January 2018

Question 1

(a) Implications of globalization on hrm

- recruitment

when the organization is doing overseas recruitment, the hiring dynamics change considerably.

- Training

Every newly hired candidate has to be taken through training regarding the company policies and
procedures as well as his or her job role.

(b) Discuss 4 criteria of employees as a strategic resource

- The resources must be valuable

People are a source of competitve advantage when they improve the efficeincy or effectiveness of the
company. Value is increased when employees find ways to decrease costs, provide omething unique to
customers, or some combination of the two.

- the resources must be rare

People are source of competitive advantage when their knowlegde, skills and abilities are not equally
available to competitors. Companies such as Facebook therefore invest a great deal to hire and train the
best and the brightest employees to gain an advantage over their competitors.

- the resources must be difficult to imitate

People are a source of competitive advantage when the capabilities and contributions of a firm’s
employees cannot be copied by others. Disney are known for creating unique cultures that get the most
from employees and are difficult to imitate.

-the resources must be organized

People are a source of competitive advantage when their talents can be combined and deployed to
work on new assignments at a moment’s notice. Companies such as IBM, closely track employees and
their talents. As a result, these company are able to quickly reassign talent to different areas of their
companies and the world as needed.

c) Based on job characteristics model, explain 2 core job dimensions used to enhance the motivation of
employees 5m

• Skill Variety. The critical psychological States for the skill variety is an experienced meaningful of
the work and the personal and work outcomes for the skill variety is high quality of work performance
• Feedback. The critical psychological states for the feedback is a knowledge of the actual results
of the work activities and work outcomes for the feedback is high satisfaction with work.✅

Question 2

(a)Describe 4 potential benefits of recruiting externally 10m

• Better quality candidates. A creative external recruitment campaign enables the recruiter to tap
top choice candidates. When automated with an applicant tracking system, the external recruitment
process expands your reach, attracts the right candidates, keeps them engaged and makes it much
easier to bring them onboard.

• Attract New Skills and Inputs. External recruitment greatly increases the possibility of identifying
and attracting fresh talent. This talent comes onboard with new skills and business ideas that have the
ability to take your business to the next level.

• Bring new business insights and ideas to the table. External recruitment attracts a variety of
applications from candidates with varying work experiences. This gives you easy access to candidates
who’ve gained knowledge from working for different companies. Hiring these candidates would mean
gaining insights into new and innovative business practices and knowing other aspects of your
competitor’s businesses.

• Increase your chances of recruiting experienced and qualified candidates.✅

b) Assuming u are the HR manager, prepare a guideline containing 5 ground rules for interviewer to
conduct employee interview 10m

• JAN 2018

Q2

b. five (5) ground rules for interviewer to conduct employment interview.

1. Standard interview format.

Create an interview report form which includes all job-related questions to be asked, challenges or
simulations to be presented, along with a standard evaluation and rating system. Applicants must be
interviewed using the same rating system, no matter who is conducting the interview.

2. Preparedness.
Ensure that you have all standard pre-screening and interview documents ready in the applicant’s
folder. Never start an interview without them. Each applicant should read the job description prior to
the interview.

3. Control.

You must control the interview. This means that you should focus on asking questions, presenting
challenges and getting the answers; this is the way to get to know applicants. Make them talk and
(re)act.

4. Job-related questions only.

Always ask the same job-related questions to applicants. If you ask a non-standard question, write it
down and explain why you asked it. Remember, standard procedure is your best legal protection. You
must be able to prove and document the job- relatedness for each question asked. See examples in the
next pages.

5. Job-related challenges and simulations.

Make sure you always use the same job-related challenge or simulation scenario for all pre-selected
applicants. Questions are not enough; challenge applicant’s answers in case of doubt or if you’re not
convinced. See examples in the next pages.

Question 3

(a) Discuss 3 advantages of e-learning in facilitating the learning process

QUESTION 3

a)

• E- learning is not expensive as the contents are delivered using the internet, intranet, mobile
devices and virtual classroom.

• The training deliver to employees is generally more efficient as trainers or instructors are able to
record audios comments or videos.

• E-learning also allows companies to offer individual training to employees exactly when and
where they need it that is referred as just-in-time-training.✅

(b) Four basic criteria in evaluating training effectiveness

1- Reactions: essentially describes the degree to which trainees find the

program enjoyable and relevant

2- Learning: describes the degree to which trainees gain knowledge, attitudes,

and commitment based on the training.

 3- Behaviour: refers to how much trainees actually change their behaviour

based on what they learned when back on the job.

4- Results: refers to the degree to which specific outcomes occur as a result of

the training.✅

Question 4

(a) With an aid of diagram, illustrates 4 alternative sources of effectiveness

JAN2018 4(a)

• Manager and/or Supervisor

Appraisal done by an employee’s manager and reviewed by a manager one level higher

• Self-Appraisal

Appraisal done by the employee being evaluated, generally on an appraisal form completed by the
employee prior to the performance interview.

• Subordinate Appraisal

Appraisal of a superior by an employee, which is more appropriate for developmental than for
administrative purposes.

• Peer Appraisal

Appraisal by fellow employees, compiled into a single profile for use in an interview conducted
by the employee’s manager.

(b) Differentiate 3 approaches under the behavioural method 10m

• Critical Incident Method. When using the critical incident method, the manager keeps a log or
diary for each employee throughout the review period and notes specific critical incidents related to
how well they form.

• Behavioural Checklist Method. The behavioural checklist method requires the later the check
statements on a list that describe characteristics of the employee behaviour.
• Behaviour Observation Scale. A behaviour approach to performance rating that measures the
frequency of observed behaviour✅

Question 5

(a) Describe 2 types of pay equity 5m

• External equity. It refers to how a job’s pay rate in one company differs to the job’s pay in
another company.

• Internal equity. It refers to how fair the job’s pay rate is, when compared to other jobs within
the same company.

• Individual equity. It refers how fair an individual’s pay as compared with what his or her co-
workers are earning for the same or very similar jobs within the company.

• Procedural equity. The perceived fairness of the process and procedures to make decisions
regarding the allocation of pay.

(b) Explain four effects of prolonged stress at work.

1. Job stress places employees at risk for fatigue, high blood pressure, cardiovascular problems,
depression and obesity that will increase the employee’s exposure to infectious disease.

2. Health issues contributes to higher healthcare costs.

3. Employee’s productivity, job satisfaction and retention increases that would be a reason why
employees would leave the company.

4. Burnout – A severe stage of distress, manifesting itself in depression, frustration, and loss of
productivity✅

( c) Describe two ways that an employer can put to practice in maintaining a union-free workplace.

1. Give promotion often to employees from within as it will give opportunities for career advancement
help to bolster hope and sense of equity in work environment where employees are able to do a good
job are recognized and give chances to better their position in the organization.
2. Conduct culture audits where managers are provided with a picture of how the company needs as
employees should know about what is going on in the organization and the quality of the working
environment.✅

June 2018

Question 1

a)two ways of adjusting the size of workforce to the demandr of the firm are:

1) offshoring – used to increase capacity. It can help a firm deliver products more quickly if people across
the globe are working around the clock on them. Offshoring also used when companies want to expand
to other countries and market share there.

2) outsourcing – help a firm manage the size of its workforce, reduce costs and focus on the activities it
does the best.✅

(b) Explain 2 consequences of poor labor forecasting to the organization

1. Unmotivated Employees. Which can lead to poor team building and personality conflicts, and most
experienced employees may be uncomfortable with the work environment. Poor HR planning will give
rise to lack of incentives, poor motivation, poor performance, and also the production of poor products
and services.

2. Decreased productivity. Unproductive employees will not be engaged in their specific job
responsibilities or duties. Some situations that lead to an unproductive workplace are lack of change,
lack of motivation and poor management strategies.✅

(c) Q1

c) 4 types of flexible work schedule that could be included in the flexible work schedule policy (c4)

1- Flextime: flexible working hours that give employees the option of choosing daily starting and
quitting times, provided that they work a set number of hours per day or week.

2- Compressed workweek: one in which the number of days in the workweek is shorten by
lengthening the number of hours worked per day.

3- Job sharing: an arrangement whereby two part-time employees do a job normally held by one
full-time employee.
 4- Telecommuting: the use of personal computers, networks, and other communications
technology to do work in the home that is traditionally done in the workplace.✅

Question 2

(a) 3 advantages of utilizing social media as a medium of recruitment

1. Uses of social media to recruit applicants, they able access to a new applicant pool

2. Increase the number of applicants applying with the company.

3. Persuaded passive jobseeker to take new ones given the right opportunity.✅

(b) From the perspective of HR manager, explain 4 reason conducting medical teat ans drug test

1. Medical tests is given to ensure that the health of applicant is fit for duty if the duty requires heavy
duty.

2. Able to identify and refer employees who have drug problems to provide a safe workplace for the
employees.

3. Being aware of pre-existing conditions and/or risk factors may help lower your workers' compensation
and general disability claims

4. Medical tests help ensure the long-term health of employees, particularly those who may be exposed
to potentially harmful substances or hazardous working conditions.✅

Question 3

a) Discuss 4 approaches to maximize the transfer of training 10m

• Feature identical elements. Have conditions in the training program come as close as possible to
those on the job. For example, instead of verbally explaining a manufacturing process, it is better to
demonstrate it on factory floor.

• Focus on general principles, if necessary. When jobs change or the work environment cannot be
matched exactly, trainers often stress the general principles behind the training rather than focusing on
rote behaviour. This approach helps trainees learn how to apply the main learning points to varying
conditions on the job.

• Establish a climate for transfer. In some cases, trained behaviours is not implemented because
old approaches and routines are still reinforced by people within the organization. To prevent this
problem, firms need to encourage their managers to embrace the strategic changes their organizations
are seeking to implement and reinforce and reward trainees for applying the new skills or knowledge.
• Give employees transfer strategies. Particularly in setting that are not conducive to transfer,
managers should provide trainees with strategies and tactics for dealing with their transfer
environment. One approach, called relapse prevention (RP) teaches individuals how to anticipate and
cope with the inevitable setbacks they will encounter bank on the job, that is relapse into former
behaviours.✅

(b) a proper way to do OJT:

1- prepare – decide what employees need to be taught. Identify the best sequences or steps of the
training. Decide how best to demonstrate these steps. Have materials, resources and equipment ready.

2- reassure – put each employee at ease. Learn about his or her prior experience and adjust accordingly.
Try to get the employee interested, relaxed and motivated to learn.

3- orient – show the employee the correct way to do the job. Explain why it is done this way. Discuss
how its related to the other job. Let him or her ask lots of question.

4- perform – when employees are ready, let them try the job themselves. give them an opportunity to
practice the job and guide them through rough spots. Provide help and assistance at first then less as
they continue.

5- evaluate – check the employee performance and question them on how why when and where they
should do something. Correct errors, repeat instructions.

6- reinforce and review – provide praise and encouragement and give feedback about how the
employee is doing. Continue the conversation and express confidence in his or her doing job.✅

Question 4

(a) 4 precautions to ensure its maximum quality (c8)

• Define and communicate purpose of the 360-degree feedback.

• Provide individual coaching to assist in interpreting and using the 360-degree feedback results.

• Hold the participant and manager accountable to create and implement a professional
development plan.

• Track and monitor progress on the completion of the development plan.

b) 4 guidelines to increase an employee’s willingness to discuss his/her performance during this

meeting (c8)

1- Ask for a self-evaluation: can be used to discuss areas in which the manager and the
employee have reached different conclusions.
 2- Invite participation: the more likely an employee is an active participant in the discussion, the
more likely it is that any root causes and obstacles to his or her performance will be uncovered and
constructive ideas for improvement developed.

3- Express appreciation: it is beneficial to start the session by expressing appreciation for what
the employer has done well.

4- Be supportive and demonstrate that you care: by being open and supportive, the manager
conveys to the employee that he/she will try to eliminate roadblocks and will work with the employee to
achieve a higher standard of performance.✅

Question 5

(a) List 5 types of nonfinancial compensation

- recognition programs

- rewarding work

- organizational support

- work environment

- flexibility✅

B) All employers should be fully responsible for employee safety at work. Comment on this
statement (10m)
- Promoting a safe work environment: HR department typically coordinates the safety
communication and training programs, maintains safety records required by OSHA, and
work closely with managers and supervisors in a cooperative effort to make the program
a success.
- Creating a Culture of Safety: a culture of safety exists when everyone within an
organization consciously works to improve its safety and health conditions. Fitness-for-
duty evaluations is randomly conducted to determine an employee’s physical, mental,
and emotional fitness for a job.
- Enforcing Safety rules: firms communicate specific safety rules and regulations in a
variety of ways, including through supervisors, bulletin board notices, employee
handbooks, and signs attached to equipment.

(c) describe 2 ways to resolve trade dispute

- Direct Negotiates

This method is ideal of settling dispute where both parties come to the negotiation table to solve
dispute amicably
- Conciliation

This method is a process of arriving of settlement of trade dispute with the help of 3rd party. It is carried
out of by officers of Department of Industrial Relations which can called as 'compulsory conciliation'✅

December 2018

(a) In addition to the strategic challenges that companies fave, they must also must attend to some
important employees concerns. Identify 2 employees related challenges

3a)

i)Goal setting - SMART, improve the team understanding, able to track their performance against
achievement of the goal, and gain the team's commitment to achieving it.

ii)Individual diffrences-

-The Principle of Individual Differences is a principle that states that, because everyone is unique, each
person experiences a different response to an exercise program. Some of these differences may be
related to body size and shape, genetics, past experience, chronic onditions, injuries and gender. For
example, some people need longer recovery time than others.

iii) Meaningfulness of presentation- A meaningful presentation is one which makes sense to the learner.
In some accounts, meaningful presentations are referred to as comprehensible presentations. In
everyday language we talk about presentations which the learner understands or comprehends.✅

(b) 5 external considerations in forecasting supply of labour. 5m

• Demographic changes

• Workforce education

• Labour mobility

• Government policies

• Unemployment rate✅

(c) Illustrate 2 top down and bottom up approaches of job design

Question 2

A)4 elements that firm has to be considered as part of recruitment strategies,

1.Brand - Branding refers a company's effort to help existing and prospective workers understand why it
is a desirable place to work. For example,people want to work at Nestle because of the brand.

2. Location - There are two primary locations in which to find candidates. Which are, internal to the
firm(Internal candidates) and external to the firm(external candidates)

3.Method - Firms use different methods to try to recruit different types of people for different jobs.The
method always change over time as technology changes and the sources of candidates change.
Recruitment ads on the Internet and social media sites like Linkedin have replaced the bulk of print
advertisement.

4. Decision - Most large firms have full-time,in house HR recruiters. Meanwhile in smaller
organization,the recrurting might be done by HR generalist.If the organization has no HR
function,managers and supervisors recruit their own employees.✅

b) four initial screening method:

i. Cover letters and résumés

These documents are reviewed first with an eye toward who can be eliminated because they do not
have the skills, abilities, education, or experience outlined in the job description for the application.

ii. Internet checks

Candidates should be told during their interviews that their public online profiles may be checked. This
advance notice gives candidates a chance to review and edit their profiles or make them private if they
want.

iii. Phone and video screening

Video résumés are short video clips that highlight applicants’ qualifications beyond what they can
communicate on their résumés

iv. Application forms

Application forms provide a fairly quick and systematic means obtaining a variety of information about
the applicant meets the minimum requirements for experience, education, and so on.✅

Question 3
Question 3

a) i) goal setting – take the form of a road map of the course or program, its objectives and its learning
points. Allowing employees to undergo training in areas that they want to pursue can be very motivating
as can enlisting employees to train other employees with the information they learn.

ii) individual differences – people learn at different rates in different ways. Visual learners absorb
information best through pictures, diagrams and demonstrations. Verbal learners absorb information
through spoken or written words.

iii) meaningfulness of presentation – trainees will be better able to learn new information if it is
presented using terminology they can understand and the training is connected with things already
familiar to them. This is the reason why trainers frequently use colourful examples to which trainees can
relate. The examples make the material meaningful. ✅

b) three advantages of using simulations in employee training are:

1) trainees perform common task such as moving loads from one end of a loading area to the other. If
trainee make wrong move, he or she instantly see the consequences.

2) help employees and managers make tactical decisions. for example, it can help managers better
respond to crises. It also can respond dynamically to the various problems it creates.

3) use when either impractical or unwise to train employees on the actual equipment used on the job.
For example training workers operate aircraft, spacecraft, and other highly technical and expensive
equipment.

(b) 3 advantages of using simulation in employees training ✅

Question 4

(a) Assuming you are the HR manager, prepare 4 guidelines that can help MBO program to suceed.
- Top Management Support and Commitment
- Clear Goal Setting:
- Participative goal setting
- Overall Philosophy of Management

(b) 4 ways in improving performance

- Identifying the sources of incentive performance

- Performance diagnosis

- Managing incentive performance

- Focus on changing the behaviour, not the person

Question 5

(a) 2 external factors affecting pay mix

(topic 7) ms328

• Labor market conditions

• Area pay rates

(b) Justify your opinion on "unhealthy environment can lower productivity and morale, and increase
medical costs
-I agree on the statement.
- work environment influenced people behaviour a lot. An unhealthy work environment is any
that makes you feel uncomfortable, unappreciated, or undervalued.
-Unhealthy work environment such as Overtime and number of hours worked.
-regularly working overtime can cause you to become tired, stressed and may even lead to
burnout.
-The greater the work hours, the lower the productivity per hour worked.
-Having unhealthy work environment could lead to low morale among employees.
-The employer should support employees by giving them bonuses, appraisal and many more.
-The employee will feel discouraged if they are not supported and lead to low morale in work
place as a protest.
-A stressful and unhealthy work environment and a range of chronic conditions.
-employers often struggle to connect the dots between these health concerns and supporting a
healthy environment for employees

(c) Discuss 2 reasons employers oppose unionzation

- Employers stress the favorable employer-employee relationship they have experienced in the
past without a union.

- Employers emphasize any unfavorable aspects of unions.