IGNOU MTTM 3 Free Solved Assignment 2022-23

IGNOU MTTM 3 Free Solved Assignment 2022-23 , IGNOU MMTM 3 MANAGING PERSONNEL IN TOURISM Free Solved Assignment 2022-23 If you are interested in pursuing a course in radio production and direction, IGNOU MTTM 3 can be an excellent choice. In this article, we will take a closer look at what IGNOU MTTM 3 is all about and what you can expect to learn from this course.

IGNOU MTTM 3 is a course offered by the Indira Gandhi National Open University (IGNOU) under the School of Journalism and New Media Studies. As the name suggests, it is a course on “Production and Direction for Radio.” The course is designed to provide students with a comprehensive understanding of radio production and direction and covers various topics related to this field.

IGNOU MTTM 3 Free Solved Assignment 2022-23

Q1. Discuss the characteristics and objectives of Personnel Management.

Personnel management, also known as human resource management, is the practice of managing employees in an organization. The main objective of personnel management is to manage the human resources of an organization in such a way that it can achieve its goals and objectives. Here are some of the key characteristics and objectives of personnel management:


  • Recruitment and selection: Personnel management is responsible for recruiting and selecting the right employees for the organization.
  • Training and development: Personnel management provides training and development opportunities to employees to enhance their skills and knowledge.
  • Compensation and benefits: Personnel management is responsible for managing the compensation and benefits of employees, including salaries, bonuses, and other incentives.
  • Employee relations: Personnel management is responsible for maintaining good employee relations and resolving conflicts that arise in the workplace.
  • Performance management: Personnel management is responsible for evaluating the performance of employees and providing feedback to help them improve.


  • To attract and retain talented employees: One of the primary objectives of personnel management is to attract and retain talented employees who can contribute to the organization’s success.
  • To improve productivity: Personnel management aims to improve productivity by providing employees with the tools, resources, and training they need to perform their jobs effectively.
  • To create a positive work environment: Personnel management aims to create a positive work environment that fosters collaboration, teamwork, and innovation.
  • To comply with legal requirements: Personnel management aims to comply with legal requirements related to employment, such as labor laws, health and safety regulations, and anti-discrimination laws.
  • To manage costs: Personnel management aims to manage the costs associated with human resources, such as salaries, benefits, and training expenses, while still providing a competitive compensation package to employees.

Overall, the main objective of personnel management is to ensure that an organization’s human resources are effectively managed to achieve its goals and objectives.

Q2. Write short notes on:-

a) Steps in Grievance Handling

Grievance handling refers to the process of addressing and resolving complaints or disputes raised by employees or stakeholders. Here are the steps involved in grievance handling:

  • Receiving the complaint: The first step is to receive the complaint from the employee or stakeholder who is aggrieved. This could be done through a formal or informal channel, such as a written complaint, email, phone call, or a face-to-face meeting.
  • Investigating the complaint: Once the complaint has been received, the employer or the designated authority should investigate the complaint. This involves gathering relevant information, such as talking to the employee or stakeholders, reviewing documents, and conducting interviews.
  • Identifying the cause: After investigating, the cause of the grievance needs to be identified. This helps in determining the appropriate course of action to address the issue.
  • Taking corrective action: Based on the findings of the investigation, corrective action needs to be taken to address the grievance. This could involve disciplinary action against the employee, mediation, counseling, or any other appropriate measure.
  • Follow-up and communication: It is important to follow-up with the employee or stakeholder to ensure that the corrective action has been effective in resolving the grievance. Communication should be clear and consistent throughout the process.
  • Record keeping: It is important to maintain records of the grievance handling process, including the complaint, investigation, corrective action taken, and follow-up. This helps in tracking the progress of the process and ensuring compliance with legal and organizational requirements.

b) Characteristics of Motivation

Motivation refers to the internal and external factors that drive an individual towards a specific goal or behavior. Some of the key characteristics of motivation are:

  • Activation: Motivation activates a person to start a behavior or task. It provides the energy and direction required to begin working towards a goal.
  • Persistence: Motivation helps individuals to persist in their efforts to achieve their goals, even in the face of obstacles or challenges.
  • Intensity: Motivation can vary in intensity. A highly motivated individual may put in more effort and work harder to achieve their goal, while a less motivated person may only put in minimal effort.
  • Direction: Motivation provides direction to behavior by guiding an individual towards a specific goal or outcome.
  • Personal: Motivation is personal and can vary from person to person. What motivates one individual may not necessarily motivate another.
  • Goal-oriented: Motivation is goal-oriented, meaning that it is directed towards achieving a specific outcome or objective.
  • Positive or negative: Motivation can be positive, such as a desire for personal growth or success, or negative, such as a fear of failure or punishment.
  • Internal or external: Motivation can come from internal factors, such as personal values or interests, or external factors, such as rewards or recognition from others.

Overall, motivation plays a critical role in driving individuals to achieve their goals and fulfill their potential.

Q3. Explain and evaluate the various methods of recruitment.

Recruitment is the process of finding and attracting qualified candidates to fill job openings in an organization. The various methods of recruitment can be broadly classified into two categories: internal recruitment and external recruitment. In this answer, I will explain and evaluate these two types of recruitment methods.

  1. Internal Recruitment: Internal recruitment is the process of filling job openings within the organization from the existing workforce. There are several methods of internal recruitment, including:

a. Job posting: This method involves posting job openings on the company’s intranet or bulletin board, allowing employees to apply for open positions.

b. Employee referral: This method involves encouraging employees to refer their friends or family members to apply for open positions within the company.

c. Talent management programs: This method involves identifying and developing high-potential employees within the company for future leadership positions.

Evaluation of Internal Recruitment: Internal recruitment has several advantages. It can help to retain employees by offering them new growth opportunities within the company. It can also save the organization time and money that would be spent on external recruitment. However, internal recruitment may limit the diversity of candidates, and it may create resentment among employees who are not selected for new positions.

  1. External Recruitment: External recruitment is the process of finding and attracting qualified candidates from outside the organization. There are several methods of external recruitment, including:

a. Job boards and career websites: This method involves posting job openings on job boards and career websites like Indeed or LinkedIn.

b. Campus recruitment: This method involves visiting colleges and universities to identify and recruit new graduates.

c. Recruitment agencies: This method involves outsourcing recruitment to external agencies that specialize in finding qualified candidates.

Evaluation of External Recruitment: External recruitment has several advantages. It can help to bring in fresh perspectives and new talent to the organization. It can also increase the diversity of the workforce. However, external recruitment can be costly and time-consuming, and it may not always result in the best candidates being selected for the job.

In conclusion, both internal and external recruitment have their advantages and disadvantages. Organizations must carefully evaluate their recruitment needs and choose the most appropriate methods to attract and retain the best talent.

Q4. Induction is an integrated part of training. Elaborate with the helps of examples.

Induction is a type of training that involves introducing new employees to their roles and responsibilities within an organization. It is an integrated part of training because it helps new employees to become familiar with the company culture, policies, and procedures, which are essential for their success in their new role.

One example of induction is the onboarding process for new employees. During this process, new hires are typically introduced to their team members and given an overview of the company’s values, mission, and goals. They are also given information about the company’s policies and procedures, such as its code of conduct, safety guidelines, and how to access company resources.

Another example of induction is training programs for new sales representatives. These programs may involve teaching new sales reps about the company’s products and services, as well as how to use customer relationship management (CRM) software to manage customer accounts. They may also provide guidance on effective sales techniques, such as how to overcome objections and close deals.

In both of these examples, induction is an integrated part of training because it helps new employees to become familiar with their roles and responsibilities. It also helps to ensure that they have the knowledge and skills necessary to perform their job functions effectively. By providing a comprehensive introduction to the organization, induction can help to increase employee engagement and reduce turnover, ultimately leading to a more productive and successful workplace.

Q5. Why is training needed in an organisation? Discuss on-the-job training methods.

Training is an essential aspect of any organization that wishes to improve its productivity and efficiency. It equips employees with the necessary skills and knowledge required to perform their jobs efficiently and effectively. In addition, training also helps in boosting employee morale and job satisfaction, which in turn reduces employee turnover rates.

On-the-job training (OJT) is one of the most common training methods used by organizations. It involves training employees while they perform their jobs. This type of training provides hands-on experience and allows employees to apply what they have learned in a real-world setting. Some popular OJT methods include:

  • Job shadowing: This involves pairing a new employee with a more experienced one, who will act as a mentor. The new employee will observe and learn from the mentor as they perform their daily tasks.
  • Apprenticeship: This is a formal training program that combines on-the-job training with classroom instruction. The employee will work under the supervision of a skilled worker and receive structured training and guidance.
  • Coaching: This involves providing one-on-one guidance and feedback to an employee to improve their skills and performance. It can be done by a supervisor or a more experienced colleague.
  • Job rotation: This involves moving employees through different jobs within the organization to provide them with a broad range of skills and experience.
  • Simulation training: This involves creating a realistic scenario that allows employees to practice their skills and decision-making in a safe and controlled environment.

In conclusion, training is essential for any organization to improve productivity, employee morale, and job satisfaction. On-the-job training methods, such as job shadowing, apprenticeship, coaching, job rotation, and simulation training, are effective ways to provide employees with hands-on experience and the necessary skills to perform their jobs efficiently.

6. What do you understand by Maslow’s Hierarchy of Human needs.

Maslow’s Hierarchy of Needs is a psychological theory proposed by Abraham Maslow in 1943. According to this theory, human needs can be organized into a hierarchical order, with more basic physiological and safety needs at the bottom and higher-level needs like self-actualization at the top.

The hierarchy consists of five levels:

  • Physiological Needs: These are the most basic needs required for human survival, such as food, water, air, shelter, sleep, and clothing.
  • Safety Needs: These needs include the desire for physical and emotional security, stability, and protection from danger, threats, and harm.
  • Love and Belonging Needs: These needs include the desire for social interaction, affection, love, intimacy, and the sense of belonging to a group or community.
  • Esteem Needs: These needs refer to the desire for self-esteem, respect, recognition, achievement, and status.
  • Self-actualization Needs: These needs refer to the desire to reach one’s full potential, to become the best possible version of oneself, to pursue personal growth, and to fulfill one’s unique talents and abilities.

Maslow believed that individuals must first satisfy their lower-level needs before they can move up the hierarchy to satisfy higher-level needs. In other words, once basic physiological and safety needs are met, an individual can focus on social and emotional needs, and so on.

Q7. Define job enrichment. How can jobs be enriched?

Job enrichment refers to the process of improving the quality of work by increasing the level of responsibility, autonomy, and challenge that an employee has within their role. It involves expanding the scope of the job by providing employees with more meaningful and interesting tasks, as well as opportunities for personal and professional growth.

There are several ways in which jobs can be enriched:

  • Task Variety: Increase the number and types of tasks that an employee is responsible for, so that they have a more diverse range of responsibilities.
  • Autonomy: Provide employees with greater control over how they perform their tasks and make decisions related to their work.
  • Feedback: Offer regular feedback and opportunities for learning and development to help employees improve their performance and grow in their role.
  • Responsibility: Increase the level of responsibility that an employee has, such as by giving them more authority to make decisions or manage projects.
  • Recognition: Provide employees with recognition and rewards for their accomplishments, such as promotions or bonuses, to increase their motivation and job satisfaction.
  • Advancement: Offer opportunities for career advancement and growth within the organization to encourage employees to develop new skills and take on greater responsibilities.

Overall, job enrichment can lead to greater job satisfaction, increased motivation, and improved performance, which can benefit both the employee and the organization.

Q8. What is career planning? How it differs from manpower planning.

Career planning refers to the process of setting goals and developing strategies to achieve them in one’s professional life. It involves identifying one’s strengths, interests, and skills, exploring different career options, and making informed decisions about the path to follow to achieve one’s desired career goals.

On the other hand, manpower planning is the process of forecasting the future workforce needs of an organization based on its current and future objectives. It involves analyzing the current workforce, identifying skills gaps, and developing plans to recruit, train, and develop employees to meet the organization’s needs.

The main difference between career planning and manpower planning is that career planning focuses on the individual’s career aspirations and goals, while manpower planning focuses on the organization’s workforce needs. Career planning is a personal activity that individuals undertake to manage their career development, while manpower planning is a strategic activity that organizations undertake to manage their human resources.

In summary, career planning is an individual-focused activity aimed at achieving career goals, while manpower planning is an organizational activity aimed at meeting workforce needs.

9. Write short notes on:

a) Methods of Appraisal

Appraisal is the process of evaluating and assessing the value, worth, or quality of a person, object, or situation. There are several methods of appraisal, and they can vary depending on the context and the purpose of the appraisal. Here are some common methods of appraisal:

  • Performance appraisal: This is the most common type of appraisal used in organizations to evaluate employees’ performance. It involves assessing an individual’s job performance against pre-determined criteria, such as goals, targets, and key performance indicators (KPIs). Performance appraisals can be conducted through self-assessment, peer assessment, or supervisor assessment.
  • 360-degree feedback: This is a multi-source appraisal that involves gathering feedback from multiple sources, including peers, subordinates, supervisors, and customers. The purpose of this type of appraisal is to provide a comprehensive view of an individual’s strengths and weaknesses.
  • Behavioral observation scale: This is a method of appraisal used to evaluate the frequency and quality of specific behaviors exhibited by an individual. This type of appraisal involves observing an individual’s behavior in a particular context and rating it against a pre-determined scale.
  • Assessment centers: This is a method of appraisal used to evaluate an individual’s competencies through a series of exercises, simulations, and assessments. This type of appraisal is commonly used in recruitment and development processes.
  • Critical incident technique: This is a method of appraisal that involves documenting specific incidents where an individual exhibited exceptional performance or behavior. This type of appraisal is often used in conjunction with other appraisal methods to provide a more comprehensive evaluation.
  • Essay appraisal: This is a qualitative method of appraisal that involves writing a detailed narrative describing an individual’s performance, strengths, and weaknesses. This type of appraisal provides a comprehensive view of an individual’s performance and is often used in conjunction with other methods.
  • Ranking method: This is a method of appraisal that involves ranking employees from the best to the worst based on their performance. This type of appraisal is useful for comparing employees’ performance and determining promotions or rewards.

These are just a few of the many methods of appraisal available. The choice of method will depend on the context and purpose of the appraisal, as well as the resources available to conduct the appraisal.

b) Promotion Policy

A promotion policy is a set of guidelines that outlines the criteria and process for advancing employees to higher positions within an organization. It typically includes information on job requirements, performance evaluations, eligibility criteria, and the types of promotions available.

Some common elements of a promotion policy may include:

  • Eligibility criteria: The policy should clearly outline the eligibility criteria for promotion, such as minimum years of service or specific qualifications.
  • Job requirements: The policy should outline the skills, knowledge, and experience required for each position in the organization, including the qualifications required for promotion.
  • Performance evaluations: The policy should describe the performance evaluation process, including how performance is measured and what criteria are used to evaluate performance.
  • Types of promotions: The policy should outline the different types of promotions available, such as promotions to higher positions, lateral promotions, or promotions with increased pay and benefits.
  • Promotion process: The policy should describe the process for applying for a promotion, including how applications are reviewed and how decisions are made.
  • Communication: The policy should specify how employees will be informed about promotion opportunities and how feedback will be provided to employees who are not promoted.

A well-designed promotion policy can help ensure that promotions are based on merit and that the process is transparent and fair. It can also help motivate employees to perform at their best and provide a clear career path for advancement within the organization.

Q10. What is counselling? Explain in brief the need for counselling in an organization.

Counselling is a process of providing assistance and support to individuals who are facing personal or professional challenges, such as stress, anxiety, depression, addiction, work-related issues, and relationship problems. It involves a confidential and non-judgmental conversation between a trained professional and a client, aimed at exploring the client’s thoughts, feelings, and behaviors and helping them gain insights, make positive changes, and cope with their difficulties.

In an organizational context, counseling can be a valuable tool for addressing a range of employee issues that can affect individual and organizational performance. Some of the reasons why an organization may need counseling services for its employees include:

  • Reducing Stress: The workplace can be a source of stress for employees, which can negatively impact their mental and physical health, as well as their job performance. Counseling can help employees manage their stress and develop coping strategies to enhance their well-being.
  • Improving Communication: Effective communication is essential for a healthy workplace, and counseling can help employees develop the skills to communicate effectively with their colleagues and supervisors.
  • Enhancing Work-Life Balance: Many employees struggle to balance their work and personal lives, which can lead to burnout and other negative consequences. Counseling can help employees find ways to achieve a better work-life balance and improve their overall quality of life.
  • Addressing Behavioral Issues: Employees who display problematic behaviors, such as aggression, harassment, or substance abuse, can be disruptive to the workplace and pose a risk to themselves and others. Counseling can help employees address these issues and prevent them from escalating.
  • Boosting Productivity: When employees are struggling with personal or work-related issues, their productivity and job satisfaction can suffer. Counseling can help employees overcome these challenges and enhance their job performance and motivation.

Overall, counseling can be a beneficial investment for organizations that value the well-being and performance of their employees. By providing employees with access to counseling services, organizations can create a supportive and healthy work environment that promotes personal and professional growth.

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