1.

As a response to COVID -19 issues, Kurmitola General Hospital, Dhaka, has started treating
coronavirus patients since last month. Healthcare workers are on the frontline of the COVID-19
response. Two volunteers from North South University intend to join in Kurmitola General
Hospital to assist the medical team. Since they do not have any technical knowledge, they will be
helping the team with activities like registering the patients, providing initial information about
treatment, collecting samples, etc. As the manager of this hospital, you must arrange training for
these volunteers to enhance their skills and willingness to work. Therefore, list and briefly
explain the steps you will follow to train these individuals. How would you measure the
effectiveness of the provided training?
Ans:
The steps I will follow to train these individuals are given below:
 I will design how the training will be conducted by determining the learning styles that
will be used, its duration and structure. Also will choose who will teach the learning
styles.
 Identify the areas for which training is needed so they can be efficient and help as much
as they can.
 Implement the training where I can deliver the course, involve volunteers and ensure that
it goes smoothly.
 I will develop learning objectives and training materials which they will need for their
training.
 Evaluate their performance after the training to see how they react to the training, their
behavior change or how effective they became performing their duty.

I would measure the effectiveness of the provided training by observing them while on the job,
evaluating feedback from their supervisor or through KPIs.

2.  Compare and contrast performance management and performance appraisal. Suppose, you are
the owner of a startup restaurant named “Kashmiri Kitchen” and have recruited ten
undergraduate level students as the waiters of this restaurant. Explain in your own words how
you would go about developing a behaviorally anchored rating scale and Management by
Objectives (MBO) to evaluate the performance of your employees?
Ans:
Performance management ensures that the set of activities and output meets the goals of an
organization efficiently and effectively by focusing on the performance of an organization,
department, employee or process that manages specific risks. While performance appraisal is
documenting and evaluating performance of employees with a view to improving the quality,
efficiency and output of works.

I will go about developing a behaviorally anchored rating scale for my new employees by using
rating scale from 1 to 6.
‘2’ rating might assume the waiter “talks on phone while taking orders.”
‘4’ rating might assume the waiter “makes eye contact with customers during each transaction.”
‘6’ rating might assume the waiter "joyfully greets customers and makes suggestions from the
menu based on their preferences."
MBO is one of the best methods for the judgment of an employees performance.To develop
MBO to evaluate performance of employees I would first define organizational goals and
employee objectives, monitor their performance and progress, evaluate their performance and
provide feedback to them. MBO depends much on accomplishing the goal rather than how it
accomplished.

3.     You want to hire a new salesperson for the small dress shop you own in Bashundhara,
Dhaka, but first need to decide what sort of pay package to offer whomever you eventually hire.
How would you determine a market competitive pay plan for your company?
Ans:
 I would get to know my market how much other sales shop is paying their employees.

 Develop a compensation plan to support my business goals while avoiding inequalities, t
urnover and employee engagement problems.

 I will also identify employees at high turnover risk by benchmarking the salary ranges.

  I will find a salary which is fair so that I don’t lose a valued employee by being proactive.

 Inform the applicant of my strategies so that they feel valued and ready to align their
efforts with my business goals.

4.     Give four examples of when you would suggest a merit pay plan. Do you think it’s a good
idea to award employees merit raises? Give argument in favor of your answer.
Ans:
I would suggest merit pay when implementing new systems, when team morale is low, after
conducting a merit pay plan performance assessment to be used as a basis for reward, and when
there is a need for job performance competition for employees.

Yes, I will definitely recommend the awarding of merit raises to employees because it allows
employers to differentiate pay given to high performance, It also allows employers to reward
employees for a well-done job that helps motivate them to be more efficient. Employees should
to be paid what they are worth, and it holds and draws top performers as they reward skills,
efforts and opportunities for advancement.

5.     Salary structure of Mohd. Asif Siddiqui are as follows:

Total Salary BDT1,00,000

Basic 52,000

House Rent 25,000

Medical 8,000

Transport 7,000

Telephone 3,000

Miscellaneous 5,000
Additional details:
Provident Fund: 8 % of the basic, Yearly increment: 9.33% of the basic and Probation period: 0
year.  The company decides 85% match for five years employment and the employee will
receive the full amount of his provident fund if he works at least seven years as a fulltime
employee. Therefore, if an employee leaves the organization after five years of service, what
would be his total amount of provident fund?

Ans:
If an employee leaves the organization after five years of service, the employee’s provident fund
will be as following: