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DRIVE-FALL 2014
PROGRAM-MBADS (SEM 4/SEM 6) MBAFLEX/ MBAN2 (SEM 4) PGDHRMN (SEM 2)
SUBJECT CODE & NAME-MU0015 Compensation and Benefits
BK ID-B1859
CREDIT & MARKS-4 Credits, 60 marks

Q1. Discuss the contents of Job evaluation. Describe the process of Job evaluation.
(Explain the contents of Job Evaluation, Explain the process of Job Evaluation)
Answer.
Contents of Job Evaluation
Job content is evaluated based on work type, skills and knowledge required; value is evaluated based on
each job's contribution to company goals. Three of the most commonly used methods of job evaluation,
upon which other methods are based, can be customized to your company's specific needs.

Q2. Suppose you are a HR Manager and you are asked to develop an effective Incentive Scheme for
your organization. What are the pre-requisites you will consider while developing an Effective
Incentive Scheme?
(Explain the pre-requisites for an Effective Incentive Scheme)
Answer.
Pre-requisites for an Effective Incentive Scheme
These pre-requisites are as under:

The incentive scheme must be influenced by scientific work measurement like the standards set
must be practical and inspiring. In addition, the employees must be provided with necessary
resources to meet these standards.

Q3. Discuss the types of managerial remuneration. Explain the elements of a managerial
remuneration
(Explaining the types of managerial remuneration, Explaining the elements of a managerial
remuneration)
Answer.
Types of managerial remuneration
The term remuneration covers the following types of expenditure incurred by the company for its Director
or his family
Rent free accommodation;
Any benefit or amenity in respect of accommodation free of charge;
Any other benefit or amenity free of charge at a concessional rate;
Any personal obligation; and

Q4. Define Pay Structure. What are its objectives? Explain the major decisions involved in
designing and setting competitive pay structures
(Definition of Pay Structure, Objectives of Pay Structure, Explain the major decisions involved in
designing and setting competitive pay structure)
Answer:
Pay Structure
A pay/salary structure refers to the collection of salary grades, bands or levels, connection of related jobs
within a series or hierarchy which helps the organisation in providing a framework for the implementation
of various policies and reward strategies within the organisation. Various salary structures are connected
with varying types of salary progression arrangements.

Q5. Explain the criterias considered for rewarding the employees for their good service
(Explanation of the criterias responsible for rewarding the employees)
Answer.
Criterias considered for rewarding the employees for their good service
The criteria for rewarding the employees for their good service in the firm are as follows:
1. Analysing and surveying of staff: Conducting the surveys is regarded as one of the most critical
challenge for the firms when it comes to motivate their employees. For this the firm must deeply
understand their employees as well as their culture. Thus for this, they have created Culture Critique by
using the staff focus groups and also one-to-one interviews for both current and existing employees.

Q6. Write a short note on the following:
a)Wage Policy Plan in India
b)Voluntary Retirement Scheme (VRS)
(Wage Policy Plan in India, Voluntary Retirement scheme)
Answer.
a) Wage Policy Plan in India

Wages means all remuneration expressed in terms of money and includes remuneration payable under any
award or settlement, overtime wages ,wages for holiday and any sum payable on termination of
employment(bonus is not included. The wage policy in India is built around the following fundamental
principles:
1. Equal compensation for an equal work performed
2. Providing living wages for employees
DRIVE FALL 2014
PROGRAMMBADS (SEM 4/SEM 6) MBAFLEX/ MBAN2 (SEM 4) PGDHRMN (SEM 2)
SUBJECT CODE & NAME-MU0016 Performance Management and Appraisal
BK ID-B1868
CREDIT & MARKS-4 Credits, 60 marks

Q.1. Discuss the principles and dimensions of Performance Management (Explaining the principles
of Performance Management, Explaining the dimensions of Performance Management) 5,5

ANS:

Principles of Performance Management

Every organisation has its own principles for performance management. Let us now discuss some key
principles of performance management that are common to all organisations.

It translates corporate goals into individual, team, department and divisional goals.
It helps to clarify corporate goals.


Q2 What are the key contents of a Performance Agreement? Explain
(Explaining the key contents of a Performance Agreement)10
Answer.

Key contents of a Performance Agreement
Performance agreement defines the following aspects of performance expectations:

1. Role requirements: Every job is intended to fulfil a role. These are defined as key-result areas (KRAs)
of the role. A role holder, i.e. the employee, in the organisation is expected to accomplish the KRAs.
Achieving those KRAs require some competencies. Therefore, the role profile should define not only the
achievements but also the competencies required to achieve the KRAs. This includes the behaviour, i.e.,
actual actions that fulfil the role. During PM planning, the existing role profile is reviewed and changes
are made if necessary.


Q3 Assume that you have joined as an HR in an organization. The first task assigned to you is to
conduct the Performance Appraisal Process. What according to you is its purpose? Describe the
entire Performance Appraisal process.
(Explain any three purpose of Performance Appraisal, Explain the Performance Appraisal Process)
3, 7
Answer.
Purpose of Performance Appraisal
Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help
develop individuals, improve organisational performance, and feed into business planning. Formal
performance appraisals are generally conducted annually for all staff in the organisation. Each employee
is appraised by his/her line manager. Performance appraisal is a method of evaluating the job performance
of an employee. It is an ongoing process of obtaining, researching, analyzing and recording information
about the worth of an employee..


Q.4. Discuss the skills that a line manager require for effective Performance Management. (Listing
the skills, Explaining the skill) 1,9

ANS:

Skills that a line manager require for effective Performance Management

Whether you are managing a team or a process, this practical, line manager or supervisor training
programme will give you grounding in the essential skills and behaviours required to be able to
communicate, motivate, build trust and lead with confidence and authority. Employee performance
includes: Planning work and setting expectations. Continually monitoring performance. Developing the
capacity to perform. Periodically rating performance in a summary fashion, and Rewarding good
performance.

Q5 Define the term Ethics. Discuss the key factors involved in ensuring Ethics in Performance
Management(PM)
(Definition of Ethics, Explaining the key factors to ensure Ethics in PM) 2, 8
Answer.
Ethics
The word 'ethics' comes from the Greek word 'ethikos'. It refers to one's moral character and the way in
which society expects people to behave in accordance with accepted principles. Most philosophers
conclude that ethical failure occurs because of lack of character or, in other words, virtuous people will
live ethically. Therefore, we need to think about the desired virtues and how one can develop those
virtues, PM being a case where such ethics need emphasis. Ethics in organisation is about good behaviour
in various organisational aspects which include its dealings with external agencies including customers
and internal agencies including employees.

Q6 Write short notes on the following:
a)MBO
b)Behaviorally Anchored Rating Scales Method (BARS)
(Explaining the meaning and steps in MBO, Explaining the concept and process of BARS) 5,5
Answer.
a) MBO
This method involves setting particular calculable goals with each employee and then respectively
discussing his/her progress towards these goals. The term MBO refers to an inclusive organisation-wide
goal setting and appraisal programme that consists of six main steps

1. Set the organisations goals: Create organisation-wide plan for the next year and set goals.
Q1. Explain the key elements of Talent Management System.
(Explaining the key elements of a Talent Management system) 10
Answer.
Key elements of a Talent Management system
The key elements of Talent Management System are explained as follows:

Performance: A performance management system increases the productivity and confidence in an
organisation, if planned and implemented effectively. Performance management systems should be
visibly related to training or development and recognition or compensation systems within the
organisation in order to increase productivity and retention.

Q2. Define Talent Management. Discuss the Talent management Approaches.
(Definition of Talent Management, Explaining the Talent management Approaches)2,8
Answer.
Talent Management

Talent management refers to the anticipation of required human capital for an organization and the
planning to meet those needs. Talent management in this context does not refer to the management of
entertainers.
Talent management is the science of using strategic human resource planning to improve business value
and to make it possible for companies and organisations to reach their goals. Everything done to recruit,
retain, develop, reward and m

Q3. Explain the key elements of Talent Management System.
(Explaining the key elements of a Talent Management system) 10
Answer.
Key elements of a Talent Management system
The key elements of Talent Management System are explained as follows:

Performance: A performance management system increases the productivity and confidence in an
organisation, if planned and implemented effectively. Performance management systems should be
visibly related to training or development and recognition or compensation systems within the
organisation in order to increase productivity and retention.

Q.4 Explain the key Compensation principles. What do you mean by Total rewards? Describe the
elements of Total rewards. [Explaining the key compensation principles, Definition of Total
rewards, Explaining the elements of Total rewards]
ANS:

Total Rewards
All of the tools available to the employer that may be used to attract, motivate and retain employees. Total
rewards include everything the employee perceives to be of value resulting from the employment
relationship.

Key compensation principles

There are few key compensation principles. They are:

Q5. Explain the organizational issues pertaining to Talent Management.
(Explain the organizational issues pertaining to Talent Management)10
Answer.
Organizational issues pertaining to Talent Management
Organisational issues pertaining to talent management could arise because of focus and fit.

(i) Focus: The different types of focus are:

Q6. Write short notes on:
A) Workforce Analysis
B) Talent Review
(A brief note on Workforce Analysis, Concept and importance of Talent review) 5,5
Answer.
A) Workforce Analysis
Workforce Analysis provides information regarding the current workforce across mission critical
occupations, including demographic and background characteristics of the current workforce, retirement
eligibility, turnover, and various workforce management issues (i.e., recruitment and retention). This
information is valuable in understanding
DRIVE-fall 2014
PROGRAM-MBADS (SEM 4/SEM 6) MBAFLEX/ MBAN2 (SEM 4) PGDHRMN (SEM 2)
SUBJECT CODE & NAMEMU0018 Change Management
BK ID-B1807
CREDIT & MARKS-4 Credits, 60 marks
Q.1. Describe Kotters Eight Step Change Model.
ANS:

Kotters Eight Step Change Model

In Leading Change, John Kotter (1996) describes the eight step process to create lasting transformations.
He states, Useful change tends to be associated with a multistep process that creates power and
motivation sufficient to overwhelm all the sources of inertia The Eight stage process can be explained as
follows:

Q2. Explain the various steps at which control takes place in a Change Management Process
(Explaining the steps at which control takes place with regard to Change Management)
Answer.
Steps at which control takes place with regard to Change Management
In the change management process, controlling takes place at various steps, which are as follows:

Step l: Preparation for change
As a first step, in the preparation stage, the change manager has to focus on the following aspects
a) The required change has to be identified
b) Determination of the major concerns and issues needs to be determined
c) The obstacles or hurdles to be identified
d) Calculating the involvement of risk and determination of the cost of change
e) Understanding the reasons for resisting the change
(a) A suitable method to be devised recognizing the requirement for change and identification of the
present position

Q3.What do you mean by Organizational Effectiveness? Explain the approaches involved in
achieving Organizational Effectiveness
(Definition of Organizational Effectiveness, Explain the approaches to achieve Organizational
effectiveness)
Answer.
Organizational Effectiveness
Organizational effectiveness is the concept of how effective an organization is in achieving the outcomes
the organization intends to produce. The idea of organizational effectiveness is especially important for
non-profit organizations as most people who donate money to nonprofit organizations and charities are
interested in knowing whether the organization is effective in accomplishing its goals. Organizational
effectiveness has been defined as the degree of goal achievement. The determination of an organizations
goal(s) is crucial in evaluating effectiveness of an organization. The first step in the determination of
goals is to distinguish between official and operative goals.


Q4. Define organizational Culture. Describe briefly about the types of organizational Culture
(Definition of Culture, Explaining the various types of organizational culture) 2, 8
Answer.
Culture
The word culture has been derived metaphorically from the idea of cultivation, the process of tilling
and developing land. When we talk about culture, we are typically referring to the pattern of development
reflected in a societys system of knowledge, ideology, values, laws, social norms and day-to-day rituals.
Organizational culture is said to be a blend of innovation and the ability to take risks, attention to detail,
outcome orientation, people orientation, team orientation, aggressiveness and stability.

Q.5. Explain the Behavioural Approach to Individual Change. (Explanation of the Behavioural
Approach) 10

ANS:

The Behavioural Approach to Individual Change

The behavioural approach: This mainly concentrates on the diagnosing of the surface level cultures that
is the behaviours of the individuals which is responsible for managing the relationships in the
organisation. This is highly important for implementing the new strategies. This will compare whether the
behaviours are suitable for implementing the new strategies. It helps the managers, whether the culture
itself should be changed or the strategies have to be changed.

The competing values approach: This focuses on how to solve the values that are in confusion. This
approach has given two value pairs, which helps to understand the organisation culture. The two value
pairs are:

Internal focus and integration versus external focus and differentiation.
Flexibility and discretion versus stability and control.

Q6. Write a brief note on the following:
a)Kurt Lewins Model of change
b)Burke-Litwin Model of organizational performance and change
(Explaining the concept of Kurt Lewins model, Explaining the concept of Burke-Litwin model) 5, 5
Answer.
a)Kurt Lewins Model of change
In order to ensure that change is permanent, Kurt Lewin described the three phases of the change process
which can enable the organization to move from the current state to the desired stateUnfreezing,
Changing, and Refreezing. The diagrammat