Mid Term Examination, Fall 2016

Course: MGT 543 Human Resource Management

Level : Masters Full Mark: 100
Program: MBA Evening Pass Mark: 60
Trimester: V Time : 3 hrs.
Read the instructions clearly before you start. Try to be direct, original and specific with your answers as far
as possible. Manage your time thoughtfully so that you are able to complete the paper within the set
timeframe. The figures enclosed in brackets indicate the full marks for the respective questions.

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

Talk with nearly any HR manager in a company of considerable size, and they will tell you one thing. To
make HR function smooth, employees need to know what the policies are and how they are to be followed.
For without such policies there can only be chaos; out of that chaos can come serious organizational
problems. Well, somebody apparently forgot to tell Greg Strakosch, CEO of TechTarget, a Needham,
Massachusetts–based interactive media company, that policies need to be written and strictly followed.

Strakosch leads an organization of more than 400 employees in the high-tech media field. These employees
are located in three primary locations—Needham, San Francisco, and New York. What makes TechTarget
so unique is that employees are permitted to come and go as they please. TechTarget’s management has
implemented no attendance policies, nor offers employees sick leave benefits. Rather, as a general rule, the
company believes in hiring the best employees in the market, and then giving them the freedom and
autonomy to do their jobs. Simply stated, this means leaving them alone. Thus, if someone works better
from 4 P.M. until midnight, so be it. But they must remain available to others, should they need to be
contacted—availability by e-mail, cell phone, and the like. Yet if they need time off during the day to attend
a child’s school event or some other personal issue, they take it. No questions asked—ever.

But don’t assume that this “freedom” is risk-free. It carries with it significant responsibilities. Employees at
TechTarget are given quarterly goals that they must meet. While it’s true how and when employees
complete this work is up to them, failure to meet targets is not acceptable. Should that happen, the employee
is terminated.

Does TechTarget’s “autonomy” work? For the most part, the answer is yes. While employees have the
freedom to work when they want to, employees in the company report they often spend more than fifty
Page 1 of 4
 hours per week on job-related activities. But they do so in a way that’s convenient to them—which is
translating into success for the business. TechTarget was named one of the “Best Places to Work” by the
Boston Business Journal in 2008. And during its ten years of operation, company revenues have steadily
risen, even through the period from 2000–2003 when most tech companies fared quite poorly. Revenues in
2008 were up over 20 percent from the previous year. TechTarget has also started an international division.
Maybe there’s something to be said about giving employees their freedom!

Questions:
a. Do you believe that such an employee policy as described in the case can succeed in other companies?
Why or why not? (10)
b. What special HRM conditions must exist for such a plan to work? (10)
c. How do you think that these special HRM conditions relate to employee motivation? (10)

2. A profit making Training Institute particularly is focusing on regularly conducting Managerial and
Communication skills for urban based organizations/workers. This institute aims to run a 30 hours course
and train 300 people within the project duration of 6 months. Assuming that you are hired as a consultant by
this organization, prepare a HR plan for this project by explaining in detail HR planning process in context
of this project.
(10)

3. A publication and printing company established 3 years ago is facing lot of internal challenges like confusion
in work responsibilities, reporting line and duplication of works. This has led to increase in conflicts among
team members, dissatisfactions and work mistakes. In this context, do you think that the company should
carry out Job Analysis? If yes:
i. Explain what is Job Analysis?
(5)
ii. Clearly state the process will you follow to carry out job analysis for this company? (10)

4. What do you understand by strategic HRM? What possible strategies can organizations undertake to deal
with situation of overstaffing and understaffing? Answer using the following format: (15)

SN. Strategies for Overstaffing Possible Impact (after

implementing)

SN. Strategies for Understaffing Possible Impact (after

implementing)
Page 2 of 4
5. An Education Consultancy (for abroad studies) is seeking a hire a competent candidate for the job position
of “Marketing Executive” and has finalized the following text for vacancy advertisement to be published in
the national daily newspaper on December 22, 2016:

VACANCY FOR MARKETING EXECUTIVE

Detailed job description / requirements:
 Completion of Bachelor’s Degree preferably in business or marketing-related degree.
 Minimum of two years experience in the field of Marketing.
 E-commerce training preferable.
 Experience in all aspects of developing and maintaining marketing strategies, technical marketing skills.
 Strong understanding of customer, marketing dynamic and requirements.
 Excellent written and verbal communication skills.
 Excellent interpersonal skills and an ability to work in a team environment.
 Should be an expert on use of Social Networking websites like Facebook, Twitter, LinkedIn.
 Should be able to update current and live information on a daily basis.
 Must follow the ethics related to cyber use.
 The ability to use various computer applications such as MS- Office and graphics editor like Adobe
Photoshop. 

Special Instructions for Applicants: Only short-listed candidates will be called for an interview.
Telephone queries will not be entertained. Deadline for application: 15 days from the date of advertisement.
Xxyyzzedu Institute Pvt. Ltd.
GPO: 11122334455, Kathmandu, Nepal
E-mail: hr@xxyyzzedu.com

As a MBA student having acquired the knowledge on Recruitment and Selection, do you think there is room
for improvement in the above advertisement? If yes, using the AIDA concept and incorporating all
important aspects recruitment, redraft a vacancy advertisement in the best possible manner.
(10)

6. State and explain the various types of interviews. (10)

Page 3 of 4
 OR
What are the HR Issues evident in today’s work place and explain how Line Managers and HR Manager can
work together to deal with such issues? (10)

7. Write short notes on any TWO: (5 x 2 = 10)

a. Replacement Chart vs. Succession Planning
b. New HR proficiencies required for HR Manager
c. Job Enlargement vs. Job Enrichment
d. Socialization Process

All the Best!!!

Page 4 of 4