Human Resource Management

Final Exam

Answer ALL questions

Part A: Multiple Choice Questions (10 marks).

Select the best answer for each question. Please circle the letter of your answer.

1. A _______problem occurs when supervisors tend to rate all their

subordinates consistently low.
A. Central tendency
B. Leniency
C. Strictness
D. Halo effect

2. _______is the extent to which test scores match criterion data obtained at
about the same time from current employees.
A. Content validity
B. Face validity
C. Concurrent validity
D. Predictive validity

3. Training and development is very closely linked to performance appraisal

because:

A. Both functions are carried out by the same people in most organizations
B. Strength and weaknesses identified in the performance appraisal will
be used to determine training needs
C. Training and development activities are only provided for those
employees whose performance is considered to be below an acceptable
standard
D. Both functions seek to gather and use the same employee-related data

4. The_______ provides the essential information on which each job is

evaluated
 A. Job ranking
B. Job enrichment
C. Job description
D. Job enlargement

5. Using structured interview technique would likely achieve all of the

following except_______

A. Increased consistency across candidates

B. Reduced subjectivity on the part of the interviewer
C. Enhanced job relatedness
D. More opportunity to explore areas as they arise during the interview

6. Appraisal systems must be based on performance criteria that

are______for the position being rated and ______ in that their application
must produce consistent ratings for the same performance.

A. Reliable; valid
B. Reliable; measurable
C. Valid; measurable
D. Valid; reliable

7. Increasing the number and variety of tasks assigned to a job is called

_______?

A. Job rotation
B. Job enlargement
C. Job enrichment
D. B and C

8. Who is in the best position to observe and evaluate an employee’s

performance for the purposes of a performance appraisal?

A. Peers
B. Top management
C. Customers
D. Immediate supervisor
 9. ______is the extent to which the standards captures the entire range of an
employee’s responsibilities.

A. Strategic relevance
B. criterion deficiency
C. criterion excess
D. A and B

10. The simplest and most popular technique for apprising employees is:

A. Traits method
B. Critical incident method
C. Graphic rating scale
D. Forced distribution method

Part B: Case Analysis (20 marks)

Read the following information carefully and answer the questions based on the
given information.

The selection committee of a company laid down the following criteria of selection for
the post of Manager – (Accounts):

1. The candidate must be a postgraduate in Commerce.

2. The candidate must have completed 21 years and should not be more than 35
years as on 31.7.2019.
3. If the candidate does not satisfy the criterion in (1) above but has completed his
CA (Chartered Accountancy) examination s/he will referred to Director-
Finance, who can allow the candidate to appear in the interview if otherwise
eligible.
4. If the candidate fulfills all the criteria mentioned in (1) and (2) above, s/he will
be called for group discussion.
5. The candidate must get 50% marks to qualify in the group discussion.
6. If the candidate qualifies in the group discussion s/he will be called for
interview.
7. The candidate must get 30% marks in the interview (out of 50) to get finally
selected.

Based on the above criteria, decide which of the following courses of action
should be taken in case of candidates described in each of the following
questions. (Write the letter of your answer with a brief justification).

Mark answer (a) if the candidates can be selected; mark answer (b) if the candidate
is to be referred to Director- Finance; mark answer (c) if the candidate can be
called for group discussion; mark answer (d) if the candidate can be called for
interview; mark answer (e) if the candidate cannot be selected.

1. Mr. Khalid has Master of Commerce and his date of birth is 30.06.1983.
Answer: e
Justification: The candidate does not satisfy condition (2)
2. Mrs. Nahla is a qualified CA and she was 25 years old on 31.07.2010.
Answer: b
Justification: The candidate satisfies condition (2) and condition (3) instead of
condition (1).
3. Mr. Ahmed a post-graduate with Commerce obtained 70% marks in-group
discussions and secured 20 marks in interview. He was 35 years as on
31.07.2019.
Answer: a
Justification: The candidate satisfies all conditions of selection.
4. Mrs. Dina is a post-graduate in Economics and her date of birth is 3.4.1988.
Answer: e
Justification: Condition (1) is not satisfied.
5. Mr. Mohamed, a post-graduate was permitted by Director- Finance. He was
born on 30.05.1986. He obtained 12 marks in interview.
Answer: e
Justification: Getting 24% marks in interview, the candidate does not satisfy
condition (7).
6. Mr. Maher is a Ph.D. in Commerce and was 34 years old on 1.3.2019. He
obtained 14 marks in interview.
Answer: e
Justification: Getting 28% marks in interview, the candidate does not satisfy
condition (7).
7. Mr. Yahia is a Commerce graduate, has passed his CA examination and was
born on 18.4.1997.
Answer: b
Justification: The candidate satisfies condition (2) and condition (3) instead of
condition (1).
8. Mrs. Suha whose date of birth is 4.5.1988 is a post graduate with Commerce
and has obtained 60% marks in the interview.
Answer: a
Justification: The candidate has passed the interview. This means that he
satisfies all conditions for selection.
9. Mr. Mustafa was born on 4.5.1988 did Master of Commerce one year back, he
was the top candidate in the group discussion.
Answer: d
Justification: The candidate satisfies condition (1) and condition (2) and has
qualified in the group discussion. So, by condition (6), he can be called for
interview.
10.Mrs. Salma, a post-graduate with Commerce, born on 3.4.1985, obtained 60%
marks in group discussion.
Answer: d
 Justification: The candidate satisfies condition (1) and condition (2) and has
qualified in the group discussion.
Part C-short essay questions: Answer the following questions. Each question is
worth 15 marks.
1. Briefly explain the following training methods for Non-managerial
employees :
 Internships Programs
 Classroom Instruction
 Simulation
1. Internships Programs: are programs jointly sponsored by colleges,
universities, and other organizations that offer students the opportunity to
gain real-life experience while allowing them to find out how they will
perform in work organizations.
2. Classroom Instruction: is the use of multiple training methods to achieve
optimal learning on the part of trainees. The classroom training method also
lends itself particularly well to what is called blended learning, in which
lectures and demonstrations are combined with other audiovisual material
such as films, DVDs, videotapes, or computer and online instruction. Some
of the advantages of classroom instruction relate to motivation and
attendance.
3. Simulation Method: Sometimes it is either impractical or unwise to train
employees on the actual equipment used on the job. The simulation method
emphasizes realism in equipment and its operation at minimum cost and
maximum safety.

2. The job characteristics model advanced by Hackman and Oldham

proposes that some psychological states of a jobholder result in improved
work performance, internal motivation, and lower absenteeism and
turnover. A number of job design techniques are being used today in an
effort to remake jobs as Hackman and Oldham envisioned they could be.
Discuss THREE of these current job design techniques.
1. Job enlargement: is the process of adding a greater variety of tasks to a job.
Firms that have used job enlargement to motivate their employees.
2. Job rotation: is a process whereby employees rotate in and out of different
jobs. Both job enlargement and job rotation help alleviate the boredom
people experience where they perform narrow, specialized jobs. Rotating
people in and out of different jobs can also help employees who do repetitive
physical tasks, avoid health problems and on-the-job injuries.
3. Job enrichment: any effort that makes work more rewarding or satisfying
by adding more meaningful tasks to an employee’s job is called job
enrichment. Originally popularized by Frederick Herzberg in the 1960s, job
enrichment programs are designed to fulfill the high motivational needs of
employees, such as self-fulfillment and self-esteem, while achieving long-
term job satisfaction and performance goals. Job enrichment can be
accomplished by increasing the autonomy and responsibility of employees.
Herzberg discusses five factors for enriching jobs and thereby motivating
employees: achievement, recognition, growth, responsibility, and
performance of the whole job versus only parts of the job. Job enrichment
can also be accomplished by organizing workers into teams and giving these
teams greater authority for self-management.
Job enrichment programs cannot solve some workflow and personnel
problems, such as the dissatisfaction of employees with their pay, benefits,
or job security, however. Moreover, not all employees object to the
mechanical pacing of an assembly line, nor do all employees seek additional
responsibilities or challenges. Some people prefer routine jobs because they
are predictable.