DIB2003 DIB2003 Human Resource Management | Final Examination

Answer ALL the questions in this section. Each question is worth 15 marks.

Question 1

A well-organized induction programme brings certain benefits to the new employee as well as
the employing organization. Critically discuss the value of a well-organized induction
programme.

15 marks

Answer Scheme: Q1

These benefits include:

1. It helps reduce employee stress and anxiety caused by being in a new situation. This will
allow the employee to become productive faster.
2. It helps to create teamwork among employees, which leads to better quality work and
higher levels of output.
3. It makes employees feel valued and welcome, which increases their satisfaction with
their choice of organization.
4. It lessens the likelihood of the employee quitting after a short period of time because he
or she does not understand the job, or is not comfortable in the working environment.
When workers leave because they are unable to adapt to the workplace, the employer’s
costs will rise with the need to recruit and train new people.

Identification of the main point - 5 marks

Explanation of each point - 10 marks
Examples - 0 marks Total 15 marks

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 DIB2003 Human Resource Management | Final Examination

Question 2

Identify and analyze FIVE (5) factors which determine how much an employer pays his
employees.

(15 marks)

Answer Scheme: Q2

The factors which determine how much an employer will pay his employees are:
(a) Legislation
Many countries have legislation which mandates minimum wages. The law may establish different
minimum wages for different regions of a country, or between rural and urban areas; it may set minimum
wages which may differ depending upon age of the employee (typically younger, inexperienced workers
would be entitled to a lower wage); the wage may vary by occupation or industry.
(b) Unions
Where workers are represented by a trade union, bargaining over terms and conditions of employment,
including wages, will take place once the union represents a majority of the workers. A strong union may
be able to push wages higher than would be paid by the employer if there was no union.
(c) Selection policy of the employer
An employer may have a policy of attracting the best talent into his employ by offering high wages which
are above the norms for the occupation or industry. Such employers regularly collect data on rate of pay
offered by competitors and adjust their rates frequently to maintain their position in relation to other
employers.
(d) Employment conditions
When the labour market is tight, either at national level, or at the level of a particular occupation, the
employer will have little choice but to pay higher wages. Conversely, if there is a loose labour market,
rates will be maintained.
(e) Company profitability
Companies can only afford wages within their budget. Where the company is highly profitable, they will
be able to afford higher wages and vice versa.

Identification of the main point - 5 marks

Explanation of each point - 10 marks
Examples - 0 marks Total 15 marks

Question 3

Do you agree that employers should have the right to choose the job applicant they believe to be
most suitable for the job, even if this means some candidates are discriminated against?

Justify your answer.

15 marks

Answer Scheme: Q3

1. Discriminating against job applicants who are able to do a particular job, merely because of
certain characteristics irrelevant to ability to perform, is an unfair labour practice. It is also bad
for business.

2. Employers should positively try to hire people from a variety of backgrounds. Diversity brings
different ideas into the organization, which can be used to improve the product or service
provided by the employer. Employing people from different backgrounds can help an
organization with its marketing efforts, as these people will be able to reach out to different
groups within society.

3. Discrimination is only rarely justified. In some jobs—and they are becoming more and more rare
—gender might be an issue. For example, a retail department store would generally want to
ensure they have female staff to assist in clothing sections, especially if female undergarments are
being sold. Most customers in Malaysia, and Asia generally, are conservative about such matters.
 DIB2003 Human Resource Management | Final Examination

Question 4

Give examples of the key terms of an employment contract which must comply with the relevant
employment law. Discuss three benefits which are commonly offered to employees which are
not regulated by law at all.

15 marks

Answer Scheme: Q4

Key express terms of an employment contract which must comply with the Employment Act
(EA) are:

1. Maternity leave - All employees, irrespective of whether they are within the scope of the
EA (i.e. those earning not more than RM2,000 per month and manual workers, drivers
and other listed in the Schedule to the Act), are entitled by this law to a minimum of 60
days maternity leave. Up to 30 days may be taken before the employee gives birth and
the remainder after.

2. Paid sick leave - another benefit which is mandatory under the EA. The number of days
of paid sick leave to which an employee is entitled each year depends upon his length of
service. The sick leave provisions range from 14 days to 22 days per year. Any sick leave
beyond this provision will be unpaid.
 3. Annual leave - like paid sick leave, is an entitlement for employees within the scope of
the EA. Also like sick leave, annual leave increases with the length of the employee’s
service ranging from 8 days per year to 16 days per year after five years of service.

Identification of the main point - 5 marks

Explanation of each point - 10 marks
Examples - 0 marks Total 15 marks

Question 5

“Donald Kirkpatrick developed a model for evaluating training effectiveness. Although the
model was first published in the 1950s, it has withstood the test of time and is still widely
referred to and used. It has become a “classic”. The model suggests there are four levels of
training evaluation”.

Critically evaluate those levels with relevant examples.

15 marks

Answer Scheme: Q5
These are:
(a) Reaction
At the end of a training programme, or during the programme if it is of a lengthy duration, a
questionnaire can be distributed to learners to determine their feelings about a number of issues
related to the programme including: the venue, the duration, the trainer, the relevance of the
topics being learned to their jobs, the level of difficulty of the material being learned and so on.
This survey data can be analysed and used to improve future programmes.
(b) Learning
When the training programme was designed, learning outcomes or objectives will have been
stated. These statements of what learners are expected to know or be able to do at the end of the
 DIB2003 Human Resource Management | Final Examination

programme are used to test the trainees. Knowledge may be tested by written examination or oral
examination. Skills are best tested by observation. Changes in attitudes are difficult to test,
although changes in behaviour which may suggest changes in underlying attitudes may be
observed.
(c) Behaviour
Once the employee completes the training programme, it is necessary to determine whether he is
using his new knowledge and skills on the job, i.e. whether there has been transfer of learning.
This will require observation of the learner on the job, at a suitable interval after the end of the
programme. This observation may be conducted by the trainer, or by the employee’s superior
who will report back to those responsible for the training.
(d) Results
An evaluation needs to be made as to whether the training has led to productivity or profitability
gains for the organization. This is difficult to do. Although the costs of training can be
calculated, it is hard to determine whether the company’s productivity and profitability has been
directly impacted by the training as many factors affect these outcomes, not only training.

Identification of the main point - 2.5 marks

Explanation of each point - 10 marks
Examples - 2.5 marks Total 15 marks