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Mb0048 Operations Research Solved Assignment 2014 Chevy

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DRIVE winter 2017

PROGRAM-MBADS (SEM 3/SEM 5) MBAFLEX/ MBAN2 (SEM 3) PGDHRMN (SEM 1)

SUBJECT CODE & NAME-MU0013 –HR Audit

BK ID-B1735

CREDIT & MARKS-4 Credits, 60 marks

Q1. Define Human Resource Planning (HRP).Discuss the objectives of Human Resource Planning.

(Meaning of Human Resource Planning., Explain the four main objectives of Human Resource Planning) 2, 8

Answer.

Meaning of Human Resource Planning

Human resource planning is the term used to describe how companies ensure that their staff comprises the “right person for doing the job”. It includes planning for staff retention, planning for candidate search, training and skills analysis and much more. It is the process of acquiring and utilising human resource in an organization. The main objective is to ensure that an

Q2. Suppose you have joined as an HR and you are asked to carry out the HR Audit process in your organization. What are the methods you will consider while implementing the HR Audit process?

(Explain the methods involved in the HR Audit process) 10

Answer.

Methods involved in the HR Audit process

Methods used in the HR Audit process are: Interviews

In order to ascertain what the top management thinks about the future plans and opportunities available for the company, the auditors

Q.3.What are the areas of HR Audit? Explain any four of them (Listing the areas of HR Audit., Explaining any four of them.) 1,9

ANS:

Areas of HR Audit

Various areas in which HR audit is performed are as follows:

·       Audit of HR planning

·       Audit of HR development

·       Audit of training

·       Audit of industrial relations

·       Audit of managerial compliance

·       Audit of HR climate

·       Audit of corporate strategies.

Audit of HR Planning: HR planning refers to the ongoing process of systematic planning to achieveoptimum use of an organisation's most valuable asset - its humanresources. The objective of HR planning is to ensure the best fit betweenemployees and jobs, while avoiding manpower shortages or surpluses. Thethree key elements of the HR planning process are

Q.4.What do you mean by HR Scorecard? Explain the steps undertaken to approach a Human Resource Scorecard. (Definition of HR Scorecard, Explaining the steps in HR Scorecard Approach) 2,8

ANS:

HR Scorecard

The various steps involved in conducting human resource (HR) audit including how to plan questions, collecting and analysing data and assessing the ability for change. HR scorecard which is an important tool for conducting a successful HR audit. It is used for measuring the contribution of human resource management practices for achieving organisational objectives. The

·       . The process is not a one-time event. HR professionals must regularly review the measures and their impacts.

Q.5. Write a brief note on the effectiveness of Human Resource Development Audit as an intervention. (Explaining the Effectiveness of Human Resource Development Audit as an intervention) 10

ANS:

Effectiveness of Human Resource Development Audit as an Intervention

In any firm, along with the optimal utilisation of other resources, humanresources should also be exploited to its maximum potential. Businesseswhich utilise their human resources in an effective way have better chancesof success in the future. Sustainability and progress of business will dependon new competencies, methods, strategies and value creating processes.Every organisation has accepted that human resource is the most valuableasset of an organisation though its value is not mentioned in the balancesheet.Lack of information regarding human capital was seen as a serioushandicap for decision

Q6. What do you mean by Employee Orientation Programmes? List out some points of Good employee orientation programmes.

Definition of Employee Orientation Programmes

List of Good employee orientation programmes

ANSWER:

Definition of Employee Orientation Programmes: Employee orientation programmes are given to new employees at a place of business or work. It helps employees to speed up and learn the “ground rules” of the company. This often reduces start-up time, training, and other indirect costs associated with having new employees who are unfamiliar with the company culture. Orientation programmes

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MB0048 –Operation ResearchQ1. a. Explain how and why Operation Research methods have been valuable in aidingexecutive decisions.b. Discuss the usefulness of Operation Research in decision making process and the role of computers in this field.Ans.

Churchman, Aackoff and Aruoff defined Operations Research as:

“ 

the application of scientificmethods, techniques and tools to operation of a system with optimum solutions to the problems

”,

where

‘optimum’ 

refers to the best possible alternative.The objective of Operations Research is

to provide a scientific basis to the decision-makers for  solving problems involving interaction of various components of the organisation. You canachieve this by employing a team of scientists from different disciplines, to work together for  finding the best possible solution in the interest of the organisation as a whole.

The solution thusobtained is known as an optimal decision.You can also define Operations Research as

“ 

The use of scientific methods to provide criteria for decisions regarding man, machine, and systems involving repetitive operations

”.OR

“OperationTechniques is a bunch of mathematical techniques.”

b. “Operation Research is an aid for the executive in making his decisions based onscientific methods analysis”. Discuss the above statement in brief.Ans.

“Operation Research is an aid for the executive in making his decisions based on scientificmethods analysis”.

Discussion:-

Any problem, simple or complicated, can use OR techniques to find the best possible solution.This section will explain the scope of OR by seeing its application in various fields of everydaylife.i)

In Defense Operations:

In modern warfare, the defense operations are carried out by threemajor independent components namely Air Force, Army and Navy. The activities in each of these components can be further divided in four sub-components namely: administration,intelligence, operations and training and supply. The applications of modern warfare techniquesin each of the components of military organisations require expertise knowledge in respectivefields. Furthermore, each component works to drive maximum gains from its operations andthere is always a possibility that the strategy beneficial to one component may be unfeasible for another component. Thus in

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