Human Resources Management

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ST. JOSEPH’S COLLEGE OF COMMERCE (AUTONOMOUS)
END SEMESTER EXAMINATION- OCTOBER 2013
BBM – III SEMESTER
HUMAN RESOURCES MANAGEMENT
Duration: 3 Hours Max. Marks: 100
SECTION A
I) Answer ALL the following questions in few sentences: (10×2=20)
1. Write down the differences between Personnel Management and HRM.
2. What do you mean by Attrition?
3. What is Job Rotation?
4. What do the aspects of Job Analysis include? Explain the terms.
5. Recruitment is distinct from employment and selection. Justify.
6. What is EQ?
7. What is Cognitive Ability Test?
8. What do you understand by 360o performance appraisal?
9. What is succession planning?
10. What is minimum wage and statutory minimum wage?
SECTION – B
II) Answer any FOUR out of six questions. (4×5=20)
11. Describe in brief the nature and scope for HR function in an organisation.
12. What is an interview? Explain the various types of interview.
13. What is Job Evaluation? Explain the objectives and principles of Job
Evaluation.
14. What is Training and Development? Explain the need for training.
15. Define Industrial Relations. Explain its objectives and functions.
16. Explain the importance and process of Induction.
SECTION – C
III) Answer ANY THREE out of five questions. (3×15=45)
17. As a manager, write in detail the managerial and operative functions of
HRM.
18. Is HRP same as HRM? Explain the factors affecting HRP.
19. Explain the traditional and modern sources of Recruitment.
20. USA and most of the developed countries of the world are known for their
brilliant social security measures. The Government in our country too have
been working on these measures for several years. What are the various social
security measures in India? Explain.
21. Explain the various methods of Performance appraisals.
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SECTION – D
IV) Compulsory case study: (15 marks)
22.
Air India used to pay more than double the salaries to Expatriate pilots compared to
that of national pilots. In fact national pilots are in no way inferior to expatriate
pilots in skills and in performance, safety, regularity and punctuality. The salary
discrimination was necessitated to attract foreign pilots due to shortage of national
pilots. This practice was along with policies and practices of compensation
management in other public and private organisations in India.
These practices resulted in the dissatisfaction among national pilots that prompted
them to look for opportunities in other countries. The fast growth of airlines industry
in various countries led to shortage of pilots resulting in higher salaries for pilots
across the countries. Majority of the national pilots of Air India who were
dissatisfied with their salaries procured jobs in various airline companies
particularly in the middle-east with triple the salary levels of their previous job.
The migration of Indian pilots reached the peak few years ago and Air India did not
have required number of pilots to operate their flights and had to cancel some of its
domestic flights and delay the operation of international flights.
Consequently, Air India modified its compensation policy and offered equal salary
levels to its national pilots along with that of expatriate pilots to combat the
situation. However, it could not attract those pilots who left the company, but could
halt the further migration of pilots to other companies.
Questions:
1. Do you think the compensation discrimination based on the nationality in
desirable?
2. Why did the management of Air India fail to foresee the situation?
3. Suggest the strategies to prevent such situations in future.
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