Critically examine the universal perspectives of organisation design-bureaucratic, behavioural, and contingency models. Evaluate their strengths and limitations with suitable organisational examples.

Discuss the meaning and the theories of organisational design.

Discuss the role of leadership in increasing the productivity of an organization. Illustrate with the help of examples.

Choose a diversified corporation and assess the portfolio using the BCG matrix and analyze the strategic soundness of the current resource distribution among SBUs.

Identify two organizations of your choice and explain the hierarchy related to the strategic intent.

What is the essence of strategy? Explain the factors that help in decision making when formulating a strategy. Illustrate with the help of examples.

Perform a PESTEL analysis for an organization of your choice. Determine the most important external factors that impact the sector and explain their influence on strategic decision-making.

Identify and explain any three emerging trends in organisational behaviour, such as employee empowerment, organisational citizenship behaviour, diversity management, organisational inclusiveness or positive approaches to work behaviour. How can managers leverage these trends to enhance organisational effectiveness and employee well-being?

What is meant by group dynamics and team building? Discuss the role of communication, counselling and conflict management in developing effective interpersonal and group relationships in organisations.

Describe the importance of leadership in organisations and briefly outline any two theories of leadership. How do organisational power, politics and culture together influence decision making and employee behaviour?

Discuss the major determinants of personality and explain how personality traits influence organisational behaviour. How do perception and attribution processes affect employee motivation and performance in organisations?

Explain the interface among society, environment and organisation. How do key social processes (such as cooperation, competition, conflict and socialisation) shape human behaviour and expectations at the workplace? Illustrate with suitable organisational examples.

Identify and discuss any three contemporary issues or challenges in implementing HRD in Indian organisations (for example, technology change, restructuring, skill obsolescence, diversity, or union involvement). How can systematic HRD audit and feedback from HRD experiences help strengthen HRD climate and processes?

What is meant by comparative HRD? Compare the HRD philosophy and practices of Indian organisations with those of organisations in any other country or region you are familiar with, highlighting key similarities, differences and lessons for Indian organisations.

Who are HRD professionals and what competencies do they require in the emerging business context? Describe the roles of line managers and HRD specialists in designing, implementing and sustaining HRD interventions in organisations.

Discuss the role of career planning and development as an HRD mechanism. How do competency mapping and performance management systems together support individual growth and organisational effectiveness? Illustrate with an example of an organisation you are familiar with.

Explain the concept, goals and core principles of Human Resource Development (HRD). How is HRD different from Human Resource Management (HRM)? Briefly describe the main HRD systems and sub-systems in an organisation, citing suitable examples.

Why is it necessary to monitor and review Human Resource Plans periodically? Identify key indicators that can be used to evaluate the effectiveness of HRP and suggest measures for improving the HRP system in organisations.

Discuss the role of recruitment, selection and placement within the framework of Human Resource Planning. How do internal mobility practices (transfers, promotions) and career planning policies support long-term HRP in organisations?

Define job analysis and job evaluation and bring out the distinction between them. How do job descriptions, job specifications and job evaluation contribute to optimal deployment and utilisation of manpower in an organisation?