“SYMBLOSIS INTERNATIONAL UNIVERSITY (Established under secticn 3 of the UGG Act 1956 } Ro-sceredited by NAAC with A’ Grade (0102)SYMBIOSIS LAW SCHOOL, NOIDA (010224) BACHELOR OF BUSINESS ADMINISTRATION & BACHELOR OF LAIS 2014-19,2015-20 v Human Resources & Total Quality Management Course Code: 0102280410 Date: 12/10/2017 Day: Thursday Meximumfarks: 60 ‘Time: 02:€pm - 04:30 pm Part- i (Ubjective type Questions) Instructions: 1) All questions are compulsory. 2) Each question earries two marks (Total 20 Marks) ‘Qa. Consider following steps in performance appraisal and then arrange in proper sequnces: i, Comparison of actual performance with performance standard ‘Communicate performance expectation Initiate corrective action,'if any Establish performance standard Vv. Measurement of actual performance a) Gy), (i), (v), Gi), © b) @, Gi), Gi), (iv), (v) ©) iv), Gi), (v), @), Gil) a) (0), (iv), Gi), @, (v) Qa. is the process of increasing the scope of job of a particular emfoyec by adding more task to it. 2) Job Simplification b) Job Enrichment ¢) Job Rotation @) Job Enlargement Q3. is the process of picking up individual (out of the pool of jobmplicant) with requisite qualification and competencies fo fill job in organization. a) Selection, b) Recruitment. ¢) Placement. ) Promotion Oa ich of the following employees must be paid overtime? a) A janitor who worked 30 hours during the workweek and was also paid for hours of vacation time. 1h) A vice president in charge of operations wie worked $0 hours last week©) A nonexempt employce who put in 45 hours last week. 4) A.dock worker who worked 40 hours, including 10 hours on Deepawali. QS. Obtaining and using information about the current operational context that is about individual difficulties, organization deficiencies and so on is called a) Contest evaluation. b) Input evaluation. ¢) Outcomes and reaction evaluation. d) Job evaluation, Q.6. Which one of the following is not a typical feature of Total Quality Management? a) Customer driven quality b) Continuous Improvement 2) Action based on facts, data & analysis d) Strong inspection oriented establishment. Q.7. SEIKETSU, SHITSUKE step is related to which of the following programme? a) Kaizen b) Pareto analysis ©) Toyoia Way d) ISO Quality Management Satndards 8. means continuous improvement with the involvement of everybody in the organization so 4s to generate value of customer, a) Total Quality Management b) Just in Time ©) Kaizen a) Collective Bargaining Q.9. Mary is an HR specialist who needs to consider the value of each job to the organization ‘when she determines compensation for the jobs. Which type of job evaluation method is Mary using? a) Classification b) There is no such method ¢) Job Ranking 4d) Tob Knowledge Q.10. A number of predetermined grades are decided by the commitice and each job is assigned to one of the grades: a) Ranking Methods b) Job Grading Methods ¢) Job Evaluation Method. 4) Job Rotation Method.Part-IE (Subjective Type Questions) )) All questions are compulsory. 2) Each question carries 10 marks (Total 40 Marks) QA. As Dave Ultich, # management thought leader from the University of Michigan, suggests, “there isn’t any ideal design model, then how does one choose an approach to designing an organization that is robust enough to address the dual goals of achieving efficiency and investing in growth at multiple levels of the organization?” Discuss how the Organizational Structure be framed to build a robust Organization. OR Q.1. From a manager's perspective, the compensation package offeied « fins employees is important net only because it costs money, but becau: 0 be the primary reason the employees work for the firm. What are the consequences of Pay Dissatisfaction? Q.2, Explain Porter and Laviler's model of Motivation and Remuneration. OR Q.2. Write short notes on: ) Quality Circle ') induetion 2) Job Specification d) Manpower forecasting Q.3, °Sritarn Industries” is a mechanical engineering establishment situated in Bombay. It has 15,000 workmen employed in first shift between 8-16 hours. This is a major shift and known as general shift, The workmen of Sriram Industries report for work from distance places such as Pune, Virar and also Karjat, which are miles away from the place of work. The workers travel by (Central Railway, Western Railway (Suburbun Services) and by BEST buses (BEST is the local Municipal bus transport organisation), Some also travel by petrol driven vehicles or their own bicycle. A small number staying in surrounding areas of the factory, report for duty on foot On 27 June 1990, there was a very heavy downpour, which is not uncommon in Bombay. Vast areas were submerged under water. Central and western sub urban railway services, thexelore, were completely dislocated. As a result of the heavy rains, train services were suspended beiween 7 — 8 am. BEST buses were less frequently run and in some areas there was no bus service at all, 4 faw timekeepers who somehow managed to atiend took attendance. It was found that out of the total complement, 4000 attended in time, 2600 attended two hours late, 4800 attended four hours late and the remaining 3600 did not attend. As was obvious, neither the management nor the workmen was responsible for the aforesaid happening and the trade union, operating in the establishnent requested the management to deal sympathetically with the employees. They requested that since it was beyond the control of workmen, even those who could not attend should not be marked absent ‘The union leader had produced a certificate from Railway authorities and also BEST authorities about the complete dislocation between 7-830 om and a partial dislocation sill 230 pm. As will be seen from the case, 4000 employees worked for the whole day, 2600 worked for sixhours, 4800 worked for four hours only anid 3600 did not report for duty at all. The issue wes how to adjust the wages for the day. ‘The General Manager called meeting of the officers to discuss the issue. It was finind that a good number of officers who stayed in long distance suburbs or were staying in remote areas could not also attend to work. Some of the officers who participated in the meeting, opined that ‘no work no pay’ should be the only principle and at best the only: thing that the management should do is not to take any disciplinary action as such. Others expressed different views end there was no near consensus even in the meeting. The General Manager adjourned the meeting without coming to any decision. Relation between the management and the thres unions operating in the company were generally satisfactory. Only one of the three unions that had mainly white coloured staff as members had 2 legalistic approach in all_~—s matters. «and = was not easily _safisfied! How can this issue be sorted out? Provide appropriate solution. OR Q.3. Two Tier Pay Structure in 1976, the Indian subsidiary of a multinational refinery became a government of India Company. The government company had ennounced an ambitious expansion program, which meant doubling the work force in less than four years in 1977 at the time of wage revision, the union and management agreed to a two tier structure. Those already employed will be eligible for a higher grade and those whe are recruited fresh will get a lower grade though jobs are similar in skill, responsibility and effort. Both the union and the management justified that this is.an innovative practice widely followed in deregulaied companies abroad, particularly the ~— airlines. © in. north == America Answer the following Questions: (5 mares each) a) Isit a fair agreement? Discuss, b) Would it contravene with the concept of equal pay for equal work? Q.4. Critically analyze point-factor method, OR Q.4. The 1999 Intemational Conference on the Principles for Global Accountability discussed the significant issues that affect workers and their communities across industries, worldwide. One major issue that cuts across industries is wages. Keeping this in view, discuss different types of wages.