1New Delhi Institute of ManagementPGDM (G) / PGDM (M) / PGDM (F)PGDM 2020-22 Semester-IIEnd Term Examination, April, 2021PAPER 2 (SET-B)----------------------------------------------------------------------------------------------------------------------------------------------Sub.:Human Resource ManagementPaper Code: C-201Max. Marks: 30Duration: 2 Hour----------------------------------------------------------------------------------------------------------------------------------------------Notes:Attempt any 2 questions from Section A. Case study is compulsory in Section-B---------------------------------------------------------------------------------------------------------------------------------------------Section A : Attempt any 2( 2x 10= 20 Marks)Q1.Performance appraisal has traditionally been the job of the supervisor. But most of the present-daycompanies are implementing performance appraisal that involves the appraisee‟s supervisors, peers,customers subordinates and the employee himself. What is the reason for adopting this kind of performanceappraisal system and what is the contribution of different appraisers to the process of performance appraisal.Q2.E-recruiting has picked up pace in last 5 years, it is experiencing a growth rate of 100 to 150 % in thecurrent business scenario. Reports suggest that there are around 2500 job sites with more than 2 millionresumes on file. Social media Recruiting is also picking up. All these reports indicate the growingimportance of the internet as a viable source of recruitment. What could be the reasons behind the increasingrelevance of e-recruiting?Q3.„Classinteriors‟istheautomobileinteriordivisionofNucleus,abroadlydiversifiedcompany,manufacturing business jets,helicopters and providing financial and insurance services.With thedownizing of much of the defebce industry,Nucleus has been systematically reducing reliance on productsdesigned exclusively for defence uses.Its automobile interiors division.‟class interiors‟,has been one of thedivisions that has helped it reduce its reliance on defence products.„Class Interiors‟ established a productdevelopment team to create a new flexible coating for cars that would look exactly like chrome but wouldnot rust, crack, scratch,or peel. The team came up with a product called Flexible Bright with exactly thoseproperties ,which is now used on some of the famous models of top brand cars.On the surface ,it seems all iswell with the product development team at „Class interiors‟. But the team had several months of fighting andbickering before designing the new product.Early in the process the team got into numerous fights,usuallyover trivial issues such as what type of coffee would be brewed in the team‟s teapot.Personal differences gotin the way as a designer with a neat desk got into squabbles with another designer who was a slob.Topmanagement at „class interiors‟,however was committed to the team concept and continued to push the teamto overcome their differences and get to work.In effect, they forced the people into a room and would not letthem out until they worked together as a team.Members with different functions and ways of thinking anddoing things were forced to accommodate each other. Oddly enough ,members of the team were carefullyscreened before they were put on the team.The most important screening criterion was that each memberwas a“doer” who had a lot of business experience and skill.Management felt that people who were actionoriented would be able to work out their personality differences .Over the months the teams did get down tobusiness,but there was no consistency in performance. There was certainly something lacking and somethingjust had to be done for improving performance.A.Identify some key training areas for the product development team. What steps do you propose toconduct training need analysis for this team?B.What Training methods do you suggest and why ?
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