Jawaharlal Nehru Technological University Hyderabad 2010-3rd Sem M.B.A Code No: 312 -ester Supplementary s y/ust STRATEGIC HUMAN RESOURCES MANAGEMENT - Question Paper

Code No: 312
JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY HYDERABAD
MBA-III Semester Supplementary exams July/August 2010
STRATEGIC HUMAN RESOURCES MANAGEMENT
Time: 3hours Max.Marks:60
ans any 5 ques.
All ques. carry equal Marks
- - -
1. "Human Resources are a major source of competitive advantage and the key
determinant of an organizations ability to pursue a provided strategy". explain.
2. List out the different practices that may be used to enable employees to maintain a
proper work-life balance.
3. "Quality measures how well a product or service meets customers needs".
Explain.
4. "Obtaining up-to-date info on international residing costs is a constant problem
for multinational" discuss.
5. elaborate the factors to be considered by the HR department in training the staff of
a multinational company operating in various countries?
6. discuss the difference in appraising the home office and expatriate managers.
elaborate the methods of avoiding the issues of in appraisal?
7. Repatriation process is a cross cultural adjustment and a complete interaction of
several factors-explain.
8. Case Study
HT Corporation, a manufacturer of heavy trucks had a long, sad and bitter
history of employee relations. The company openly practiced "Management
through Terrorism". Engineers and Technicians dominated the culture. 1 of the
companies assembly plants denoted major resource to statistical process control.
An entire department staffed with engineers justified its existence by control
charts. The engineers collected and stored data on a computer and posted the
charts in every production dept once in a week. They also posted lists of issues
and defects attributable to every dept. a different dept. kept itself busy with "work
redesign" and "assembly line balancing". The plant was highly product focused.
Material moved smoothly 1 operation to next. Subassembly flowed into
assembles like the tributaries of the rivers, all moving towards the final assembly
line.
Despite this effort, quality mediocre at best. HT Corporation denoted more
factory space to rework and repair operations than to the original assembly. The
individual and social aspects of the system were largely ignored. People lacked
interpersonal skills, common goals and trust and they could not hope to attain
these qualities under the existing power structure and reward system.
a) Comment on the HRM of the HT Corporation
b) If you would appoint CEO of HT Corporation, what modifications would you
make? How would you begin?
c) What modifications you suggest in the HRM practices, if the HT Corporation is
looking for expansion of production department and to increase the market
share by improving the quality of the trucks?
d) Identify the training needs and training methods in HT Corporation.
--ooOoo--
R05

Earning:   Approval pending.