Deemed University 2011 M.B.A University: Lingayas University Term: VI Title of the : Talent Management - Question Paper

Roll No. ..

 

Lingayas University

MBA 2^nd Year (Term VI)

Examination May 2011

Talent Management (BA - 244)

 

[Time: 3 Hours] [Max. Marks: 100]

 

Before answering the question, candidate should ensure that they have been supplied the correct and complete question paper. No complaint in this regard, will be entertained after examination.

 

Note: Attempt five questions in all. All questions carry equal marks. Select two questions from Section A and two questions from Section B. Question no. 8 (Section C) is compulsory.

Section A

Q-1. Define talent management. How are talent workers different from knowledge workers? Explain in detail the basic elements of a talent friendly organization? [20]

Q-2. What is talent planning? Explain different techniques of talent planning including succession planning and talent fusion. [20]

Q-3. Elaborate the components of talent development budget based on value driven cost structure of an organization. How can an effective talent budget be planned? [20]

Section B

Q-4. What is talent management system? Define in details its basic elements, benefits and basic challenges of managing talent system. [20]

Q-5. Write short notes on (Any two):

(i) Competency management

(ii) Techniques of performance appraisal

(iii) Talent management information system [210=20]

Q-6. What is competency assessment? Explain different techniques to assess competencies along with its advantages and disadvantages? [20]

Q-7. Explain techniques of measuring return on talent. How can compensation be aligned with talent management for optimum utilization of human resource? [20]

Section C

Q-8. CASE STUDY

Automotive components limited is a major manufacturer of automotive filters mostly used in automobiles of various types. It supplies filters directly to automobile manufacturers in huge quantity. One day two engineers from a reputed engineering consultant came. They inspected he production facilities and workshop. They came for next two days also. During their visit the atmosphere in the workshop was tense as the engineers made several inquiries from the foreman in the workshop. Three days after visit a notice was put that lights and motors should be shut off during lunch breaks.

The next week there were some rumours saying that Company is not able to fulfill its contractual requirements due to some technical defects. Therefore a big order is likely to get cancelled resulting in closure of plant. Thus both workers and foremen were disturbed. The workers also started making enquiries regarding visit of engineers from foremen.

Due to this the workers became nervous and productivity started falling down. The workers approached their union leader about possible layoff and retrenchment .The union leader criticized the approach of management and threatened with strike if any worker was laid off or retrenched.

Hearing this production manager visited the plant and talked to few foreman & senior workers. The foremen told the whole story right from visit of engineers to the notice of conserving power. He also talked of cancellation of big order and retrenchment of workers to the manager. The manager was taken aback saying that nothing of such nature is true and enquired if the foremen had convinced workers regarding this.

Later he called meeting of office bearers of union & some workers along with foremen. He told that objective of engineers visit was to see the plant layout and draw plan for installing new machine. He also told that light conservation notice was just to conserve power for production and has nothing to do with engineers visit. Regarding cancellation of order he explained was because of some problem at buyers plant and that the company had fetched much bigger order. Moreover he told that they are looking to recruit more people rather than retrenching them.

But all these could not convince workers and after two days the union gave a notice to manager for one day protest strike.

Keeping the above in view give your suggestion in following:

 

1. Identify the problems in the case from a talent management perspective.

2. Suggest the right approach to handle such situation for a two-way beneficial manner.

[20]