National Institute of Technology 2009 M.B.A Human Resource Management - Question Paper

Independent jobs do not pose great issues in placement for every employed needs only to be evaluated related to the match ranging from his or her capabilities and interests and those needed on the job. The objective is to assign individuals so that all jobs filled at lowest minimally qualified persons and individuals are placed on jobs that will make the best possible use of their talents provided available job and HR constraints.





Q.5 :( A) As an HR manager on what basis employee remunerations and incentive be decided, discuss with examples?
ANS:
Employee Remunerations: Executive remuneration comprises salaries, bonus, commission stock choices and perks, perks generally outstrip other elements in the package of remuneration. Executive remuneration differs from wages and salaries paid to other employees. A major chunk of the salaries of managerial personnel is taken stand to away by taxes. Executive are derived by the privilege of enjoying unionized strength, though they stand to gain when workers go on strike and succeed. Secrecy is maintained in respect of salaries and perks paid to executives. Certain generalizations can be made in respect of executive remuneration in our country. 1st norms of wage and salary administration are observed only in part; salaries are gaining acceptability; salaries are ought to be linked to performance; rat race exists among rival firms to attract talented individuals, and there is large scale migration of senior managers from public sector of those in the private sector.
There are several reasons why executives are paid more. They are worth lakhs of rupees in terms of talent and brain power. They need to be attracted, trained and motivated. And their greed must be satisfied so that they can adopt honest business practices.
Certain social and ethical problems are relevant in this context, 1st high remuneration seems to be merely a hype disregarding individual intrinsic worth, 2nd executives alone are not responsible for an organizations healthy bottom line, 3rd there must be a few parity ranging from salaries of an executive and wages of a worker and finally higher salaries and perks do not guarantee motivation.
More and more socially responsive actions, stiffer income taxation, increasing supply if managers and technicians and encouraging employees to become owners of enterprises are the answers to the problems rose.
Incentive to be decided: employees are paid incentives in addition to wages and salaries. Incentives are linked to performance, this leads to better motivation among employees. decreased cost, decreased supervision, decreased scarp and the like are the other benefits of incentives. There are issues nevertheless quality of the products is likely to decline. Introduction of an incentive scheme is difficult too. issues associated with incentive chances may be over come and the plans may be made to serve their purpose, given several safe guards are taken.
ILO classifies incentive scheme into four:
1. Schemes in which earning vary in proportion to output,
2. Schemes in which earning varies proportionately less than the output,
3. Schemes in which earning vary proportionately more than the output,
4. Schemes where earnings differ at various levels of outputs.
There are incentive schemes for direct workers who in batches, as well as for indirect employees. Incentive schemes are highly popular in Indian industries, schemes that are in operation fall into the classification made but by the ILO, but the schemes are fine tunes to meet individual organizational requirements.

Q.5 :( B) Suppose you are a placement coordinator of a leading B-school how will you secure placement and packages for your students in MNCs, prepare full project report on that?
ANS:
Placement is understood as the allocation of people to jobs, it is the assignment where employee is assigned to a new or various job, placement includes initial assignment of new employees and promotion, transfer, demotion of current employees, in this part placement of new employees is emphasized.
Placement issues the difficulty with the placement is that we tend to look at the individual but not at the job often the individual does not work independent of others. Whether the employee works independent of others or is dependent on the kind of jobs.
The advertisement contains job description and job specification in detail. When a candidate has been opted it is logical that he or she is placed in the position that was advertised earlier; modifications in the work ethics reflecting the demand for worthwhile work. We are entering an age when applicants must be considered for several jobs rather than one. If an individual fails to meet minimal requirements in 1 job, he or she will be considered for other available jobs and will probably be offered employment in 1 of them.
From a managerial prospective the task is to understand and capitalize, on every person individuality is best viewed as his or her unique profile of scores on a variety of individual measures.
The difficulty with placement is that we tend to look at the individual but not at the job, the individual does not work independent of others, whether the employee works independent of others or is dependent depends in the kind of jobs. Jobs in this situation may be classifies into many categories.
Independent jobs do not pose great issues in placement for every employed needs only to be evaluated related to the match ranging from his or her capabilities and interests and those needed on the job. The objective is to assign individuals so that all jobs filled at lowest minimally qualified persons and individuals are placed on jobs that will make the best possible use of their talents provided available job and HR constraints.

Regards,
Ratnesh Moghe

Earning:   Approval pending.