Instructions 1) This assignment is based on material covered in the course module 2) The assignment consists of FOUR sections. 3) Write in grammatical English. Use Font size 12, Times New Roman, 1.5 spacing justified. 4) This is an individual assignment. No duplication of work will be tolerated. Any plagiarism or collusion may result in disciplinary action 5) Your assignment will be assessed on the factual answer provided based on your reading and analysis from various references related to this course. In addition, you should demonstrate a sound knowledge of the topics covered and adhere to the APA referencing style.
Answer all questions in this section. Choose the best alternative answer
1. What specific activities listed below are part of the organizing function? A. Giving each subordinate a specific task B. Recruiting prospective employees C. Training and developing employees D. Developing rules and procedures E. All of the above
2. _______________ is the type of information can be collected through a job analysis.
A. Work activities B. Human behaviours C. Performance standards D. Job content E. All of the above
3. _________________ refers to a written statement that describes the activities and
responsibilities of the job. A. Job specification B. Job analysis C. Job report D. Job description E. Job content
4. All of the following are characteristics of older employees except ______________.
A. Lower absenteeism B. Higher reliability C. Higher absenteeism D. Better work habits E. Desire for flexibility
5. Most people are fired due to _____________.
A. Lack of qualifications B. Lack of aptitude C. Non performance D. Lack of necessary motor abilities E. Cognitive abilities
6. The advantage of using management assessment centres in the selection process is due to ___________________. A. Cost of development B. Time required to administer and assess results C. Use of managers as assessors D. Peer evaluators of candidates E. Use psychologists as performance assessors
7. ________________ is the type of interview that might include the statement, “tell me about a time when you worked successfully in a team environment”. A. Situational B. Behavioural C. Stress
8. The following are considered when designing a training program that motivates the trainee except______________________. A. Provide the opportunity to apply the material. B. Provide prompt feedback C. Utilize a half or three-fourths day schedule D. Pay the trainees for the time spent in training E. Allow trainees to set their own pace
9. The A in the acronym for SMART goals stands for ______________.
A. Actionable B. Appropriate C. Attainable D. Attitude E. Asset
10. Which of the following is a type of workplace exposure hazard?
A. Chemicals B. Excessive noise C. Temperature extremes D. Biohazards E. All of the above
Answer all questions in this section. State whether each statement is True OR False. 1. OSHA’s standards are vague and this has made them difficult to enforce.
2. Tardiness is one of the earliest symptoms of alcoholism.
3. The HR department conducts performance appraisals, develops the appraisal tools, and monitors the appraisal system.
4. While formal written warnings are provided too late to salvage an employee’s performance and position in an organisation, they are useful in court proceedings.
5. The four categories of training outcomes are reactions, learning, behaviour, and results.
6. Staffing is the basic function of management which includes selection of employees,
setting performance standards, and compensating employees.
7. Functional-based job analysis means describing the job in terms of the measurable, observable, behavioural competencies that an employee doing that job must exhibit to do the job well.
8. Rejected applications who receive bad references could sue the source of a reference for defamation of character.
9. The best medium for advertising vacant positions is the internet.
10. Competency based job analysis is more focused than traditional job analysis.
1. From the major personality attributes, differentiate between type A and type B personalities. (6 Marks)
2. Steps and activities involved in the staffing process differ from one organisation to another, list and explain in detail, the activities involved in the staffing process and clearly illustrate its cyclic nature. (8 Marks)
3. Describe the process of an ideal type of a selection approach (6 Marks)
4. Analyse any five (5) reasons why job descriptions are required. (5 Marks)
5. Explain the purpose of Performance Management and its significance. (5 Marks)
Answer Question 1 and any other two questions in this section.
QUESTION 1 [Compulsory]
CASE STUDY
Reliance Motors, an automotive manufacturing company employs over two hundred (200) employees and has been in business for over a decade. The New Delhi, India based company has thrived well in the market until emergence of operation disrupting hiccups in 2012 when the company was adding another line of product to its production. Due to the competitiveness of the automotive industry, Reliance Motors made an effort to diversify its operations by adding a new model to its production line. The change brought about an introduction of new technology in the work place which most of old employees were not familiar with. Due to competition pressure, Reliance could only afford on the job training as the company could not afford to lose production hours. The change management process was rapid without due care of whether or not all the employees were keeping up. Results were demanded and those who couldn’t meet expected production levels were let go without hesitations regardless of their ability or potential to be star employees if only they were nurtured and supported towards the right directions. Noticing the unpleasant working environment, some of the employees who couldn’t keep up resigned from the organisation before they were sacked. Employees of Reliance Motors were expected to make target each and every day without any feedback given to them about their performance unless if target was not made. Management of the company believed that the highly competitive salaries and target bonus paid to the employees were enough to motivate them in the workplace. Most of the employees found their jobs to be monotonous and could only do enough to keep their jobs. Error rate on finished products started to escalate and recalls of faulty cars also increased. Due to high turnover, recruitment costs also escalated and profit margins plummeted. Due to the specialization nature of the automotive industry other employees also queried that the Engineering Department employees were given special treatment due to their scarcity in the labour market and this brought divisions among the employees. Overwhelmed with these
challenges the Managing Director of Reliance Motors, Mr Mathur Kumar Khan found it necessary to bring on-board a Human Resource Practitioner who could identify the root causes of HR problems at Reliance Motors and probable solutions thereto.
a) As a Human Resources Practitioner employed by Reliance Motors list and explain five (5) HRM problems identified from the case study. (10 Marks)
b) Provide probable measures that could be taken to remedy the identified HRM problems at Reliance Motors. (10 Marks)
QUESTION 2
Discuss the millennium challenges facing Human Resources Management (15 Marks)
QUESTION 3
With the aid of practical examples, analyse the sources of external recruitment and methods. (15 Marks)
QUESTION 4
You have just been appointed as the Job Analyst Officer in your Organisation. You are asked to carryout job analysis on a secretary job and come up with the correct job description and job specification. Show your understanding of the process involved in the task. (15 Marks)
