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ASSIGNMENT
Course Code : MS-02
Course Title : Management of Human Resources
Assignment Code : MS - 02/TMA/SEM-II/2013
Coverage : All Blocks
Note: Attempt all the questions and submit this assignment on or before 31st
October, 2013 to the
coordinator of your study centre.
1. What are the primary objectives, focus, and purpose of Selection Tests and Interview in the whole
process of Hiring in organizational set up? Critically examine their usefulness and importance in the
short term and long term functioning and culture of the organization. Draw from the experiences you
are familiar with. Describe the organisation and the situation you are referring to.
Answer: Objectives of Selection Tests :
Enables employers to obtain as much information of the candidates' knowledge, skills and
abilities;
To acknowledge whether the candidate has suitable personality for the position'
to measure maturity and honesty of the candidate.
Purpose of Selection Tests :
Selection tests that help assess a candidate’s ability to perform specific tasks are often called ‘work
sample’ tests. These types of tests aim to

2. 2. What are the problems usually encountered in the Performance Appraisal in organisations? How
are and whether these problems taken care of at the ground level reality in organisational set up?
Critically examine and substantiate your answers with examples you are familiar with. Briefly explain
the situation, you are referring to.
Answer: Problems usually encountered in the Performance Appraisal in organisations are:
Problems with Performance Appraisals:
Where Do Managers Go Wrong? Managers go wrong with performance appraisals in so many ways; it’s
difficult to identify all of them. Here are four big problems managers and employees experience with
performance appraisals.
Performance Appraisals Are Annual
Start with the fact that performance appraisals are usually annual. Employees need feedback and goal
planning much more frequently than annually. Employees need weekly, even daily, performance
feedback to keep them focused on their most
3. Do you agree with the statement that “Training is not fulfilling its proper role in various
organizations’ ” ? Briefly describing the roles the Training is expected to play substantiate your answer
with suitable examples. Critically examine the expected contribution of training and its status at the
ground level in the corporate Sector, referring to credible information sources and findings in Indian
context.
Answer: As we know training is provided for improving the skills in the employee or new comer. it helps
to increase the working status as well as it helps to provide comfortable environment to the new comer
or fresher and helps to increase the satisfaction of the employees in all organizations the entry level
people need proper training to know their line of work and the environment of friendly nature and work
culture of the organizations. The training for entry
4. How is the function of Reward Management being applied/used/effectively used/ by the organised
sector and other organisations in Indian context? Explain with suitable examples, and base your
answer on the credible studies and findings available in this regard. Give proper references and details
where from you draw your answers.
Answer: The reward system emphasizes a core facet of the employment relationship: It constitutes an
economic exchange or relationship. Global forces impact on pay systems.Changes in reward systems

3. mirror changes in work design and organizations, and the emphasis on individual performance.
The nature of reward management
There are two types of rewards: Extrinsic and Intrinsic
Pay or reward strategy is a plan and actions pertaining to the mix of direct & indirect pay.
Objectives of reward system are to attract and retain high performing employees, maximize
employee performance, and satisfy legal
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
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