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 HRI S provides security and privacy to information?Support ur
answer 5 marks
ANSWER
HRI S Security and Privacy
The HR department must develop policies and guidelines to
protect the integrity and security of the HRI S so
that private employee information does not fall into the wrong
hands. To maintain the security and privacy of
HRI S 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 21
st
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 21
st
century. 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