Human Resource Development — DU B.Com. (Hons.) Previous Year Question Papers

1. (a) Discuss the role of Human Resource Development in improving employee performance and organisational effectiveness. Explain how HRD culture and climate influence employee motivation and growth. (9) (c) Differentiate between Human Resource Management and Human Resource Development. What are the contemporary issues in HRD? (9) (d) Explain the concept and process of simulation and in-basket exercises as training methods. How do these techniques help in developing decision-making and problem-solving skills among managers? (9) 2. (a) Explain the role of performance coaching and feedback in enhancing employee performance. How does it support continuous learning and improvement? (9) (b) Examine the significance of rewards, employee welfare, and work-life balance in HRD. How do they influence employee motivation and productivity? (9) (c) Discuss the importance of career planning and training in HRD. How do these practices help in employee growth and organisational success? 3. (a) Discuss various models of HRD and curriculum design. How do these models help in structuring effective learning programmes? (9) (b) Differentiate between individual learning and group learning. Discuss their significance in organisational development. (9) Explain the importance of evaluating HRD programmes. What methods can be used to assess their effectiveness? (9) Explain the implementation process of training programmes. What challenges may arise during execution? (9) (c) (d) Discuss various methods of evaluating training programmes. How can training effectiveness be measured? (9) Explain the Kirkpatrick model of training evaluation. Highlight its advantages and limitations. (9) 5. (a) Write short notes on any two of the following : (i) Components of HRD (ii) Performance Appraisal (iii) Vestibule Training (iv) Role Play and Simulation as Training Techniques (b) Read the Case Study carefully and attempt the questions: Zenith Digital Services, located in Pune, is a mid-sized outsourcing company. In the past year, the company hired around 180 employees for technical support, operations, and client management roles. However, within a few months, many new employees either left the company or expressed dissatisfaction in surveys. The HR department found that the training program was outdated and mostly based on presentations with very little practical learning. It also treated all employees the same, without considering different skill levels and learning abilities. Ritika, the Learning and Development Manager, decided to improve the training system. A Training Needs Analysis was conducted to identify employee requirements. Based on the results, a blended training program was introduced that included mentoring, simulation exercises, and hands-on assignments.