TRIBHUVAN UNIVERSITY

                                  FACULTY OF MANAGEMENT        FULL     MARKS=60

                                        OFFICE OF THE DEAN                     TIME= 3HRS

                                                      2014

BBA/ Second Semester/ MGT 202: Human Resource Management

    Candidates are required to give their answers in their own words as far as practicable

Brief Answer Questions:                                                                                                                1*10=10

1.      State the components of HRM.

2.      List any for importance of employee selection.

3.      Write down the types of employees benefits.

4.      State the process of managing discipline.

5.      Mention the key actors of labor relations.

6.      Point out any four characteristics of HR planning.

7.      Differentiate between job description and job specification.

8.      Write down any four objectives of management development.

9.      Give the meaning of employee grievances.

10.  Highlight any four problems associated with performance rating.

Short Answer Questions:                                                                                                           5*6=30

11.  Discuss the functions and types of trade union.

12.  What is supply forecasting? Explain the important techniques of HR supply forecasting.

13.  Define job analysis. What are the methods for collecting job analysis information? Explain.

14.  What is off-the-job management development? Discuss on-the-job management development methods.

15.  What is employee discipline? Explain the process of managing employee discipline.

16.  Explain the methods of performance appraisal.

Comprehensive Answer Questions:

17.  Read the following text carefully and answer the questions given below:

Frank Henderson is the manager of general electric’s appliance division. Each April, he must evaluate all of his subordinates to decide who is to retrieve a merit increase for the upcoming fiscal year. But each year these employees complain about how they are evaluated, how merit pay is dispersed, and what criteria are used for the evaluations. However, during the past two years there has been a tremendous emphasis on quality of production. A review of the merit recipients reveals that these people were the ones who had the best quality records. But many of the employees felt that quality should not be the determining factor. At an employee forum, one of the senior members remarked: “How can frank now reward quality? What has happened to production numbers?”

Another employee agreed and stated: “This quality game is okay for some, but what about overall production? It seems to me that if I will only be rewarded for quality, then I should produce a few items but make them perfect.”

After hearing such criticism, frank was quite upset. He was not trying to cause chaos in his evaluations, nor was he attempting to hurt anyone. Unfortunately, what was originally intended to be an evaluation system, had just become a nuisance.

Questions:                                                                                                                              5*4=20

a.      What are the problems with frank’s evaluation system?

b.      Describe a performance evaluation system that you could recommend to frank.

c.       If no changes are made in the current system, what would be the impact in future production performance of the workers?

d.      What does this case tell us about the impact of performance appraisals on employee motivation and performance?