Human Resource Management (HRM): NMIMS Internal Assignment Applicable for Dec 2025 Examination

Human Resource Management

Dec 2025 Examination

Q1. Dr. Reddy’s Laboratories is creating a new global compliance manager position to oversee regulatory requirements across multiple countries. The HR team must conduct a job analysis to define the role’s responsibilities, required competencies, and performance standards. Given the complexity and international scope, relying on a single data collection method may not capture all relevant aspects. The HR team must select and combine appropriate job analysis methods, such as interviews, questionnaires, and observation, to ensure the job description and specification are robust and support effective recruitment and performance management. How should the HR team at Dr. Reddy’s Laboratories apply multiple job analysis data collection methods to ensure comprehensive and accurate job information for a new global role, considering the limitations of each method? (10 Marks)

Ans 1.

Introduction

As multinational corporations grow their worldwide presence, the complexity of positions managing compliance and regulatory frameworks increases. Dr. Reddy’s Laboratories, a prominent pharmaceutical company with operations in numerous countries, sees the development of a global compliance manager role as a strategic requirement. This position entails managing various regulatory frameworks, 

 

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Q2(A). A multinational corporation is recruiting for several global leadership positions. The HR team is debating whether to use structured interviews, which ensure consistency and comparability, or unstructured interviews, which allow for deeper exploration of candidates’ personalities and cultural fit. The company values both fairness and the ability to identify leaders who can thrive in diverse, cross-cultural environments. Assess the effectiveness of using structured versus unstructured interviews in the selection process for a multinational corporation seeking to fill global leadership roles. (5 Marks)

Ans 2a.

Introduction

Recruitment for global leadership positions in a multinational corporation is not a straightforward task. Leaders who are expected to operate across diverse geographies must possess a unique blend of technical expertise, strategic vision, cross-cultural competence, and emotional intelligence. The HR team is faced with a critical question: which interviewing method is most effective—structured interviews that emphasise consistency, objectivity, and fairness, or unstructured interviews that allow flexibility, personal insights, and exploration of fit within complex cultural environments? The answer lies not in choosing 

Q2(B). A large multinational is considering a major investment in AI-powered learning platforms and data analytics to personalize employee training and track development outcomes. While some leaders see this as a way to future-proof the workforce and increase agility, others worry about employee resistance, data privacy, and the loss of human touch in development. The HRD team must evaluate the overall impact of technology-driven interventions and propose strategies to ensure effective implementation. Critique the effectiveness of using technology-driven HRD interventions, such as AI-powered learning platforms and data analytics, in enhancing  employee competencies and organizational agility. (5 Marks)

Ans 2b.

Introduction

Human Resource Development (HRD) is progressively being moulded by technology, with artificial intelligence (AI) and data analytics leading the way. Large multinational corporations are looking at AI-powered learning systems that tailor training courses, propose content in real time, and use predictive analytics to track results. Advocates say that such interventions help future-proof the workforce, increase agility, and assure a more precise alignment of personnel