Acharya Nagarjuna University (ANU) 2006 M.B.A Business Administration - I - HUMAN RESOURCE PLANNING AND DEVELOPMENT - Question Paper

M.B.A.(Third) DEGREE EXAMINATION, MAY 2006
(C- HUMAN RESOURCE MANAGEMENT)
PAPER - I - HUMAN RESOURCE PLANNING AND DEVELOPMENT

Time: 3 hours Maximum: 75 marks

part A - (3 X five = 15 marks)
ans any 3 ques.

1. (a) Concept of Human Resource Planning.
(b) Demand forecasting.
(c) Aspects of HRD.
(d) HRD in voluntary organisations
(e) Approach to IR.
(f) Counseling.

part B - (3 X 15 = 45 marks)
ans any 3 ques.

2. discuss the process of Human Resource Planning.
3. provide a brief overview of Human Resource Development.
4. discuss the role of Line Managers in HRD.
5. Examine the concept of HRD in service Industry.
6. elaborate the main problems of HRD culture is an organisation?
7. elaborate the emergining patterns and prospectives of Human Resource Development?

part - C (15 marks)
(Case Study)

Workmen’s Compensation

8. Mr. Nandkishore is a workman employed in the despatch department of a cement factory. The factory is located in 1 of the towns of a politically sensitive state. It employs about 1,500 employees besides the managerial staff. The annual turnover of the company is around Rs.150 crores and its capacity utilisation is 75 per cent.

The factory has 3 unions besides a security staff association and a management association. For 8 years, only 1 union has been recognized on the basis of its .claim. that it has the largest subsequent of workmen. Continued recognition of a single union led to strained relations ranging from the 2 unrecognized unions and the management and also among the unions themselves.

Mr. Nandkishore is an office bearer of 1 of the unrecognized unions. The industrial relations situation in the factory has been fluctuating from periods of harmony to periods of disturbances.

On December 10, 1998, Mr. Nandkishore fell down from the ladder, while working during the 2nd shift. The accident resulted in serious injury to his right arm. He was admitted in a government hospital for treatment. An accident report was sent to the commissioner under Workmen’s Compensation Act, to determine the amount of compensation, if any, to be paid to Mr. Nandkishore for the loss of any advance to the injured workman for covering medical expenses.
It also said that the above amount may be deducted from the compensation which Mr. Nandkishore may get, according to the commissioner’s decision. The management paid Rs.3,000 as advance, after obtaining a written under taking from the union that this amount will be deducted from the compensation payable. The union also agreed to this condition. It also organizes for the release of Rs.2,000 from the Labour Welfare Fund.

The medical officer treating the workman submitted a report in February, 1989. The medical report did not mention any type of disablement (Full/partial, temporary/Permanent) to the workman. The commissioner, after processing the case and studying the report, ruled that the workman, Mr. Nandkishore shall be paid only half-monthly wages for these 2 months against his request for compensation as there was no permanent or partial disablement.

On receipt of this report from the commissioner, the management asked the workman to repay Rs.3,000 provided as an advance and requested the union to do the needful in this regard. The union, however, contended that since the accident occurred during and in the course of employment, the management must treat it as ex-gratia payment and that it should not demand its repayment as the money was used for treatment. The management, however, pointed out that at the time of taking advance, both the union and workman had agreed that this amount will be recovered from the compensation payable and since no compensation is payable, the workman should pay back the advance. The management further pointed out that it cannot waive the recovery of the above advance as it is bound by the rules.

The union, however, insisted that management should not proceed on the recovery of advance from the workman. The management also heard rumours that the stated union may stage a “Show down” over this problem.

Questions:
(a) What is the issue in the case?
(b) Analyse the causes which led to the issue.
(c) How should 1 deal with such a situation?

Earning:   Approval pending.