KARACHI UNIVERSITY BUSINESS SCHOOL

Final -Term Examination Spring 2020

Paper I
Name of Student Ahtisham Nadeem Registration # MAS/DBA/KU
2271/2017
Subject Human Resource Program BBA VI
Management
Facilitator Dr Syeda Nazneen Online
Waseem
Date 23rd of September, Maximum Marks 40
2020

Question 1:
ANSWER 1 (a):
JOB SPECIFICATION:
INTRODUCTION:
We are looking for an Hr executive to handle a variety of personnel related administrative
duties. Your role is to act as the liaison between other Hr managers and all the employees,
ensuring smooth communication and resolve every issue promptly. You will also have to
support and assist in the daily activities.
The ideal candidate should have relevant background in Hr department, he or she should also
coordinate in developing and Reporting future plans to improve Hr practices in the company.

SKILLS AND SPECIFICATIONS:

For doing this Candidate should Possess Excellent Presentation, communication and
interpersonal skills. Should have ability to work in Team environment. He or she should have
intermediate skill level for using MS Excel and MS Word. Candidate should have experience
using Human Resource Information system to manage employee data and coordinate with IT.
Must demonstrate initiative to work alone on a broad variety of projects. Must possess
cognitive skills. Able to establish and maintain healthy working relationship with the managers
and sub ordinates. Ability to work in stress environment where he or she have to submit
projects on time. Must be a self-starter, detailed oriented, excellent organizational skills,
outgoing and flexible.
EXPERIENCE:
 Must have minimum 2 year experience.
 Candidate must possess Master’s degree in HRM or related Field.
 Ability to use SAP.

ANSWER 1 (b):
On the job training:
Following are the on the job training methods:

 Job Rotation
 Coaching
 Job Instruction
 Committee Assignments
 Apprenticeship
 Internship
Distance/internet based training:
Following are the distance/internet based training:

 Virtual Classroom
 Internet/web-based training
 Video Conferencing
 Tele Training
 ON-THE-JOB Training Distance/Internet based Training

Pros/cons
 It’s easier to learn when you see how the
work is being executed and have the chance
to work on it yourself.
 On ON-THE-JOB training you get expert
supervision from experienced person.
 ON-THE-JOB training is highly effective.
 Productivity can be improved as the
employees start working straight away leading
to increase in productivity.
 Productivity can be low as the person may
struggle to understand in the busy
environment and unable to keep up.
 Risk of accident can increase while dealing
with heavy machinery.
 Teaching is a skill not everyone have.
Pros/cons
 Accessibility of online training material by the
workforce makes it very possible for the
candidate to understand and learn anywhere.
 You can save time through distance training.
 Risk of accident is eliminated in the
distance/internet based training.
 You can learn at your own pace in
distance/internet based training.
 Less face to face interaction. A candidate will
always have a tendency to underestimate.
 Chances of distraction is high as no one is
supervising.
 Overdependence on the technology can be
major disadvantage and malfunctioning can
cause interruption in training.

Question 3:
ANSWER 3 (a):
 TYPES OF COGNITIVE TEST:
Cognitive tests include:
 Intelligence test: intelligence tests (IQ) are test of your intellectual knowledge and
abilities, it not only major this but also majors range of abilities like memory vocabulary
fluency in speaking and numerical ability.IQ score reflects the extent to which person is
above or below.
 Specific Cognitive abilities: there are also test to measure specific mental abilities
such as verbal comprehension memory deductive reasoning and ability to handle
numeric data these test are called aptitude test. These test usually differ depending on
the job, for different job different aptitude test are prepared.
  TYPES OF MOTOR AND PHYSICAL ABILITIES: For motor skills basically
there are three main types’ locomotors in which skills and action are used to move the
body from one place to another. Nonlocomotor in which skill and actions are checked
without moving body from one place to another instead being on the same place and
the last motor skill is manipulative skill in which actions are involved to handle or control
of anything. As for physical abilities it may include static strength such as weight lifting
dynamic strength like pull-ups, or checking stamina body coordination etc.

 MEASURING PERSONAILTY AND INTERESTS: It include personality of different

people how they react to something through OCEAN model which includes Openness to
new experience, Conscientiousness, Extraversion, Agreeableness, Neuroticism and
interest include what they like or what they dislike etc.

ANSWER 3 (b):
 COGNITIVE TEST: This test is usually taken by the person or people for the job which
require mental abilities, higher job positions such as job of managers, executives and
CEOs. Some mechanical engineers also take aptitude test for the job. Medical aptitudes
are also taken from medical government jobs.

 MOTOR AND PHYSICAL ABILITIES: Motor and physical tests are taken from the
labor or the worker who work on site there motor and physical abilities are tested.
Pakistan army also take motor and physical test which includes different exercises like
pushups and running to specific distance etc. Industrial jobs also require these ability
test. Construction company labor also need to pass physical tests. These test are also
taken where tasks are of bending, stretching, twisting of something is required. Tasks
were stability of body is difficult to maintain.

 PERSONAILTY AND INTERESTS: Personality test and interest test are usually taken
and checked for jobs which include dealing with customers or day to day meetings with
other companies jobs of sale where personality is highly important of a person usually
takes personality tests. For the job of receptionist or front desk officer these test are
 also important because they are representing whole company or organization their
personality means a lot. For the job of cold calling it is also important.

Question 4:
ANSWER 4 (a):
According to me the right situation is in the first picture where the person in the blue shirt is
sitting rather than the other picture where a lady is sitting.
Web based interviews are typically conducted through web cams not on the phone.
Keeping the basics of web based interview an interviewer must sit up professionally for the
interview which is seen in the first pic where the posture of the man is right his hands on the
table on the other hand the lady is sitting with her back on the chair.
Secondly in the first picture the spot of the interview is accurate the background is clear and no
mess is there and the lighting is great as for second picture we can see the background is
messed up which shows doesn’t show professional attitude.
First scenario is also accurate because the person has only one paper in front of him to write
down important things and the person is cool and clam which shows he is prepared for the
interview and as for the second scenario the lady has put all the documents and also searching
on internet for the answers of the questions she is asked in the interview which show she is not
prepared for the interview and is in stress of finding accurate answers.
Positive attitude is also what matters in web based interview where your expressions tells a lot
as shown in the picture the person is in good mood and giving a light smile.

ANSWER 4 (b):
Following are the three ways to make the interview useful.
1. Structure the interview: structured interview are more valid than
unstructured interview. In structured interview there is the standardized
way of interviewing the candidates based on the jobs specific needs.
Interviewer should have set of questions available to ask as to avoid
skipping any question moreover every question have degree assigned to
tell whether the answer is good, fair or bad.
2. Be careful what sorts of traits you try Assess: Interview are shown to better
reveal some traits. The traits which could not be assess accurately and
 often matters on the job like emotional stability and conscientiousness. By
limiting yourself to the job knowledge questions you can assess traits by
giving them situation which will be present on the job.
3. Beware of committing interviewing errors: Avoiding following errors can
increase interview usefulness.
• Snap judgments: Means making decision right away jumping to the
conclusions.
• Not clarifying what the job requires: not giving specific job
requirements and giving unclear picture of the job.
• Candidate order error: Means by the order one expects others to
respond accordingly.
• Over hiring under the pressure to hire: Some HR managers have high
pressure to hire to meet the recruitment quota.
• Getting influenced by personal characteristics such as attractiveness,
gender and race: Discrimination on any bases should be avoided.

Question 5:
ANSWER 5:
The impact of laws and regulation and organizational procedures on the five phases would
come with employers should mind some legal issues while coping with recruitment planning it's
important that you do not “discriminate between employees by appointing an employee of 1
gender for work on a rate of pay that's but the speed of pay at which an employee of the
opposite gender is used by that employer for similar or substantially similar work.” you need to
make sure that differences in wages when offers are being made are supported “the
abstraction of skill, effort and responsibility, seniority systems where unions exist, merit
systems and systems that measure earnings by quantity or quality of production. 
Remember the prohibited grounds and ensure all questions are asked in an exceedingly way
that offers all applicants a good chance to retort supported your job needs. Doing so will
minimize the danger and chance that you just may well be charged with discriminatory hiring
practices. Good recruiting is additionally good ethical and business practice, which can foster
your positive reputation and make it easier for you to recruit. Remember that each interview
you conduct is like an advertising opportunity. Every candidate should leave wishing they'd
have the chance to figure for you.
Equal employment Opportunity should be kept in mind which states that there should be no
bias decision taken on the bases of color, sex, religion, caste etc.
By using these and other important laws and organizational procedures the recruitment
process can be make pure and ethical and organization can grow and will be called a diverse
and multinational organization.