Tiêu đề SOL_MBA_Sem-3_S&S PYQP_June'24.pdf ✅

7190 7. Discuss the unique challenges faced by international managers and the strategies employed to address these challenges. Evaluate the role of HR professionals in designing and administering these HRD systems to support the success and effectiveness of international managers in multinational organizations. (12.5) (500) [This question paper contains 8 printed pages.I Your Roll No ............... Sr. No. of Question papei. : 7190 H Unique paper code : 429802313 Name of the Paper : MBAFT-7810: HRD- STRATEGIES AND SYSTEMS Name of the course : MBA Student : SOL Sem`6ster : Ill Duration : 3 Hours Maximum Marks : 70 Instructions for Candidates 1. Write your Roll No. on the top immediately on receipt of this question paper. 2. This paper consists of two parts- A and 8. 3. Part A is mandatory (20 marks). 4. Part B consist of6 questions (Q2-Q7), out of which student needs to attempt any 4 (12.5 marks each). P.T.O.

7190 (b) Outline a career advancement opportunity provided to blue-collar employees at Beta Manufacturing Company as part of HRD initiatives. (5) (c) What were trie key findings of the HRD audit conducted by Beta Manufacturing Company, and how did these findings influence subsequent HRD systems implementation? (5) (d) Provide an example of a diversity and inclusion initiative implemented by HRD at Beta =:::ac:uRr:ngaucd°£:P;n:atbaasLet:r::tftvheesf:`:d¥:`\{' suggest? (5) PART 8 2. Explain the evolution of Human Resource Development (HRD) and its fundamental concepts. Discuss the challenges faced by HRD professionals in contemporary organizations and outline the primary goals of HRD in addressing these challenges. (12.5) 7190 skills for the new operational paradigm, HRD designed comprehensive training programs focused on technology adoption, process optimization, and quality improvement. These programs were tailored to address the specific needs of blue-collar workers, ensuring their proficiency in utilizing advanced machinery and adhering to quality standards. Change Leadership: HRD collaborated with senior management to cultivate change leadership capabilities among 3 supervisors and team leaders. Workshops and coaching sessions were conducted to empower frontline managers with the skills to inspire and support their teams through the transition. HRD for Blue-Collar Employees-Recognizing the critical role of blue-collar workers in driving operational excellence, Beta Manufacturing implemented HRD initiatives tailored to their needs: Skill Enhancement Programs: HRD introduced skill development workshops and on-the- job training sessions to enhance the technical competencies of blue-collar employees. These programs focused on areas such as machine P.T.0.
7190 operation, maintenance, and safety protocols. Career Advancement Opportunities: To promote career growth and retention among blue-collar workers, HRD established pathways for internal promotion and skill- based pay incentives. Employees were encouraged to pursue certifications and participate in cross-functional projects to broaden their skillsets and advance their careers within the organization. HRD Audit and Additional Systems: As part of its continuous improvement efforts, Beta Manufacturing conducted an HRD audit to assess the effectiveness of its programs and identify areas for enhancement. The audit revealed opportunities for: Performance Management System: HRD revamped the performance appraisal process to align with the company's strategic objectives and provide meaningful feedback to employees. Clear performance metrics and development goals were established to support employee growth and organizational success. Diversity and Inclusion Initiatives: Building on the audit findings, 7190 HRD implemented diversity and inclusion programs aimed at creating a more inclusive workplace culture. Training sessions on unconscious bias, cultural sensitivity, and teamwork were organized to foster collaboration and respect among employees from diverse backgrounds. By integrating HRD strategies for managing organizational change and enhancing the development of blue-collar employees, Beta Manufacturing successfully navigated its i ?` ~, \\ •- .+, trtyansformation journey. Through effective communication, targeted training, and empowerment initiatives, the company strengthened its competitive position, fostered employee engagement, and achieved sustainable growth in a dynamic market landscape. Questions : (a) How did Beta Manufacturing Company utilize communication and engagement strategies to manage organizational change effectively during its transformation initiative? (5) P.T.O.