29. Explain Job enrichment in brief.

(2M)

Job enrichment involves providing an employee with more responsibility for a job and challenges the
individual’s skills at work.

Enrichment involves increasing the decision-making authority and encouraging the employee with their
tasks.

30. What is importance of Recruitment? (2M)

The importance of recruitment are as follows :-

 It Provides organization with a pool of qualified candidates

 The more qualified the pool the better the success rate in selection
 It can help the organization meet affirmative action goals
 It can increase organizational effectiveness

31. What is good Recruitment Policy? (2M)

A good recruitment policy consists of following points :-

 Cost effective for the organization

 Ensures its employees long-term employment opportunities
 Provides the employees with opportunities for development and is flexible to accommodate
changes
 Provides job security
 Complies with government policies

33. What are advantages and limitations of Job-Enrichment? (5M)

Advantages of Job Enrichment are:-

 Job enrichment is useful to both the workers and the organization.

 Job enrichment reduces absenteeism, labour-turnover and grievances.
 The worker finds the job meaningful.
 The worker gets achievement, recognition and self-actualization.
 The worker gets a sense of belonging to the organization.
 It motivates the workers to give best performance.

Limitations of Job Enrichment are:-

 The consent of workers is not taken before implementing job enrichment.

 Managers force the workers to accept job enrichment, which is not good.
  In many cases, job enrichment does not give the expected results.
 It makes many changes in the job. So many workers oppose it.
 It has limited use for highly skilled managers and professionals.

41. Describe different Traditional and Modern methods of Performance Appraisal. (10M)

Traditional methods of Performance appraisal are :-

Modern method of Performance appraisal are :-
5) Management by objectives (MBO)

The management by objectives method is an approach that focuses on improving an organization’s

performance across the board by articulating clear objectives for the business. The entire team, both
management and employees, sets those objectives.

In this approach, an employee and manager work together to identify and plan goals for the employee
to reach, usually within a specific time frame. The manager and employee then meet regularly to discuss
the employee’s progress and make any adjustments necessary toward the goals and objectives.

42. Discuss the Training in detail with following points: Definition, Need, Objectives and Benefits.
(10M)

(Definition)

Training is the formal and systematic modification of behavior through learning which occurs as a result
of education, instruction, development and planned experience.

Training is the act of increasing the knowledge and skills of an employee for doing a particular job and
development involves the growth of employees in all respect.

Training helps the employee in learning job skills whereas development shapes attitude of the
employee.

Need for training are as follows:-

 Higher Productivity
 Quality Improvement
  Reduction of learning time
 Industrial Safety
 Reduction of Turnover and absenteeism
 Technology Update
 Efficient Management

Objectives of training are as follows:-

 To provide job related knowledge to the workers

 To bring about change in the attitude of workers towards fellow workers, supervisor and the
Organization
 To Improve the productivity of the workers and the organization
 To Prepare workers for promotion to higher jobs by imparting them advanced skills.
 To make the workers handle materials, machines and equipment efficiently and thus to check
wastage of time and resources.

Benefits of training are as follows:-

BENEFIT OF TRAINING TO THE ORGANIZATION

 Economy in operations
 Greater Productivity
 Increases Profitability
 Uniformity of Procedures
 Systematic Imparting of skills
 Creation of Inventory of skills
 Less Supervision
 Higher Morale
 Develops Organization culture & Climate

BENEFIT OF TRAINING TO THE WORKERS

 Acquisition of New Skills

 Higher Wages
 Industrial Safety
 Preparation for Promotion
 Versatile Utility
 Higher Morale

43. What is Employee grievance redressal system? Explain the process of Employee grievance
redressal in the organizations of India. (10M)

A grievance redressal system is a process to address employee grievances, and it can be defined as a
mechanism that enables employees to communicate their concerns to management. The grievance
redressal system helps in resolving employees’ grievances in a formal manner which may be between an
employee to employee or either between employee and management.

The process of Employee grievance redressal in the organizations of India suggested by the National
Commission on Labour involves six successive time-bound steps each leading to the next, in case of
dissatisfaction. The aggrieved worker in the first instance will approach the foreman and tell him of his
grievance orally. The foreman has to redress his grievance and if the worker is not satisfied with this
redressal, he can approach the supervisor.

The supervisor has to provide an answer within 48 hours. In the event of the supervisor not giving an
answer or the answer not being acceptable to the worker, the worker goes to the next step. At this
stage, the worker (either alone or accompanied by his departmental representative) approaches the
Head of the Department who has to give an answer within three days.

If the Departmental Head fails to give an answer or if the worker is not satisfied with his answer, the
worker may appeal to the Grievance Committee, consisting of the representatives of the employer and
employees.

The recommendations of this Committee should be communicated to the Manager within seven days
from the date of the grievance reaching it. Unanimous decisions, if any, of the committee shall be
implemented by the management. If there is no unanimity, the views of the members of the Committee
shall be placed before the manager for his decision. The manager has to take a decision and inform the
worker within three days.

The worker can make an appeal against the manager’s decision and such an appeal has to be decided
within a week. A union official may accompany the worker to the manager for discussion and if no
decision is arrived at this stage, both the union and management may refer the grievance to voluntary
arbitration within a week of the receipt of the management’s decision. The worker in actual practice
may not resort to all the above-mentioned steps.

44. What is Succession Planning? (2M)

Succession planning is the process of identifying the critical positions within your organization and
developing action plans for individuals to assume those positions. Taking a holistic view of current and
future goals, this type of preparation ensures that you have the right people in the right jobs today and
in the years to come.

45. What is Cross cultural leadership in Global perspective? Explain in brief. (5M)

Cross Cultural Leadership is a conscious approach to recognize diverse needs and adapt “traditional”
tools and techniques.

A Cross Cultural Leader has the skills to empower high performance in a diverse workplace.

Benefits of cross cultural leadership are:-

 Recruitment and retention of talent from different cultures

 New ideas, innovation
 Connecting with customers in different countries and cultures
 Cultural sensitivity within our communities