MBA-II / SEM-III / Labour & Social Security Laws...

DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

SPECIALIZATION: HUMAN RESOURCE MANAGEMENT

MBA-II / SEM-III / Labour & Social Security Laws (2019-20)

Subject: Labour & Social Security Laws Code: 305/335

Faculty name: Dr.Deepali S.Patil

Note: Last date of Submission of assignment is 16-11-2019

Important Instructions

1. The subject will be evaluated on the basis of following 3 components.

Components Marks Converted final

marks

A Written Home Assignment

50 10

B Open Book test 20 10

C Scrap Book 30 10

Total 100 30

2. The submission has to be in the format prescribed for each component

3. Marks will be scale down to 10 marks for each component.

4. Answers should be in own words, copied answers will not be marked.

5. Student name, contact number & specialization must be clearly mentioned on the

submission sheets.

A. Written Home Assignment

1. All questions are compulsory

2. Each question carries equal marks.

3. Assignment should be written on A4 size assignment sheets

Q1) Explain in detail the need and objectives of Labour Legislation.

Q2) Explain welfare provisions under the Factories Act 1948.

Q3) Explain in detail the ten permissible deductions under payment & wages act 1936.

Q4) Explain the scope and objectives of gratuity under the payment of gratuity act 1972.

Q5) Explain brief any two :

a) Latest provisions under the maternity benefits act.

b) Benefits under ESI (Any three).

B. Open Book Test

1. You can refer any text books, reference books, journals or websites to write answer

2. The reference should be mentioned at the end of the answer

3. Each question carries equal marks

Student should come prepared for the test on following topics:

What are the important rights of a private employee under by the Indian labour law?

List out the major HR functions and Legal provisions governing them.

Mention purposes of any five employment laws.

Distinguish between exempted & excluded employee under Employee Provident Fund Act

C. Scarp Book

1. The content in the scrap book should be supported with relevant diagrams,

pictures, images, flowcharts, newspaper advertisement, articles etc. wherever

needed.

2. Copied scrap book theme will not be marked

Crate a scrapbook on following laws:

Health , Safety & welfare Provisions of factories act 1948

Social security laws

Subject: HR ACCOUNTING AND COMPENSATION MANAGEMENT Code: 306

Faculty: Dr.Meena Sharma


1. Important Instructions

1. The subject is evaluated on the basis of three components

Sr.No. Components Marks Converted into

A Written Home Assignment 50 10

B Scrap book 30 10

C Industry Analysis 30 10

Total 110 30

2. The submission has to be in the format prescribed for each component.

3. Marks will be scaled down to 10 marks for each component

4. Answers should be in own words, copied answers will be not be marked.

5. Student Name, Contact number & Specialization must be clearly mentioned on the

submission sheets.

A. WRITTEN HOME ASSIGNMENTS

➢ Assignments are to be written in Assignment sheets

➢ Each question carries 10 marks and all questions are compulsory.

1) Define Human Resource Accounting. Explain the Market Value of HR Assets?

2) Explain the term- Balance score card and its importance

3) Differentiate between Expenditure Training & Productivity Training.

4) Explain the term –i) Human Capital Investment ii) Recruiting & training costs

5) Write a note on Classification of Cost in HR Accounting.

In depth Viva will be conducted at the time of submission.

B. SCRAP BOOK

➢ You can use pictures, diagram, paper cutting, hand written notes etc . for making scrap

book.

Make a scrap book on

1.Fringe benefits

Meaning

Types

Importance

Benefits

2. Dearness Allowance

Meaning

How DA is calculated

Treatment of Dearness Allowance under Income Tax

3. Retirement plans including VRS

Meaning,

Types of retirement plans

Procedure

VRS- meaning, legal formalities, process, advantages.

C. INDUSTRY ANALYSIS

➢ Answers must be handwritten except HR Accounting report.

a. Study and analyze the Human Resource Accounting report of Infosys Limited .

b. Attach a copy and discuss its components.

c. Discuss the method used for HR Accounting in Infosys.

f. Explain the benefits of using Human Resource Accounting in Infosys.

Subject: HR AUDIT Code: 309

Faculty Name: Dr. Deepali S.Patil

---------------------------------------------------------------------------------------------------- Note: Last date of Submission is 16-11-2019


1. The subject will be evaluated on the basis of following 5 components


marks


B Open Book Test 20 10

C Small Individual project 20 10

D In depth Viva 20 10

E Thematic Presentation 20 10

Total 100 50





submission sheets.

A. Written Home Assignment

Assignment should be written on A4 size assignment sheets.

All questions are compulsory.

1. What is HR Audit? Describe in details approaches of HR audit?

2. Write in detail steps required for HR Audit?

3. What is SMART goal setting, why it is required in HR Audit?

4. Describe HR audit and why is it required by the organization?

5. Discuss the methodology of HR audit.

B. Open Book Test

4. You can refer any text books, reference books, journals or websites to write answer

5. The reference should be mentioned at the end of the answer

6. Each question carries equal marks

7. Open book test should be written on A4 size sheets.

Student should come prepared for the test on following topics:

Discuss the methodology of HR audit any company.

Briefly describe the HR score card and how is it computed give example of any company

with reference.

How can HR audit be used as an intervention? Cite few examples.

Describe the present scenario of HR audit in India.

C. Small Project

1. It is to be written in MS WORD( spiral print out to be submitted)

Refer any two companies’ websites and make a report (print out) on these points along with PPT

and give viva -voce at the time of submission.

HR Audit Methodology

Current Trends in HR Audit

HR Score Card

D. In-depth Viva

Note: The depth viva will be conducted on prepared small individual project at the time of submission

E. Thematic Presentation

1. Kindly submit printout of handouts with maximum 6 slides on each page

Prepare presentation on following points with any industry

HR Audit

HRD Structure

HRD Systems

HRD Methodology

HR Score Card

MBA-II / SEM-III / HUMAN RESOURCE MANAGEMENT (2019-20)

Specialization: Human Resource Management

Subject: PR & CORPORATE COMMUNICATIONS Code: 312


Note: Last date of Submission 16-11-2019

Components for Concurrent Evaluation.


A Field Visit 50 10

B Scrap Book 50 10

C Report writing 40 10

D Case Study 50 10

E Thematic Presentation 50 10

Total 240 50





submission sheets.

A. Field Visit

Report on same company by two students will not be accepted.

Submit a hard copy & Soft copy .

Answers must be on assignment sheets.

Select a company from any industrial sector of your choice, for interviewing the Head, Corporate

Communications. Your questionnaire for the interview should cover the following points:

a. PR activities practiced by the organization

b. Communication strategies practiced by the organization

c. Channel of Internal Communication

d. PR strategy for promotional activity of the brand and products

e. Challenges faced by them in the context of competitors

f. Innovations in media relations for marketing

Your report should consist of

1. Detailed Interview with the Head, PR & Corporate Communications

2. Summary of your learnings from the interview.

B. Scrap Book

B. You can use pictures, diagram, paper cutting, hand written notes etc . for making scrap

book.

Choose any one MNC of your choice and study the following :

a) Name of the Public Relation Officer

b) Functions & duties of PR officer

c) Methods used for building Public relation

d) How media Relation is used for effective marketing and brand establishment

e) Responsibilities & Importance of Public Relations Officer

f) New trends in PR

C Report writing

Write a report on: PR activities and communication strategies designed & practiced by the

Cadbury’s sweetest marketing campaigns & creativeness.

1. Use of Media for effective PR

2. Marketing and effective branding of Cadbury’s.

3. ‘Employer Branding’

4. Discuss the idea of PR effectiveness from the perspective of creativity and

innovativeness.

D. Case Study

A widely popular multinational Pizza brand was embroiled in a viral crisis situation when two

rogue employees posted videos of adulterated food on YouTube in April 2009, On Easter Sunday,

two employees of this multinational company who were bored “working in a North Carolina store

figured it would be just hilarious to post a video of themselves, defiling sandwich ingredients”.

The duo created five videos in total, one of which showed an individual sticking mozzarella cheese

up his nose and then blowing the cheese on a sandwich, among other unsanitary and stomach-

turning activities. An estimated 1 million people viewed these videos before they were pulled two

days later.

Explain the following :

1. Various strategies to address the situation – Actions and Key Messages from PR

department’s perspective.

2. What impact does social media have on public relations practices, particularly crisis

communications and Brand Reputation Management?

3. What types of traditional and social media can the company use to reach its stakeholders?

Explain with suitable example.

4. What challenges do you think that PR practitioners or corporate communicators face while

telling the truth in the digital age?

5. How important is the speed of response rate in a digital world, particularly when an

organization is in a crisis situation?

E. Thematic Presentation

Presentation on the same company by two students will not be accepted.

Submit print out of handouts with maximum 4 slides on each page & soft copy.

1. Presentation skills needed for a manager of FMCG Company.

2. Body language for sales executives (Do’s and Dont’s).

3. Methods of communication .

4. E-mail writing etiquettes (Do’s and Dont’s with example)

5. Online public relations of any one MNC ( name of the company, methods used for communication

, process & importance )

MBA-II / SEM-III / HUMAN RESOURCE MANAGEMENT (2019-20)

Specialization: Human Resource Management

Subject: LAB IN RECRUITMENT AND SELECTION Code: 314HR



Components for Concurrent Evaluation


A Field Visit 30 10

B Situation Analysis 30 10

C Scrap Book 30 10

D Newspaper Reading 100 10

F Student Driven Activity 10 10

Total 200 50





submission sheets.

A. Field Visit

➢ Answers are to be written on Assignment sheets

➢ Visit at the same company by two students will not be accepted.

Q. Visit a manufacturing or service company and make a note on

*Details about company (name of the company, location, number of employees, type of company-

manufacturing/service, designations in company, expected qualification for executives and

managers, Average salary package for executive & managers at all level ,working hours)

1. Recruitment process followed by the company.

2. List of questions asked during personal and telephonic interview for executives.

3. List of questions asked during personal and telephonic interview for managerial level.

B. Situation Analysis

Analyze and Solve the following situation.

As CEO of a Cell phone company, you have to select three executives to fill up three posts of

Area-Manager, Marketing”. In response to an advertisement 7 applications (external) have been

shortlisted. There are 6 applicants from within the organization.

a. Specify the various criteria needed for selection.

b. Describe the selection procedure that you will follow so that the selection is fair to the candidate

and optimal for the organization.

c. Describe the various tests you would conduct during the selection process.

C. Scrapbook

➢ Prepare a scrap book on following Profiling Techniques

➢ You have to attach a sample.

1. Personality Test

2. Aptitude Test

3. Competency Test.

(Contents should be: meaning, method, process, attach a sample, importance of test measurement

of its effectiveness)

D. Newspaper reading

Study the recruitment advertisements published in any one newspaper.

Every student has to choose a newspaper in which the advertisement for jobs are published.

E.g Times of India all 4 issues published on Wednesday's i.e. Ascent so you have to

analyze only 4 issues .

You have to analysis the recruitment advertisements published during one month in any

one newspaper

Submit soft and hard copy in the given format.

Attach a copy of News paper( only specific page).

Choosing same news paper of same month by two students will not be accepted.

Name of the News Paper

Industry Designation

Qualification

needed

Skills

required

Job

description

Mode of

application

Documents

required

Other

details

Summarized with your findings in your own words.

E. Student Driven Activity

Study any 5 job portals and answers the following :

Study the minimum 10 recruitment advertisements and analysis of the same in the light of :

Job Portal with link

Date

Designation

Company

Qualification

Job Specification/ description,

Mode of selection,

Other details - Documentation for Recruitment Write your answers on assignment sheets.

Advantages of online Job portals.

MBA-II / SEM-III / Human Resource Management (2019-20)

Subject: Lab in Training Code: 316

Faculty Name: Dr. Deepali S. Patil

Note: Last date of Submission is 16-11-2019


1. The subject will be evaluated on the basis of following 5 components


marks


B Small Individual project 20 10

C In depth Viva 20 10

D Literature Review 20 10

E Case study 20 10

Total 100 50





submission sheets.

C. Written Home Assignment

Assignment should be written on A4 size assignment sheets.

1. All questions are compulsory

1.What is Training? Distinguish between Training and development

2.Describe in detail need for training and methods used in training needs assessment.

3.Explain training methods

4.What is training evaluation? Explain the steps and methods of training evaluation.

B Small Group Project

Select any one Organization of your choice, identify functions where there is scope for

improvement through training, (consider maximum sample size of 30 employees put together

across functions) perform Training Need Analysis (TNA).

Describe the Job Profile and identify the areas of trainings

Design a training program based on the TNA.

Design Training Methods for the training program designed.

Describe various evaluation methods with respect to the training program designed

C. In-depth Viva

Note: The In depth viva will be conducted on small group project

D. Literature Review

Refer any five research paper or article w r to training and development topic and summaries it with

conclusion.

E. Case Study

Training And Development

Modern Industries Ltd. (MIL) in Bangalore is an automobile ancillary Industry. It has turnover of

Rs. 100 crores. It employs around 4,000 persons. The company is professionally managed. The

management team is headed by a dynamic Managing Director. He expects performance of high

order at every level. It is more so at the Supervisory and Management levels. Normally the people

of high calibre are selected through open advertisements to meet the human resource requirements

at higher levels. However, junior-level vacancies are filled up by different types of trainees who

undergo training in the company. The company offers one-year training scheme for fresh

engineering graduates. During the first six months of the training, the trainees are exposed to

different functional areas which are considered to be the core training for this category of trainees.

By then, the trainees are identified for placement against the available or projected vacancies. Their

further training in the next quarter is planned according to individual placement requirements.

During the last quarter, the training will be on-the job. The trainee is required to perform the jobs

expected of him after he is placed there. The training scheme is broadly structured mainly keeping

in mind the training requirements of mechanical engineering graduates. Mr. Rakesh Sharma joined

the company in the year 1983 after his B. Tech . degree in paint Technology from a reputed

institute. He was taken as a trainee against a projected vacancy in the paints application department

In MIL, the areas of interest for a trainee in Paint Technology are few. Hence, Mr. Sharma’s core

training was planned for the first 3 months only. Thereafter, he was put for on-the-job training in

the paints application department. He took interest and showed enthusiasm in his work there. The

report from the shop manager was quite satisfactory. The performance of the trainee is normally

reviewed once at the end of every quarter. The Training Manager personally talks to the trainee

about his progress, strengths and shortcomings. At the end of the second quarter, the Training

Manager called Mr. Sharma for his performance review. He appreciated his good performance and

told him to keep it up. A month later Mr. Sharma met the Training Manager. He requested that his

training period be curtailed to 7 months only and to absorb him as an Engineer. He argued that he

had been performing like a regular employee in the department for the last one quarter. As such,

there was no justification for him to be put on training anymore. Further, he indicated that by doing

so, he could be more effective in the department as a regular engineer. He would also gain seniority

as well as some monetary benefits as the trainees were eligible for a stipend only. The regular

employees were eligible for many allowances like conveyance, dearness, house rent, education,

etc. which was a substantial amount as compared to the stipend paid to a trainee. The Training

Manager turned down his request and informed him that it was not a practice of the company to

do so. He told him that any good performance or contribution made by the trainees during the

training period would be duly rewarded at the time of placement on completion of one year of

training. Further, he told him that it would set a wrong precedence. Quite often, some trainees were

put on the job much earlier than the normal period of three quarters for several reasons. Thereafter,

Mr. Sharma’s behaviour in the department became different. His changed attitude did not receive

any attention in the initial period. However, by the end of the third quarter, his behavior had

become erratic and unacceptable. When he was asked by the Department Manager to attend to a

particular task, he replied that he was still on training and such task shouldn’t be assigned to a

trainee. According to him, those jobs were meant to be attended by full-time employees and not

by trainees. The Paint shop Manager complained to the Training Manager about Mr. Sharma’s

behavior and he was summoned by the Training Manager. During the discussions, Mr. Sharma

complained that while all the remaining trainees were having a comfortable time as trainees, he

was the only one who was put to a lot of stress and strain; the department was expecting too much

room him. He felt that he should be duly rewarded for much hard work; otherwise, it was not

appropriate to expect similar work output from him. The Training Manager tried to convince him

again that he shouldn’t harp on rewards as he was a trainee; his sole concern should be to learn as

much as possible and to improve his abilities. He should have a long-term perspective rather than

such a narrow-minded approach. He also informed him that his good performance would be taken

into account when the right occasion arose. He warned him that he was exhibiting negative attitude

for which he would be viewed seriously. His demand for earlier placement was illogical and he

should forget it as he had already completed 8 months and had to wait only for 4 months. He

advised Mr. Sharma that the career of an individual had to be seen on a long-time perspective and

that he should not resort to such childish behavior as it would affect his own career and image in

the company. Mr. Sharma apparently seemed to have been convinced by the assurance given by

the Training Manager and remained passive for some time. However, when the feedback was

sought after a month, the report stated that he had become more perverted. He was called again for

a counseling session and was given two weeks time to show improvement. At the end of those two

weeks, the Training Manager met the Department Manager, to have a discussion about Mr.

Sharma. It was found that there was absolutely no reason for Mr. Sharma to nurture a grievance

on poor rewards. It was decided that he should be given a warning letter as per the practice of the

company and, accordingly, he was issued a warning letter. This further aggravated the situation

rather than bringing about any improvement. He felt offended and retaliated by thoroughly

disobeying any instruction given to him. This deteriorated the situation more and the relationship

between the manager of the department and the trainee was seriously affected In cases of rupture

of relationship, normally the practice was to shift the trainee from the department where he was

not getting along well so that he would be tried in some other department where he could have

another lease for striking better rapport. But unfortunately, in the case of Mr. Sharma, there was

no other department to which he could be transferred, since that was the only department where

his specialization could have been of proper use. By the time he completed his training, he turned

out to be one who was not at all acceptable in the department for placement. His behavior and

involvement were lacking. In view of this, the Department Manager recommended that he be taken

out of the department. When Mr. Sharma was informed about it, he was thoroughly depressed.

One of the primary objectives of the Training Department is to recruit fresh graduates who have

good potential and train them to be effective persons, in different departments. They are taken after

a rigorous selection process which includes a written test, a preliminary and a final interview.

During the training period, their aptitudes, strengths and weaknesses are identified. Their

placement in departments is decided primarily on the basis of their overall effectiveness there.

Here is a case where the person happened to be hard-working in the beginning but turned out to

be a failure in the end. The Training Manager was conscious of this serious lapse and was not

inclined to recommend his termination. But at the same time it was difficult to retain a person

whose track record was not satisfactory. He still felt that a fresh look be given into this case but he

was unable to find a way out. He was now faced with the dilemma whether to terminate or not to

terminate Mr. Rakesh Sharma.

Questions:

(a) Where did the things go wrong?

(b) What options are open for the Training Manager other than termination of Mr. Sharma?

(c) How could you put Mr. Sharma back on the right track?

MBA-II / SEM-III / Labour & Social Security Laws...

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