Human Resource Management DEC 2026
December 2026 Examination
Q1 A rapidly growing multinational technology firm has seen an uptick in employee turnover, particularly among high-performing engineers. Exit interviews reveal dissatisfaction with limited career progression and a lack of targeted skill development. The HR manager is tasked with addressing this talent retention issue by devising an intervention that also ensures employees’ goals are aligned with the firm’s broader innovation strategy. The company’s HR department is well-structured, with dedicated teams for talent acquisition, learning and development, and performance management, providing a solid foundation for new initiatives. How should the HR manager apply high-performance work system principles to design and implement an integrated training and career development framework that improves retention and aligns employees’ goals with the firm’s innovation strategy? (10 Marks)
Ans 1.
Introduction
The turnover issue of the technology company is a reflection of a disconnect between the employees’ expectations and the options offered within the organization. Engineers might value challenging work as well as relevant education and apparent career progression as well and as rewards for their financial performance. High-performance work systems is able to meet these requirements through integrated individuals rather than a few isolated programs for training. The HR manager should link learning and development for employees, their participation, performance feedback, and careers opportunities to the strategy. This can increase employee
Its Half solved only
Buy Complete assignment from us
Price – 190/ assignment
NMIMS Online University Complete SolvedAssignments session DEC 2026
Last date 28 Oct 2026
buy cheap assignment help online from us easily
we are here to help you with the best and cheap help
Contact No – 8791514139 (WhatsApp)
OR
Mail us- [email protected]
Our website – www.assignmentsupport.in
Q2 (A) A global consumer goods firm prides itself on its comprehensive succession planning, regularly identifying high-potential employees (HiPos) through assessments and grooming them for future leadership through targeted development. However, recent diversity reports reveal that the same group of employees is repeatedly chosen as successors, raising concerns about bias, missed potential, and a lack of innovation in leadership ranks. Evaluate whether the current succession planning approach is appropriate for building an equitable and effective leadership pipeline, considering its implications for diversity and inclusion. (5 Marks)
Ans 2A.
Introduction
The process of planning for succession is a way to ensure leadership continuity and prepare employees for their responsibilities. However, consistently selecting similar people can raise doubts concerning the validity and effectiveness of the process. A consumer goods company must continue to use structured development, while looking at whether the methods used to assess are able to recognize the different strengths of its employees and ensure an equitable
Q2 (B) A healthcare provider recently introduced a performance management approach emphasizing continuous development and personalized growth plans, linking potential appraisal with career advancement opportunities. However, some staff argue that the system favors extroverted or highly visible employees, while introverts and those performing critical but less visible roles feel overlooked. Furthermore, managers struggle to apply consistent criteria for assessing future potential. Evaluate whether potential appraisal is an appropriate basis for employee development and advancement in this context, considering the identified biases and inconsistencies. (5 Marks)
Ans 2B.
Introduction
A potential appraisal could help the healthcare company prepare its employees for job responsibilities in the future, as well as personalise their growth. But, extroversion and visibility can’t be trusted as substitutes for capabilities. The inconsistency of management guidelines also hinders the fairness of an organization. A company should take into consideration potential