Dead line for submission 2nd April 2015.

Sr No
Subject
1
Supply Chain Management
2
Social Marketing

Major
Mkt
Mkt

Entrepreneurship Development

Mkt

4
5
6
1
2
3

Sectoral Marketing Practices

Industrial Marketing
Rural And Agriculture Marketing
Labor Laws-IV
Case in HR
Competency Mapping & Career
Development
Environment Management &
CSR
Human Resourse Information
System
PR & Corporate
Communications

Mkt
Mkt
Mkt
HR
HR
HR

4
5
6

Remark
Announced
shortly
Assignment already
given in class room

Announced
shortly

HR

Announced
shortly

HR

Announced
shortly

HR

Announced
shortly

INDIRA INSTITUTE OF MANAGEMENT

JUNE 2013-2015 BATCH
PGP SEM IV
Student Name
- .
.............................
Major
..

Subject Name

Office use only -

Marks:

Faculty Signature:

Date:

Sectoral Marketing Practices

Q1) Government of India wants to market generic drugs of diabetes to people of
India who are ACCOSTEMED to buying it through Doctors perceptions. Health the
government the buy coming up with marketing skims for selling the drugs.
Q2) Incredible India is a theme for selling India as tourist as a destination to
foreigners. How will you market it abroad?
Q3) AAP party has very low fund and is facing partys with deep pockets, how will it
find the present daily election with low budget.
Short Notes

1) Design a distribution scheme for marketing ajin temple of Mount Abu you should reach the
villagers of Kerala.
2) Describe the marketing of Pharmaceutical Druges. Explain the complete process.

Supply Chain Management

Q.1)Define the terms supply chain and supply chain management
Q.2)What is meant by time-based strategies? Discuss how cycle time can be
reduced in supply chain management?
Q.3) Distinguish between dependent demand and in dependent demand
inventory system?
Write shorts notes :
Bar Coding
Transportation Documents
Rural and Agricultural Marketing
Q.2) Elaborate causes for low uptake in Marketing Profitability of Agricultural
Produce.
Q.3) Critically examine nature and scope of Agribusiness in present
situation.
Q.4) State different dimensions and salient features of Indian Rural
Economy.
Q.5) Explain need of development of infrastructure facilities in Rural
India.
Industrial Marketing
Q.1) Discuss with example how Industrial Buying Process is different from
Consumer Buying Process. Give examples.
Q.2How are Industrial Goods and Services classified ? How does the buying
process differ for each of the classification ?
Q.3) Which factors would you consider while deciding price of any industrial
product in general ? Which specific factors you will consider for pricing
of Computer Maintenance Service ?
Q.4) Discuss opportunities and threats to marketing of Industrial Products due
to global sourcing for India.

HR

LABOUR LAWSIV

1Explain the concept of Bonus and eligibility for Bonus.

2 Explain procedure for fixation of Minimum Wages.
Write short notes
a) Claim for Gratuity
(b) Need for fixing minimum wage
(c) Allocable and available surplus

CASES IN HR
Case No. 1
VRS : Voluntary Retirement Scheme
Garuda Enterprises Ltd. is a public limited company employing more than
1600 regular employees apart from about 250 contract employees. There is a
strong union operating in the company and the management union relations
are cordial. January 2011 was the month when many employees were on leave
and management had initiated action against some employees for absence
without leave during 2010. Both these were a regular feature in the company
every January.
This January 2011, however, the company decided to launch a VRS scheme to
reduce its permanent workforce and rationalize the manpower. The scheme was
worked out and published for the employees on 27th January. The Scheme
5

stated that employees must submit their applications on or before 31st January
2011 and management will then take a decision about acceptance or nonacceptance of the VRS applications. Among the various applicants there were
two applicants against whomaction for absence without leave was initiated and
one applicant who was on leave during 27 to 31 January. The two applicants
against whom disciplinary action was initiated submitted their applicationson
28th and 29th January respectively. The third applicant, who was on leave,
resumed on 4th February 2011 and then submitted his application on 5th
February 2011. Company considered all applications and rejected some
applicationsincluding these 3 applications. The reasons forwarded by the
Company were that in case of two employees, disciplinary action was in
processand in case of the third employee he submitted his application afterthe
due date i.e. 31st January 2011. Towards end of February the two employees
were awarded punishment of 2 days suspension without
wages.Upon hearing that their applications were rejected, the 3 employees went
to Union and the Union is now agitated about the action of management in not
accepting the VRS application of these 3 employees.
Questions :
(i) Is the action of management right? How ?
(ii) What can the Union do in this respect?
(iii) What should be the principles involved in operating a VRS scheme ?
Case No. 2
Dravid Power Ltd.Gratuity Case
Dravid Power Ltd. was founded in 1965 and it now employs 550
workmen and staff. All the labour laws are applicable to the company and
company is implementing all the provisions to its best.In January 2009 the
management revised the salaries of all employees.In calculating the new
salaries the Accounts staff committed some mistakes and among various
employees one Mr. Kusalkar was given Rs. 5,000 more per month. Mr. Kusalkar
also did not bother much
as he thought that this is his revised wage.In December HR department
informed Mr. Kusalkar he would be superannuated as he was completing 60
years of age on 15th December.He was also informed that he would be in
employment till 31st
6

December and paid all his dues on 31st December. On 31st December when Mr.
Kusalkar got the statement of dues, he noticed that his gratuity amount was
only Rs. 2,50,000 which according to his calculation ought to be Rs. 3,10,000.
He approached the HR department where he was told that there was a mistake
in calculating his revised salary and he was paidRs. 5,000 excess for last 12
months which amount was adjusted from the gratuity amount payable to him.
Mr. Kusalkar did not agree and said that the revised salary was granted to him
by management and at this stage it cannot be called as a mistake when
payment for 12 months is made. He said that he amount was adjusted; he
would not participate in the send offfunction and not accept the last gift of
management.
Questions :
1. Was the HR department right in adjusting the amount of excess
wages paid ?
2. Was Mr. Kusalkar right in stepping out of the send off function,
and not accepting the last gift of management ?