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Independent University,

MBA 509E: Human Resource
Autumn- 2016

Home Work - 6 (Week 6)

Submitted to:
Faiz Chowdhury
Independent University, Bangladesh

Submitted By:
Ertiza Akando
ID: 1610515

Date of submission (04-11-2016)

IUB: EMBA: HRM 509: Home Work: Week -6
Mid Term Review Questions

1. What do you understand by Human Resource Management (HRM)? (Marks-5)

Human resource management (HRM) is the management of human resources. It is a function
in organizations designed to maximize employee performance in service of an employer's
strategic objectives.

2. What are the basic goals of an ideal recruitment process?

An ideal recruitment process has several basic goals:

Find the best talents for the vacancies

Manage the recruitment sources
Manage the vacancies in the organization
Run the internal recruitment process
Building the strong HR Marketing platform
Co-operation with local and international universities
Provide feedback about the trends in the job market

3. What do you understand by employee motivation? (Marks-5)

Employee motivation is the level of energy, commitment, and creativity that a company's
workers bring to their jobs. Whether the economy is growing or shrinking, finding ways to
motivate employees is always a management concern.

4. List the six elements of Maslows need hierarchy theory of motivation. (Marks10)
The six elements of Maslows need hierarchy theory of motivation is:

First, employee will not function (or work) properly unless he is motivated, or if he
remains unmotivated.

Secondly, Maslow identified that human needs function as motivator. An employee

may remain unmotivated if his need/needs are unfulfilled.
Thirdly, Different needs can be classified into five categories. That is;

1. Biological and Physiological needs - air, food, drink, shelter, warmth, sex, sleep, etc.
2. Safety needs - protection from elements, security, order, law, limits, stability, etc.
3. Belongingness and Love needs - work group, family, affection, relationships, etc.
4. Esteem needs - self-esteem, achievement, mastery, independence, status, dominance,
prestige, managerial responsibility, etc.
5. Self-Actualization needs - realizing personal potential, self-fulfillment, seeking personal
growth and peak experiences.

Fourthly, these needs are arranged in a hierarchy.

Fifthly, a certain need is not activated unless a lower need remains unfulfilled.
Sixthly, a completely fulfilled need ceases to function as a motivator.

5. Why people quit job? State five reasons. (Marks-5)

There have many reasons why people quit a company and join another company. Like:
1) Another company offered a Better deal
2) They didnt like what they doing (other goals to accomplish)
3) They have been working toward a promotion that has never come
4) Looking for full time opportunities
5) Had personal issues to deal with it

6. What is the purpose of exit interview? (Marks-5)

Exit interviews are an extremely important and useful tool for managers. Proper exit
interviews are an excellent opportunity to learn about both the strengths and weaknesses of
the manager and the organization, to help understand how best to satisfy and retain
employees. Managers know they should do exit interviews but so often when someone
resigns they are focused on finding a replacement and figuring out a transition strategy with
their team, while also managing their busy workloads. This makes connecting with HR to
have an exit interview completed before they leave a last priority. Once that person walks out

the door, managers believe that theyve missed their opportunity; in fact, it is actually more
beneficial to do an exit interview after some time has passed.
7. State at least 5 important factors behind employee demotivation. (Marks-5)
Important factors behind employee demotivation are;

Lack of career vision

Job insecurity
Feeling under-valued
No development opportunities
Poor leadership
Unrealistic workload

8. Why should an employer pay an employee? State at least five factors. (Marks-5)
It is commonly said that pay is the greatest motivator. There is no denying that an employer
should pay because he is buying time of an employee. But he must also consider that the pay
to be offered should be good enough to motivate the employee, develop loyalty to the
company, and be commensurate with market standard and, also, a reward for performance.
On the other hand, pay to be offered ought to be cost-effective.

9. What do you understand by employee under-performance? (Marks-5)

Employee Underperformance is a workplace episode when an employee doesnt objectively
meet certain requirements identifying a good or sufficient level of performance in terms of
his or her job, quality of working results, productivity, and other aspects which can be
measured and qualified. Employee Underperformance is a kind of employee misconduct
which decreases an employees efficiency and effectiveness, making this employee less
useful and valuable to a company.

10. Draw a flow chart to show how HRM practices can impact on the achievement of
business goals and objective. (Marks-10)

11. Draw a chart to illustrate Herzbergs two factor two stage theory of motivation.

12. Prepare a list of 12 issues and problems faced by HR department around world,
including 6 preponderant in Bangladesh. (Marks-6)
Some of the issues and problems faced by HR department around world are;

Training and Compliance
Health and Safety
Discrimination and Diversity
Economic recession
Employee queries
Sexual harassment

In context of Bangladesh some of the issues are:

Preference for leisure

Stressful life
Gender discrimination
Adaptation to modern technology
Destructive labour unrest and rampant corruption.

13. Mention five obvious characteristics of Star Restaurant in Dhaka that make it
high performance work system (HPWS). (Marks-10)
The characteristics of Star Restaurant in Dhaka that make it high performance work system
(HPWS) are given below:
Quality service
Reasonable price
High-Quality Food
Good environment
Tasty food
14. What do you understand by Job analysis? (Marks-10)

Job Analysis is a process to identify and determine in detail the particular job duties and
requirements and the relative importance of these duties for a given job. Job Analysis is a
process where judgments are made about data collected on a job.
Job analysis is the foundation for all assessment and selection decisions. To identify the best
person for the job, it is crucial to fully understand the nature of that job. Job analysis provides
a way to develop this understanding by examining the tasks performed in a job, the
competencies required to perform those tasks, and the connection between the tasks and
Job analysis data is used to:

Establish and document competencies required for a job;

Identify the job-relatedness of the tasks and competencies needed to successfully

perform the job; and

Provide a source of legal defensibility of assessment and selection procedures.

Information from a job analysis can also be used to determine job requirements, training
needs, position classification and grade levels, and inform other personnel actions, such as
promotions and performance appraisals.

15. What is the recruitment policy for low paid RMG workers of Bangladesh?
Their recruitment system is outright hiring and firing as they do not get any appointment
letter and identity card of the factory, they can be dismissed by owners for any reason at any
time. They do not know anything their job contract. Being maltreated by owners and midlevel officers, working long hour in congested environment without sufficient rest, lack of
nutritious food, medicine, right to legitimate protest against ruthless exploitations, etc. are
their daily destiny. Factory building collapse, fire accident, stampede render many dead and
injured. Nevertheless, if any worker protests against owners and management, he/she
threatened by various types of harassment such as dismissal, arrest or even physical assault
by the hired hooligans of owners. That is how the workers treated and that is the recruitment
policy of them.
16. Explain three short-comings of Maslows theory of motivation. (Marks-6)
The limitations or short-comings of Maslows theory are:

1. The Theory is lacking about the motivators of extrinsically driven individuals: At

stage 4 and stage 5 of the chart (Esteem Needs and Self-Actualization Needs), the
theory is of questionable relevance to individuals that are driven by extrinsic rewards.
2. Difficult for manager to identify the need level for employees- There will be some
difficulty for managers in deciding which need level employees are on, and this
might curb the motivation of employees at the workplace.
3. The Most Powerful unsatisfied Need provides the most motivation- This is often due
to the fact that different individuals are driven to satisfy different needs at a certain
4. Basic Needs may not need to be satisfied to acknowledge higher needs- Based on the
theory, we assume that if an individual that is lacking in basic amenities or in a
questionable working environment, he/she will never unlock the higher needs in the