You have recently joined ABC Ltd. as the Senior HR Manager. The company has been facing high employee turnover and a severe drop in motivation levels within the
operational teams. An internal audit reveals that the underlying issue is poor Quality of Work Life (QWL) caused by highly repetitive, monotonous and rigidly designed clerical and technical jobs. As the HR Manager, prepare an action plan for the Board of Directors
to redesign these roles.
a) Clearly identify the core purpose of introducing a new job design at ABC Ltd.
b) Propose how you will practically implement Job Enrichment and Job Rotation to
eliminate monotony and boost employee morale.

What is the difference between a Functional Organisation Structure and a Matrix
Organisation Stru cture? Discuss the unique advantages and operational challenges an organisation faces when implementing a Matrix structure.

What is the difference between a Functional Organisation Structure and a Matrix
Organisation Stru cture? Discuss the unique advantages and operational challenges an organisation faces when implementing a Matrix structure.

What do you understand by 'Organisational Restructuring'? Discuss the primary reasons why established organisations choose to restructure their designs and outline the key steps involved in the restructuring process.

What do you understand by 'Organisational Restructuring'? Discuss the primary reasons why established organisations choose to restructure their designs and outline the key steps involved in the restructuring process.

Define the concept of 'Organisational Effectiveness'. Discuss how it differs from
organisational efficiency and explain any two major approaches/models used by
managers to evaluate the overall effectiveness of a modern organisation.

Examine the impact of artificial intelligence, digital learning ecosystems, analytics, diversity, and global workforce transformations on the future of Human ResourceDevelopment. Develop a futuristic HRD strategy for organisations in emerging economies like India that balances technological advancement with human-centric development and
ethical considerations.

Examine the impact of artificial intelligence, digital learning ecosystems, analytics, diversity, and global workforce transformations on the future of Human ResourceDevelopment. Develop a futuristic HRD strategy for organisations in emerging economies like India that balances technological advancement with human-centric development and
ethical considerations.

 Evaluate the role of counseling, coaching, and mentoring as developmental interventions in managing employee well-being, productivity, and organisational relationships. Design a comprehensive HRD intervention model that integrates these practices with industrial relations mechanisms to address workplace conflicts, stress, resistance to change, and mployee morale issues in large organisations.

“Organisations cannot achieve sustainable growth without a strong developmental culture.” Critically analyse this statement in the context of contemporary organisations. Create a strategic roadmap for developing an HRD culture and climate that promotes innovation,learning agility, psychological safety, and organisational commitment in hybrid workplaces.

A multinational organisation is experiencing declining workforce capability, leadership aps, and employee disengagement despite substantial investments in training programmes.As an HRD consultant, develop a competency-based HRD framework integratingcompetency mapping, performance analysis, career planning, and employee development interventions. Critically justify how your framework can enhance organisational effectiveness and talent sustainability.

Critically evaluate the evolution of Human Resource Development (HRD) from a trainingoriented activity to a strategic organisational development function. Design an integrated HRD system for a future-ready organisation operating in a volatile, technology-driven, and knowledge-intensive business environment. Explain how your proposed system aligns individual development with organisational competitiveness.
 

Critically evaluate the evolution of Human Resource Development (HRD) from a trainingoriented activity to a strategic organisational development function. Design an integrated HRD system for a future-ready organisation operating in a volatile, technology-driven, and knowledge-intensive business environment. Explain how your proposed system aligns individual development with organisational competitiveness.
 

 Industrial conflict is increasingly shaped by economic inequality, technological disruptions,
and changing employment relationships. Evaluate the major causes and consequences of
industrial conflict in contemporary organisations. Design a multidimensional conflict
resolution model that integrates labour law, participative management, social dialogue, and
preventive industrial relations strategies for sustainable workplace harmony

Critically analyse the effectiveness of traditional grievance handling and disciplinary
mechanisms in contemporary organisations characterised by workforce diversity, remote
work, and digital surveillance. Create an integrated grievance redressal and discipline
management framework that promotes procedural justice, employee trust, ethical
governance, and organisational accountability.

 A large manufacturing organisation is facing wage disputes, declining productivity, and
increasing mistrust between management and employees during a major technological
restructuring process. As an industrial relations consultant, formulate a comprehensive
collective bargaining and negotiation strategy to achieve sustainable industrial harmony.
Critically justify your approach with reference to bargaining structures, negotiation
techniques, and long-term employment relations outcomes.

Trade unions are facing an identity crisis in the modern employment landscape.” Critically
examine this statement in the context of platform work, contractual employment, artificial
intelligence, and flexible labour markets. Develop a futuristic trade union model that can
remain relevant in digitally mediated and non-traditional workplaces while maintaining
worker representation and organisational cooperation.

Critically evaluate the transformation of industrial relations from a traditional conflictoriented framework to a strategic employment relations approach in the era of globalisation,
digitisation, and gig work. Design a contemporary industrial relations framework suitable
for emerging economies like India that balances organisational competitiveness, employee
welfare, and labour rights.

 Define Fringe Benefits. What is their strategic purpose and how do they differ from
standard monthly allowances in motivating a multi-generational workforce? Also, write a
detailed note on Voluntary Retirement Schemes (VRS) as a soft option for organisational
downsizing. What are the administrative and ethical considerations that the management
must keep in mind while implementing VRS? 

 What is the significance of conducting external pay surveys? How do organisations
utilise market wage curves to design pay grades and bands? Explain the role of collective
bargaining and institutional mechanisms (such as Pay Commissions or Wage Boards) in
influencing structural wage fixation in Indian industries.