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
In the pharmaceutical sector today, which is quite international, compliance management has gotten more difficult because companies have to keep an eye on different sets of rules in different nations. Dr. Reddy’s Laboratories, while creating a new global compliance manager role, must ensure that the job description and specification accurately reflect the responsibilities, competencies, and performance standards essential for success in such a strategic position. A single method of job analysis, though useful, may not be sufficient to capture the multidimensional nature of this global role. Hence, the HR team must employ a combination of methods such as interviews, questionnaires, and observation, complemented by secondary data from regulatory guidelines. This multi-method approach ensures a more comprehensive, accurate, and balanced job analysis, strengthening
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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
In multinational corporations, recruitment for global leadership positions requires methods that balance fairness, consistency, and the ability to identify cross-cultural adaptability. Interviews remain one of the most critical tools in assessing leadership qualities. Structured interviews provide uniformity, enabling objective comparisons, while unstructured interviews allow deeper insights into personality, leadership style, and cultural intelligence. Both methods offer unique strengths and limitations. A thoughtful evaluation of their effectiveness is essential for selecting leaders who can thrive in diverse, global
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
The rise of AI-powered learning platforms and data analytics has transformed how organizations approach employee development. For multinationals seeking agility, such technology-driven interventions offer personalization, scalability, and data-driven insights into workforce competencies. However, concerns regarding employee resistance, privacy, and the dilution of human touch cannot be overlooked. Evaluating both benefits and limitations is critical to ensure that technology enhances, rather than replaces, human-centered development. The effectiveness of such interventions ultimately depends on
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