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Posted By: Manjit Singh Member Level: Diamond Posted Date: 06 Jan 2008
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2005 Indira Gandhi National Open University (IGNOU) Post Graduate Diploma MS22 (S) : HUMAN RESOURCE DEVELOPMENT June, 2005 Question paper
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MANAGEMENT PROGRAMME
Term-End Examination
June, 2005
MS22 (S) : HUMAN RESOURCE DEVELOPMENT
Time: 3 hours
Maximum Marks: 100
(Weightage 70%)
Note : (i) There are three Sections A, B and C.
(ii) Section A is meant for students who have registered for MS-22 prior to January 2005, i.e. upto July 2004.
(iii) Section B is meant for students who have registered for MS-22 from January 2005 onwards.
(iv) Attempt any three questions from Section A or B contingent on the registration period. All questions carry 20
marks each.
(v) Section C is compulsory for all, and carries 40 marks.
SECTION A
1. "The selection of role and type of HRD intervention is largely affected by the nature and objectives of the
organisation."
Comment on the statement and discuss the underlying concepts with suitable examples.
2. What do you understand by Supervisory Control ? Discuss the process involved in supervisory control.
3. Identify the major HRD mechanisms for blue-collar workers. How do these mechanisms contribute to
competency development and motivation ? Explain with examples.
4. Why is HRD important for health and family welfare workers ? How can HRD interventions help them develop
for effective implementation of the programme?
5. Write short notes on any three of the following :
(i) Task Analysis
(ii) Personal and Role Efficacy
(iii) Effective Team Building
(iv) Nurturing and Helping
(v) HRD-OD-IR Linkage
SECTION B
1. Define HRD and discuss various value anchored HRD processes. How do they affect development of an
organisation? Explain with suitable examples.
2. What is Performance Management ? How are Performance Management systems different from Appraisal
systems ?Briefly outline the problems which may affect Peformance Management effectiveness.
3. Define Organisation Development and discuss its operational goals. Explain various phases of OD, with
suitable examples.
4. What is HRD Audit ? Why is it important for an organisation's development ? Discuss various methodologies
used for HRD audit.
5. Write short notes on any three of the following :
(i) Basic processes of coaching and mentoring
(ii) Culture with reference to OD system
(iii) Cross-functional teams
(iv) Objectives of 360ยบ feedback
(v) Competency mapping
SECTION C
6. Please read the case and answer the questions given at the end.
SEWA - The purposeful beginning
SEWA (Self Employed Women's Association) was started in 1972, by Ela Bhatt, in the form of a union of the
unogranised sector, which was to be incorporated into the mainstream. It was observed that most of the
production of goods and services in the country was, at that time, done through the informal sector, and hence the
decision was taken io unionise this informal sector.
SEWA was not like a typical union i.e., unlike the usual union of workers, it (SEWA) spoke about the solidarity of
the workers themselves. It's purpose was fight for the mega system which exploited the vast working force
through its labour contract systems. The whole system typically involves the middlemen and money lenders and
the mindsets of the urban middle class, the educated, the upper castes, their perceptions of development. Thus,
through SEWA, efforts were made to question the whole system of policy making, the census (which had not
recorded them as workers), the definition and purpose of a trade union and the definition of 'worker'.
After the registration of SEWA as a trade union, it was found that the union activity stopped at a certain level and
the informal sector workers were hardly covered by any protective labour legislation. Added to this, profit making,
handling of cash etc., even sometimes caused conflicts of interest in the union. Hence, over a period of time, a
strategy of joint action by union and cooperative - a member based, democratic organisation, beneficial to the
unprivileged of society with networks at the state level, national level and international level was chosen.
It was felt that through a cooperative presence, SEWA would be able to obiatn bargaining power for all those who
are members as well as for those who were not a part of the co-operative. On the one hand, the producer's labour
value goes up and she enjoys a better bargaining power. Alongside, the other workers in the villages also have
wider choices in taking decisions related to who and how many have to go for work on the farms, whether the
workers should migrate or concentrate on home-based crafts and so on. And, on the other hand, for all those who
were not a part of SEWA, their wage structure (for both men and women) goes up. For instance, in case of the
agricultural workers : the new jobs create a shortage of labour in the region, so they also get higher wages.
Similarly, artisans also get higher wages. In this way SEWA is able to bring about economic changes in the
villages through the joint action of the union and cooperative.
'SEWA Bank' - A subsidiary
Inspite of unionising the self employed workers, it was found they faced two common problems :
Shortage of capital, forcing the workers to pay a heavy interest (often paying 10% interest per day).
Absence of owning their own means of productions (like handlooms, push carts etc.). They had to pay rent on
these from their own meagre income.
These two reasons prompted the decision at SEWA to have their own bank. In a period of six months, the
necessary share capital was collected, and SEWA tried for registration. But many objections were raised - How
can SEWA have cooperatives and a bank ? How to form a bank for workers who were women, undependable,
unreliable and who cannot even sign ?
Inspite of these inhibitions, the strongest point in their favour was that the workers were all economically
independent and generating cash every day. Thus, it was necessary for them to save money and also be able to
avail of credit, whenever necessary, rather than depending upon private money lenders. This necessity finally led
to the birth of the SEWA Bank.
The SEWA Bank is about one of the 10 co-operatives in SEWA with five kinds of primary co-operatives - dairy,
artisans, traders, services and labour. The SEWA Bank has a working capital of about Rs. 26 crores, while, the
other co-operatives registered under SEWA together have a working capital of Rs. 20 crores. When SEWA
discovered that many of its workers were unable to absorb more loans because of the many risks and outside
forces which did not allow them to expand their business, it decided to offer another form of financial services like
insurance schemes - against maternity risk, group insurance scheme to link all member workers with their
deposits and integrated social insurance bank service covering a wide range of services.
Other Activities and Vision for the Future
SEWA has attempted to create co-operatives of various services provided by the labour community especially in
the areas of domestic labour, health care, child care and video production. So as to enable these persons' to
market their services, efforts are being made to provide them training on a continuous basic.
Another effort on the pari of SEWA is to build a management system which wil help the labour force to stand firm
in the market. Such a system should not only help these people to have access to credit but also help them to be
literate enough to have a basic understanding of accounting, the interest rates and accessibility to market
infrastructure.
Another attempt of SEWA has been at coming together of women on a common platform, on the basis of work in
the form of co-operatives/union/federations or as workers or producers or economic agents, cutting across
barriers of caste, region and language.
SEWA's Attempt at Empowering Employees
The vision of Ela Bhatt, who started SEWA has always been to ensure that the informal sector is in the
mainstream of labour movement with a leading role to be played by the rural women. SEWA'S aim has been to
empower such women who are poor and illiterate to become economically active through the process of
empowerment. This view is slowly becoming a reality, when, after joining SEWA and attending formal training
programmes, such women have become bold, realised their sense of self through participating, facing, managing
situations and other people and thus learning to become 'leaders' in the true sense. Thus process of
empowerment has enabled them to develop an inbuilt strength to do liaison with the police, take up the causes of
fellow workers, actively participate in the decision making process especially while sitting on committees,
travelling and meeting people for the growth of the organisation.
At SEWA, there is no formal organisation structure as such. In the words of Ela Bhatt, "SEWA is like a banyan
tree, it grows and takes root, then these roots grow and take root...." i.e.. SEWA's growth is totally dependent on
its mernbers who become owners, managers, beneficiaries and a truely empowered organisation in the long run.
Questions :
(a) What are the unique features of SEWA ?
(b) Discuss the worker oriented development approach of SEWA affecting the performance.
Can you suggest ways in which private corporate organisations can also be involved in developing management
programmes along with SEWA for the upliftment of the rural people ?
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