Solapour University Question Paper
M.B.A. (Part – II) (Semester – III) Examination, 2014
(Gr. C) HUMAN RESOURCE MANAGEMENT (Paper – II)
Paper – XX : Training and Development (New)
Day and Date : Friday, 6-6-2014 Total Marks : 70
Time : 11.00 a.m. to 2.00 p.m.
Instructions :1) Question No. 1 is compulsory.
2) Attempt any two questions from Q. No. 2, Q. No. 3 and
Q. No. 4.
3) Attempt any two questions from Q. No. 5, Q. No. 6 and
Q. No. 7.
1. Case Study : 14
Laxmi Group, the company engaged in the business of providing accounting,
auditing and tax services. The employees of the company are Chartered
Accountants. In view of the boom in consultancy business company decided to
expand. As per the company’s policy of promoting within, most of its senior level
employees are promoted from entry-level accountants. The company decides to
invest heavily on training of employees in the form of development of the
inhouse educational and training facilities as a part of policy. Most of the employees
receive training at frequent intervals in the company’s training colleges.
The company’s most thirst of training investment is on technical and procedural
training for entry-level accountants in the areas of accounting, finance, tax,
auditing, project reports and report writing. Laxmi Group has problems in attracting
dynamic and energetic young graduates from the colleges and universities. This
situation seems to be adverse for clients to continue with Laxmi group in case of
existing clients and negative perception in case of new clients. This may be due
to the ‘fast-in, fast-out’ style. As their training content lack the interpersonal
skills many of the employees used to interpret the subtleties of clients needs and
let go.
P.T.O.
SLR-XY – 58
The contents related to interpersonal skills introduced subsequently. Some of
the manager’s point out that just two years back the company has already
conducted training in clients and customer relations showing is no improvement
in customer relations. They also added that the return on money spent on training
can’t be justified. Some of the senior managers feel that there should not be
much investment on training because some of the employees may join other
organizations. However, most of the managers feel that investment in the training
is essential, but it remained in dilemma which part of the skill should receive
more orientation and investment.
1) Analyse the case. 5
2) Identify the problem. 2
3) Alternative solutions. 5
4) Best solution. 2
2. Write short notes (any two) : 14
1) Kirkpatrick’s design
2) Managing promotion and transfer
3) Techniques of Management development.
3. Write short notes (any two) : 14
1) Out Bound training
2) Warr’s framework
3) Principles of training.
4. Write short notes (any two) : 14
1) Phases of Expatriate training
2) Types of evalulation instruments
3) Electronic Performance Support System (EPSS).
5. Define training. Distinguish between training and development. Explain various
methods of training. 14
6. Explain process of organizational development. Enumerate in detail techniques
of Organizational Development. 14
7. Explain in detail factors affecting career choices. Enumerate various career stages
with suitable examples. 14
M.B.A. (Part – II) (Semester – III) Examination, 2014
(Gr. C) HUMAN RESOURCE MANAGEMENT (Paper – II)
Paper – XX : Training and Development (New)
Day and Date : Friday, 6-6-2014 Total Marks : 70
Time : 11.00 a.m. to 2.00 p.m.
Instructions :1) Question No. 1 is compulsory.
2) Attempt any two questions from Q. No. 2, Q. No. 3 and
Q. No. 4.
3) Attempt any two questions from Q. No. 5, Q. No. 6 and
Q. No. 7.
1. Case Study : 14
Laxmi Group, the company engaged in the business of providing accounting,
auditing and tax services. The employees of the company are Chartered
Accountants. In view of the boom in consultancy business company decided to
expand. As per the company’s policy of promoting within, most of its senior level
employees are promoted from entry-level accountants. The company decides to
invest heavily on training of employees in the form of development of the
inhouse educational and training facilities as a part of policy. Most of the employees
receive training at frequent intervals in the company’s training colleges.
The company’s most thirst of training investment is on technical and procedural
training for entry-level accountants in the areas of accounting, finance, tax,
auditing, project reports and report writing. Laxmi Group has problems in attracting
dynamic and energetic young graduates from the colleges and universities. This
situation seems to be adverse for clients to continue with Laxmi group in case of
existing clients and negative perception in case of new clients. This may be due
to the ‘fast-in, fast-out’ style. As their training content lack the interpersonal
skills many of the employees used to interpret the subtleties of clients needs and
let go.
P.T.O.
SLR-XY – 58
The contents related to interpersonal skills introduced subsequently. Some of
the manager’s point out that just two years back the company has already
conducted training in clients and customer relations showing is no improvement
in customer relations. They also added that the return on money spent on training
can’t be justified. Some of the senior managers feel that there should not be
much investment on training because some of the employees may join other
organizations. However, most of the managers feel that investment in the training
is essential, but it remained in dilemma which part of the skill should receive
more orientation and investment.
1) Analyse the case. 5
2) Identify the problem. 2
3) Alternative solutions. 5
4) Best solution. 2
2. Write short notes (any two) : 14
1) Kirkpatrick’s design
2) Managing promotion and transfer
3) Techniques of Management development.
3. Write short notes (any two) : 14
1) Out Bound training
2) Warr’s framework
3) Principles of training.
4. Write short notes (any two) : 14
1) Phases of Expatriate training
2) Types of evalulation instruments
3) Electronic Performance Support System (EPSS).
5. Define training. Distinguish between training and development. Explain various
methods of training. 14
6. Explain process of organizational development. Enumerate in detail techniques
of Organizational Development. 14
7. Explain in detail factors affecting career choices. Enumerate various career stages
with suitable examples. 14
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