MMPH 007 Solved Guess Paper prepared by Unnati Educations is a 14-question revision file for IGNOU's Compensation and Rewards Management paper, with every answer already written out in exam format. It is built for the learner who has the eGyanKosh blocks open, three weeks left, and no idea which of the thirteen units actually turn into questions.
We read seven Term-End papers before deciding what goes in, then wrote the answers the way an examiner expects to receive them: definition first, then structure, then a closing line.
The paper sits in Semester 3 of the MBA and is a four-credit course, so the Term-End Examination carries 100 marks at 70 per cent weightage. MMPH 007 is a theory paper end to end. There is no numerical section, no case-based compulsory question and no laboratory component, which means the marks are decided almost entirely by how cleanly you can organise a 450-word written answer under time pressure.
MMPH 007 Compensation and Rewards Management at a Glance
MMPH 007 is a four-credit Semester 3 theory course worth 100 marks, examined in three hours, where you attempt any five of eight questions of 20 marks each. The figures below are the ones every answer on this page is calibrated against.
- Course code and title: MMPH 007 Compensation and Rewards Management
- Programme: MBA and MBA in Human Resource Management (MBAHM), also PGDIHRM
- School: School of Management Studies, IGNOU
- Semester and credits: Semester 3, four credits
- Blocks and units: 4 blocks, 13 units
- Exam duration and marks: 3 hours, 100 marks, weightage 70 per cent
- Paper pattern: 8 questions in one section, attempt any 5, all carrying 20 marks
- Questions in this guess paper: 14 questions with full solutions
- Sample answers shown below: 5 of the 14, with 9 remaining in the paid PDF
- Sessions analysed: 7 papers, June 2023 to June 2026
- Target sessions: December 2026 and June 2027 Term-End Examinations
- Answer language: English
Key examination and course facts for IGNOU MMPH 007 Compensation and Rewards Management
1. What the MMPH 007 Solved Guess Paper 2026 Contains
The file is a 14-question paper in which every question carries a complete, exam-length written answer mapped to its block and unit. Nothing in it is a question list or a topic heading waiting for you to fill in. Eight things define the product:
If you are collecting revision files across several codes this semester, the full IGNOU Solved Guess Paper library is organised by programme and course code, so the MBA and MBAHM codes sit together rather than being scattered.
2. Five Sample Questions with Answers from the MMPH 007 Guess Paper
Five of the 14 MMPH 007 answers are reproduced below in shortened form so you can judge the writing before you buy; the remaining 9 are in the PDF. In the file itself each of these runs to the full 450 words with every supporting point intact. What we have trimmed here is depth, not accuracy.
Sample 1. Functions and responsibilities of the compensation programme
Discuss the functions and responsibilities of the compensation programme. What are the management responsibilities regarding the compensation management programme?
The functions of a compensation programme rest on three aspects: determining wage rates and the wage structure, maintaining the rationality of that structure so differentials continue to reflect evaluated job content, and deciding the method of wage payment, whether time-rated, piece-rated or incentive based.
Around these sit the working functions. The programme formulates compensation plans, sets criteria for wage and salary determination, runs the job evaluation system, ascertains going rates in the industry, analyses government regulations and union agreements, recommends increases, administers fringe benefits and incentive systems, and maintains records.
Management responsibilities are five. Staff the function with a specialist who also understands general management and employee relations. Locate it in the personnel division at a senior level. Constitute a coordinating committee with divisional heads from personnel, industrial engineering and finance. Review the structure continuously so it can be redesigned without hurting productivity. Balance labour cost against the need to attract and retain people.
Sample 2. Wage under the Wage Code 2019 and the factors in fixing minimum wage
What is the concept of wage under the Wage Code, 2019? What are the factors to be taken into account while fixing the minimum wage?
The Wage Code, 2019 followed the Second National Commission on Labour's finding that wage legislation had become complex and inconsistent. It subsumes four statutes, the Payment of Wages Act, the Minimum Wages Act, the Payment of Bonus Act and the Equal Remuneration Act, and gives one definition of wages covering basic pay, dearness allowance and retaining allowance.
The exclusions matter as much as the inclusion. House rent allowance, conveyance allowance, overtime, commission, gratuity, employer contributions to provident fund and retrenchment benefits stand outside wages, but where these exceed one-half of total remuneration the excess is added back.
On minimum wage the 15th Indian Labour Conference of 1957 laid down five norms: three consumption units per earner, a net intake of 2,700 calories on Dr Aykroyd's recommendation, 18 yards of cloth per head a year, rent at the Industrial Housing Scheme level, and 20 per cent for fuel, lighting and miscellaneous. In Workmen v. Reptakos Brett and Co. (1992) the Supreme Court added a sixth head, 25 per cent for education, medical needs, recreation and old age.
Sample 3. Methods and systems of job evaluation
Describe the various methods and systems of job evaluation. Also write their advantages and disadvantages.
The British Standard Institution (1969) treats job evaluation as a generic term for methods of determining the relative worth of jobs. Conventional methods split into non-quantitative, the ranking and classification methods, and quantitative, the point rating and factor comparison methods. Innovative systems include time span of discretion, the decision band method, direct consensus, the Hay guide chart profile and the Urwick-Orr profile.
Ranking sorts whole jobs by worth. It is the simplest and quickest and leaves room for bargaining, but adjacent ranks get equal differentials and no committee member knows every job. Classification matches global job descriptions to predefined grades. It is easier and faster, yet nearby jobs fall into different classes and the grade prerequisites are hard to fix.
Point rating analyses a job through five to eight factors and twenty to fifty sub-factors, each graded in degrees carrying points. It is the most widely used and the most defensible because the result is numerical, but it is slow and needs benchmark jobs for every degree.
Sample 4. International trends in compensation and rewards management
Give a brief overview of the international trends in compensation and rewards management.
The traditional package had four components: basic pay, a mechanism to offset lost purchasing power, an incentive for effort beyond the norm, and fringe benefits. That design suited stable organisations with fixed job descriptions and fits badly with flat, team-based and networked structures.
Three approaches now compete. Job related compensation remains the most prevalent, tying the annual increment to performance inside a job-specific pay range. Performance related compensation adds a periodic incentive linked to individual or group results, sharing business risk with employees. Competency related compensation, the newest, links basic pay to the job holder's competencies rather than to the worth of the job.
Hay and McBer describe a competency as a characteristic shown to drive superior performance. The model rests on four building blocks: competencies themselves, career stages running from dependency through independence and contribution through others to leadership through vision, broad pay bands, and 360-degree feedback. Post-pandemic reward strategy has added well-being programmes, flexible hours and HR analytics used to fine-tune pay for retention.
Sample 5. Bonus, profit sharing and stock options
Explain the concept of bonus, profit sharing and stock options. Discuss their advantages and disadvantages.
Bonus is a payment to workmen over and above the usual wage. The practice began in India in 1917 in the Bombay and Ahmedabad cotton textile industry. No statute defines it, yet the Payment of Bonus Act, 1965 creates a liability: a minimum of 8.33 per cent of salary whether or not there is allocable surplus, and a maximum of 20 per cent. At the minimum level it has quietly become a deferred wage unrelated to productivity.
Profit sharing pays employees a share of net profits in cash, deferred form or equity. It lifts motivation, participation and wage flexibility, but being group based it carries the free-rider problem, shifts risk to employees and demands transparent book-keeping.
Stock options are rights to buy stock at a set price, governed in India by the SEBI guidelines effective June 1999. They aid retention of knowledge workers and give them a stake, while exposing employees who already risk their jobs to a second risk on their savings, with contested tax treatment at grant and again on conversion.
These five run to roughly 200 words each here. In the PDF each is the complete 450-word answer, and the other nine questions cover macro and micro policy frameworks, the wage concepts distinguished, aspects of wage determination, internal and external equity with the job evaluation procedure, economic and behavioural wage theories, pay surveys, Pay Commission against Wage Board, allowances and fringe benefits, and VRS as a soft option.
Students who want to verify these predictions for themselves can work through the IGNOU Previous Year Question Paper collection alongside the guess paper, which is the honest way to test any claim a seller makes about repeat topics.
3. MMPH 007 Compensation and Rewards Management Block and Unit Index
MMPH 007 runs to 13 units across four blocks, and the examiner draws all eight questions from within them. The table maps each unit to the specific ideas you must be able to write about, and to the question in our paper that covers it.
| Block | Unit | Unit title | What you must be able to write from it | Covered by |
|---|---|---|---|---|
| Block 1 Compensation and Rewards: An Overview | 1 | Compensation and Rewards Management | Three core aspects of the compensation programme, the working functions, and the five management responsibilities including specialised staffing and the coordinating committee | Q1 |
| Block 1 Compensation and Rewards: An Overview | 2 | Frameworks of Compensation Policy and Reward System | Macro public policy aims on wages against the ten micro considerations, plus why concepts such as fair wage resist translation into money terms | Q2 |
| Block 1 Compensation and Rewards: An Overview | 3 | Economic and Behavioural Issues | Subsistence, surplus value, wages fund, marginal productivity and bargaining theories, set against content, process and contemporary behavioural theories | Q8 |
| Block 1 Compensation and Rewards: An Overview | 4 | International Trends | Job related, performance related and competency related pay, the four building blocks of the Hay competency model, and post-pandemic well-being rewards | Q9 |
| Block 2 Legal Frameworks of Compensation and Rewards | 5 | Bases of Wage Determination | Economic, sociological, political, psychological and ethical influences on wage fixation, including the special features of labour as a seller | Q5 |
| Block 2 Legal Frameworks of Compensation and Rewards | 6 | Legal Framework | The Wage Code, 2019 definition and its exclusions, the 15th ILC norms of 1957, and the sixth head added in Reptakos Brett (1992) | Q3, Q4 |
| Block 3 Compensation Management | 7 | Job Evaluation and Internal Equity | Ranking, classification, point rating and factor comparison with merits and demerits, and the nine-step job evaluation procedure | Q6, Q7 |
| Block 3 Compensation Management | 8 | Pay Structure | Basic pay and dearness allowance design, index-linked and flat-rate DA systems, and how pay ranges and grades are constructed | Background reading |
| Block 3 Compensation Management | 9 | External Equity and Pay Surveys | Informal, external and commissioned surveys, the job title, job description and job evaluation methods, and benchmark job selection | Q10 |
| Block 3 Compensation Management | 10 | Institutional Mechanisms for Compensation | Pay Commission against Wage Board composition and scope, plus merits and demerits of unilateral fixation, bargaining and adjudication | Q11 |
| Block 4 Rewards Management | 11 | Reward Systems | Design of performance-linked reward systems and the balance between financial and non-financial recognition | Background reading |
| Block 4 Rewards Management | 12 | Incentive Schemes | Bonus under the 1965 Act with its 8.33 and 20 per cent limits, profit sharing against gainsharing, and ESOPs under the 1999 SEBI guidelines | Q12 |
| Block 4 Rewards Management | 13 | Allowances, Perquisites and Benefits | Dearness allowance systems including the Desai Award formula, the full list of allowances in practice, and seven categories of fringe benefit | Q13 |
Note on downsizing and VRS: the voluntary retirement material examined in June 2025 sits at the end of Block 4, immediately after the allowances unit. Our Q14 covers it in full either way.
The unit titles above follow the official contents page of the IGNOU blocks published on eGyanKosh. If you are still assembling the base reading, our MMPH 007 Study Material page collects all four blocks in one place.
4. How This MMPH 007 Guess Paper Was Built from Seven Question Papers
Seven Term-End papers from June 2023 to June 2026 were read question by question before a single answer was written. A guess paper is only worth what its sampling is worth, so here is the method rather than a claim about hit rates.
- Every question from each paper was typed out and reduced to the concept it was really testing, not the wording it used. "Elaborate the major functions of the compensation programme" and "Discuss the functions and responsibilities of the compensation programme" are one topic, not two.
- Each concept was tagged to its block and unit against the eGyanKosh contents page, which is how the block coverage in the table above was worked out.
- Concepts were counted across sessions. Four or more appearances, or a gap that has run long enough to be due, marks a topic high priority. Two or three appearances is medium. One is a backup.
- The assignment questions for the recent sessions were read alongside, because IGNOU frequently recycles an assignment prompt into an examination question a session or two later.
- The 14 surviving topics were written up as full answers from the blocks themselves, with the definition, the source name and the internal structure the book uses.
The frequency table in section 6 shows the six-session pattern from June 2023 to December 2025. The June 2026 paper was used as a final cross-check after the table was built, and it did not change the priority order of any topic.
One honest caveat. A guess paper narrows what you revise; it does not replace the blocks. Five questions have to be answered from eight, and the 14 topics here have historically covered that spread comfortably, but any single session can carry a question from a quieter corner of the syllabus.
5. MMPH 007 Exam Pattern, Marks and Word Limits
The MMPH 007 paper gives you eight questions in a single section, asks for any five, and gives 20 marks to each for a total of 100 marks in three hours. There is no compulsory question and no internal choice inside a question.
| Element | Detail | What it means for your writing |
|---|---|---|
| Questions set | 8, one section | Read all eight before starting; pick your five in the first four minutes |
| Questions to attempt | Any 5 | Attempting a sixth wastes time that the fifth answer needed |
| Marks per question | 20, equal | No question is worth extra care, so pace them identically |
| Total and weightage | 100 marks, 70 per cent weightage | The remaining 30 per cent comes from the assignment |
| Time | 3 hours | About 35 minutes a question after reading and selection time |
| Split questions | Some appear as (a) and (b) notes | Treat each part as 10 marks and roughly 250 words |
| Word target, 20 marks | About 450 words | Roughly three sides in an average hand |
| Word target, 5-mark note | About 150 words | Definition, three points, one line of conclusion |
| Command words used | Discuss, explain, differentiate, write notes on | All descriptive, so structure carries the marks |
The pattern above is taken from the printed instructions on the June 2025 MMPH 007 paper issued by IGNOU, which states three hours, a maximum of 100 marks, a weightage of 70 per cent, and a direction to attempt any five questions of equal marks.
6. Repeat Topic Frequency Analysis for MMPH 007
Nine topic clusters in MMPH 007 have appeared in three or more of the last six papers, and those nine account for the majority of every paper we examined. A tick means the topic was set in that session in some form.
| Topic | Jun 23 | Dec 23 | Jun 24 | Dec 24 | Jun 25 | Dec 25 | Priority |
|---|---|---|---|---|---|---|---|
| Functions and responsibilities of the compensation programme | Yes | — | Yes | Yes | Yes | — | High |
| Macro and micro policy frameworks | Yes | — | — | Yes | — | Yes | High |
| Public policy considerations and micro factors | — | Yes | — | Yes | — | Yes | High |
| Concept of wage under the Wage Code, 2019 | Yes | — | Yes | Yes | — | Yes | High |
| Minimum, fair and living wage distinguished | Yes | — | Yes | Yes | Yes | — | High |
| Factors in fixing the minimum wage | — | — | — | Yes | — | Yes | High |
| Aspects of wage determination and wage fixation factors | — | Yes | — | Yes | Yes | — | High |
| Job evaluation methods and systems | — | Yes | — | Yes | — | Yes | High |
| Internal and external equity with the JE procedure | — | — | — | — | — | Yes | Medium |
| Pay and wage surveys | Yes | Yes | — | — | Yes | Yes | High |
| Pay Commission against Wage Board | Yes | — | Yes | — | Yes | — | High |
| Methods of wage determination with merits and demerits | Yes | — | Yes | — | Yes | — | High |
| International trends in compensation | — | — | Yes | — | Yes | Yes | High |
| Behavioural and content theories of motivation | — | — | Yes | — | — | Yes | High |
| Economic wage theories | — | — | Yes | — | — | — | Medium |
| Allowances and fringe benefits | Yes | Yes | — | Yes | — | Yes | High |
| Bonus, profit sharing and stock options | — | — | Yes | Yes | Yes | — | High |
| Competency-based compensation | — | Yes | — | Yes | — | — | Medium |
| Pay structure, basic pay and DA | Yes | — | — | Yes | — | — | Medium |
| Institutional mechanisms and collective bargaining | Yes | — | — | — | — | Yes | Medium |
| VRS and downsizing | — | — | — | — | Yes | — | Medium |
Read the table as a ranking, not a prophecy. Where a high-priority topic has skipped the last two sessions, as the minimum wage factors did before December 2025, that is usually a signal it is due rather than a signal it has been retired.
7. Who Should Buy This MMPH 007 Solved Guess Paper
This file suits a Semester 3 MBA or MBAHM learner with two to four weeks left who needs written answers rather than another reading list. It is worth being blunt about who it does not suit.
It fits you if you are enrolled in the MBA or MBA in Human Resource Management and MMPH 007 is a specialisation paper you registered for this session. It fits equally if you are a PGDIHRM learner, since the course sits in that diploma too. It fits if you have already failed or missed a session and want a tighter second attempt. It fits if you work full time, have four or five codes to clear, and cannot read 200 pages per paper.
Learners taking a different specialisation usually need a different set. The finance stream will want the MBAFM guess Paper codes instead, since almost nothing in MMPH 007 overlaps with a finance elective.
It does not fit you if you want a question bank without answers, if you expect a guarantee that all five questions will come from these 14, or if you have not opened the blocks at all and are looking for a substitute for the course. Guess papers reward a learner who has skimmed the material and needs direction; they cannot rescue one who starts the night before.
Students clearing the wider HR specialisation typically take three or four MMPH codes in the same session, so the full MBAHM guess Paper set is usually the more economical way to buy rather than picking up one code at a time.
8. What Not to Over-Prepare in MMPH 007
Five areas of MMPH 007 reliably consume revision time and almost never convert into marks. The file says this explicitly so you stop rereading them.
- Bonus arithmetic, including set-on and set-off computation. The paper asks for the concept of bonus and its limits, not the calculation.
- The detailed dearness allowance disparity tables and the point-and-class range tables. Understand what the table demonstrates; do not memorise the figures.
- Lists of the historic First and Second Central Wage Board industries. Know what a Wage Board is, how it is constituted and how it differs from a Pay Commission.
- Case studies that have appeared once, such as the Raydong Chemicals pay survey. Keep one line of it as an illustration inside the pay survey answer.
- Section numbers and clause-by-clause text of the four repealed wage statutes. The unified Wage Code, 2019 definition is what gets examined now.
What examiners do reward is small and repeatable. Open with a definition and name the authority behind it, whether the British Standard Institution in 1969, the 15th Indian Labour Conference in 1957 or the Reptakos Brett judgment of 1992. Use headings and numbered points. Attach the short example the book itself gives. Close with two lines of conclusion. Stay inside the word limit.
9. Practical File, Project and Assignment Position in MMPH 007
MMPH 007 has no practical file, no laboratory record and no viva, so there is no practical index to prepare for this course. Learners often ask because several IGNOU codes do carry one, and because the MBA does have a project component elsewhere.
What MMPH 007 does carry is a tutor marked assignment worth the 30 per cent that sits outside the Term-End paper. It is set by the School of Management Studies, covers all four blocks, and is submitted to the coordinator of your study centre. The July session assignment is due by 31 October and the January session assignment by 30 April, so a learner sitting the December examination works to the October deadline.
The practical and project side of the MBA is handled by MMPP-001, the separate eight-credit project course. That is where a report, a guide and a viva enter the picture, and it is registered on its own rather than as part of MMPH 007.
Worth knowing for revision: assignment questions and examination questions in this course overlap heavily. Two of the answers in this guess paper, on the functions of the compensation programme and on public policy considerations in wage policy, have appeared in both formats within the same academic year.
10. How to Order the MMPH 007 Guess Paper PDF on WhatsApp
Send the course code to 9899436384 on WhatsApp and you will get the price and the complete 14-question PDF; there is no account to create and no checkout to complete.
- Message 9899436384 with your course code and the session you are appearing in, for example "MMPH 007, December 2026".
- Tell us your programme, MBA or MBAHM, so we can flag any other codes from the same semester that you may also need.
- You receive the price and payment details on the same chat.
- The PDF is delivered on WhatsApp after payment, usually within the hour during working times.
Unnati Educations has been working with distance learners from Vikas Puri, New Delhi since 2008, with a teaching team of more than fifty across NIOS, IGNOU and B.Ed. If something in the file is unclear when you sit down with it, message the same number and a subject teacher will answer.
11. FAQs on the IGNOU MMPH 007 Guess Paper
Is the MMPH 007 solved guess paper valid for the December 2026 Term-End Examination?
Yes. The current edition targets the December 2026 and June 2027 sessions of MMPH 007. It was built from seven papers running from June 2023 to June 2026, so the June 2026 paper is already reflected in the priority ranking. The syllabus has not changed across these sessions, which is why topics repeat so predictably in this course.
How many questions does the MMPH 007 Compensation and Rewards Management guess paper contain?
Fourteen questions, each with a complete written answer. Five of those answers are shown in shortened form on this page and the remaining nine are in the PDF. The 14 are spread across all four blocks, with heavier coverage of Blocks 2 and 3 because wage concepts, job evaluation and pay surveys are set most often.
Are the MMPH 007 answers written in English or Hindi?
The answers are in English. MMPH 007 is offered by the School of Management Studies and the Term-End paper is set in English, so an English answer script is the norm for this course. The writing is kept plain and short-sentenced rather than academic, because the aim is an answer you can memorise the structure of and reproduce by hand.
Does MMPH 007 have a practical file or project work?
No. MMPH 007 is a four-credit theory course with no practical file, no laboratory record and no viva. The project component of the MBA sits in MMPP-001, a separate eight-credit course registered on its own. What MMPH 007 does have is a tutor marked assignment covering all four blocks, which carries the 30 per cent weightage outside the examination.
Which IGNOU programmes include MMPH 007 as a course?
MMPH 007 appears in the MBA, in the MBA in Human Resource Management known as MBAHM, and in the Post Graduate Diploma in Human Resource Management. In the MBA and in MBAHM it sits in Semester 3 alongside the research methodology and international business papers, and it forms one paper of the four-course HR specialisation set taught by the School of Management Studies.
How is the MMPH 007 guess paper different from an MMPH 007 previous year question paper?
A previous year paper tells you what was asked; it comes with no answers and no ranking. The guess paper takes seven of those papers, counts which concepts repeat, keeps the 14 that recur or are due, and supplies a written answer for each. Most learners use both, the past papers to verify the pattern and the guess paper to revise from.
What is the exam pattern of the MMPH 007 Term-End Examination?
Eight questions in a single section, of which you attempt any five. All carry equal marks of 20, for a maximum of 100 marks at 70 per cent weightage, in three hours. That works out to roughly 35 minutes a question. Some questions arrive split into two notes, and each part should then be treated as 10 marks and about 250 words.
How do I get the complete MMPH 007 solved guess paper PDF?
Message 9899436384 on WhatsApp with the code MMPH 007 and the session you are sitting. You will receive the price and the payment details in the same chat, and the PDF is delivered there once payment is confirmed. Tell us your programme as well, since MBAHM learners usually need three or four codes from the same semester together.
About the MMPH 007 Guess Paper Authors
Prateek Talwar is the founder of Unnati Educations and a qualified Company Secretary who has written commerce and management revision material for NIOS, IGNOU and B.Ed learners since 2008. Profiles: LinkedIn, Instagram.
Sheetal Kirola, M.Ed., is Academic Head at Unnati Educations and reviews every IGNOU and B.Ed page for syllabus accuracy before publication. Profiles: LinkedIn, Instagram, Facebook.