Final Q-Paper 108

MBA (HRM) 1st Semester Examination 2021
Paper 108: Fundamentals of Human Resource Management
Full Marks: 80 Time: 3 Hrs
Answer 5 (Five) questions. All Questions carry equal marks.
1. Read the case study and answer the following questions:
Trilogy Enterprise Inc. of Austin, Texas, is a fast-growing software company, and provides
software solutions to giant global firms for improving sales and performance. Many of its
approaches to business practice are unusual, but in Trilogy’s fast-changing and highly
competitive environment, they seem to work.
There is no dress code and employees make own hours, often very long. They tend to
socialize together (the average age is 26), both in the office’s well-stocked kitchen and on
company-sponsored events and trips to places like local dance clubs and retreats in Las
Vegas. Responsibility is heavy and comes early, with a “just do it now” attitude. New recruits
get a few weeks of intense training, described by participants as “more like boot camp than
business school.” Information is delivered as if with “a fire hose,” and new employees are
expected to commit their expertise and vitally to everything they do. Trilogy is known as an
unconventional firm and not the employer for everybody.
The firm employs about 700 people every year. Trilogy’s manager know that the rapid growth
they seek depend on having a staff of the best people they can find, quickly trained and given
broad responsibility and freedom as soon as possible. CEO Joe Cruz says, “At a software
company, people are everything…Of course, the leaders at every company say, ‘People are
everything,’ but they do not act on it.”
Trilogy makes finding the right people a company-wide mission. Recruiters actively scouts
college career fairs and computer science departments for talented overachievers with
ambition and entrepreneurial instincts. Top managers conduct the first round of interviews.
Employees take top recruits and their significant others out on the town when they fly into
Austin for the standard, 3-day preliminary visit. A typical day might begin with gruelling
interviews but end with mountain biking.
One year, Trilogy reviewed 15,000 resumes, conducted 4,000 on campus interviews, flew 850
prospects in for interviews, and hired 262 college graduates. The cost was $ 13,000; Jeff
believes it was worth every penny.
(Source: Dessler and Varkkey, Human Resource Management, Pearson 2016)
Questions:
a) Identify some of the established recruiting techniques that apparently underlie Trilogy’s
unconventional approach to attracting talent.
b) What particular elements of Trilogy’s culture most likely appeal to the kind of employees
it seeks? How does it convey those elements to the job prospects?
c) Would Trilogy be an appealing employer for you? Why or why not?
What suggestions would you make to Trilogy for improving its recruiting process?
(4+4+4+4)
2. You have taken over as the HR Manager (Campus Recruitment and Staffing - Eastern
Region) of a reputed IT organization. There are five HR executives (Campus Recruitment and
Staffing) reporting to you, who are assigned with the following job responsibilities:
a. Liaison with placement heads of engineering campuses in Eastern India for recruitment of
engineering graduates preferably in the first slots of the campus placement week.
b. Developing contents for digital marketing of your organization’s employee friendly policies
as a part of employer branding drive.
c. Negotiate, as per the yearly permissible budget, with HR sourcing agencies for experienced
engineers for lateral entry into your work force.
d. Organize events sponsored by your organization at different engineering campuses for
employer brand awareness.
e. Collect updated documentation on recent selection tools and related cost.
Going through the job description of these HR executives you found out that it was last
modified in the year 2014. Keeping in mind the ensuing pandemic situation and the ‘work
from home’ policy, design a new blue-print of KPA, KRA and KPIs for these HR executives
that would be introduced in 2022 after due approval by the top management,. The above
mentioned job responsibilities must be included in the design. You may add further KPIs that
you think might be relevant for the position.
(16)
3. Pajerio Telecommunications Pvt. Ltd. is in the process of revamping the job descriptions for
the Customer service department of the pan India organization in order to deliver higher level
of ‘customer delight’ and ‘customer centric solutions’. A new ‘customer service set up’ has
been developed by the organization as it is launching its new internet and mobile connection
plans aimed at capturing substantial market share at the first go. The three levels of positions
in the Customer service department are,
- Manager (Customer service)
- Assistant Manager (Customer service) and
- Customer service executive.
The key competencies identified for the employees of the customer service department are as
follows in random order:
Key Competencies
Customer Orientation
Organizing Skills
Cross Functional Perspective
Planning Skills
Persuasive Skills
Decision Making
Delegation Skills
Leadership Skills
Developing Subordinates for Growth
Interpersonal Effectiveness
Communication
Design a competency framework based on the above thereby indicating the ‘Critical’ and
‘Supporting’ competencies position wise. Develop minimum four ‘Behavioral Indicators’ for each of
the above competencies. (4 + 12)
4. a. The first appraisal report of the sales executives appointed one and half year back has
been generated and reflect the following figures:
Serial Metrics Outcomes

i PR 7.6 on a scale of 10
ii HP 76 out of the 100 sales executives
appointed
iii HR 15% turnover
Calculate the ‘Quality of Hire’ as per the above figures. The earlier benchmark figure from
previous year stands at 86%. How would you represent the current figure on the ‘Quality of
Hire’ in front of your top management?
b. What are some of the frequently used metrics in recruitment? How do you calculate
FTE? (10+6)
5. (a) What information are collected through job analysis method? Discuss in detail the applications
of these in the organization.
(b) Describe any two processes of job analysis and their strengths and weaknesses. (8+8)
6. Design the frame work for HR Score card of an IT organization for the post pandemic era. What
does HR dashboard reflect? (12 + 4)
7. (a)What are the factors of external environment affect recruitment and selection process of an
organization? What is the impact of pandemic on recruitment and selection system?
(b) A manufacturing organization plans to recruit management trainees who will be posted at different
subunits across India. Draft an advertisement for it. {6+4)+6}
____________

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MBA (HRM) 1st Semester Examination 2021

Paper 108: Fundamentals of Human Resource Management

Full Marks: 80 Time: 3 Hrs

Answer 5 (Five) questions. All Questions carry equal marks.

1. Read the case study and answer the following questions:

(Source: Dessler and Varkkey, Human Resource Management, Pearson 2016)

Serial Metrics Outcomes

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