New Horizon Leadership Institute Ring Road, Panathur Post, Near Marathahalli Bangalore-560 087

Subject: Human Resource Management Sub Code: PGDM 203 MODEL PAPER

Duration: 3 Hours Section A Answer ALL questions

Total Marks: 100 20x1=20

1. Proper promotional avenues are necessary to motivate people to peak performance (True/ False) 2. Induction is introduction of a person to the job and the organization (True/ False) 3. Merit based promotion is an upward movement based on inferior performance in the present job (True/ False) 4. Whistle blowers are the employees who report employer violations of the law 5. Practice makes a man perfect (True/ False) 6. Training offered to reduce accidents and damage to the property is called refresher training (True/ False) 7. Trained employees are a liability to an organization (True/ False) 8. Development is a long term educational process (True/ False) 9. Performance appraisal is a systematic and objective way of evaluating both work related behavior and potential of employees (True/ False) 10. Halo effect is a bias which occurs when the raters personal opinion of a specific trait of employee influences the raters overall assessment of performance (True/ False) 11. Performance appraisals serve as building blocks of a) recruiting b)Career planning c) HR Planning d)Selecting 12. The basis of performance standards is a) Managers b) HR Plans c)Employees d) Job Analysis e) Compensation plans 13. A disadvantage of rating scales is a) cost b)Feedback c) Time involved d)Quantification of scores e) Little training needed 14. One of the following is a future oriented appraisals technique a) MBO b) BARS c)Rating scale d)Check list e) Field review method 15. Development a) is short term in nature b)focuses on the employees current job c)is a luxury most organizations avoid d)aims at improving the total personality of a manager e)is an informal activity 16. Role playing is often used to a) model behavior b)change results c)learn skills d) change attitudes e)offer feedback 17. Business games a) improve fire-fighting skills b) promote cooperation among participants c)compress time d)are easy to develop e)encourage creativity 18. Training objectives should be expressed a)Employee behaviors b)Management desires c)Needs assessment d)Subjective judgment e)Employee reactions 19. Training evaluation criteria include all but a)Reactions b)Learning c)Behavior d)Relevance e) Results

20. Technological obsolescence of engineers can be easily prevented by a) Behavior modeling b)Lectures c) Coaching d)Laboratory training e)On the job training Section B 1. 2. 3. 4. Answer any FOUR 4x5=20

What are the objectives of training and the benefits? Explain the various training methods Explain how the effectiveness of training programs be evaluated? Explain the post appraisal interview problem(s) between the superior and the subordinate 5. Explain the 360 degree feedback method 6. Suppose you are a supervisor. What errors you might make when doing an employees performance appraisal? Section C Answer any FOUR 4x10=40

1. Management by objectives(MBO) is not a technique of performance appraisal but it denotes a systematic process of performance appraisal Critically discuss 2. Think of a time when someone gave you a feedback in an appropriate manner. How would you react to improve the usefulness of the feedback? 3. Explain the performance appraisal process 4. How you will identify the training needs of sales employees of a large insurance company facing stiff competition in the market? 5. Explain the principles you should remember while designing a sound employee training program 6. Describe the pros and cons of five management development methods Section D Case study (Compulsory) 20 X 1 = 20

MANAGEMENT DEVELOPMENT EVALUATION

The Karnataka Gas Corporation was established in the year 1970. It is a Joint venture between Karnataka Government and Vikrant Oxygen Company. The Corporation has three manufacturing units in Bangalore, Hospet and Belgaum. The corporate office is in Bangalore. The Company provides training and development programs for it's executive and employees. The employees training are conducted in house in co operation with Central Board for Workers Education and NITIE. The Management Development Programs (MDPs) and Executive Development Programs (EDPs) are held both in house and outside the Company. The in house training programs are held on Team Building and Management. Supervisory Development Quality etc. These programs are conducted with

the help of internal faculty and a few consultants. The senior managers and executives are deputed outside for training to Business Schools like Indian Institute of Management Administrative College of India on different subjects like stress Management for holistic living, Strategic Management etc. The Training Department is headed by a Divisional Manager middle management level and has three assistants. The evaluations of the Management /Executive Development programs are done as a mere ritual. At the end of each program the participants are asked to give their feedback form has been designed with the objective of ascertaining the participants learning and the usefulness of the programs. The feedbacks received from the participants are just received glanced and filed. They are not analyzed and the formal feedback is neither sent to the respect department heads nor to the Human Resources Department. Similarly the outside programs attended by the Managers and Executives are not properly evaluated. There is neither Evaluation Model (s) with participants pre post training performance nor efforts made to develop Evaluation Models in the Corporation. Questions: 1. Analyze the case 2. What are the causes for the ineffective training evaluation? 3. What steps you will take to better the condition?