BA9268 Strategic Human Resource Management & Development MBA Question Bank : sriengg.com

Name of the College : Srinivasan Engineering College
University : Anna University
Department : Management Studies
Degree : MBA
Subject Code/Name : BA9268 Strategic Human Resource Management & Development
Year : 2nd
Semester : 3rd
Document Type : Question Bank
Website : sriengg.com

Download Model/Sample Question Paper :
Question Bank Part-A : https://www.pdfquestion.in/uploads/sr…A9268-SHRM.pdf
Question Bank Part-B : https://www.pdfquestion.in/uploads/sr…M-16-MARKS.pdf
University Question Papers : https://www.pdfquestion.in/uploads/sr…/3233-shrm.rar

SRI Engg Strategic HR Management Question Paper

Unit-I :
1) Define Human Resource Development :
Meaning and Definition of Human Resource Development HRD is an effort to develop capabilities and competencies among employees as well as create organizational environment conducive to the employees development.

Related / Similar Question Paper : SRI MBA Retail Management Question Paper

According to Swanson and Holton, ‘’Human Resource Development is a process for developing and unleashing human expertise through organization development and personnel t raining and development for the purpose of improving performance’’.

2) Write down any Two Features of HRD :
Two Features of HRD :
i) Planned and Systematic Approach :
HRD is a planned and systematic approach to t he development of people. HRD is a system consisting of several interdependent and interrelated subsystems.
ii) Continuous Process :
HRD is a continuous and dynamic process which believes in the need for continuous development of personnel to face the innumerable challenges in the functioning of an organization.

3) List any Two Differences between HRM and HRD :
Two Differences between HRM and HRD
HRM :
i) Its objective is to develop competitive advantage based on human resources.
ii) It is viewed as a set of independent sub-functions.

HRD :
i)Its objective is to develop human resources matching with organizational culture and provide inputs for the effective performance of various HRM functions.
ii) It is seen as a subsystem of a larger system, i.e., the organization, It is assumed to be made up of mutually dependent parts.

4) Define the term SHRD :
Meaning and Definition of SHRD :
Strategic Human Resource Development (SHRD) is concerned with development of a learning organization and the provision of learning, development, and training opportunities order to improve individual, team and organizational performance.
According to Garavan, SHRD is ‘’Concerned with the management of employee learning for the long-term keeping in mind the explicit corporate and business strategies’’.

5) What are the Benefits of SHRD :
Benefits of Strategic Human Resource Development
i) Greater extrinsic and intrinsic job satisfaction.
ii) Greater customer and client satisfaction.
iii) Shorter learning ties and more effective use of resource and less wastage of materials.
iv) The creation of a learning organization that is flexible and responsible in coping with present and future demands’’.

6) Define Need Assessment :
Meaning and Definition of Need Assessment :
Needs assessment is a process by which an organization’s HRD needs are identified and articulated. It is the starting point of the HRD and training process. According to Kaufman et al., ‘’Need asessment can be defined as a process for identifying and prioritizing gaps between current and desired results

What is Strategic/Organizational Analysis :
Meaning of Strategic/Organizational Analysis
Strategic/Organizational analysis involves a review of key organizational activities such as, long- and short-term business goals, major environmental changes and existing human resource development, and performance management systems. Organizational analysis examines organizational goals, available resources, and the organizational environment to determine where training should be directed.

8) What do you mean by Person Analysis :
Meaning of Person Analysis :
A person analysis involves deciding which employees actually need to participate in training programs. The information needed to make this decision can come from a variety of sources. Regardless of the source of the information, it is very important to make sure that training is what is needed to address any gaps between an individual’s performance and desired outcomes.

9) What do you mean by JIT :
Meaning of JIT :
JIT is a technique of training the employees by using the actual work site as a proper setting to instruct employees while at the same time engaging in productive work. JIT is one of the best training methods because it is planned, organized and conducted at the employee’s worksite. If is particularly appropriate for developing proficiency skills unique to an employee’s job – especially jobs that are relatively easy to learn and require locally-owned equipments and facilities.

10) What are the Steps in Implementing HRD Programs :
Steps in Implementing HRD Programs :
i) Choosing Delivery System :
Effective and innovative methods of training and development should be utilized to deliver the learning materials,
ii) Communicating Training and Development Programs :
Trainers should use appropriate channels of communication to elicit participation in the program by the trainees.
iii) Implementation :
Trainer must make all arrangements necessary for the seamless conduction of the training and development program.