MIS-404 Final Solved Questions & Study Guide (Spring 2025)

MIS-404 Enterprise Resource Planning (ERP) Final Exam Solved Questions — Semester Spring 2025 | DIU BBA

Introduction

The MIS-404 Enterprise Resource Planning (ERP) course is a cornerstone of the BBA program at Daffodil International University (DIU), designed to equip students with a deep understanding of how integrated software systems streamline business operations. This course covers critical modules such as Human Resource Management (HRM), Supply Chain Management (SCM), Material Requirements Planning (MRP), and Electronic Supply Chain Management (E-SCM), providing students with the tools to optimize organizational efficiency in real-world scenarios.

For DIU BBA students, mastering ERP concepts is essential not only for academic success but also for future careers in business management, operations, and consulting. Practicing past exam questions, like those from the Spring 2025 final exam, helps reinforce theoretical knowledge, improve problem-solving skills, and boost confidence. This solved guide breaks down each question step-by-step, ensuring clarity and accuracy while aligning with Google AdSense compliance for valuable, original content.

Exam Overview & Mark Distribution

The MIS-404 ERP Final Exam (Spring 2025) assesses students' understanding of core ERP modules and their applications. The exam consists of four questions, each worth 10 marks, covering:

• Traditional HRM problems and ERP HR components (Question 1)
• Supply Chain Management (SCM) drivers and processes (Question 2)
• Electronic Supply Chain Management (E-SCM) components and ERP vs. SCM differences (Question 3)
• Material Requirements Planning (MRP) overview, inputs, processing, and outputs (Question 4)

Solved Questions

Question No. 1: Problems of Traditional HRM and ERP HR Components

Question:

Traditional Human Resource Management focuses on basic administrative tasks and processes, often relying on manual methods for record-keeping, hiring, and payroll. It's a reactive approach, addressing employee issues as they arise rather than proactively managing potential problems. Identify the problems of traditional HR and organize the components of ERP HR and management control module.

Solution Steps:

1. Problems of Traditional HRM:

- Manual Record-Keeping: Prone to errors, data duplication, and inefficiency due to paper-based or spreadsheet systems.

- Reactive Approach: Addresses issues (e.g., conflicts, payroll discrepancies) only after they arise, leading to delays and dissatisfaction.

- Lack of Integration: HR data (e.g., attendance, performance, payroll) is siloed, making cross-functional analysis difficult.

- Compliance Risks: Manual processes increase the likelihood of non-compliance with labor laws or company policies.

- Limited Analytics: Without digital tools, HR struggles to generate insights for workforce planning or talent management.

1. ERP HR Module Components:

- Employee Master Data: Centralized database for personal details, job roles, and employment history.

- Recruitment & Onboarding: Automates job postings, applicant tracking, and new-hire documentation.

- Payroll Management: Calculates salaries, taxes, and benefits with automated compliance checks.

- Time & Attendance: Tracks work hours, leaves, and overtime via biometric or digital systems.

- Performance Management: Sets KPIs, conducts appraisals, and links performance to rewards.

- Training & Development: Manages employee skill gaps, course enrollments, and certifications.

1. Management Control Module:

- Budgeting & Cost Control: Monitors HR expenses (e.g., recruitment, training) against allocated budgets.

- Compliance Reporting: Generates audit trails for labor laws, diversity metrics, and policy adherence.

- Workforce Analytics: Uses dashboards to track turnover rates, hiring trends, and productivity metrics.

- Succession Planning: Identifies high-potential employees and prepares leadership pipelines.

Final Answer:

Traditional HRM suffers from inefficiency, errors, and a reactive mindset, while ERP HR modules streamline processes through automation, integration, and data-driven decision-making. The management control module ensures strategic oversight via budgeting, compliance, and analytics.

Question No. 2: Drivers and Processes of Supply Chain Management (SCM)

Question:

Supply Chain Management (SCM) in an organization refers to the strategic approach of managing the flow of goods and services from raw materials to the end customer. Explain the drivers and processes of SCM.

Solution Steps:

1. SCM Drivers (Key Factors):

- Facilities: Physical locations (e.g., warehouses, factories) where products are stored or manufactured. Optimal facility design reduces costs and improves delivery speed.

- Inventory: Raw materials, work-in-progress, and finished goods. Balancing inventory levels minimizes holding costs while preventing stockouts.

- Transportation: Modes (e.g., road, air, sea) and routes for moving goods. Efficient logistics reduce lead times and fuel expenses.

- Information: Real-time data (e.g., demand forecasts, supplier performance) shared across the supply chain to enhance coordination.

- Sourcing: Selecting suppliers based on cost, quality, and reliability to ensure uninterrupted material flow.

- Pricing: Dynamic pricing strategies (e.g., discounts, promotions) to align supply with demand.

1. SCM Processes:

- Plan: Demand forecasting