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M.B.A-M.B.A 2nd Year Paper – IV : HUMAN RESOURCE MANAGEMENT (Acharya Nagarjuna University - Center for Distance Education, Guntur, Andhra Pradesh-2013)

Monday, 01 December 2014 09:32Nitha

Second Year

Time : 03 Hours                                                                    Maximum Marks : 80

SECTION – A (3 × 5 = 15)
Answer any Three of the following

1) a) Personnel Manager.
b) On the Job training.
c) Fringe benefits.
d) Industrial democracy.
e) Retrenchment.
f) Inter-union rivalry.

SECTION – B (3 × 15=45)
Answer any Three of the following

2) State the steps involved in man power planning.

3) How do you assess the effectiveness of employee training programming?

4) What are the factors that influence employee Productivity?

5) How is compensation package designed?

6) Why is tardiness in the progress of collective bargaining in India?

7) Bring out the essentials of an effective employee grievance handling procedure.

Compulsory (15)

Q8) Uptron Electronics Ltd. is a pioneering and internationally reputed firm in the
Electronics industry. It is one of the largest firms in the country. It attracted
employees from internationally reputed institutes and industries by offering
high salaries, perks etc. It had advertised for the position of an Electronics
Engineer recently. Nearly 150 candidates working in various electronics firms
applied for the job. Mr. Sashidhar, an Electronics Engineering Graduate from
Indian Institute of Technology with 5 years working experience in a small
electronics firm was selected from among the 130 candidates who took the tests
and interview. The interview board recommended an enhancement in his salary
by Rs. 500 more than his present salary at his request Mr. Sashidhar was very
happy to achieve this and he was congratulated by a number of people
including his previous employer for his brilliant interview performance and
good luck.
Mr. Sashidhar joined Uptron Electronics Ltd. on 21st January, 1996 with great
enthusiasm. He also found his job to be quite comfortable and a challenging
one and he felt it was highly prestigious to work with this company during the
formative years of his career. He found his superiors as well as subordinates to
be friendly and co-operative. But this climate did not live long. After one year
of his service, he slowly learnt about a number of unpleasant stories about the
company, management, the superior-subordinate relations, rate of employee
turnover, especially at higher level. But he decided to stay on as he promised
several things to the management in the interview. He wanted to please and
change the attitude of the management through his diligent performance, firm
commitment and dedication. He started maximising his contributions and the
management got the impression that Mr. Sashidhar has settled down and will
remain in the company.
After some time, the superiors started riding over Mr. Sashidhar. He was over

loaded with multifarious jobs. His freedom in deciding and executing was cut
down to size. He was ill-treated on a number of occasions before his
subordinates. His colleagues also started assigning their responsibilities to him.
Consequently, there were imbalances in his family life, social life and
organisation life. But he seemed to be calm and contented. The management
felt that Mr. Sashidhar had the potential to bear many more organisational
It was quite surprising for the General Manager to see the resignation letter of
Mr. Sashidhar along with a cheque equivalent to a month’s salary one fine
morning on 18th January, 1998. The General Manager failed to convince Mr.
Sashidhar to withdraw his resignation. The General Manager relieved him on
25th January, 1998. The General Manager wanted to appoint a committee to go
into the matter immediately, but dropped the idea later.
Questions :
(i) What prevented the General Manager from appointing a Committee?
(ii) What is wrong with the recruitment policy of the Company? And
(iii) Why did Mr. Sashidhar’s resignation surprise the General Manager?

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