Solved and Composed

By AANIYAH

MBS

MGT501 HRM midterm last semester subjective question solved

and unsolved file

1 ) what will happen when employee from headquarters is being

sent to foreign subsidiary? 3 marks

2)what an organization do when labor increase then required

number? 3 marks

ANSWER

Surplus of Employees Forecasted

When a comparison of requirements and availability indicates a

worker surplus will result, restricted hiring, reduced hours, early

retirements, or layoffs may be required to correct the situation.

a. Restricted Hiring

When a firm implements a restricted hiring policy, it reduces the

workforce by not replacing employees who

leave.

b. Reduced Hours

Reaction to a declining demand can also be made by reducing the

total number of hours worked. Instead of

continuing a 40-hour week, management may decide to cut each

employees time to 30 hours.

c. Early Retirement

Early retirement of some present employees is another means of

reducing the supply of workers.

d. Layoffs

At times, the firm has no choice but to actually lay off part of its

workforce. (page #8 lect # 12)

3) what is the difference between soft and hard HRM ? 3marks

ANSWER

The 'hard' one emphasizes the quantitative, calculative and

business-strategic aspects of managing the headcounts resource

in as 'rational' a way as for any other economic factor. By

contrast, the 'soft' version traces its roots to the human-

relations school; it emphasizes communication, motivation, and

leadership. ( page #31 lect # 6)

4) what an organization do during Probationary Period? 5mark

ANSWER

Probationary Period

Many firms use a probationary period that permits evaluating an

employees ability based on performance. This

may be either a substitute for certain phases of the selection process or

a check on the validity of the process.(page #80 lect num 18)

5) Does HRIS provides security and privacy to information?Support ur

answer 5 marks

ANSWER

HRIS Security and Privacy

The HR department must develop policies and guidelines to

protect the integrity and security of the HRIS so

that private employee information does not fall into the wrong

hands. To maintain the security and privacy of

HRIS records, companies should control access, develop policies

and guidelines that govern the utilization of

information, and allow employees to check their records.(page

#64 lecture #13)

6) new employee orientation in organization?

ANSWER:

Employee orientation programs provide new employees with the basic

background information required to perform their jobs satisfactorily. The

HR specialist usually performs the first part of the orientation by

explaining basic matters, then introduces the new employee to his/her

supervisor, who familiarizes the new employee with the workplace to

help reduce first day jitters.

Welcome party

Job rotation

On job training etc. (page #90 lect num 20

7) : What are the three options available for selecting managers for the

organization operating internationally? (3)

The choice of an employee for an international assignment is a critical

decision. To choose the best employee

for the job, management should:

1. Emphasize cultural sensitivity as a selection criterion

2. Establish a selection board of expatriates

3. Require previous international experience

4. Explore the possibility of hiring foreign-born employees

5. Screen candidates spouses and families

8) Write a job description for the post of CEO. (3)

a. Job description

A CEO description is a written statement of what the jobholder actually

does, how he or she does it, and under what conditions the job is

performed. There is no standard format for writing job descriptions, but

most descriptions include sections on:

CEO job identification

CEO job summary

CEO relationships, responsibilities, and duties

CEO authority of incumbent

CEO standards of performance

CEO working conditions

CEO job specifications

page #68 lect 14

9) Why is it important to understand individual challenges for

organization success? (3)

individual challenges:

Human resource issues at the individual level address concerns that are

most pertinent to decisions involving specific employees. These issues

almost always reflect what is happening in the larger organization. How

individuals are treated also is likely to have an effect on organizational

issues. For instance, if many key employees leave a firm to join its

competitor, it will affect the competitive posture of the firm. The

individual issues include matching people and organization, ethics and

social responsibility, productivity, empowerment, brain drain, and job

insecurity. Human resource issues at the individual level address the

decisions most pertinent to specific employees. These individual

challenges almost always reflect what is happening in the larger

organization. For instance, technology affects individual productivity; it

also has ethical ramifications in terms of how information is used to

make HR decisions (for example, use of credit or medical history data to

decide whom to hire). How the company treats its individual employees

is also likely to affect the organizational challenges we discussed earlier.

For example, if many key employees leave the firm to join competitors,

the organization's competitive position is likely to be affected. In other

words, there is a two-way relationship between organizational and

individual challenges. This is unlike the relationship between

environmental and organizational challenges, in which the relationship

goes only one way few organizations can have much impact on the

environment. (page # 36 lect #7)

10): How you different r initiate zero-base forecasting and bottom-up

approach? (5)

a. Zero-Base Forecasting

This method uses the organizations current level of employment as the

starting point for determining future staffing needs. The key to zero-base

forecasting is a thorough analysis of human resource needs.

b. Bottom-Up Approach

A forecasting method in which each successive level of the organization,

starting with the lowest, and forecasts its employee requirements in

order to, ultimately, provide an aggregate forecast of employment needs.

(page 58 lect #12)

11): One of your friends receives call for interview for well know

telecommunications firm. How will you guide him for a successful

interview? (5)

1. First impressions count Greet your interviewer with a smile and firm handshake. Give eye

contact. Try to make small talk during the walk from the reception area

to the interview room. Liz Anderson, a human resources manager says,

You have to sell yourself before you can sell anything else and the first 30 seconds are when the interviewer subconsciously makes decisions

about whether they like you or not and whether you will fit into the

team.

2. Be prepared Re-read your CV and the job advert just before the interview. Do your

research thoroughly: Look at the company web site or obtain literature.

You may be asked about the salary you are after so make sure you

research that as well.

3. Dont waffle Answer questions properly even if you need a few moments silence to collect your thoughts. Anderson advises, Its better to say you need a

minute to think about your answer rather than speak instantly and regret

it afterwards.

4. Why should they hire you?

Most job adverts will list qualities theyre looking for a team worker, a good communicator so its up to you to think of examples of how you can demonstrate these skills. Be ready to talk about your knowledge,

experience, abilities and skills. Have at least three strong points about

yourself that you can relate to the company and job on offer.

5. Be positive Your interviewer will be thinking about what it would be like to work

with you, so the last thing theyll want to hear is you talking about your boss or current colleagues behind their back. Interviewers like to see

someone who enjoys a challenge and is enthusiastic.

6. Remember your body language It is not what you say, but how you say it. During the interview, do not

fold your arms and lean back or look to the floor! Sit upright and try to

maintain good eye contact. Use your hands and lean forward when

making a point. Many people cannot think and control their body

language at the same time, which is why you need to prepare.

7. Expect the unexpected Your interviewer may try to catch you off guard: A survey by

OfficeAngels has revealed that 90 per cent of employers ask killer questions in interviews. It is impossible to plan for every difficult

question, such as How would your colleagues describe you? but try to appear relaxed and in control. Ask the interviewer to repeat the question

if necessary but do not evade it. Hopefully you will not befall the fate of

those job candidates at B&Q who were asked to dance to Blame it on the Boogie!

8. Develop rapport Show energy, a sense of humour and smile. Jean Smith, a social

anthropologist says: Its infectious, being positive and enthusiastic.

Ask your interviewer questions about themselves and any issues the

business is facing.

9. Clarify anything you are unsure of

If you are not certain what are meant by a particular question, ask for

clarification. At the end, ask the interviewer if there is anything else he

or she needs to know about. Do not be afraid to ask when you are likely

to hear if you have been successful or not.

10. Remember your manners

It is better to choose than to be chosen. Tell the interviewer why you are

interested in the company and job opportunity. Ask them for a business

card and follow it up by sending a thank-you e-mail or letter, saying how much you enjoyed meeting them and how interested you are. Take

the opportunity to detail the key advantages you bring.

12) How CEO is said to be a line manager? 3

13) No job opportunity is available for an individual with physical

imparity in ARMY; is this act of discrimination? 3

14) Suppose you are planning a training on prevention and treatment of dengue fever for the doctors. How would you deliver and evaluate the effectiveness of this training? 5

Here are 12 proven techniques to conduct a successful training session:

1. Tell trainees what you're going to cover. Introduce your session with a brief overview of the training subjects main points.

2. Tell them the information. In the main portion of the session, explain key points, go over policies, demonstrate procedures, and relate any other information trainees need to know.

3. Tell them what you told them. Conclude with a summary of your opening overview. Use repetition to help trainees grasp and retain information.

4. Always explain what trainees are going to see before you show a multimedia portion. This practice creates a better learning environment by guiding trainees to know what to look for and what to remember. Explaining the purpose of the multimedia ensures an effective reception for its information.

5. Use as much hands-on training as possible. The most effective training uses all the senses to affect learning. Demonstrate and apply teaching points to create greater understanding and knowledge of the subject.

6. Test frequently. Tests are most effective when students know they will be quizzed, because theyll pay close attention to the material. Testing is an objective way to determine whether training achieved its goals.

7. Involve trainees. For example, ask participants to share their experiences with the training topic. Many trainees are experienced personnel who have valuable information to contribute. All trainees will get more out of sessions by hearing about their co-workers experiences with the subjectand not just the trainers lecture points. Hearing different voices also keeps sessions varied and interesting. Structure interaction time into all your sessions.

15) If a company will introduce a computerized database system to

replace the existing manual filing system, what changes will be made in

Job Description & Job Specification for the position of record keeper of

the company?

a. Job description

A job description is a written statement of what the jobholder actually

does, how he or she does it, and under what conditions the job is

performed. There is no standard format for writing job descriptions, but

most descriptions include sections on:

job identification

job summary

relationships, responsibilities, and duties

authority of incumbent

standards of performance

working conditions

job specifications

b. Job specification

A job specification is a document containing the minimum acceptable

qualifications that a person should possess in order to perform a

particular job. Items typically included in the job specification are

educational requirements, experience, personality traits, and physical

abilities.

16) How probationary period is being practiced by the organization for final employee selection? If this period is used properly, it provide manager with an effective tool to make the new employee more productive. You can train the worker during this period and you can also get idea who he/she will perform in future. During this period we can discuss the performance standards, the employee's actual performance. We can determine if any problems the employee is experiencing with accomplishing the duties of the position. We can assure his compliance with the performance standards. We can determine how he will be successful in his work during the probationary period. We can get a chance to provide him a mentor who can trained according to company norms.

17) Why it is important to convey the vision and mission of the

organization in the orientation program given to the new entrants?

18) As an HR manager what step would you take to make the human

resource planning more effective?

19) Does a company perform job analysis only during the life time of

company?

Job analysis is the procedure through which you determine the

duties and nature of the jobs and the kinds of people who should be

hired for them. Yes a job analysis can only be performed during the

life time of a company.

Which factors should be kept in mind while selecting "training and

development"?

Answer: Cost Effectiveness: If measured the effectiveness of the training process, there Should be air justification of assigning training programs in the organization because if organizations are not able to have advantages or development and enhancement of the performance after training it is only wastages of the resources Desired Program Content: Contents of the training program and the methods used to deliver the training should be in relevance to training objectives and need assessed for training. c. Learning Principles: Learning principals should be implemented to have more effective training. d. Appropriateness of the Facilities: Factors that are supposed to facilitate the training program should be appropriate and available. e. Trainee Performance and Capabilities: There is chance and enough probability that training will lead to the enhancement of the trainees.

Trainer Performance and Capabilities: Trainers themselves are required to be well trained in order to provide the training.

20) Identify the information that can be considered as Red Flag while

screening the applicants for selection?

Red sign or flag means identifying or note problems and deficiencies in applicant work background & general qualification while taking his interview. Red flags can be indicated by asking some specific questions about past such as why did you left your last job?

These flags will be helpful in comparing skills and behaviors of

different candidates.

21) What activities are performed during Training and

Development of an HR function?

Activities, Questions to Consider

Training, development, and human resources pre-planning activities and tasks in your community might include:

Inviting and encouraging training, development, and human resources professionals to be involved in planning and implementation of your system of care.

Identifying and assessing additional or existing human resources where system of care values and principle should be incorporated.

Researching other training, development and human resource efforts in systems of care.

Looking at the quality, quantity, formatting and range of training and development opportunities currently available within your community.

o Do your current training and development programs encompass pre-service and in-service opportunities?

o Are you using a variety of training and development methods to reach various audiences?

o Do you currently have the capability to do Webinars, on-line courses, and Webcasts?

22) workforce diversity in today's organizations?

Workforce Diversity:

Changing the Way You Do Business

By: Rob McInnes, Diversity World

As we enter the 21st century, workforce diversity

has become an essential business concern. In the

so-called information age, the greatest assets of

most companies are now on two feet (or a set of

wheels). Undeniably, there is a talent war raging.

No company can afford to unnecessarily restrict its

ability to attract and retain the very best employees

available.

Generally speaking, the term Workforce Diversity refers to policies and practices that seek to include people within a workforce who are

considered to be, in some way, different from those

in the prevailing constituency. In this context, here

is a quick overview of seven predominant factors

that motivate companies, large and small, to

diversify their workforces:

As a Social Responsibility

Because many of the beneficiaries of good diversity

practices are from groups of people that are

disadvantaged in our communities, there is certainly good reason to consider workforce

diversity as an exercise in good corporate

responsibility. By diversifying our workforces, we

can give individuals the break they need to earn a living and achieve their dreams.

As an Economic Payback

Many groups of people who have been excluded

from workplaces are consequently reliant on tax-

supported social service programs. Diversifying the

workforce, particularly through initiatives like

welfare-to-work, can effectively turn tax users into

tax payers.

As a Resource Imperative

The changing demographics in the workforce, that

were heralded a decade ago, are now upon us.

Todays labor pool is dramatically different than in the past. No longer dominated by a homogenous

group of white males, available talent is now

overwhelmingly represented by people from a vast

array of backgrounds and life

experiences. Competitive companies cannot allow

discriminatory preferences and practices to impede

them from attracting the best available talent within

that pool.

As a Legal Requirement

Many companies are under legislative mandates to

be non-discriminatory in their employment

practices. Non-compliance with Equal Employment

Opportunity or Affirmative Action legislation can

result in fines and/or loss of contracts with

government agencies. In the context of such

legislation, it makes good business sense to utilize a

diverse workforce.

As a Marketing Strategy

Buying power, particularly in todays global economy, is represented by people from all walks

of life (ethnicities, races, ages, abilities, genders,

sexual orientations, etc.) To ensure that their

products and services are designed to appeal to this

diverse customer base, smart companies, are hiring people, from those walks of life - for their

specialized insights and knowledge. Similarly,

companies who interact directly with the public are

finding increasingly important to have the makeup

of their workforces reflect the makeup of their

customer base.

As a Business Communications Strategy

All companies are seeing a growing diversity in the

workforces around them - their vendors, partners

and customers. Companies that choose to retain

homogenous workforces will likely find themselves

increasingly ineffective in their external

interactions and communications.

As a Capacity-building Strategy

Tumultuous change is the norm in the business

climate of the 21stcentury. Companies that prosper

have the capacity to effectively solve problems,

rapidly adapt to new situations, readily identify new

opportunities and quickly capitalize on them. This

capacity can be measured by the range of talent,

experience, knowledge, insight, and imagination

available in their workforces. In recruiting

employees, successful companies recognize

conformity to the status quo as a distinct

disadvantage. In addition to their job-specific

abilities, employees are increasingly valued for the

unique qualities and perspectives that they can also

bring to the table. According to Dr. Santiago

Rodriguez, Director of Diversity for Microsoft, true

diversity is exemplified by companies that hire people who are different knowing and valuing that they will change the way you do business.

23) training programs evaluation?

:Evaluating Training

The credibility of training is greatly enhanced when it can be shown that

the organization has benefited tangibly from such programs.

Organizations have taken several approaches in attempting to determine

the worth of specific programs. In this phase, the effectiveness of the

training is assessed. Effectiveness can be measured in monetary or non-

monetary terms. It is important that the training be assessed on how well

it addresses the needs it was designed to address.

Participants Opinions: Evaluating a training program by asking the participants opinions of it is an inexpensive approach that provides an immediate response and suggestions for improvements. The basic

problem with this type of evaluation is that it is based on opinion rather

than fact. In reality, the trainee may have learned nothing, but perceived

that a learning experience occurred.

Extent of Learning: Some organizations administer tests to determine what the participants in training program have learned. The pretest,

posttest, control group design is one evaluation procedure that may be

used.

Behavioral Change: Tests may indicate fairly accurately what has been learned, but they give little insight into desired behavioral changes.

Accomplishment of Training Objectives: Still another approach to evaluating training programs involves determining the extent to which

stated objectives have been achieved.

Benchmarking

Benchmarking utilizes exemplary practices of other organizations to

evaluate and improve training programs. It is estimated that up to 70

percent of American firms engage in some sort of benchmarking.

24) Write down the job specification for "Executive Secretary" 5 Marks Answer: Educational requirements: Should be expertise in his field. Should have at least Masters in his field. Experience: Should have 5 years past experience to work as ES or related seat on a well known company.

Personality traits: Should have a good attitude and kind behavior with employees and should have ability to make appropriate decision in different situations. Physical abilities: Should be enjoying good health without any disability. 25) what will be your efforts to improve the good will of the company as an HR Manager? The company wants to attract more and good employees to the company to join. 5 Marks Answer: Will make Job descriptions and job specifications from the information gathered by a job analysis, which help management decide what sort of people to recruit and hire. Will attract more employees by increasing salary packages and by implementing difficult skill related assignments to the candidates. On the basis of which we can hire talented and skilled employers.

Attractiveness to job also depends on the extent to which it matches

the company objectives.

26) Hard and soft version of HRM? 3

Answer:

The hard version emphasis on quantitative, calculative and business

aspect of managing the resources.

Soft version roots on human relation school it mainly depend on

communication, motivation and leadership

27) Job description of CEO? Answer:

Job identification: Seat: Chief executive Officer (CEO) Date: 01 June 2013 Location: FALA Group of Constructors, Al-JArf, Dubai Salary Package: 70,000 PKR Pay Scale : 19th Job summary: Candidates must have analytical ability, logical thinking, concept formation, and inductive reasoning. They manifest

themselves in things like good judgment, creativity, and the ability to see the big picture. Relationships, responsibilities, and duties:

Responsibility of making organization wide decisions and establishing the plans and goals that affect the entire organization. Candidate should have ability to think and to conceptualize about abstract and complex situations, to see the organization as a whole, and to understand the relationships among the various subunits, and to visualize how the organization fits into its broader environment. The CEOs responsibility is to welcome new employees aboard and talk to

them about what a good job choice they made.

Authority of incumbent CEO directs the work of employees and makes certain decisions without consulting anyone. Standards of performance: Should be standardized in fulfilling organizational objectives. working conditions: Should stay loyal to the company and will try to gain the organizational goals.

Job specifications: Should has specialization in his related field. Should have past experience.

28) A job is define into four segments, ; job, position, duty and task, How you compare these four parts from each other? Also find out relationship among them. (5) Answer: Job: A group of tasks that must be performed in an organization to achieve its goals. Position: The tasks and responsibilities performed by one person; there is a position for every individual in an organization. Task: A distinct, identifiable work activity composed of motions Duty: A larger work segment composed of several tasks that are performed by an individual.

Responsibility: An obligation to perform certain tasks and duties.

29) Help your principle in recruitment for vacant posts 5 1 Head of department 2 professors recently complete PHD 3 Lecturers 4 High levels assistant

Answer:

To attract qualified applicants:

Recruiting process is used to create the pool of qualified applicants. By qualified applicants we mea those applicants who are having abilities that are perfect match with the job requirements. To discourage non qualified applicants. Second goal of recruitment is to avoid nonqualified applicants. When recruiting is based upon careful designing of the job disruption and job specification most of the applicants having irrelevant qualifications are eliminated for the list of potential applicants which makes recruiting process more effective and easier Means only those candidates will be selected who have done their PHD recently. Only those Lecturers will be shortlisted who have previous experience in field of teaching and have specialization in their related field. Only those Fresh Bachelors will be selected who have recently done their degrees from a well known institute with a good GPA and having reasonable skills.

HOD will be selected only those candidates will be chosen who have

done their specialization in some Management field or having

previous experience of working as a Principal or Head.

30) If your friend got an interview call from a reputable firm, how would you suggest him for a successful interview? 5 Marks Answer: I will give him following tips:

Get your CV and all documents with you.

You should be well dressed according to the taste of office.

Put a smile on your face and Be polite in your wordings.

Dont eat anything like bubble, chocolate etc.

Calm down, dont be nervous. Be confident.

Explain your objectives to the interviewer.

Try to know the job best. Do a detailed study about the specifications of job.

You should know what they want from you? Try to evaluate yourself with the specifications of job. Means you have proper skills and abilities.

What is your best? What is your weakness? Why are you feeling that you are the right person for this job? In what activates do you participate. Try to find answers of these common interview questions. 31)Difference between Job description and Job specification? 5

Marks

Answer:

Job specification: It is a detailed document contains acceptable qualifications that a person should possess to perform a particular job. Physical abilities, education , personality traits and experience. Job description: it contains the information that how a jobholder does different tasks and under what conditions the work should be performed.

Job identification, Summary, conditions, Responsibiltes, relations and duties, Standard of performance, authority and job specifications.

32) Develop job specification for the position of lecturer of HRM Answer: Education: Should be masters in HRM field Personality traits: Should reflect a positive personality and owns an attractive way of speaking. Physical abilities: Should be healthy, hasty and active.

Experience: Should have at least 5 years experience in field of

teaching.

33) how to tackle with short employment in organization?

34): new employee orientation in organization?

35) Chenab manufacturing company is considering a major business decision to upgrade its technology by purchasing computer-driven equipments. Being an HR manager giver your opinion which aspects related to HR must be considered while making this decision? Answer: Technology should be Cost effective Maintainable Reliable User friendly and compact in its intended work. Our current resources are 50,000. Only buy such equipments from a well known institute.

Dont buy extra tools so it would be wastage of our resources. Dont buy external hardware doing the same things. Such as Printer, Scanner, fax ma chine and other external hardwares that can be shared through networking. 36 )An organization develops a mathematics test for the selection of cashiers. The test includes questions related to advance algebra, geometry, and calculus, whereas the job of cashier involves addition, subtraction, division, and multiplication, only. You are required to identify the type of validity missing in this selection test. ? Answer: Construct validity is missing. Construct validity is used to measure teamwork, coordination, association, leadership planning and organizing. 37) Is it necessary to conduct Job analysis for each and every position within an organization? Answer: Job analysis is necessary to conduct for every job as it is a systematic process of determining the skills and knowledge requires performing a particular job. 38) What do you think external recruitment sources are better to fill vacancies above entry level positions or organizations promotion policy significantly impacts at this level? Give solid arguments to prove your point of view. Answer: There are some employee needs that a firm must fill through external recruitment. Yes external recruitment sources are better to fill vacancies above entry level positions. Provides new ideas and new insights 2. Provides greater diversity and helps achieve EEO goals by making affirmative action easy

3. Provides opportunities to handle rapid growth if the organization 4. Opportunities to get people with up-to-date knowledge education and training 39) Summarize the significance of obtaining top management support and commitment in cultivating a diverse workforce.(3) Answer:

Obtaining top-level commitment and support is critical for diversity programs to succeed. One way to communicate this commitment to all employees as well as to the external environment is to incorporate the organizations attitudes toward diversity into the corporate mission statement and into strategic plans and objectives. Managerial compensation can be directly linked to accomplishing diversity objectives. Adequate funding must be allocated to diversity effort to ensure its success. Also, top management can set an example for other organization members by participating in diversity programs and making participation mandatory for all managers. Top management or diversity directors alone cannot do the work for managing diversity. Many companies rely on minority advisory groups or task forces to monitor organizational policies, practices, and attitudes; access their impact on the diverse groups within the organization; and provide feedback and suggestions to top management.

40 ) While analyzing clerical and administrative jobs, is there only one best method that can be used to conduct job analysis or it is more appropriate to use a combination of methods? Give logical arguments to prove your stance.(3) Answer: Methods of Collecting Job Analysis Information The Interview Questionnaire Observation Participant Diary / Logs Likely, no one job analysis method will be used exclusively. A combination is often more appropriate. 1. Where possible, collect job analysis data using several types of collection techniques and respondents. 2. Potential inaccuracies in peoples judgments could lead to inaccurate conclusions 41) You are required to analyze the major differences between recruitment philosophies of a small family oriented business and an international business (3) 42) Suggest some important practices that an organization can adopt to avoid glass ceiling effect in their recruitment process.(5) 43)Benefits of contacts and referrals? Answer:

1. Provides greater motivation for good performance.

2. Provides greater opportunities for present employees

3. Provides better opportunity to assess abilities

4. Improves morale and organizational loyalty

5. Enables employees to perform the new job with little lost time 44)Challenges to be faced by HR in upcoming year? Answer: i. Environmental Challenges

ii. Organizational Challenges

iii. Individual Challenges 45) Methods use other then interview in job analysis? Answer: The Interview Questionnaire Observation Participant Diary / Logs Quantitative Job Analysis Techniques

Multiple Sources of Information

46)Recruitment efforts for work force diversity?

Answer:

To offset the momentum of past discrimination in employment,

firms must resort to additional recruitment approaches. A

recruitment program that is designed to specifically attract women

and minorities is referred to as affirmative recruitment. To ensure

that an organization's recruitment program is nondiscriminatory,

the firm must analyze its recruitment procedures. Each individual

who engages in recruitment should be trained in the use of objective,

job-related standards. With few exceptions, jobs must be open to all

individuals. When placing job orders with employment agencies, an

organization should emphasize its nondiscriminatory recruitment

practices. Organizations engaged in affirmative recruitment should

develop contacts with minority, women's, and other community

organizations.

47) Factors for selection philosophy

Answer:

Image of the Organization

Attractiveness of the job

Government Influence

Labor Market Influence

Recruiting Costs

Global Issues

48) HR specialist and HR journalist? 3 marks AnsweR: HR Generalists: Generalists are people who perform tasks in a wide variety of human resource-related areas. The generalist is involved in several, or all, of the human resource management functions. HR Specialist: Specialist may be a human resource executive, manager, or non-manager who typically is concerned with only one of the functional areas of human resource management 49)As an HR manager how u can make recruitment efforts more effective...

Answer: To attract qualified applicants Recruiting process is used to create the pool of qualified applicants. By qualified applicants we mea those applicants who are having abilities that are perfect match with the job requirements. To discourage non qualified applicants. Second goal of recruitment is to avoid nonqualified applicants. When recruiting is based upon careful designing of the job disruption and job specification most of the applicants having irrelevant qualifications are eliminated for the list of potential applicants which makes recruiting process more effective and easier 50)Hiring PCN.HCN.TCN Answer: I. Parent-Country Nationals All of these approaches are having some pros and cons lets discuss them briefly: I. Parent-Country Nationals

Parent country nationals are residents of home country. Advantages Better organizational Control and Coordination Promising managers are given International experience.

PCNs are the best people for the job. Disadvantages Adaptation to the host country may take a long time PCNs may impose an inappropriate headquarter style Compensation for PCNs and HCNs may differ II. Host-Country Nationals Host country national are residents of the host country. Advantages Language and other barriers are eliminated Hiring costs are reduced No work permit is required Continuity of management improved Disadvantages Control and Coordination of headquarters may be impeded. Hiring HCNs limits opportunities for PCNs to gain overseas experience. III. Third-Country Nationals If required talent is not available in home or host country than national s of the third country can be hired as mangers. Advantages Salary and benefits requirements may be lower than for PCNs TCNs may be better informed than PCNs about the host country. Disadvantages The host Government may resent the hiring of TCNs TCNs may not want to return to their own countries after assignment. 51)HRIS on data security Answer: The HR department must develop policies and guidelines to protect the integrity and security of the HRIS so that private employee information does not fall into the wrong hands. To maintain the security and privacy of

HRIS records, companies should control access, develop policies and guidelines that govern the utilization of information, and allow employees to check their records.

52) Suppose you are planning a training on prevention and treatment of dengue fever for the doctors, how would you deliver and evaluate the effectiveness of this training. (5) Answer: Pre- Post Training Performance with control group Method: Under this evaluation method, two groups are established and evaluated on actual job performance. Members of the control group work on the job but do not undergo instructions. On the other hand, the experimental group is given the instructions. At the conclusion of the training, the two groups are reevaluated. If the training is really effective, the experimental groups performance will have improved, and its performance will be substantially better than that of the control group. 53) Do organization conduct ob analysis only once in the life of an organization? (3) Summarize the significant of obtaining top management support and commitments in cultivating a diverse workforce. (3) Answer:

To offset the momentum of past discrimination in employment,

firms must resort to additional recruitment approaches. A

recruitment program that is designed to specifically attract women

and minorities is referred to as affirmative recruitment. To ensure

that an organization's recruitment program is nondiscriminatory,

the firm must analyze its recruitment procedures. Each individual

who engages in recruitment should be trained in the use of objective,

job-related standards. With few exceptions, jobs must be open to all

individuals. When placing job orders with employment agencies, an

organization should emphasize its nondiscriminatory recruitment

practices. Organizations engaged in affirmative recruitment should

develop contacts with minority, women's, and other community

organizations.

54) What benefits an organization can get by appointing the employee from headquarter to a foreign subsidiary. (3)

Better organizational Control and Coordination

Promising managers are given International experience.

PCNs are the best people for the job.

55) Why HRM use employment agencies to recruitment? 5marks Answer: An organization that helps firms recruits employees and, at the same time, aids individuals in their attempt to locate jobs. There are two types of the employment agencies i.e. Public Employment Agencies. Private Employment Agencies Both of these sources provide coordination between the organizations and applicants who are searching for jobs, for this service they use to charge a fee. Employment agencies are able to tailor their services to the specific

needs of the clients for example some agencies specialize in a particular employment areas, such as engineering,human resource or Computer programming, etc.

56) Why is it important to understand individual challenges for

organization success? (3)

57): How you different r initiate zero-base forecasting and bottom-up

approach? (5)

58) One of your friends receives call for interview for well know

telecommunications firm. How will you guide him for a successful

interview? (5) :

59) Why it is important to convey the vision and mission of the

organization in the orientation program given to the new entrants?

60) if a company will introduce the computerize database system to

replace the existing mannual filing what changes will be made in job

Description and job Specification?

61) As an HR manager what step would you take to make the human

resource planning more effective?

62) Identify the information that can be considered as Red Flag while

screening the applicants for selection?

63) What activities are performed during Training and Development of

an HR function?

Mcqs mostly from past papers.

64) 1 Identify the information that can be considered as Red Flag while

screening the applicants for selection? 3 marks

65) What is the consistence of technology in employees work? 3marks

66) Is early retirement is surplus of employee forecasted? 3 marks

67)What is socialization and why it is important? 5 marks

68)Some firms can get the person of other competitive company by

giving him extra ordinary facilities. It is right ethically? Quote real life

example. 5 marks

21) What activities are performed during Training and Development of an HR function? Activities, Questions to Consider