Exam Questions

Question 1

Explain the line supervisor’s responsibility for effective human resource management.

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Answer 1

• ensure the smooth process of planning, organizing, staffing, leading, controlling
• must look into the employees’ behaviour as a human
• to understand the employees by highly communicate with them.
• to manage the employee-worker relations issues and participate in contract negotiations.
• always motivating the employees in any ways through formal or informal situation.
• They are responsible to determining the direction for employees’ development that should align with company’s goal.
• to determine the compensation structure based on company’s goal
• involved in managing non-monetary benefit such as leaves, insurance etc.
• look into the safety and health issues seriously.
• to evaluate and give feedback to a relevant parties for a corrective action and improvement in the future

Question 2

Discuss the functions of a human resource manager at work

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Answer 2

• Staffing and Recruitment
• Training and Development
• Administrative Task

Question 3

As an HR manager of an organisation, discuss how you would conduct an effective job analysis for a particular job (of your choice) including the uses of the analysis information for the organisation.

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Answer 3

(a) Know the Performance Appraisal
Problems such as “central tendency”. Understanding and expecting the problem can help you avoid it.

(b) Use the Right Appraisal Tool
Use the suitable appraisal tool or combination of tools because each tool has its own pros & cons. For example, to avoid central tendency problem the ranking method is used but can cause bad feelings when employees’ performances are in fact all “high.” In practice, choose an appraisal tool based on several criteria such as accessibility and ease-of-use. That is why graphic rating scales are still so popular, even within computerized appraisal packages.

(c) Keep a Diary
Keep a diary of employees’ performances such as compiling critical incidents as they occur reduces appraisal problems.

(d) Get Agreement of a Plan
Appraisal aim is to improve unsatisfactory performance, therefore, the appraisal’s end result should be a plan of what the employee must do to improve his or her efforts.

(e) Ensure Fairness (be objective and fair)
◦ But in reality, some supervisors use the process for political purposes such as encouraging employees with whom they don’t get along to leave the firm.
◦ Performance standards should be crystal clear, objective and fair and employees should understand the basis on which you’re going to appraise them.
◦ Certainly, having all of these components will not guarantee against employee complaints but they do improve the chance of successfully rebutting the complaints that might be filed.

Question 4

Discuss the different techniques used in job interviews and what are the advantages and disadvantages when using this method in selection process.

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Answer 4

Advantage
Simple and quick way to collect informatio, including informationthat might not appear on writen form.

Disadvantage
Information distorsion due to outright falsification or honest misunderstanding.As noted, employees may view the interview as a sort of “efficiency evaluaty” that may affect their pay. They may then tend to exaggerate certain responsibilities while minimising others.

Question 5

What is the difference between a strategy, a vision, and a mission? Please give one example of each.

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Question 6

Explain how HR can be instrumental in helping a company create its competitive advantage.

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Question 7

Discuss some of the information that recruiters can legitimately expect to learn on a social networking site on the job seekers.

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Question 8

Job seekers sometimes appear unprofessional when using social networking sites or other public Internet communications. Suggest some important points when using those sites

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Question 9

If you are selected as the specialist in the organization’s training suggest how you plan an effective executive training program for your company

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Question 10

Evaluate some types of rating errors, and explain how to minimize them.

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Question 11

Discuss those factors that organisations to be based on before making the decisions in determining their employees’ pay rates so as to be prepare for unwarranted problem such as high turnover among the good talents.

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Question 12

Explain the value of financial incentives as it relates to Herzberg’s Hygiene-Motivator theory of motivation.

Answer 12

To motivate someone by organizing the job so that doing it provides the feedback and challenge that satisfy the person’s “higher-level” needs for things like accomplishment and recognition. Thus, in creating a self-motivated workforce, managers should emphasize “job content” or motivator factors by enriching jobs (more challenging), and provide feedback and recognition.
Therefore, employer should provide the challenging work and recognition that most people

Question 13

What policy issues must employers address when developing benefit plans? Name five issues.

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Question 14

Why do employees join unions? What are the advantages and disadvantages of being a union member?

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Question 15

Describe important tactics you would expect the union to use during the union drive and election.

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Question 16

What are the three primary ways that an individual can prove sexual harassment? Name and describe each one in a brief essay

Answer 16

• Document
• Medical Treatment
• Storage of Proof

Question 17

What steps can an employee take to address the problem of sexual harassment in the work place?

Answer 17

Training.

Respond to complaints appropriately. Have a process in place by which employees can express their concerns confidentially, without having to involve the alleged harasser in the chain of reporting.

Treat every concern seriously and don’t brush off rumors without giving them the attention they deserve.

Avoid or manage harassment situations that could get out of hand. Of course, the best way to handle complaints about harassment in the workplace is to not have any because work force knows how to behave. Be sure all employees are given guidelines on workplace ethics.
Keep an eye out for actions that just brush the line between “okay” and “not okay” and put a stop to them before they escalate.

Question 18

Before designing its work flow, human resource department need to analyze what work needs
to be done. Assume you are the managerof a manufacturing firm, and you are assigned to
conduct a job analysis for customer service officer. Discuss in detail two sources of collecting
job analysis information. Why do you decided to choose these two sources? Justify in detail
your answer.

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Answer 18

Job analysis interviews range from
completely unstructured interviews to highly
structured ones. Source to collect job
analysis information are:
Questionnaires
Having employees fill out questionnaires to
describe their job-related duties and
responsibilities is another popular way to
obtain job analysis information.
Observation
Direct observation is especially useful when
jobs consist mainly of observable physical
activities—assembly-line worker and
accounting clerk are examples.
Diary/log
Another method is to ask workers to keep a
diary/log of what they do during the day. For
every activity engaged in, the employee
records the activity (along with the time) in a
log.
Qualitative
Qualitative methods like interviews and
questionnaires are not always suitable.. The
position analysis questionnaire (PAQ) is a
very popular quantitative job analysis tool,
consisting of a questionnaire containing 194
items.
Internet-based

Question 19

Refer to the same position as stated in question 1 above; assume that you plan to call for an
interview session with the candidates.
a. Suggest THREE types of interview questions that you plan to ask during the interview
session. Why? You are required to discuss two justifications to support your answer.
[12 marks]

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Answer 19

There are two types of interview which are:
• Structured
• Unstructured
In unstructured (or nondirective) interviews,
the manager follows no set format. In
structured (or directive) interviews, the
employer lists the questions ahead of time.
He or she also may even list and score
possible answers for appropriateness.
Structured interviews are generally
superior. In structured interviews, all
interviewers generally ask all applicants the
same questions. It’s clear the courts will
look at whether the interview process is
structured and consistently applied.
There are five types of interview questions
namely are:
o Situational
o Behavioral
o Job-related
o Stress
o Puzzle questions
In a situational interview, you ask the
candidate what his or her behavior would
be in a given situation. Behavioralinterviews
ask applicants to describe how they reacted
to actual situations in the past. In a jobrelated
interview, the applicants answer
questions about relevant past experiences.
In stress interviews, the applicant is
madeuncomfortable by a series of often
rudequestions. This technique helps
identifyhypersensitive applicants and those
with low or high stress tolerance. Puzzle
questions are popular. Recruiters like to
use them to see how candidates think
under pressure.

Question 20

For each of the types of interview question that you choose in question 2(a) above , list
two samples of questions that you planned to ask during the interview?
[ 8marks]

Answer 20

This is an open question. The purpose is to
evaluate student’s understanding. Students
should be able to list only the interview
questions.

Question 21

a. Define ethics from the lens of human resource management.

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Answer 21

Ethics refers to “the principles of conduct
governing an individual or a group.” Ethical
decisions also involve morals, which are
society’s accepted standards of behavior.
The law is not the best guide about what is
ethical because something may be legal but
not right, and something may be right but not
legal. Ethics means making decisions that
represent what you stand for not just what is
legal.

Question 22

b. Discuss two HR methods to promote ethics and fair treatment at the work place. You are
required to use relevant example to justify your answers.
[16 marks]

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Answer 22

• Selection
• Ethics training
• Performance appraisal
• Reward and disciplinary systems
• Managing ethics compliance
Screening out undesirables actually can start
before the applicant applies. This is more
likely if the HR department creates recruiting
materials containing explicit references to the
company’s emphasis on integrity and ethics.
Interviewing using questions about ethical
behavior and managing other aspects of the
selection process sends signals about the
company’s ethical values and culture.
Ethics training typically plays a big role in
helping employers nurture a culture of ethics
and fair play. Such training usually includes
showing employees how to recognize ethical
dilemmas. It also includes how to use ethical
frameworks to resolve problems, and how to
use HR functions in ethical ways.
The firm’s performance appraisal processes
provide another opportunity to emphasize a
commitment to ethics and fairness. The
appraisal can actually measure employees’
adherence to high ethical standards.
Managers and organisations need to reward
ethical behavior and penalize unethical
behavior. However, care must be taken in
rewarding ethical behavior so as not to
undermine the intrinsic value of behaving in
an ethical manner.

Question 23

a. Discuss in detail FOUR alternatives to reduce unsafe acts among the employees.
[20 marks]

Answer 23

• Selection and placement
• Training
o Creating a supportive
environment
• Motivation
o Posters, incentives, positive
reinforcement
• Behavior-based
• Employee participation
Proper selection and placement is, of course,
a good way to reduce unsafe acts. The basic
aim is to isolate the trait that might predict
accidents on the job in question, and then
screen candidates for this trait.
Training is especially appropriate for new
employees although “refresher” training can
help keep safety issues front and center. It’s a
good idea to have some of the refresher
training done by more senior people who
have extensive experience with safety issues
and the credibility of being on the job.
Motivational tools such as incentives, positive
reinforcement, and posters are also
successful at reducing workplace injuries.
Behavior-based safety involves identifying
worker behaviors that contribute to accidents
and then training workers to avoid these
behaviors.
Employee participation can make a significant
difference in adherence to safety standards.
There are at least two reasons to get the
employees involved in designing the safety
program. First, those actually doing the jobs
are often management’s best source of
ideas.Second, it is easier for employees to
accept and enthusiastically follow the safety
program when they’ve had a hand in
designing it.

Question 24

Define the types of flexible benefits programs below. Provide an advantage for each type.

a. Flextime
b. Compressed work week
c. Job sharing
d. Work sharing

Answer 24

Flexible benefits programs remain popular and
continue to grow. Let’s discuss some of the
key elements of such programs.
Flextime is an arrangement allowing
employees to have flexibility in scheduling
their workday around core hours.
Compressed workweeks may consist of four
10-hour days, three 12-hour days, or other
such combinations. However, the
effectiveness of flexible work schedule
arrangements may be questionable. Reviews
indicate that they increase employee
satisfaction and productivity. However, some
critics are concerned that fatigue and
accidents may increase. Ongoing
measurement and tracking is the key here.
Workplace flexibility means providing
employees with technology so work can be
accomplished wherever they are located.
Other flexible work arrangements include jobsharing,
work-sharing, and telecommuting.
Job-sharing occurs when two people share
one full-time job. Such a program can be
useful for retirement-aged employees, allowing
the company to retain the experienced
employee while allowing him or her to have
reduced work hours.
Work-sharing results when a group of
employees reduce their hours to prevent
layoffs. Finally, telecommuters work at home
and use phones, computersoftware, and the
Internet to conduct business.

Question 25

Discuss in detail THREE reasons why careful selection is important in HR.
[TOTAL: 20 MARKS]

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Answer 25

Careful selection is important for three main
reasons: performance, costs, and legal
obligations.
First, your own performance always depends
on your subordinates.
Second, it is important because it’s costly to
recruit and hire employees. As the opening
story in this chapter indicated, Google’s hiring
process was streamlined due to the amount of
time taken for interviews. Time spent by
employees equates to the costs of not being
productive in their jobs.
Third, it’s important because mismanaging
hiring haslegal consequences.
Person-job fit refers to identifying the
knowledge, skills, abilities (KSAs), and
competencies that are central
to performing the job. Then we must match the
KSAs to the prospective employee’s
knowledge, skills, abilities, and competencies.

Question 26

a. Differentiate the concept of home and host country

Answer 26

Home – the origin country of the firm
Host – the country which the firm is running
their business.

Question 27

b. There are three ways in staffing the global organisation which are ethnocentric,
polycentric and geocentric practices. By using relevant examples, discuss these three
practices in detail.
[TOTAL: 20 MARKS]

Answer 27

Ethnocentric-run firms staff foreign
subsidiaries with parent-country nationals.
They believe that home country attitudes,
management styles, and knowledge are
superior to the host country. Polycentric-run
firms staff foreign subsidiaries with hostcountry
nationals. They believe they are the
only ones that can really understand the
culture and the behavior of the host country
market. Geocentric-run firms staff foreign
subsidiaries with the best people for key jobs
regardless of nationality. They believe that the
best manager for any specific position
anywhere on the globe may be in any of the
countries in which the firm operates.

Question 28

Traditionally, HR managers only focused on administrative issues such as running the payroll department. However, today, employers expect human resource teams to focus more on big-picture issues such as current trends shaping human resource management by influencing what human resource managers do and how they do it.
Based on the above statement, discuss selected competencies required by today’s HR managers.
(Total: 20)

Answer 28

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Question 29

Discipline is necessary in all organisations and it is a management action to enforce organisational standards. All organisations have rules, regulations and procedures so that organisational objectives can be met. Notwithstanding, an error in taking disciplinary action could trigger a costly appeal or even litigation to an organisation.
Discuss some discipline guidelines to assist managers in the process of disciplining an employee.

Can HR practices help to reduce unsafe acts among employees?
By using any THREEtypes of HR practices, discuss in detail how these practices can reduce unsafe acts. [15 marks]
[TOTAL: 20 MARKS]

Answer 29

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Question 30

Can HR practices help to reduce unsafe acts among employees?
By using any THREEtypes of HR practices, discuss in detail how these practices can reduce unsafe acts. [15 marks]
[TOTAL: 20 MARKS]

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Question 31

Question 2 Identify and elaborate in detail several HR management methods to promote ethic and fair treatment at the workplace.
[TOTAL: 20 MARKS]

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Question 32

a. Does globalisation affect HR practices? How? [4 marks]

b. Discuss in detail some global challenges that a HR Manager would face. [16 marks] [TOTAL: 20 MARKS]

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Question 33

a. List and discuss TWO main human resource management challenges faced by localorganisations in Malaysia.[10 marks]
b. Suggest the best way to manage the challenges listed in question
(a) . You are requiredto support your answer accordingly.[10 marks]

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Question 34

Question 2 a.Compare job analysis, job design, job description and job specification.[8 marks]
b.Critically examine TWO purposes of job analysis to organisation. You are required touse examples to elaborate your answer.[12 marks]
[TOTAL: 20 MARKS]

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Question 35

a. What is occupation health? Discuss TWO practices applied in your organisation toensure occupational health among the employees.[12 marks]
b. Discuss TWO types of common mistakes that lead to accidents at the work place.2 [8 marks] [TOTAL: 20 MARKS]

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Question 36

a. Discuss FOUR events in labour relations process.

b. List FOUR steps in labour relation process.

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Question 37

In general, unionisation of employees can affect managers in several ways. Discuss TWO main impacts of unionisation on managers. [TOTAL: 20 MARKS]

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Question 38

In order to maximise training effectiveness, the management has to design the training needs according to business strategies.

a. Compare and contrast internal growth strategy and divestment strategy. In your opinion,which strategy is more applicable to be used in Malaysian based companies?[15 marks]
b. What are the THREE (3) factors to be considered during organisational analysis whendesigning training?

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Question 39

Strategically, in order to remain sustainable, organisations must make sure that their diversity principles apply to all levels be it at middle managers, supervisors, and non-management employees.
Based on the above statement, discuss what are the changes in workforce diversity will affect HR management? Support your answer.
(Total: 20)

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Question 40

Employers use two basic approaches to setting pay rates: market-base approaches and job evaluation. Many firms, particularly the smaller ones, simply use a market-based approach. If you were a manager for a bigger firm will you use both market-base approach and job evaluation or just one method? Give reasons and describe one of the methods or the one method that you choose.
(Total: 20)

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Question 41

Assume you are the human resource manager of a hypermarket in Malaysia. The general manager has told you that customers have begun complaining about the service quality of your front liners. Currently, the training consists of your supervisors showing new employees how the job should be executed.

Assuming your needs assessment indicates that you need a more rigorous training programme, how would you plan such a training program? What steps should you take in planning the program? Suggest suitable training programmes for the above scenario.

(Total: 20)

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Question 42

Imagine that a pet supply store is establishing a new performance management system to help employees provide better customer service. The management needs to decide who should participate in measuring the performance of each of the store’s salespeople.

Discuss from what sources should the store gather information in establishing a new performance management system for the store? Justify your answer.
(Total: 20)

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