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)

1. Write briefly on any FOUR of the following:

(a) Human Resource Planning.
(b) Supply Forecasting.
(c) Human Resource Development.
(d) Task analysis.
(e) Motivational aspects of HRD.
(f) HRD climate.
(g) Human Resource Inventory.
(h) Monitoring.

SECTION B - (4 x 12 = 48 marks)

2. (a) What is the macro level scenario of human resource planning?

Or

(b) What are the methods and techniques of human resource planning?

3. (a) What is human resource development? Explain the human resource development strategies.

Or

(b) What are the human resource development experiences of organized sector?

4. (a) Explain the HRD for Family welfare and health.

Or

(b) Explain the HRD systems in voluntary organizations.

5. (a) Explain the different approaches of organization development towards industrial relations.

Or

(b) What are emerging trends and perspectives of HRD?

SECTION C - (15 marks)

CASE

PLAN FOR ORIGINAL OR BACK-UP

6. Bhadrachalam Paper Mills Ltd. was started in 1971 with high level technology and with its initial capital of Rs.500 crores. It required candidates with minimum of 10 years experience in the same line to handle the new technology as it found that the candidates with less than 10 years experience normally do not possess the required skills. It found that A.P. Paper Mills Ltd. Rajahmundry and Sirupur Paper Mills as most suitable sources of recruitment. It used all the recruitment techniques and offered higher salaries and benefits generously. Consequently, it got suitable employees with 15 years and more experiences. The cost of employees was as high as 65 per cent of the total cost of production. But the company did not take it seriously as the rate of return from the employees was 300 per cent more than their cost. The Chief Personnel Manager was rewarded suitably by the then Managing Director in 1975 for enlisting the services of experienced personnel in the service of Bhadrachalam Paper Mills.

In 1988, when a new Managing Director took over the reins of the company, the Chief Personnel Manager was called into explain his actions in appointing persons with 15 or more years of experience in the service of company. Since majority of these employees are going to retire by 1990 the company is again threatened by dearth of experienced personnel.

Questions:

(a) Was the Managing Director right when he rewarded the Chief Personnel Manager for enlisting the services of experienced persons in the service of Bhadrachalam Paper Mills?
(b) Would it have been better to hire raw hands, provide necessary training and allow them to develop their potential in the service of the company than merely to look around for experienced personnel and booking them through attractive means?
(c) How would you ensure continued success of a company in the face of such crisis?

[204/DM-I/04]

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