culture. In order to meet to the local demand and work structure, the global organizations should give more autonomy to the local units to make their own HR policies, work practices, other workplace requirements. Question 1 Based on your understanding who are the parties involved in Industrial Relations? Employer Human Resource Department Trade Union Both a and b Question 2 Which among the following factors led to strike? All of the above Senior Official’s strict behavior Labour unrest at the workplace Worker’s unruly and rude behavior Question 3 What are the focus of Industrial Dispute Act? All of the above Keeping an eye on the recent developments in work practices around the globe it has implemented several changes in the traditional system in order to go hand in with other countries The provision for payment of compensation to the workman on account of closure or lay off or retrenchmenthand with other countries The procedure for prior permission of appropriate Government for laying off or retrenching the workers or closing down industrial establishments Question 4 The workers were on strike for better salary which is the perspective of workers for industrail relations. Based on your understnding what is the perspective of employers about IR? None of the above Economic Growth Competitiveness Productivity of the workers Question 5 During the strike fifteen employees were suspended and three were sacked from the job and the management showed the reason as misconduct at the workplace. What is the term that explains misconduct at work? All of the above Industrial Dispute Industrial Harmony Industrial Relations Question 6 In which year, there were strikes in Toyota Kirloskar Motor Pvt Ltd ? 2016 2006 1985 1987 Question 7 Most of the problems during industrial disputes are facilitated by __________. All of the above Employer Trade Union Employee Question 8 TKM had around 2358 employees as on Jan 2006, out of which around 1500 were members of _______. None of the above CITU TKMEU TKM Question 9 According to you understanding, which among the following roles are played by the Trade Union? Facilitator Motivator All of the above Spokesperson Question 10 According to your understanding from the case, why is it that there is limited success within the union management issues? Due to lack of encouragement Due to lack of strong efforts Strong Trade Unions Both a and b Quiz Score: 100 out of 100 Contact www.kimsharma.co.in for best and lowest cost solution or Email: amitymbaassignment@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) Amity assignment solution help, Amity assignment answers help, Assignment Help Full Syllabus Assessment Case Study Thompson Technology provides software solutions to the financial industry. From its founding in 1988 through the 1990s, the company experienced significant financial success, growing rapidly from a small startup to a publicly traded organization with approximately 800 employees. The recent economic recession and increased regulation of the financial industry, however, have caused Thompson to experience significant decreases in revenue for the first time. This case focuses on the organization’s attempts to control labor costs by decreasing expenses. They had decided to freeze hiring and the hiring freeze was successful. The overall staff numbers were down by about 5 percent. As Scott Montgomery had expected, however, simply reducing staff by attrition wouldn’t ensure that reduction goals would be met or that reductions would occur in needed areas. Some departments had suffered serious talent loss when key personnel resigned, but other departments still had excess staff and duplication of effort. Reorganization was needed. After the strategic planning retreat, Montgomery scheduled a series of meetings with COO Jack Albright and several department managers whose areas suffered most from the labor imbalances. Montgomery had a reorganization plan in mind, but he wanted input and agreement from those who would be affected before he implemented it. He knew it wouldn’t be easy getting agreement. From discussions during the retreat, it was clear that everyone recognized the need to realign and further cut costs, but some managers seemed more interested in protecting their turf than designing a feasible plan. It took a lot of negotiation, but a plan was finally agreed to and approved by Kessler. Montgomery’s HR staff was ready to move ahead with implementation. Like the previous reorganization, work groups were again realigned, teams were re-formed and job assignments changed. Even the facility changed. Partitions were removed and cubicles disappeared to reconfigure the office into an open floor plan. It was expected that the open plan would foster a sense of unity and ease communication among co-workers and managers. The managers would no longer be isolated in private offices; they would sit side by side with those they supervised. A number of managers objected to the open floor plan. They didn’t like giving up their personal work space or the status inferred by a private office. “How can I talk privately with a staff member when I’m out in the middle of the floor and everybody’s hanging around listening?” Sally Werner, a technical support supervisor, grumbled to her friend Maria Gonzalez, a payroll specialist. “You’re the only one left with a private office, Maria, and that’s just because you do payroll!” “Well, there are private conference rooms on each floor,” Maria replied. “You can always use those.” “They’ve all got windows that look right out onto the floor. Everyone knows who you’re in there with. As soon as I call someone in for a private conference, everybody will assume they’re getting reprimanded.” “I hadn’t thought of that. If that’s the assumption, Sally, maybe you have an image problem,” teased Maria. “It’s not funny,” Sally said. “I just think this whole thing is a lousy idea. And what are those people in marketing going to do? They bring their dogs to work. Before this, they had to keep their dogs in their cubicles. How’s that going to work now?” “I don’t know,” said Maria. “Maybe there won’t be any more dogs around.” “I suppose, they’re cutting back dogs, too,” Sally grumbled cynically. “Just like everything else— even our benefits are going away. No more tuition reimbursement, no more free coffee. This place is just not what it used to be. There is less of everything around here except the workload. That gets bigger all the time.” “Well, I’m swamped too,” said Maria. “HR’s really scrambling with so many people reassigned. Scott’s desk is piled high with requests from employees for compensation reviews. Everyone thinks a little change in job assignment means more money. The only ones not complaining are the dogs!” “Well, what did they expect?” said Sally. “I’ve never seen such a dispirited, burned-out bunch of people. You know, Maria, it’s never a little change—it’s a lot! Most of us are working longer days, and no one even says thank you anymore. You know David Adams in accounting? He told me he hasn’t had a performance review in nearly two years.” “Wow! How can that be?” asked Maria. “We’re supposed to have one every year.” “I know, but managers aren’t doing them. David said every time he asks his boss about it, his boss just shakes his head and says he has so many people to supervise now he just doesn’t have time to do performance reviews anymore. David thinks they’re really just trying to delay everyone’s raise so they can save a little money.” “Maybe so, but that’s terrible!” said Maria, “I’m surprised Scott lets them get away with that.” “Well, maybe he doesn’t even know. I think he’s pretty out of touch with what’s going on around here. What about that ridiculous policy telling us not to talk about compensation? How do they think they can enforce a policy like that? Everybody’s talking, and some people are just plain angry. Betsy Reynolds in customer service has already had three different job assignments in the past year. Each time someone leaves, she moves into a new position, reports to a new boss and just gets more work piled on. She’s working longer and longer days just to keep up, but there’s never any more money! She told me she’s had it. She’s looking for a new job!” “Betsy?” asked Maria. “She’s been here for years. She knows everything about the company. She’s the best customer service person we have.” “I know, but management doesn’t even notice what’s going on. If she leaves, it’s just one less body on the payroll, and that seems to be what they want. Frankly, I don’t think we can take any more reorganization!” Question 1 What is the first step taken by Thompson Technology in an attempts to control labor costs by decreasing expenses? Freeze Hiring None of the above Downsizing Freeze few departments Question 2 "By freezing on hiring, what percentage of staff number decreased from the organisation?" 6% 3% 4% 5% Question 3 What was the challenge faced on the organisation's attempt to control labour costs? Talent loss in few departments Excess staff in some departments Duplication of effort All of the above Question 4 Montgomery had a plan on reorganising the teams. What was the challenge faced by him in implementing the plan? The managers were interested in protecting their turf than designing a feasible plan The managers had decided to resign rather than agreeing to the plan None of the above The managers did not approve of the plan Question 5 "After further negotiation, the plan was approved by ______________." Kessler None of the above Jack Albright Montgomery Question 6 What was implemented after approval of the plan? Realignment of work Reformation of teams Change in job assignments All of the above Question 7 "In the reorganisation plan, which of the following step were taken by the HR staff?" Cubicles were removed to reconfigure the office into an open floor plan Managers no longer had isolated in private offices All of the above Partitions were removed Question 8 Why was Maria given a private office? None of the above She is the payroll specialist of the organisation She is the control room manager She is the COO of the organisation Question 9 Why were the manager's unhappy about removing their private offices? Because they cannot attend meeting calls Because they cannot manage their work Because they would not be able to talk privately with a staff member None of the above Question 10 With your understanding on the case reorganisation helps in ___________. Reduces employee count Change in job assignments Realignment of work Both a and b Quiz Score: 100 out of 100 Contact www.kimsharma.co.in for best and lowest cost solution or Email: amitymbaassignment@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) Amity assignment solution help, Amity assignment answers help, Assignment Help Live interactive session test Question 1 Which of the following is a benefit of Performance appraisal ? In Motivation and Satisfaction In Training and Development In Attrition Only A & B Question 2 Which of the following is/are Modern Methods of Performance Appraisal ? Management By Objectives 360 Degree Appraisal Behaviorally Anchored Rating Scales All of above Question 3 Which of the following is a Performance Appraisal Bias ? Central Tendency Halo Effect Excessive Stiffness or Lenience All of above Question 4 Personnel Management is the ____approach of managing people. modern traditional latest none of the above Question 5 which of the following is a Power that a leader has ? Coercive Power Reward Power Expert Power All of above Question 6 In RADPAC Model of Negotiation, P satnds for ? Probability Propose Profit Proximity Question 7 IHRM stands for ? Internal Human Resource Management International Human Reource Management International Human Receipt Management Internal Human Receipt Management Question 8 Employees belonging to home country of the firm where the corporate head uarter is situated , are known as Host country employees third country employees Home country employees none of the above Question 9 which of the following is an approach to IHRM ? Ethnocentric approach Geocentric approach Polycentric approach All of above Question 10 which of the following is a parameter of HRM ? Procurement compensation Development All of above Question 11 which of the following is true in context of HRM ? tries to help employees develop their ppotential fully it is about people at work both individual & groups Both a & b none of the above Question 12 The objective of HRM is : to develop human resources to ensure employee satisfaction Increase organisational productivity All of above Question 13 scientific Management theory is given by: F.W.Taylor Henry Fayol Fredrick Herzberg none of the above Question 14 which of the following is an Organisational challenge of HRM ? Downsizing Organisational Restructure Competitive Position All of above Question 15 Employment Law is the area of Law that governs the____ Employer employee relationship employer employer relationship emploee employee relationship none of the above Quiz Score: 150 out of 150 Contact www.kimsharma.co.in for best and lowest cost solution or Email: amitymbaassignment@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) Amity assignment solution help, Amity assignment answers help, Assignment Help, Amity Solved Assignment, Get Solved Assignment Synopsis Project Report, Exam notes, Dissertation Project Report