NMIMS Solved Assignment Human Resource Management Dec 2026

NMIMS Solved Assignment Human Resource Management Dec 2026:  [Unique]
NMIMS Solved Assignment Human Resource Management Dec 2026 :

NMIMS Centre for Distance and Online Education (NCDOE)
Course: Human Resource Management
Internal Assignment Applicable for Dec 2026 Examination:

Assignment Marks: 20

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)
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)
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)