Third Year

Time : Three hours

Maximum : 75 marks

1. Section A consists of EIGHT short answer questions. The candidate has to answer four questions. The answer shall not exceed 1 page each.
2. Section B consists of FOUR questions. Each question consists of either or choices and the candidate has to answer either (a) or (b) from each question. The answer shall not exceed 5 pages each.
3. Section C consists of case which is compulsory and carries 15 marks.

SECTION A - (4 x 3 = 12 marks)

Write briefly on any FOUR of the following:

(a) What is developmental supervision?
(b) What are the functions of quality circles?
(c) What is 'kanban' in HRD communication?
(d) What is integrated HRD systems?
(e) What is self renewal mechanism?
(f) What is the philosophy of HRD in sector?
(g) What is HRIS?
(h) What are the objectives of employee counseling?

SECTION B - (4 x 12 = 48 marks)

2. (a) What are the objectives of HRP? What became imperative in the global context?

Or

(b) Examine the salient features of strategies of SBI and Bank of Baroda.

3. (a) Explain the process of perform counselling.

Or

(b) Critically appraise the role of line manager self renewal systems.

4. (a) Compare and contrast HRD practices of and South America. Explain.

Or

(b) Examine the unique aspects of HRD and implementation in service sector.

5. (a) "HRD climate is linked to OCTAPAC and HRD mechanism". Explain.

Or

(b) Bring out developmental role of Trade Unions in HRD in India.

SECTION C — (15 marks)

Case Study:

Ram Infosys company is being registered as an 100% EOU. The vision of the company is to develop an organisation in which everyone likes to associate. The mission is to develop itself into a value based organisation. Certain values like quality, satisfaction of customer and employees, commitment, respecting laws and society etc. The activity is basically to develop software products, to the utmost satisfaction of the customer and training the customer, and user. To achieve this the company wants to adopt Quality Management Systems (QMS) in respect of all the products and services. Apart from this the company wants to bring all resources into QMS. Hence they started standardizing the systems.

H.R system was also subject to standardization. Business process development, procedures development and forms development is considered as crucial for achieving long run HR goals. The goal being develop an employee to commit himself, satisfied and feels sense of belongingness to associate with the company. The main questions before the management are:

(a) How to develop HRD philosophy for achieving the HR objective and what could be other objectives?
(b) What interventions could be used in short run and long run for achieving HRD?
(c) How to design training and development programmes?

The Managing Director wants to consult HR specialists rather than asking their own team to develop and answer the above. You are required to play the role of HRD consultant to develop philosophy, policy and intervention of HRD.

[201/DM-I/03]

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