Human Resource Management - NMIMS SOLVED ASSIGNMENTS June 2026

 

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Human Resource Management

Jun 2026 Examination

 

 

Q1. A rapidly expanding e-commerce startup has been experiencing mismatches between employee capabilities and job roles, resulting in frequent underperformance and morale issues. The HR team, previously focused on generic job postings and annual performance reviews, now wants to leverage job analysis data to directly inform training, recruitment, and performance management systems. However, they lack a structured process to translate complex job analysis findings into actionable HR strategies that can keep pace with the company's growth and frequent changes in job content. How should the HR team apply job analysis insights to systematically develop and align competency-based recruitment, performance management, and targeted training programs? (10 Marks)

Ans 1.

Introduction

Job analysis is the systematic process of collecting and documenting information about the tasks, responsibilities, required skills, and context of a job role. For an e-commerce startup experiencing capability mismatches, it is the most foundational HR tool available. It provides factual basis for every downstream HR decision. Generic job postings attract generically qualified candidates. Competency frameworks built on real job analysis attract the right ones. When the HR team aligns recruitment criteria, performance standards, and training content to the same job analysis data, every HR system reinforces the others instead of working in isolation. This alignment converts individual HR activities into an

 

Q2 (A). Horizon Tech, a rapidly expanding IT services company, needed to hire 50 professionals across various departments within three months. Its revamped selection process included resume screening, online technical tests, multi-stage interviews, and stringent reference and background checks. While the process successfully met hiring targets with candidates who fit both technical and cultural expectations, some department managers observed that certain niche skills were still underrepresented and suggested further customization of recruitment practices. Evaluate the effectiveness of Horizon Tech's revised selection process in balancing speed, quality, and role-specific requirements. (5 Marks)

Ans 2(A).

Introduction

Horizon Tech's revamped selection process shows that a well-structured multi-stage system can deliver speed and quality simultaneously at high volume. Hiring 50 professionals across departments in three months is operationally significant. The niche skill gap flagged by department managers, however, reveals an important limitation that the process must now address.

Concept and Application

An effective selection process balances three demands: speed to meet business timelines, quality to ensure competent and culture-fit hires, and role specificity to match niche technical requirements. Horizon Tech performs well on

 

Q2 (B). Tech PT, renowned for its corporate training and performance management systems, has experienced declining employee retention rates and mixed results in leadership pipeline development. The company offers a wide array of technical training modules, a career progression framework, wellness initiatives, and performance appraisals linked to rewards. However, team leaders are divided: some argue that career development and succession planning programs are failing to adequately prepare employees for future roles, while others believe wellness and employee engagement are not integrated into talent development. Evaluate how Tech PT can improve the integration of career development and succession planning to enhance overall employee retention. (5 Marks)

 

 

Ans 2(B).

Introduction

Tech PT's retention challenge is not caused by an absence of programs. It has career frameworks, wellness initiatives, training modules, and performance appraisals. The problem is fragmentation. When these programs operate independently without connecting to a shared talent narrative, employees cannot see a coherent growth path within the organization.

Concept and

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