SHRM-2marks NEW
SHRM-2marks NEW
UNIT- I
3. Define Vision?
4. Define Mission?
5. Define Values?
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Organization development
Career development
Secondary functions
Role analysis and development
Performance appraisal
Potential appraisal
Performance counseling
Employee orientation
Succession planning
Participatory devices and quality of work life
Human resource information system and research.
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Opportunities
Career planning
Training systems
Work systems
Task analysis
Quality of working life
Productivity
Role stress
Cultural systems
Self-renewal systems
Link to HR:
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Employee self-education
Performance-based system
Employee career development
UNIT-II
Saves money
Time saving
Efficient online recruitment
Generating talent pool
Improve corporate image
4. Explain the features of E-learning?
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Cost effectiveness
Time saving
Rich media support
Test engine
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Generate ideas and information for HR portals
Determine HR transition
Design an interface
Select appropriate technical infrastructure
Review schedules
11. Explain the areas where vulnerability can be very much misused?
Recruitment and selection
Performance tracking
Electronic surveillance
Performance appraisals
12.What are the steps in employee online survey?
Employee online survey design
Employee online survey administration
Employee online surveys is
ADVANTAGES
Low costs
Automation and real-time access
Less time
Design flexibility
DISADVANTAGES
Limited use
Possible cooperation problems
No interviewer
UNIT – III
1.
1. Write a short note on cultural dynamics?
1. All countries are prone to a tendency towards either stability or change,
because the individual in the society or the ‘cultural architects’ constantly modify their
cultural plans, improve and adapt their behavior to the caprices and exigencies of their
physical, social and ideological milieu.
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As an organization begins to assess its ability to respond to change, aligning its
culture with its strategic goals is imperative. Making organizational changes in practices
or values, understanding culture in an objective manner can give employers a business
advantage.
3. Explain the methods of cross-cultural training?
Cultural assimilator
Contrast American method
Se lf reference criterion
Area simulation
Cultural self- awareness
4. What are the significance of international assignments?
They help in leadership development
They encourage high levels of coordination and control
Facilitates information exchange and dissemination
5. What are strategic issues for international management?
Globalization
Environmental difference
Cultural differences
Centralization or decentralization
Converge and divergence
6. Evaluate the challenges faced by the global leadership?
Greater need for broad knowledge that spans functions and nations
More stakeholders to understand and consider when making decisions.
A more challenging and expanded list of competing tensions both on and off the job
More challenging ethical dilemmas relation to globalization.
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9. What are the factors affecting international M&A?
Economic factors
Domestic economic expansion
Global competition
Economies of scale
Market expansion
Technology factors
Ease of communication
High costs of R&D
Growth
Advantages in differenced products
Exchange rates
Diversification
10. Write a short note on repatriation?
Repatriation is the process of retuning a person back to one’s place of origin or
citizenship. Repatriation is often described a surprisingly more difficult than moving
overseas.
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Organizational culture
Labour relations
Subsidiary role
MNC external environment
Parent nationality
Labour market
Local culture
Home and host country
Industry type
UNIT-IV
1. Define career?
According to B. flippo, “a career as a sequence of separate but related work
activities that provide continuity, order and meaning in a person’s life”.
2. Explain career stages?
Form college to work
First job and being accepted
Will performance increase or begin to decline?
The elder statesperson
Preparing for retirement
3. Write a short on career?
According to B. flippo, “a career as a sequence of separate but related work
activities that provide continuity, order and meaning in a person’s life”.
4. What are the different stages in career?
Form college to work
First job and being accepted
Will performance increase or begin to decline?
The elder statesperson
Preparing for retirement
Career planning is the deliberate process through which a person becomes are of
personal skills, interests , knowledge, motivation, characteristics, career-related attributes,
and the lifelong series of stages that contribute to his or her fulfillment.
6. What are the objectives of career planning?
To attract and retain the right type of person.
To provide guidance and encourage employees
To facilities expansion and growth of enterprise
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To anticipate future vacancies
To improve employee morale and motivation
7. What are the objectives of career planning?
To attract and retain the right type of person.
To provide guidance and encourage employees
To facilities expansion and growth of enterprise
To anticipate future vacancies
To improve employee morale and motivation
8.Evaluate the process of career planning?
Individual needs and aspirations
Individual strengths and weaknesses
Placement on career path
Review of career plans
Organizational needs and opportunities
9. Explain the different models in career development?
Life- span models
Individual differences model
Directional pattern model
Organization based models
10. Define career motivation?
The term career motivation encompasses the term work motivation and
managerial motivation and goals further to include motivation associated with a wide
range of career motivation.
11. What are the components of career motivation?
Career resilience
Career insight
Career identity
12.Write a short note on career enrichment?
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Structural plateau
Content plateau
Life plateau
15. Define competency ?
A competency is a combination of tacit and explicit knowledge, behavior, and
skills that give somebody the potential for effectiveness in task performance.
16. Explain the different characteristics of competency?
Motives
Traits
Self-concept
Knowledge
Skills
16. Define career management?
Career management is the process of designing and implementing goals plans and
strategies to enable the organization to satisfy employee need while allowing individuals
to achieve their career goals.
17. Define competency mapping?
According to dhar, “competency mapping is the process of identifying key
competencies for an organization and jobs and functions within it”.
17. What are the methods of competency mapping?
Past performance-based method
Job- focused method
Values- based method
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Restricted stock
Performance based stock shares
Stock appreciation rights
Employee stock option plan
21. What are the advantages and dis-advantages of equity based competency mapping?
ADVANTAGES
Recruiting and retention of employees
Motivation
Alignment with stockholder interests
DISADVANTAGES
Corporation governance issues
Lack of exit opportunities and employee loyalty issues
Securities law and tax issues
UNIT - V
12
Empathizing
Questioning
Giving feedback
Intuiting
Checking
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Work stress can lead to several positive and negative consequences. If the stress is
positive the result may be more energy, enthusiasm, and motivation. Of more concern of
course are the negative consequences of stress.
Behavioral consequences
Psychological consequences
Medical consequences
12. Explain the techniques of stress management techniques?
Stress management is the ability to maintain control when situations, people, and
events make excessive demands. Managing stress is all about taking charge of
employee’s thoughts, emotions, schedule, environment, and the way they deal with
programs.
13. Explain the eastern and western practices of stress management?
Dell inc
Sipera systems inc
Task group
Sum total systems
Direct
Infogain corporation
Xansa
Capegemini
DISADVATAGES
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Time
Testing
Misues
Validity of EI suspected.
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