Session February

Question 1

There are 5 basic functions of a management process. Please explain them!

Answer 1

1. Planning Establishing goals, standards, rules and procedures. Also developing plans and forecast to predict or project future occurrence.

2. Organizing Giving subordinate specific task, establishing departments, delegating authority to subordinates, channels of authority, communication, coordination subordinate’s work.)

3. Staffing Determining what type of people you should hire; recruiting prospective employees; selecting employees; training and developing employees; setting performance standards; evaluating performance; counseling employees; compensating employees.

4. Leading Getting others to get the job done; maintaining morale; motivating subordinates.

5. Controlling Setting standards such as sales quotas, quality standards etc. in order to check the actual performance compares with these standards, taking corrective action as needed

Question 2

Please define Human Resource Management (HRM).

Answer 2

HRM is the process of acquiring (erwerben), training, appraising(bewerten) and compensating employees. It also includes attending their labor relations, health and saftey and fairness concerns.

Question 3

Explain the management process.

Answer 3

It includes the five basic functions of planning, organizing, staffing, leading and controlling.

Question 4

Please define the term manager in a HR perspective.

Answer 4

The manager is the person responsible for accomplishing the organisation’s goals, and who does so by managing (planning, organizing, staffing, leading, and controlling) the efforts of the organisation’s employees or people.

Question 5

Explain why Human Resource Management is important to all managers? What personnel mistakes can be avoid? List 9 of them.

Answer 5

1. *Hire the wrong person for the job
2. Experience high turnover
3. Have your people not doing their best
4. Waste time with useless interviews
5. Have your company taken to court because of your discriminatory actions
6. Have your company cited under federal occupational safety laws for unsafe practices
7. Have some employees think their salaries are unfair relative to others in the organization
8. Allow a lack of training to undermine your department s effectiveness
9. Commit any unfair labor practices

Question 6

Globalization is one part of the changing environment of Human Resource Management. Please define shorty globalization.

Answer 6

Globalization is the tendency of firms to extend their sales, ownership and manufacturing to new markets abroad.

Question 7

Please enumerate all MAJOR Trends that affects HRM.

Answer 7

1. Globalization & Competition 2. Trends in the nature of work 3. Workforce and Demographic trends. 4. Economic Challenges and trends

Question 8

Please enumerate all trends mentioned in Dessler’s Book about the trends in HRM.

Answer 8

1. Globalization 2. Competition increased 3. Deregulation increase indebtedness 4. More high tech jobs 5. More Service Jobs 6. More knowledge work 7. An aging workforce (US, EU) 8. Dramatic economic downturn starting 2007/2008 9. De leverarging plus a slow down in deregulation and globalization 10. Slower economic growth in many countries.

Question 9

Explain globalization and how it affects the changing environment of HRM.

Answer 9

Globalization is defined as the tendency of firms to extend their sales, ownership and manufacturing to new markets abroad. 1. Outsourcing to many other locations on the world. By outsourcing jobs and manufacturing locations firms can be more cost efficient. 2. More competition. Since globalization markets are evolving together. A company now must compete with more firms all over the world. They have to be faster and more responsive. 3. Deregulation. In many countries, government stripped away regulation. E.G. in US, EU the rules that prevented commercial bank from expanding into stock brokerage were relaxed. 4. Indebtness. when economies boomed more businessees and consumers went deeply into dept. Banks were willing to spend more money creditors. 5. Technological innovation. Especially job recruiting and job advertisement on social media got a big part of nowadays HRM. Technology has also had a huge impact on how people work, and therefore on the skills and training today’s workers need.

Question 10

Trends in the nature of work describes a change in work from the past. Please enumerate all shifting trends and explain them in your own words.

Answer 10

1. High tech jobs Skilled and trained workers are needed nowadays to maintaince the automatic machines. Most of the US machines are operated by those skilled workers. Especially in industries such as aerospace, computers, telecomminications, home electronics, pharmaceuticals, and medical instruments those skilled workers are needed. They replace steel, auto, rubber and textiles industries. 2. Service Jobs Especially in Europe and America manufacturing jobs are down and service jobs are up. With global competition more manufacturing jobs have shifted to low-wage countries. 3. Knowledge work. In general, the best jobs remain require more education and more skills. For employers this means relying more on knowledge workers and therefore on HUMAN CAPITAL. 4. Human Capital Human capital refers to the knowledge, education ,training,skills and expertise of a firm’s workers.

Question 11

What are the statements about Taylor’s Critism ?

Answer 11

1. It promotes the idea that there is one to do something, as such is to oppose to ideas as of continues improvement and business process engineer
2. It does seem to promote teamwork.
3. Extreme specialisation does not yield motivation.

Question 12

4 Principles of scientific management Frederik Taylor. Explain!

Exam: The ideas that he has advanced, Critics and 4 Principles.

Answer 12

1. Replace working by rule of thumb or simple habit and common sense and instead use the scientific method to study work and determine the most efficient way to performance specific tasks.
2. Rather than simply assign workers to just do any job. Match workers to their jobs based on capability and motivation and train them to work at maximum efficiency.
3. Monitor worker performance and provide instructions and provision in order their using the most efficient way of working.
4. Allocate the work between managers and workers so that managers spend their time planning and training allowing their **tasks efficiently. **

Question 13

Henri Fayol – Fourteen management principles.

He is also predicted for the 6 functional of management (siehe oben).

Enumerate the fourteen management principles.

Answer 13

1. Division of work
   (Output increased when employees specialized.)
2. Authority and Responsibility
   (Responsibility comes with authority, managers have the authority to give orders)
3. Discipline
   (Discipline and methods are must.)
4. Unity of command
   (Employees should only receive orders from one manager)
5. **Unity of direct **
   (the organization should move towards common targets in a common direction)
6. Subordinate of individual interests to the general interests
   (Put your personal interest back in order achieve a organisational goal.)
7. Remuneration
   (Variables like: living cost, supply of qualified personnel, general business condition, sucess of the business determines the worker’s pay rate.)
8. Centralization
   (Lowering the importance of the subordinate role. Branches)
9. Scalar Chain
   (Lower managers need to inform upper managers, so the work can be successful)
10. Order
    (For effiency and coordiniation all materials and people should be treated as equally as possible)
11. Equity
    (You must treat everyone equal)
12. Stability of tenure of personnel
    (Retaining Productive employee should be high priority)
13. Initiative
    (Encourage workers to take initiative, addiotional work activitiy)
14. Esprit de Corps
    (Encourage harmony and good feelings among employees)

Question 14

Please explain in short Time and Motion Studies:

Answer 14

Method for establishing employee productivity standards in which (1) a complex task is broken into small, simple steps, (2) the sequence of movements taken by the employee in performing those steps is carefully observed to detect and eliminate redundant or wasteful motion, and (3) precise time taken for each correct movement is measured.

Question 15

Please explain the three distinct function of an Human Ressource Manager.

Answer 15

1. A line function.

2. A coordinative function.
   (Coordinates Personnel actitivites. **Functional **Authority. HRM ensures that all line managers are implementing firm’s HRM policies.

3. Staff (assist and advise) functions.
(Assisting and advising line managers is the heart of HRM.
HR assists in: Hiring, Training, evaluating, rewarding, counseling, promoting, and firing employees.)

(HRM directs activities of the people in or her own department or related areas (plant cafeteria)

Question 16

Define shortly:

1. Authority
2. Staff authority
3. Staff manager
4. Line authority
5. line manager
6. functional authority

Answer 16

authority
The right to make decisions, direct others
work, and give orders.
staff authority
Staff authority gives the manager the right
(authority) to advise other managers or
employees.
staff manager
A manager who assists and advises line
managers.

line authority
The authority exerted by an HR manager by
directing the activities of the people in his or
her own department and in service areas (like
the plant cafeteria).
line manager
A manager who is authorized to direct the
work of subordinates and is responsible for
accomplishing the organization s tasks.
functional authority
The authority exerted by an HR manager as
coordinator of personnel activities.

Question 17

Session 2

1. Understand the evolution of HR in Zambia.
2. Understand the role of the Zambia Institute of Human Resource Management
3. Distinguish the roles of HR Practitioners

Please rephrase in short sentences the evolution of HR in Zambia.

Answer 17

Beginning with the first President of Zambia:

1. In the past centralized system. Personnel Management was dictated from Central Government
2. Most companies owned by Government, therefore salaries and personnel activities controlled by central government.
3. Under the 2nd president liberalisation of economy. Fewer government restriction and greater participation of private companies.
4. Under the 2nd president, there was a lot of personnel management. Shift from personnel management to HRM.
5. An act of the parliament passed the Zambian Institue of HR on 18th March 1997.
6. Estimation and classifying HR Requirements
7. Under HRM the human workforce was to integrate them.
8. Difference between HRM and Personnel Management recognized by an act of Parliament.
9. It is to protect human resources with fair conditions and fair treatment.

Question 18

Enumerate the functions of HR Practioners: There are at least 7.

Answer 18

1. Job analysis: Is identifying the content of a job in terms of activities involved and attribute needed to perform the work.
2. HR Planning: How do we hire? How many do we need? Plan for the future as the organisation is growing.
3. Training and Development: Helping the employer to develop – it is a way to motivate.
4. Industrials Reletations – in lines with rules and the regulation
5. Compensation management: Payment for work. Coming up with benefits and incentives.
6. Occupational work safety and environment: Providing workers with hospital and medical care if needed. Provide them the right equipment to work probably.
7. Corporate social responsibility: Giving back to the community. HR is involved in that because they can give advised to the top management.
   - Being able to give back to the community.

Question 19

Please explain about the Ministry of Labour and Social Security in HR. (MLLS)

Explain their mission and define social security shortly.

Answer 19

• *Mission:** To formulate labour and social security policies, programmes and strategies and coordinate their implementation for national development.
• *Social Security:** It helps their save and retirement. That they can live fair after retirement.

Question 20

MLLS is responsible for 7 things please enumerate them:

Answer 20

1. Employment policy
2. Social security policy
3. Labour policy
4. Educational occupational assessment services
5. Occupational health services
6. Industrial and labour relations
7. Monitoring

Question 21

MLLS is divided into 5 departments and one unit. Please enumerate them:

Answer 21

1. Human Resource and Administration
2. Labour Department
3. Social Security department
4. National Productivity development department
5. Occupational safety and health services department
6. Planning and Research Unit.

Question 22

The impact of globalization on HRM in Zambia.

Define globalization and its challanges:

Answer 22

Globalization is the tendency of firms to extend their sales or manufacturing to new markets abroad (Dessler, 2000).

• *Globalization is characterised by:**
• Increasing flow of goods and resources across national borders
• The emergent of organizational structures to manage the expanding network of economic activity.

1. Business environment has become more competitive
2. Businesses need to focus on competitive strengths
3. Development is achieved through people

Question 23

Please describe the Vision and Mission of the Zambia Institute of Human Resources Management.

Answer 23

Mission:

The institute exists to promote and develop the science and practice of Human Resource Management in Zambia.

Vision:

“To be an effective Institute dedicated to the promotion of good practice, serving professional interests of members, enhancing productivity at enterprise and national levels and upholding the highest ideals in the field of Human Resources Management in Zambia.”

Question 24

Please describe all 11 Objectives of ZIHRM:

Answer 24

1. To promote the profession of Human Resource Management and Development in Zambia and gain international recognition.
2. To carry out training of persons involved in human resource management. (To make that every HRM practioners to deal with the law of the country)
3. To enforce the ZIHRM Act and ensure that all individuals practicing human resource management in all organizations in the country are licenced by the institute.
4. To promote and uphold the highest standards of performance and conduct in the practice of Human Resource Management as a means of increasing productivity and efficiency. (They will work harder because of them effectively and motivated employees.)
5. To facilitate Continuous Professional Development for members both locally and internationally.
6. To encourage, uphold and improve the standards of training and professional ability of persons engaged in human resources management and industrial relations.
7. To maintain close contact with technical colleges, universities, professional institutions, government departments, commercial institutions and similar international institutions so as to improve the quality of human resources management. (They monitor institution that they are teaching should be in line with ZIHRM)
8. Provide professional networking and interaction opportunities through participation in conferences, seminars, workshops, symposia, annual general meetings, conventions and other fora of professional interaction and information exchange.
9. Up-to-date information on the development of Human Capital in the world trough research and development. (How to be better and how to be more effective, to adapt good strategies)
10. Personal development opportunity through voluntary service to the Institute in different capacities in the main council and sub committees. (
11. To contribute to national economic and social development trough effective human resource management.