NMIMS Semester 3 June 2026 HRM Assignments
Corporate Finance
Q1 A mid-sized Indian manufacturing firm is experiencing declining profitability despite steady revenue growth. The CFO attributes this to escalating operational costs and inefficient asset utilization, compounded by a recent spike in short-term liabilities. The company is considering introducing automated inventory management and tighter receivables policies, but also faces pressure from suppliers demanding shorter payment cycles. The management team must ensure operational efficiency while maintaining liquidity, without compromising on the firm’s ongoing investment in quality improvements and expanding production capacity. Drawing on working capital management concepts, how should the firm apply cash flow forecasting, inventory control, and receivables management strategies to optimize liquidity and operational efficiency in this scenario? What specific actions would you recommend to balance short-term obligations and strategic growth initiatives?
Q2 (A) An Indian manufacturing firm is evaluating the purchase of a machine costing Rs.24,00,000 with the following expected operational data for 5 years: depreciation is calculated using the straight-line method over 5 years with zero salvage value. The machine will generate incremental cash inflows as per the table below. However, it requires an additional working capital investment of Rs.4,50,000 at the end of Year 1, recoverable fully at the end of Year 5. The firm’s cost of capital is 10% p.a. and corporate tax rate is 30%. Using the time value of money, determine whether the investment should be undertaken by calculating the Net Present Value (NPV) of all cash flows (including working capital impacts and tax shields on depreciation). Table: Year | Incremental Cash Inflows (before tax & depreciation) (Rs.): 1 | 7,00,000; 2 | 8,00,000; 3 | 9,80,000; 4 | 9,00,000; 5 | 8,50,000. Show all intermediate calculations in your answer.
Q2 (B) A firm has the following market values and component costs:
Component Market Value (Rs. lakh) Cost (Before Taxes)
Equity Share Capital Rs. 1050 15%
Preference Share Capital Rs. 150 10%
Long-term Secured Debt Rs. 750 9%
Short-term Unsecured Debt Rs. 100 11%
Corporate tax rate is 25%. The company is considering two alternative financing scenarios for a major expansion: Scenario A – increase secured debt by Rs. 250 lakh replacing an equal amount of equity; Scenario B – raise preference share capital by Rs. 100 lakh, reducing unsecured debt and equity equally. Assuming the respective costs remain unchanged and all weights are on the new market value proportions, calculate the WACC for each scenario and determine which scenario yields a lower WACC. Show all steps including tax adjustments and market value re-weighting.
Research Methodology
Q1 Rohit is tasked with comparing the effectiveness of various employee retention strategies as part of his research project. While conducting the literature review, he comes across contradictory studies – some find strong links between flexible work and retention, others see minimal impact. Rohit’s challenge is to objectively synthesise contrasting viewpoints and maintain balanced reporting while avoiding bias or publication bias. Apply the frameworks for critical literature review and ethical reporting to show how Rohit should handle contradictory findings. What steps can he take to ensure objectivity and present a comprehensive synthesis that upholds research integrity?
Q2 (A) A non-profit organization is conducting a field study to understand community participation dynamics during public health awareness events. The research director is torn between participant observation, which offers an insider’s view but risks researcher bias, and nonparticipant observation, which provides objectivity but may limit access to nuanced social contexts. Senior staff are also concerned about ethical integrity and the need for reliable data to influence policy recommendations. Each method presents unique advantages and dilemmas related to trust, data richness, and impartiality. Evaluate the appropriateness of participant versus nonparticipant observation in achieving the organization’s research goals. Critique both approaches by discussing how ethical, methodological, and practical concerns influence the reliability and depth of findings, and recommend the most suitable method with clear justification.
Q2 (B) A market research agency is hired to evaluate consumer perceptions of a new grocery store chain. The client suggests relying solely on brief paper-based surveys at the checkout counters, due to the ease of distribution and lack of digital infrastructure in the area. The agency, however, worries about manual data entry errors, low engagement, and incomplete responses. The client insists this is the most practical approach given budget constraints. Critique the client’s preference for exclusive use of paper-based questionnaires in this situation. What trade-offs must be considered between cost, data integrity, and research effectiveness? Justify an improved approach, considering the constraints, that maximizes both efficiency and data quality.
Manpower Planning, Recruitment and Selection
Q1. A leading financial services company is experiencing challenges filling specialized roles in new market locations. The HR team has relied heavily on traditional job postings and recruitment agencies but is facing low application rates and long hiring cycles. Recognizing the need for more proactive sourcing, the company’s leadership tasks HR with developing a strategic recruitment plan that aligns with the organization’s growth objectives. This plan must leverage both modern and traditional sourcing methods to build a future-ready talent pipeline while ensuring alignment with the company’s long-term vision. Apply the key principles of strategic recruitment planning to redesign the company’s hiring approach. How should the HR team integrate multiple sourcing channels and align recruitment practices with organizational goals to create an agile, future-focused talent pipeline?
Q2 (A). An electronics manufacturer has achieved strong results from Six Sigma projects, but employee morale remains low due to limited engagement and recognition. Leadership must choose one next step: (a) continue mainly with technical Six Sigma training, or (b) add a simple team-based recognition and involvement plan within the Six Sigma program. Evaluate which option is likely to improve both performance and morale, and justify your recommendation with one clear reason.
Q2 (B). A fast-growing e-commerce firm uses an AI-based ATS and online tests. Some hires perform well technically but struggle with teamwork and conflict resolution. The firm can add one step: (a) a structured behavioral interview, or (b) an assessment center simulation. Briefly compare them and recommend which is more suitable now, considering cost/time and ability to assess teamwork/conflict skills.
Compensation and Benefits
Q1. Elite Retailers Pvt. Ltd., a pan-India retail chain, recently conducted an internal audit and found inconsistencies in pay scales for similar roles across regions. Employee dissatisfaction is increasing, especially among high-performing female staff. The HR department is tasked with reviewing and standardizing compensation structures to ensure equity and compliance with statutory pay regulations like the Equal Remuneration Act. The management wants to ensure legal protection, organizational fairness, and an improvement in trust and retention rates. Apply the principles of compensation compliance to recommend a standardized compensation framework for Elite Retailers Pvt. Ltd. How can the HR team ensure both legal compliance and internal equity while addressing current employee grievances and enhancing organizational morale?
Q2 (A). A large manufacturing firm operates in multiple regions with varying costs of living. Employees in high-cost areas express dissatisfaction, believing the compensation strategy lacks external competitiveness and does not address their local realities. Simultaneously, the company’s centralized HR policy emphasizes uniform pay structures to reinforce a sense of fairness and internal equity. The senior HR manager asks you to assess whether the current approach best serves the organization’s needs. Assess the pros and cons of maintaining standardized pay structures versus adopting geographically-adjusted compensation in a multi-regional organization.
Q2 (B). A tech startup recently adopted an AI-powered platform to automate payroll and compensation adjustments. While efficiency improved, employees questioned how the system uses their data and raised concerns about algorithmic bias. Regulators are also increasing scrutiny over privacy practices in AI compensation tools. Leadership must now decide whether to revisit their technology strategy, enhance transparency, or revert to manual oversight. Assess the legal and ethical implications of utilizing AI-driven compensation systems, especially concerning data privacy and potential bias.
Industrial Relations and Labour Laws
Q1. A technology consulting firm has a diverse workforce operating across multiple project teams. A recurring issue of perceived favoritism in project assignments and performance appraisals has been reported, leading to several formal employee grievances citing bias and lack of transparency in managerial decisions. Team morale is low, productivity is declining, and key talent is considering exit. The HR department has no formalized procedure for grievance redressal and is under pressure from leadership to design an effective mechanism to address concerns and rebuild trust. Apply established grievance procedure frameworks to this scenario, outlining the steps the HR department should implement for effective grievance resolution. How can these procedures be tailored to ensure fairness, transparency, and timely outcomes in the organization’s context?
Q2 (A). GlobalAuto Ltd., a multinational automotive company operating in India, faces different demands from trade unions at various levels. Local unions are demanding higher wages, the national federation is seeking policy changes on contract labour, and the international federation is insisting on compliance with global labour standards. Evaluate how the company should manage these different union demands (Local, National, International). Suggest measures to maintain industrial harmony while protecting its reputation and operational stability.
Q2 (B). A multinational tech company operating in India is revising its Industrial Relations (IR) policy to comply with new labour laws. Some managers support a strict legal compliance approach, while others prefer a more inclusive and flexible IR policy that promotes employee engagement. Analyze the difference between strict legal compliance and inclusive IR policy approaches. Suggest which approach would be more suitable for the company’s long-term growth.
Organizational Development and Change
Q1. A leading manufacturing company is facing high employee turnover and inconsistent product quality across different plants. The management plans to introduce an Organization Development (OD) initiative using the General Model of Planned Change. They want to ensure that each plant’s unique culture is respected and that employees at all levels are involved in identifying and solving the problems. Apply the General Model of Planned Change to explain how the organization can address turnover and quality issues while ensuring employee participation and sustainable results across plant locations.
Q2 (A). A technology startup plans to introduce the OCTAPACE framework to build a collaborative and innovative culture. However, the HR team is inexperienced, budgets are limited, and employees are skeptical due to past failed change initiatives. Evaluate the risks and opportunities of implementing the OCTAPACE framework under these constraints. What should the organization focus on first to build employee trust and support?
Q2 (B). A large insurance company launches a new digital platform, expecting a seamless transition through systematic planned change. However, resistance emerges as employees express fears about job security, confusion over new processes, and a lack of trust in leadership’s motives. The implementation team focused almost exclusively on technical planning, with little effort to address emotional or psychological concerns. Stakeholder engagement was minimal and largely one-way. Evaluate the weaknesses of this change approach. What improvements are needed to address both technical and human factors in the transformation?
