Midterm Exam

1. What is human resource planning? Give and briefly explain 3 benefits that organizations may
gain from human resource planning. (5 pts)
 Human Resource Planning is a process of determining an organizations human
resource needs wherein it is not only required kind and number of employees but to
determine the plan in all functions in the organization. HR planning is useful in recruiting
because it helps to find new employees when there are positions vacant. In HR
planning, benefits also includes career development which identify the future company
leaders or any positions. It means that if someone in the orfanization retires or quit,
there already someone will fill the vacant positions in the near future. It trained the
individual to enhance their skills, knowledge and abilities in order to fit the vacant job. It
helps to satisfy the employee needs regarding in the promotions and better benefits.

2. What are the six job analysis methods? What is the best method to get the most information
for analysing a job? (5 pts)
 Observation Method  Structured Questionnaire Method
 Individual Interview Method  Technical Conference Method
 Group Interview Method  Diary Method
What is the best method to get the most information for analysing a job? (5 pts)
 Structured Questionnaire Method

3. Give 2 real life examples of companies that implement the employee referral as a recruitment
source. (10 pts)
4. What are the steps in the selection process? (10 pts)
Selection process consists of 8 steps
 Initial Screening Interview  Background Investigation
 Completing the application Form  Conditional Job Offer
 Employment Test  Medical or Physical examination
 Comprehensive Interview  Permanent Job Offer
5. Sally is an analyst who used to work with a now bankrupt organization. Rumors say that one of
the reasons why the company went bankrupt is because some of its top management and key
analyst personnel fabricated company documents and embezzled funds. Sally is now in front
 of you applying for the position of an analyst in your company. What performance simulation
test would you require her to undergo and why? And what is the necessary background
investigation you will have to carry out? (5 pts)
6. What is the difference between the discrete approach and comprehensive approach in
selecting employees? (5 pts)
7. Explain the socialization process. (10 pts)
8. Compare and contrast the Holland Vocational Preferences model and the Jung and the Myers-
Briggs Typologies. (10 pts)

Holland Vocational Preferences model is one of widely used approach to guide carreer
choices. This theory shows that people do not all like to do the same things. If we think that our
job is important or we give importance to our job we wil become more productive in our
organization. It represets an occupational preferences of an individual as it relates to
vocational themes includes realistic, investigate, artistic, social, enterprising and conventional.
This themes was represented in hexagonal structure that shows the fact that some of the
themes are opposing to each other. While Jung and the Myers-Briggs Typologies is one of the
more widely methods of identifying personalities. Myers Briggs Type Indicator (MBTI) used the
four dimension and classifies the people into 16 different personality types based on 100-item
questionnaire. This 16 personality types was based on the 4 dimensions that includes
Extroversion vs. Introversion, Sensing vs. Intuitive, Thinking vs. Feeling, Judging vs.
Perceiving.
Holland vocational preferences is useful to guide in our career choices of what job may fit in
our interests or the individual occupational interests while MBTI based on 100-item
questionnaire personality tests that asked people how they feel or act in a different situation.
9. What are the factors that distort appraisals? (10 pts)
 Leniency Error
 Halo Error
 Similarity Error
 Low Appraiser Motivation
 Central Tendency
 Inflationary Pressures
10. What is a 360-degree appraisal? Why is it better than other appraisal methods? (5 pts)
360-degree appraisals is an performance evaluations wherein employees are required to
evaluate one another. It is appraisals system that individual receive specific information or
feedback from the sources who know him/her. It is better than other appraisals methods
because the employees feel safe when someone evaluate him/her. Thos method is useful in
discussing leadership and performance in an organization. It gives the individuals a better
information about their skills, performance and the relationships working with other employee
other than the appraisal methods.