MS-22 : HUMAN RESOURCE DEVELOPMENT
June 2013
SECTION-A
1. Define HRD and discuss value-anchored processes of HRD. Explain how do these processes help an organisation in achieving excellence ? Explain with relevant examples.
Mba Projects , Finance , HR , Operations , Marketing , world , pdf , ppt
MS-22 : HUMAN RESOURCE DEVELOPMENT
June 2013
SECTION-A
1. Define HRD and discuss value-anchored processes of HRD. Explain how do these processes help an organisation in achieving excellence ? Explain with relevant examples.
MS-22 June, 2007
MS-22 : HUMAN RESOURCE DEVELOPMENT
1. Explain the concept of Career Paths. Briefly discuss various career problems faced by the professionals in their career, with suitable examples.
2. What is Performance Management ? How are Profit and Performance linked to each other ? Briefly discuss the major methods and movements aimed at increasing organisational performance.
3. What is Compensation System ? Discuss in brief the characteristics which should be rewarded and explain why. Explain with suitable examples.
MS-22 June, 2008
MS-22 : HUMAN RESOURCE DEVELOPMENT
1. Explain the concept of career. Describe different strategies for career development.
2. What is Human Resource Development ? Discuss briefly the various strategies of HRD.
3. Critically analyse the process which brings us from performance appraisal to performance management.
MS-22 June, 2009
MS-22 : HUMAN RESOURCE DEVELOPMENT
1. Define HRD and discuss value-anchored processes of HRD. Explain how do these processes help an organization in achieving excellence. Explain with relevant examples.
2. What is Action Research ? How does it differ from OD ? Discuss the important factors to be considered in the development of internal self-renewal facilitators, with suitable examples.
MS-22 June, 2010
MS-22 : HUMAN RESOURCE DEVELOPMENT
1.Define HRD. Briefly discuss the changing boundaries of HRD and HRD trends in Asian Countries.
2.What is the concept of career ? Briefly describe the individual and organisational strategies for career development. Explain with suitable example.
MS-22 June, 2011
MS-22 : HUMAN RESOURCE DEVELOPMENT
1. What are the 3 Ss of Organisational Development ? Discuss the Competency based Organisational Development System. Explain with suitable examples.
2. What are the objectives of compensation cum- reward system ? Briefly discuss various components of compensation system, citing suitable examples.
3. How does HRD Audit contribute towards development process of an organisation ? Explain the process of HRD Audit in an organisation.
MS-22 Dec, 2007
MS-22 : HUMAN RESOURCE DEVELOPMENT
1. Define and describe three Ss of organizational Development- Briefly discuss the process of formulating the Organisational Development Plan.
2. What is Compensation System ? What considerations are taken into account in designing a reward system ? Explain with example.
MS-22 Dec, 2008
MS-22 : HUMAN RESOURCE DEVELOPMENT
1. What are 3 Ss of Organisational Development ? Discuss the Competency Based Organisational Development System, with suitable examples.
MS-22 Dec, 2009
MS-22 : HUMAN RESOURCE DEVELOPMENT
1. "With global economy and the world becoming a global village, the business enterprises have became extremely cautious of the need for hiring competent human resources and developing core competencies required for the organisation." Discuss the underlying concepts and processes in the light of the above remark with examples.
2. Why should organisations reward their employees ? Discuss how are the reward systems designed in an organisation and explain the ways in which employees are rewarded in an organisational set up.
MS-22 Dec, 2010
MS-22 : HUMAN RESOURCE DEVELOPMENT
Solutions of papers from ignou university
MS-22 Dec, 2011
MS-22 : HUMAN RESOURCE DEVELOPMENT
1. What are the important guidelines for implementing Organisational Development ? Discuss the process of Internal self Renewal Facilitator in an organisation.
2. Define Compensation System. Discuss in brief the characteristics which should be rewarded, and explain why ? Cite examples.
3. How do you see the roles of chief knowledge managers and chief learning managers different from that of traditional Head (HRD) at national and international levels ? Discuss critically with suitable example.