BCA2030- OBJECT ORIENTED PROGRAMMING – C++

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ASSIGNMENT

PROGRAM BCA(REVISED FALL 2012)
SEMESTER 2
SUBJECT CODE & NAME BCA2030- OBJECT ORIENTED PROGRAMMING – C++
CREDIT 4
BK ID B1641
MAX.MARKS 60

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

Q.1 Write short notes on:

 

  1. a) Switch statement

 

Answer: A switch statement allows a variable to be tested for equality against a list of values. Each value is called a case, and the variable being switched on is checked for each case.

The syntax for a switch statement in C++ is as follows:

switch(expression){

case constant-expression  :

statement(s);

 

 

 

 

  1. b) Conditional Operator

 

Answer: The conditional operator (? :) is a ternary operator (it takes three operands). The conditional operator works as follows:

  • The first operand is implicitly converted to bool. It is evaluated and all side effects are completed before continuing.
  • If the first operand evaluates to true (1), the second operand is evaluated.
  • If the first operand evaluates

 

Q.2 Differentiate between Classes and Objects. Write an example program to represent a class and its object.

 

Answer: Objects and classes are used in object oriented programming languages. All object oriented programming languages such as C++, Java, .NET and others, employs objects and classes.

Objects:

An object is defined as any entity that can be utilized by using commands in a programming language. Object can be a variable, value, data structure or a function. In object oriented environment, object is referred to as instance of a class. Objects and classes are closely related to each other. In real world, the objects are your TV, bicycle, desk and other entities.

 

 

 

Q.3 Differentiate between Containers and Iterators.

 

Answer:Container classes are building blocks used to create object­oriented  programs, and they make the internals  of a program much easier  to construct.

  • A container class describes an object that holds other objects.
  • Container classes are so important that they were considered  fundamental to early object­orie ted languages.
  • The C++ approach to containers is based on templates. The containers in the Standard C++ library represent a broad range of data structures

 

Q.4 Describe the two basic exception handling models.

 

Answer: Exceptions in process modeling indicate a problem that occurs and changes the normal flow of the process. When an exception occurs in the process, the process execution stops at that point. There are two types of exceptions in the process composer: an error and an escalation. They are differentiated by their trigger.

To model exceptions and exceptions handling you create the following event types:

  • Error end event, which you create in the process.
  • The error end event triggers a WSDL fault that is defined in a service interface definition you have in your project.

 

 

 

Q.5 Write a C++ program to swap two numbers without using a temporary variable.

 

Answer: Program which swaps the values of two variable without using extra variable. The program calls another function which takes variables as the arguments by reference and manipulates them in order to swap their values inside the function body.

Here is source code of the C++ program which swaps the values of two variable without using extra variable.

 

The C++ program is successfully compiled and run on a Linux system. The program output is also shown below.

 

 

 

 

 

Q.6 Write A C++ program to implement class rectangle and find its area.

 

Answer: #include<iostream.h>

#include<conio.h>

class circle

{

private:

int radius;

 

 

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OM0018– TECHNOLOGY MANAGEMENT

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ASSIGNMENT

 

DRIVE SPRING 2015
PROGRAM MBADS (SEM 4/SEM 6)MBAFLEX/ MBA (SEM 4) PGDISMN (SEM 2)
SUBJECT CODE & NAME OM0018– TECHNOLOGY MANAGEMENT
BK ID B1979
CREDITS 4
MARKS 60

 

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

Q.1: What are the different line balancing methods?

 

Answer: The manual methods to be presented are :

  • Largest-candidate rule
  • Kilbridge and Wester’s method
  • Ranked positional weights method

We consider some computer procedures for solving the line balancing problem.

Largest-candidate rule

This is the easiest method to understand. The

 

 

 

Q.2: What are the various techniques of costing?

 

Answer: The methods of costing, following are the types of costing techniques which are used by management only for controlling costs and making some important managerial decisions. As a matter of fact, they are not independent methods of cost finding such as job or process costing but are basically costing techniques which can be used as an advantage with any of the methods discussed above.

  • Marginal Costing: Marginal costing is a

 

 

Q.3: What are the different approaches to sales and operations planning?

 

Answer: A strategic approach to sales and operational planning uses the major activities of the company to support overall company goals in an integrated fashion. Sales and operations coordinate initiatives to ensure that sales results transfer to operational efforts in a way that supports company objectives. You can achieve better overall company performance through strategic integration of sales and operational plans and with a high level of coordination between the

 

 

 

Q.4: What are the rules for scheduling Kanban production?

 

Answer: We use this function when you process your in-house production with production orders. When the demand source sets the kanban to EMPTY, the system creates a production order for the kanban quantity for the supply source.

Prerequisites

  • We have determined the master data, BOM, routing and work center.
  • If necessary, We have assigned an applicable production scheduling profile to the material to make sure that the production order is

 

 

Q.5: What are factors must be considered while implementing a production planning and control system?

 

Answer: There are many factors in an application implementation-related project that over time have proved to be key contributors to the success of such projects.  This includes items that may seem obvious, such as solid testing, communication, and involvement by key staff members, but these are often underutilized in favor of saving time.  When projects skimp on these key items, it is likely to result in:

  • delays in meeting project dates,
  • disagreements on what the project is

 

 

Q.6: Mention the reasons why manufacturing organizations choose Excel and Visual Basic prototype as planning and scheduling tools.

 

Answer: Microsoft Excel is one of the greatest, most powerful, most important software applications of all time. Many in the industry will no doubt object. But it provides enormous capacity to do quantitative analysis, letting you do anything from statistical analyses of databases with hundreds of thousands of records to complex estimation tools with user-friendly front ends. And unlike traditional statistical programs, it provides an intuitive interface that lets you see what happens to the data as you manipulate them.

As a consequence, Excel is everywhere you look in the business world—especially in areas where people are adding up numbers a lot, like marketing, business development, sales, and, yes, finance. For all the talk about end-to-end financial suites like SAP, Oracle,

 

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OM0017 – ADVANCED PRODUCTION PLANNING AND CONTROL

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ASSIGNMENT

 

DRIVE SPRING 2015
PROGRAM MBADS (SEM 4/SEM 6)

MBAFLEX/ MBA (SEM 4)

PGDOMN (SEM 2)

SUBJECT CODE & NAME OM0017 – ADVANCED PRODUCTION PLANNING AND CONTROL
CREDITS 4
BK ID B2010
MARKS 60

 

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

 

 

Q 1 a. What do you mean by S&T policies of organisations?

 

Answer: Science and Technology policies of organisations are:

  • AAAS Center of Science, Policy and Society Programs : The Directorate for Science and Policy Programs (SPP) serves society, government, and the research community through a diverse set of activities. Its programs address several objectives of the American Association for the Advancement of Science (AAAS), including furthering the work of scientists, improving the effectiveness of science in the promotion of human

 

 

  1. What is the role of innovation in S&T?

 

Answer: “Science is more essential for our prosperity, our security, our health, our environment, and our quality of life than it has ever been before.” The stunning advances in various fields of science and technology have had a profound impact on our lives in almost every sphere of activity, such as health, agriculture, communication, transportation, and defence. These advances have been driven by an ever-growing volume of exciting discoveries, largely emanating from science laboratories in the West, and by their transformation into new products or

 

 

 

Q 2 a. Write about the changing trends in the industry.

 

Answer: There are number of factors that changes in industry day by day. Following are:

  • Paper Maps Folding Into GPS: Global positioning systems (GPS) are popular gadgets for drivers, pilots, hikers, boaters and anyone else attempting to find their way. Personal navigation devices (PNDs) have become so common, rental car companies make them available for rent with their cars. Instead of attempting to follow tiny lines on an ever-folded page, you simply click on your desired destination and the PND feeds

 

 

 

  1. Explain the methods for Strategic Analysis and Decision Making.

 

Answer: Strategic planning is the process of creating a mission, objectives and then creating and implementing strategies to fulfill the mission and work toward objectives.

  • Market Research: Market research is the process of gathering information about a certain market, such as the preferences of potential customers, the presence of competitors and the current state of the market. Market

 

 

 

Q: 3 a. Explain about the concept of strategic planning

 

Answer: A systematic process of envisioning a desired future, and translating this vision into broadly defined goals or objectives and a sequence of steps to achieve them.

In contrast to long-term planning (which begins with the current status and lays down a path to meet estimated future needs), strategic planning begins with the desired-end and works backward to the current status. Strategic planning involves clearly defining the organization’s mission and an assessment of its current state and competitive landscape.

 

 

 

 

 

 

 

 

  1. Describe the concept of technology maps.

 

Answer: A technology roadmap is a plan that matches short-term and long-term goals with specific technology solutions to help meet those goals. It is a plan that applies to a new product or process, or to an emerging technology. Developing a roadmap has three major uses. It helps reach a consensus about a set of needs and the technologies required to satisfy those needs; it provides a mechanism to help forecast technology

 

 

 

  1. What is technology forecasting?

Answer: Technology forecasting attempts to predict the future characteristics of useful technological machines, procedures or techniques. Primarily, a technological forecast deals with the characteristics of technology, such as levels of technical performance, like speed of a military aircraft, the power in watts of a particular future engine, the accuracy or precision of a measuring instrument, the number of transistors in a chip in the year 2015, etc. The forecast does not have to state how these characteristics will be achieved.

The whole purpose of

 

 

 

 

 

Q 4 What is the impact of the technology change on the following:

 

  1. Organisational productivity: Productivity is an average measure of the efficiency of production. It can be expressed as the ratio of output to inputs used in the production process, i.e. output per unit of input.

When all outputs and inputs are included in the productivity measure it is called total productivity. Outputs and inputs are defined in the total productivity measure as their economic values. The value of outputs minus the value of inputs is a measure of the income generated in a production process. It is a measure of total efficiency of a production

 

 

 

  1. Quality of work life: In today’s high tech, fast-paced world, the work environment is very different than it was a generation ago. According to the Institute of Industrial Engineers, it is not uncommon for a person to change careers an average of six times in his or her lifetime. It is now rare for a person to stay with a single company his or her entire working life. Because employees are often willing to leave a company for better opportunities, companies need to find ways not only to hire qualified people, but also to retain them.

 

 

 

 

 

 

 

Q 5 Demonstrate Global Information System.

 

Answer: Global Information Systems has been providing the Pipeline Industry with solutions and software products to manage asset data, business workflows, and regulatory compliance. We are committed to providing our customers with excellent service and innovative value solutions that capitalize on our expertise in software development, field technology, and mapping. We know that no two businesses are alike, which is why we provide all of our clients with one-on-one consultation and configurable solutions, and we guarantee that our industry experts will work with your company to make sure that you are completely

 

 

 

 

Q 6 Explain the conceptual framework of Management of Technology.

 

Answer: A conceptual framework is an analytical tool with several variations and contexts. It is used to make conceptual distinctions and organize ideas. Strong conceptual frameworks capture something real and do this in a way that is easy to remember and apply. For example, Isaiah Berlin used the metaphor of a “Fox” and a “Hedgehog” to make conceptual distinctions in how important philosophers and authors view the world. Berlin describes hedgehogs as those who use a single idea or organizing principle to view the world (examples given include Dante, Pascal, Dostoevsky, Plato, Ibsen and Hegel). Foxes, on the other hand, incorporate a type of

 

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OM0016 – QUALITY MANAGEMENT

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ASSIGNMENT

 

DRIVE SPRING 2015
PROGRAM MBADS (SEM 4/SEM 6)

MBAFLEX/ MBA (SEM 4)

PGDOMN (SEM 2)

SUBJECT CODE & NAME OM0016 – QUALITY MANAGEMENT
BK ID B2009
CREDITS 4
MARKS 60

 

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

 

Q.1: Discuss the various dimensions of quality given by Garvin.

 

Answer: Eight dimensions of product quality management can be used at a strategic level to analyze quality characteristics. The concept was defined by David Garvin. Some of the dimensions are mutually reinforcing, whereas others are not—improvement in one may be at the expense of others. Understanding the trade-offs desired by customers among these dimensions can help build a competitive advantage. Garvin’s eight dimensions can

 

 

Q.2: What are the benefits of applying ISO standards in you organisation?

 

Answer: Quality management ensures that an organization, product or service is consistent. It has four main components: quality planning, quality control, quality assurance and quality improvement. Quality management is focused not only on product and service quality, but also on the means to achieve it. Quality management, therefore, uses quality assurance and control of processes as well as products to achieve more consistent quality.

 

Principles: The International Standard for Quality management (ISO 9001:2008) adopts a number of management principles that can be used by

 

 

 

Q.3: What do you understand by Management by Walking around (MBWA), a strategy that may be adopted by the top management to lead an organisation towards TQM?

 

Answer: Management by walking around, popularized back in the ‘80s, may be making a comeback. One reason: For building rapport among team members, it beats emailing from behind closed doors.

 

Stevens offers this checklist of suggestions for doing it right:

  1. Make MBWA part of your routine. Dropping in on

 

 

 

 

Q.4: What are the major differences between Total Quality Management (TQM) and Six Sigma?

 

Explain the steps involved in identifying customer requirements for product development.

 

Answer: Both TQM, total quality management, and Six Sigma are time tested tools to enhance quality of products as well as services. While there are numerous similarities, the subtleties within these systems are different. Traditionally, these systems have been utilized by large corporations. However, small businesses can successfully apply most of the key lessons.

 

Six Sigma and TQM Basics

Six Sigma and TQM are both quality-improvement systems and attempt to reduce defective products or poor service in an organization, while improving customer

 

 

 

Q.5: Write short notes on:

 

  1. Fault Tree Analysis (FTA)

Answer: Fault tree analysis (FTA) is a top down, deductive failure analysis in which an undesired state of a system is analyzed using Boolean logic to combine a series of lower-level events. This analysis method is mainly used in the fields of safety engineering and reliability engineering to understand how systems can fail, to identify the best ways to

 

 

 

  1. Failure Mode Effect Analysis (FMEA)

 

Answer: Failure mode and effects analysis (FMEA)—also “failure modes,” plural, in many publications—was one of the first systematic techniques for failure analysis. It was developed by reliability engineers in the late 1940s to study problems that might arise from malfunctions of military systems. An FMEA is often the first step of a system reliability study. It

 

Q.6: Explain the concept of Knowledge Support System (KSS). Explain its types.

 

Answer: The social role of information technology is analysed in order to provide a framework for reasonable requirements for knowledge support systems. The many different scientific and engineering communities targeted on the development of specific knowledge support technologies are noted, and the problems of integrating developments from different communities are highlighted. The architectures of current integrated knowledge support

 

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OM0015 – MAINTENANCE MANAGEMENT

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ASSIGNMENT

 

DRIVE Spring 2015
PROGRAM MBADS (SEM 4/SEM 6)

MBAFLEX/ MBA (SEM 4)

PGDOMN (SEM 2)

SUBJECT CODE & NAME OM0015 – MAINTENANCE MANAGEMENT
BK ID B2008
CREDIT 4
MARKS 60

 

Note –Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

Q.1: What are the different techniques of proactive maintenance?

 

Answer: Proactive maintenance is a preventive maintenance strategy for maintaining the reliability of machines or equipment. The purpose of proactive maintenance is to view machine failure and similar problems as something that can be anticipated and dealt with before they occur.

Proactive maintenance consists of:

  • Preventive maintenance
  • Predictive maintenance

 

 

 

 

Q.2: What are the steps involved in organizing maintenance activities?

 

Answer: Total productive maintenance (TPM) is a system of maintaining and improving the integrity of production and quality systems through the machines, equipment, processes, and employees that add business value to an organization.

TPM focuses on keeping all equipment in top working condition to avoid breakdowns and delays in manufacturing processes.

Total productive maintenance

 

 

 

 

Q.3: Write short notes on

 

  1. Maintenance optimization

Answer: A common perception of maintenance is that it merely involves fixing defects. However, one study indicated that over 80% of maintenance effort is used for non-corrective actions. This perception is perpetuated by users submitting problem reports that in reality are functionality enhancements to the system. More recent studies put the bug-fixing proportion closer to 21%. An integral part of software is the maintenance one, which requires an accurate maintenance plan to be prepared during the software development. It should specify how users will request modifications or report

 

 

 

 

  1. Maintenance key performance indicators

Answer: Key Performance Indicators (KPI’s) are an important management tool to measure business performance, and are often used to measure maintenance. Unfortunately, unlike operations, there are few “hard” measures of maintenance output and the measurements that are used are often easy to manipulate.

 

 

  1. Maintenance documentation

Answer: Maintenance is part of the Change Management process.  Creating maintainable documentation should be a major objective for all Policies, Processes, and Procedures.  The ease or difficulty of maintenance is

 

 

Q.4: Explain the factors that must be considered while selecting condition monitoring techniques in an organisation.

 

Answer: Monitoring (or, colloquially, CM) is the process of monitoring a parameter of condition in machinery (vibration, temperature etc.), in order to identify a significant change which is indicative of a developing fault. It is a major component of predictive maintenance. The use of condition monitoring allows maintenance to

 

 

Q.5: Answer the following questions:

 

  1. What are the types of maintenance budget?

Answer: The budget of a maintenance department should consist of at least four headings: labor, materials, tools and resources and contracted services. Of course, there may be subheadings, other divisions, etc, but divide it into these four can be simple and practical.

 

 

 

 

 

 

 

  1. What are the types of maintenance audits?

 

Answer: In general, a typical audit includes the following sequential steps:

 

  • Scheduling an opening conference to discuss the audit objectives, timing, and report format and distribution.
  • Assessing the soundness of the internal controls or business systems and operations.
  • Testing the

 

 

 

  1. Give the important objectives of maintenance benchmarking.

 

Answer: Benchmarking is the process through which a company measures its products, services, and practices against its toughest competitors, or those companies recognized as leaders in its industry. The idea behind benchmarking is to measure internal processes against an external standard. It is a way of learning which companies are best at performing certain activities and functions and then imitating—or better still, improving on—their techniques.

 

 

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MU0018 – CHANGE MANAGEMENT

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ASSIGNMENT

 

DRIVE SPRING 2015

 

PROGRAM/ SEMESTER MBADS – (SEM 4/SEM 6) / MBAN2 / MBAFLEX – (SEM 4)

PGDHRMN – (SEM 2)

SUBJECT CODE & NAME MU0018 – CHANGE MANAGEMENT
BOOK ID B1807
CREDITS 4
Max. MARKS 60

 

 

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

  1. 1 Define the term ‘organisational transformation’. Discuss the various strategies to manage transformation in organizations.

 

Ans : organisational transformation:

 

Organisational Transformation is a term referring collectively to such activities as reengineering, redesigning and redefining business systems. The dominant enabling technology in transforming organization is information and technology. As business model change rapidly in the financial environment and mergers and acquisition change the face of the organization. So, organization continually need to

  1. A flexible, effective and efficient organization.
  2. A customer-centric approach to organizational

 

 

 

 

  1. 2 Describe Integrative Model for Planned Change.

 

Ans : Integrative Model for Planned Change:

 

Integrative Model of Planned Change was developed by Bullock and Batten (1985). It Describes both organisational states and change processes. The basis for this model is that an organisation exists in different states at different times.

  • Planned movement can occur from one state to another.
  • Understanding of the present state of the

 

 

 

 

  1. 3 The key purpose of communication of change is to ensure that the individuals understand what is going to happen and what is expected from them. Explain some other important needs for communicating change. Also explain the major methods and techniques for communicating change.

 

Ans : Needs of communication change :

 

  1. Managing communication to change is a proactive approach, as it correctly assumes that communication breakdowns cause people to do things that hurt performance.” He then goes on to describe a relatively traditional mix of communication tactics which enable communicators to deal with the gap and implement the change.

 

 

 

  1. 4 What do you mean by resistance to change? Discuss some of the reasons for individual (employee’s) resistance.

 

Ans :  Resistance to change:

 

Resistance to change is the act of opposing or struggling with modifications or transformations that alter the status quo in the workplace. Managing resistance to change is challenging. Resistance to change can be covert or overt, organized or individual. Employees can realize that they don’t like or want a change and resist publicly and verbally. Or,

 

 

 

 

  1. 5 List the types of change management strategies. Explain any two of them.

 

Answer : Strategies used in change management :

 

  1. Empirical rational :

 

People are rational and will follow their self-interest — once it is revealed to them. Change is based on the communication of information and the proffering of incentives.

 

  1. Normative reductive :

 

 

 

  1. 6 Write short notes on the following:

 

  1. Change agents
  2. Kolb’s Learning Cycle
  3. Organisational Learning

 

Ans : a. Change agents :

 

A Change Agent is someone who knows and understands the dynamics that facilitate or hinder change. Change Agents define, research, plan, build support, and partner with others to create change. They have the courage and the willingness to do what is best for the community.

Some characteristics of

 

 

 

  1. Kolb’s Learning Cycle :

 

Kolb developed a theory of experiential learning that can give us a useful model by which to develop our practice. This is called The Kolb Cycle, The Learning Cycle or The Experiential Learning Cycle. The cycle comprises four different stages of learning from experience and can be entered at any point but all stages must be followed in sequence for successful learning to take place. The Learning Cycle suggests that it is not sufficient to have an experience in order to learn. It is necessary to reflect on the experience to make

 

 

 

  1. Organisational Learning :

 

Organizational learning is an area of knowledge within organizational theory that studies models and theories about the way an organization learns and adapts.

In Organizational development (OD), learning is a characteristic of an adaptive organization, i.e., an organization that is able to sense changes in signals from its environment (both internal and external) and adapt accordingly. (see adaptive system). OD specialists endeavour to assist their clients to learn from experience and

 

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MU0017 – TALENT MANAGEMENT AND EMPLOYEE RETENTION

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ASSIGNMENT

 

DRIVE SPRING 2015

 

PROGRAM/ SEMESTER MBADS – (SEM 4/SEM 6) / MBAN2 / MBAFLEX – (SEM 4)

PGDHRMN – (SEM 2)

SUBJECT CODE & NAME MU0017 – TALENT MANAGEMENT AND EMPLOYEE RETENTION

 

BOOK ID B1869
CREDITS 4
Max. MARKS 60

 

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

 

1 Explain the need for talent management. What are the consequences of failure in Managing Talent?

Answer : Talent management :Talent management refers to the anticipation of required human capital the organization needs at the time then setting a plan to meet those needs. The field dramatically increased in popularity after McKinsey’s research and subsequent book on The War for Talent. Talent management in this context does not refer to the management of entertainers.

 

Talent Management is the science of using

 

 

 

 

2 What are the building blocks of effective talent management system? Explain any one.

 

Answer : For all that has been written and said about integrated talent management in recent years, the variety of definitions and interpretations of what it means continues to evolve among human resources, workplace learning, and organizational development professionals. To some, it equates to all the infrastructure, processes, and activities within the employee life cycle, from recruiting through the end of employment. To others, it refers only to the systems or software used to manage everything from performance appraisals to 360-

 

 

 

 

 

3 Define talent planning. What are objectives and steps of Talent Planning?

 

Answer : By definition, talent planning is designed to use an organization’s existing capabilities and potential to meet current and future business needs. Properly leveraged, it creates a foundation on which to build and link critical talent management processes, including sourcing, succession management, leadership development and performance management.

 

When focused on near-term business needs,

 

 

4 What is meant by talent acquisition? Explain some of the talent acquisition strategies.

 

Answer : As customers continue to request services that offer more value than simply HR administrative relief, more time is spent on evaluating and stepping up to deliver –strategic human capital management (HCM).

 

Talent acquisition strategies :

 

Support

 

The most essential element in ensuring your company has an

 

 

 

 

5 Why ‘employee engagement’ is important? What are the factors of engagement? Describe some of the best practices in talent engagement.

 

Answer : Employee Engagement is not important. That’s what this article argues. The author also argues that employee engagement is simply a re-brand of employee satisfaction and simply a means for companies to sell more survey instruments to organisations.

 

1) Employee satisfaction is entirely different from employee engagement.

 

Employee satisfaction measures how happy an

 

 

 

6 Describe some of the major challenges in talent management.

 

Answer : Challenges Faced by Recruiters in talent management.

 

Applicant Tracking

 

Long gone are the days when email folders and filing cabinets could be considered viable systems for searching and screening candidates. The war for top talent is becoming increasingly competitive and losing qualified candidates in paper piles is one preventable way for companies to not fall behind the pack.

 

With a Talent Acquisition Software, businesses can ensure that resumes won’t get lost in the shuffle and candidates won’t slip through the cracks. Primary benefits of applicant tracking include eliminating duplicate records for improved

 

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MU0016- PERFORMANCE MANAGEMENT AND APPRAISAL

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ASSIGNMENT

 

DRIVE SPRING 2015

 

PROGRAM/ SEMESTER MBADS – (SEM 4/SEM 6) / MBAN2 / MBAFLEX – (SEM 4)

PGDHRMN – (SEM 2)

SUBJECT CODE & NAME MU0016- PERFORMANCE MANAGEMENT AND APPRAISAL

 

BOOK ID B1868
CREDITS 4
Max. MARKS 60

 

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

 

1 What is “Performance management planning”? How does planning affect a manager?

 

Answer : Performance management planning refers to the creation and setting forth of strategic plans for managing the workforce in order to achieve organizational success. Having a clear plan for how human capital can best be managed is vital to the success of an organization. In addition, having a performance management plan in place supports the overall mission and objectives of a company.

 

Putting a performance management plan into place

 

 

 

2 Define performance appraisal. What are the dimensions of performance appraisal? Describe the characteristics of performance appraisal.

 

Answer : Performance Appraisals is the assessment of individual’s performance in a systematic way. It is a developmental tool used for all round development of the employee and the organization. The performance is measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility and health. Assessment should be confined to past

 

 

 

 

 

 

3 Describe the traditional methods of performance appraisal.

 

 

Answer : This traditional form of appraisal, also known as “Free Form method” involves a description of the performance of an employee by his superior. The description is an evaluation of the performance of any individual based on the facts and often includes examples and evidences to support the information. A major drawback of the method is the inseparability of the bias of the evaluator.

 

  1. STRAIGHT RANKING METHOD

 

 

 

4 What is performance feedback? Why is it used? What are the levels of performance feedback?

 

Answer : Regardless of whether you are a senior executive or just starting out, everyone wants to know how she is doing at her job. Feedback is an essential communication tool in business performance management. One of the most effective techniques is constructive feedback, but all feedback calls for giving and receiving information.

 

In order for the written feedback on your

 

 

 

5 What is meant by “360 Degree feedback”? Explain its purpose. What are the advantages and disadvantages of 360 degree feedback?

 

Answer : What is 360 Degree Feedback?

 

360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee’s manager, peers, and direct reports. A mixture of about eight to twelve people fill out an anonymous online feedback form that asks questions covering a

 

 

 

 

6 Write a brief note on Ethics in performance management.

 

Answer : Ethics involved in Performance appraisals

Having ethics as a manager doing performance appraisals is very important for many reasons. These appraisals can be highly subjective, which can impact the relationships between the managers and the employee being reviewed. There are many different ways that a meeting can do from ethical to unethical. Listed are some of the general appraisal characteristics and an understanding on how it can be unethical:

 

 

 

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MU0015 – COMPENSATION AND BENEFITS

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ASSIGNMENT

 

DRIVE SPRING 2015

 

PROGRAM/ SEMESTER MBADS – (SEM 4/SEM 6) / MBAN2 / MBAFLEX – (SEM 4)

PGDHRMN – (SEM 2)

SUBJECT CODE & NAME MU0015 – COMPENSATION AND BENEFITS
BOOK ID B1859
CREDITS 4
Max. MARKS 60

 

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

 

 

1 (i) What is meant by “compensation management”?

 

Answer : Compensation Management is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. Compensation includes payments such as bonuses, profit sharing, overtime pay, recognition rewards and sales commission. Compensation can also include non-monetary perks such as a company-paid car, company-paid housing and stock options. Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness.

 

In recent years a great deal of attention

 

 

 

2 Explain the steps involved in designing a salary structure. List the components of pay structure.

Answer : Pay structure : A pay structure is a collection of pay rates or pay ranges. Structure setting and adjustment is the process of developing, adjusting, and maintaining a pay structure. Salary structures are a necessary part of effective management. They help make sure that the pay levels are externally competitive and internally fair.

 

Reason for developing a proper pay structure :

 

Salary structures are a necessary part of effective

 

 

 

 

3 Define the term ‘wage’. Write a brief note on ‘wage policy’.

Answer : Components of wages :

 

Minimum wages need to be fixed in sweated industries & fair wage agreements need to be promoted in the more organized industries. Equal pay should be ensured for equal work. Wage differentials should be provided.

Remuneration should be linked to productivity.

 

  • Fixing of minimum wages: The appropriate

 

 

 

  1. Explain the concept of ‘tax planning’ with an example. Explain its role in Compensation Benefits.

 

Answer : Here are some examples of tax planning by which an individual or firm can plan to reduce their tax liabilities.

Residential status: Sometime by better tax planning a taxpayer can avoid becoming resident in a particular year. The advantage of this is that if he is non-resident in a particular year, he is not liable to be taxed for his overseas income in India.

Individual’s investment: Taxpayer can plan investment in a manner so that overall return is optimum. This may involve analyzing different investment options taken into consideration, availability of tax deduction u/s 80C, exemption of interest/dividend income on a particular investment, capital gain, possibility of

 

 

 

5 Define ‘reward management’. What are its aims? Explain the factors affecting reward management policies in service sector.

 

Answer : Reward management is about the design, implementation, maintenance, communication and evolution of reward processes which help organizations to improve performance and achieve their objectives.

 

Reward processes are based on reward philosophies and strategies and contain arrangements in the shape of policies and strategies and contain

 

 

 

6 Who are ‘Expatriates’? What are the objectives of ‘Expatriate compensation’? Differentiate between Financial (extrinsic) compensation and Non-financial (intrinsic) compensation.

 

Answer : Negotiating expatriate compensation is a bit more complicated than figuring local compensation for residents. There are many financial effects which a transferring employee will want to take into consideration and will expect their employer to compensate for one way or another.

 

Objectives :

A company that decides to transfer an employee to

 

 

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MU0013: HR AUDIT

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ASSIGNMENT

 

DRIVE FALL SPRING 2013
PROGRAM Master of Business Administration- MBA
SUBJECT CODE & NAME MU0013: HR AUDIT
SEMESTER 4
BK ID B1735
CREDITS 4
MARKS 60

 

 

Note: Answer all questions. Kindly note that answers for 10 marks questions should be approximately of 400 words. Each question is followed by evaluation scheme.

 

1 Define Human Resource (HR) Audit. Explain the need for HR Audit. What are the benefits of HR Audit?

Answer : : A Human Resources Audit is a comprehensive method (or means) to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of the HR function as well as to ensure compliance with ever-changing rules and regulations. An Audit involves systematically reviewing all aspects of human resources, usually in a checklist fashion.

 

Need for HR Audit:

 

 

  1. Common approaches to Human Resource Audits

There are five common approaches for the purpose of evaluation of HR in any organization:

  • Comparative approach: In this approach, another division or company that has better practices or results is chosen as the model. The audit team audits and compares the audited firms results with the best practices of the model organization. This approach is commonly used to compare the results of specific activities or programs. The approach is often used with turnover, absence, salary data and staffing levels.
  • Outside authority: In this approach, standards set by a consultant or taken from published research findings serve as the benchmark for the audit team. The consultant or research findings may help diagnose the cause of problems.

 

2 Write short notes on the following:

(i) Audit for HR Planning

Answer : Estimating your future workforce requirements is an inexact science. But a number of different techniques exist to help you do this, as well as to calculate the state of the labour market in the short to medium-term – and assess any problems or implications that result.

 

This audit will help ensure that you have reliable monitoring and planning systems in place, so that implications for strategic and cost planning can quickly and easily be assessed. Use it to check the effectiveness of existing systems or to plan and implement new ones.

 

After explaining the concept of HR planning and its

 

 

 

3 What is HR Scorecard? Explain the reasons for designing & implementing HR Scorecard framework.

Answer : The HR Scorecard argues that HR measurement systems must be based on a clear understanding of organizational strategy and the capabilities and behaviors of the workforce required to implement that strategy. Thus, an HR Scorecard is a mechanism for describing and measuring how people and people management systems create value in organizations, as well as communicating key organizational objectives to the workforce.

 

The goal of an HR scorecard is to help businesses determine the value of their human resources departments. The challenge often is daunting because unlike most departments or divisions within a company, measurement tools traditionally have been lacking for HR purposes. Human capital is largely intangible and difficult to measure as a component in a company’s business success.

 

Reasons to Implement HR Scorecard

 

 

 

4 What is meant by ‘Competency mapping’? Explain the various competencies and the associated behavioural aspects.

Answer : Competency (or Competence) Management Systems  are usually associated with, and may include, a Learning Management System (LMS). The LMS is typically a web-based tool that allows access to learning resources. Competency Management Systems tend to have a more multidimensional and comprehensive approach and include tools such as competency management, skills-gap analysis, succession planning, as well as competency analysis and profiling. The CompMS tends to focus more on creating an environment of

 

 

 

5 Write a brief note on effectiveness of Human Resource Development Audit as an intervention.

 

Answer : Perhaps India is the first country to formally establish a totally dedicated HRD (Human Resources development) Department separated from the Personnel Department. This was designed in the year 1974 when the term HRD itself was not very popular in the USA. Two consultants from the Indian Institute of Management , Ahmadabad after reviewing the effectiveness of the performance appraisal system and training in Larsen & Toubro recommended an Integrated HR System to be established and the department dealing with development issues be separated out from the personnel department and be called the HRD

 

 

6 Describe the rationale behind human resource valuation and auditing.

Answer : Valuation of Human Resources

 

Until recently, the value of an enterprise as measured within traditional balance sheets was viewed as a sufficient reflection of the enterprise’s assets. However, with the growing emerge of the knowledge economy, this traditional valuation has been called into question due to the recognition that human capital is an increasingly important part of an enterprise’s total value. This has led to two important questions :

 

1) how to assess the value of human capital in addition to an enterprise’s tangible assets and

2) how to improve the development of human capital in enterprises.

 

The emergence of methods for accounting human

 

 

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