NMIMS Solved Assignment Human Resource Management June 2026

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

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

Assignment Marks: 20
Instructions:
PLEASE NOTE: This assignment is application based, you have to apply what you have
learnt in this subject into real life scenario. You will find most of the information through
internet search and the remaining from your common sense. None of the answers appear
directly in the textbook chapters but are based on the content in the chapter.

l All Questions carry equal marks
l All Questions are compulsory
l All answers to be explained in not more than 1000 words for question Q1 and for question Q2(A)
and Q2(B) in not more than 500 words for each subsection. Use relevant examples, illustrations as
far as possible
l All answers to be written individually. Discussion and group work is not advisable.
l Students are free to refer to any books/reference material/website/internet for attempting their
assignments, but are not allowed to copy the matter as it is from the source of reference.
l Students should write the assignment in their own words. Copying of assignments from other
students is not allowed
l Students should follow the following parameter for answering the assignment questions

Q1 A rapidly expanding e-commerce startup has been experiencing mismatches between
employee capabilities and job roles, resulting in frequent underperformance and
morale issues. The HR team, previously focused on generic job postings and annual
performance reviews, now wants to leverage job analysis data to directly inform
training, recruitment, and performance management systems. However, they lack a
structured process to translate complex job analysis findings into actionable HR
strategies that can keep pace with the company’s growth and frequent changes in job
content. How should the HR team apply job analysis insights to systematically
develop and align competency-based recruitment, performance management, and
targeted training programs?
(10 Marks)
Q2 (A) Horizon Tech, a rapidly expanding IT services company, needed to hire 50
professionals across various departments within three months. Its revamped selection
process included resume screening, online technical tests, multi-stage interviews, and
stringent reference and background checks. While the process successfully met hiring
targets with candidates who fit both technical and cultural expectations, some
department managers observed that certain niche skills were still underrepresented
and suggested further customization of recruitment practices. Evaluate the
effectiveness of Horizon Tech’s revised selection process in balancing speed, quality,
and role-specific requirements.
(5 Marks)
Q2 (B) Tech PT, renowned for its corporate training and performance management systems,
has experienced declining employee retention rates and mixed results in leadership
pipeline development. The company offers a wide array of technical training
modules, a career progression framework, wellness initiatives, and performance
appraisals linked to rewards. However, team leaders are divided—some argue that
career development and succession planning programs are failing to adequately
prepare employees for future roles, while others believe wellness and employee
engagement are not integrated into talent development. Evaluate how Tech PT can
improve the integration of career development and succession planning to enhance
overall employee retention.
(5 Marks)