Module I

1. „Whether you are a line manager or a staff manager, you are side by side an HR manager
also.‟ – give your comments on this statement.
2. Explain what HR management is and how it relates to the management process?
3. Give examples of how HR management concepts and techniques can be of use to all
managers.
4. Why is it important for companies today to make their human resources into a
competitive advantage? Explain how HR can contribute to doing this.
5. What is the difference between a strategy, a vision and a mission? Please give one
example of each.
6. Define and give at least two examples of the cost leadership competitive strategy and the
differentiation competitive strategy.
7. Explain how human resource management can be instrumental in helping a company
create a competitive advantage?
8. What is a High-Performance work system? Provide several specific examples of the
elements in a High-performance work system.
9. Comment on the changing environment of HRM
10. “Motivation is the primary responsibility of line managers. HRM‟s role in motivating
organizational employees is limited to providing programs that equip line managers with
means of motivating their employees” – Do you agree or disagree with the statement?
Explain your position.
11. Traditionally, the role of human resource planning was mainly restricted to filling up
vacancies. The forecasts were not aligned with the strategic planning process. But with
the changing business environment, there have been changes in human resource
forecasting. Identify the major steps in strategic forecast of human resource.
12. What are the advantages and disadvantages of various external recruitment sources? How
do they compare with the internal sources?
13. What is the process of Human Resource Planning? What are the different Methods of
forecasting used in human resource planning? Also describe various barriers to an
effective HRP and suggest how to overcome them.
14. “As organization become more global, HRP becomes more important and complex”.
Justify the statement with proper examples.
15. Why careful selection is important? Explain the various types of Tests.
16. You are been given 5 lac budget to spend on different media for FMCG based company
for the post of sales manager. Make your own assumptions and allocate the budget in the
way which can attract maximum no. of applications.
17. Discuss some major mistakes that take place during interview process. If you were there
as an interviewer, how would you avoid them?
 18. Distinguish between recruitment and selection. Discuss some important methods of
recruitment.
19. Explain the difference between recruitment and selection. Why is it important to conduct
pre-employment background investigations? Explain with relevant examples.
20. Discuss the role of psychological tests in the selection process. Work out a classification
of psychological tests and describe each category, keeping their utility in view. Analyse
its merits and limitations as a tool of measurement.
21. Define orientation, socialization and placement. Describe steps/stages of each with
challenges faced by organization in each.
22. Define the terms:
- Succession planning
- HRM
- Authority, line authority, staff authority, line manager, staff manager
- Recruitment
- HRP
- Strategy, strategic plan, strategic HRM, strategic management
- High-performance work system
- Metrics
- HR Scorecard
- Ethics
- Vision, Mission
- Competitive advantage

Module II
1. What is meant by job description? Describe the steps in job analysis.
2. What is job design? What are its critical components? Trace the environmental factors
that decisively influence a job design?
3. What is meant by job enlargement and job enrichment? What purpose do they serve?
4. “Vipul Gupta” is a BBA student at your university. He has just failed the first course on
Management Accounting and is understandably upset. Explain how would you use
performance analysis to identify what, if any, are Vipul‟s Training needs?
5. One reason for implementing global training programs is the need to avoid business
losses “due to cultural insensitivity.” What sort of cultural insensitivity do you think is
referred to, and how might that translate into lost business? What sort of training program
would you recommend to avoid such cultural insensitivity?
6. Illustrate on the job training and development methods with relevant examples.
7. “Management Development is nothing but guided self-development”. – Discuss.
8. “Succession planning greatly enhances the stability of business operations”. In the light
of this statement, discuss the need for a succession management process.
9. Enumerate the various organizational development intervention programs using
examples.
10. Discuss the different approaches to the study of OD in detail.
11. Explain critically the merits and limitations of e-learning as a training program.
12. “Training is not an expense but a long term investment on people.” – Discuss.
13. Illustrate with example how you would go about identifying training needs.
14. “Training programs are effective means to prevent workforce obsolescence.” – Discuss
15. If you were to be engaged as a consultant to advise an organization dealing in the
production and marketing of durable goods, what steps would you adopt to prepare a
training package and why?
16. Develop a broad framework of a training package for the sales personnel of an FMCG
company.
17. Define the terms:
- Job Analysis
- Competency
- Mentoring
- Organizational development
- Executive coach
- Outsourced learning
- Role playing
- Behavior modeling
- Action learning
- Management game
- Management development
- Virtual classroom
- JIT
- Programmed learning
- Simulated training
- Apprenticeship training
- On-the-Job training
- Training
- Employee orientation
Module III
1. List out the Authorities and Reference of Disputes. Note down Duties and
Responsibilities of any three of the Authorities in detail.
2. Short note on Miscellaneous Provisions relating to Procedures, Powers of Adjudication
Authorities and Awards.
3. State the general prohibition for Strikes and Lock-outs.
4. Explain in brief the Procedures for Lay-off, Retrenchment, and Closure. Also state the
special provisions for all the three.
5. What does the Preamble to the Constitution contain? State the Fundamental Principles of
ILO set forth at the time of inception.
6. Short note on Organizational structure of ILO. Further state its Conventions and
Recommendations.
7. What are the Major Activities of ILO?
8. Short note on International Standards of Labour and their Influence on Indian Labour
Legislation.
9. Explain any three details of Conventions and Recommendations included in International
Standards of Labour.
10. Explain any three details of Conventions and Recommendations included in Indian
Labour Legislation.
11. What are the provisions for registering a new TU as per the Trade Unions Act, 1926.
Mention privileges of a registered TU
12. Explain the various methods for resolving Industrial Disputes?
13. What is the recent trend and future of Industrial Relations in India.
14. Explain various approaches to Industrial Relations.
15. How do trade unions, organizational culture and conflict, HR Professional bodies and
motivation of employees influence the HR department? Throw light on each of the above
perspective.
16. Explain the term: industrial dispute. Discuss various causes for which industrial disputes
can take place.
17. What is meant by collective bargaining? What are its essentials? Discuss the stages of a
successful collective bargaining process.
18. Define the terms:
- Performance analysis
- Performance management
- Exit interviews
- Downsizing
- Collective Bargaining
- Collective Bargaining Agreement
- Mediation
 - Fact Finder
- International Labour Organization
- Strike: Economic, Unfair Labour Practice, Wildcat, Sympathy
- Lock-out
- Injunction
- Bargaining Items: Voluntary, Mandatory, Illegal
- Industrial Dispute, Strike, Lock-out, Workman, Lay-off, Retrenchment, Settlement
- Appropriate Government: (a) central government (b) state government

Module IV
1. Define what an HR Scorecard is, and briefly explain each of the seven steps in the HR
Scorecard Approach to creating a strategy-oriented HR system?
2. What is mean by Employee Welfare? State the objectives of Employee welfare.
3. Discuss statutory welfare facilities as per Factories Act 1948.
4. Briefly explain non-statutory welfare facilities.
5. Define Social Security. Discuss its features and classification.
6. Briefly explain various social security schemes in India.
7. Examine the contribution of the Employees‟ Provident Funds Act to social security.
8. Evaluate the relevance of the ESI Act in the maintenance of social security critically.
9. Evaluate the challenges faced by Social security schemes.
10. Write short note:
a. Employee engagement
b. Talent Management
c. Workforce Diversity
d. Mergers and Acquisition in HRM
e. Knowledge management process
11. Define the terms:
a. Employee engagement
b. Talent Management
c. Workforce Diversity
d. Knowledge management
e. Intra-mural facilities
f. Extra-mural facilities
g. Employee labor welfare