Pir Mehr Ali Shah

Arid Agriculture University, Rawalpindi

Office of the controller of Examinations
Final Exam / Spring 2020 (Paper Duration 48 hours)
To be filled by Teacher

Course No.: …………………:………… (MGT-515) ……………..………………….Course Title: ….………………………

Title Introduction to Human Resource Management

………………………………………………….
Total Marks: ……30….………………………………Date of Exam: ………......05 August 2020.........
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Degree: …………BBA……………………………………. Semester: …………4rth………..………… Section: …………A,B……….
………………
Marks Converted
Q. No. 1 2 3 4 5 6 7 8 9 10 Obtained/Total Marks if
Marks Applicable
Marks **
Obtained Expression
is faulty **/
30
Total Marks in Words:
Name of the teacher who taught the course:
Signature of teacher / Examiner:

To be filled by Student

Registration No.: 18-ARID-879 Name: Syeda Tashifa Batool

Answer the following questions in the specified area (add more lines/insert images if needed).

Q.No.1. Explain what HR management is and how it relates to the management process
(Marks:05)
Answer: Management: -
“Administration of anything is called Management’’
Manager: -
A person who manages and supervises the activities of other employees.
Human resource: -
The word human resource was first developed in the 1960s when the value of worker relations
began to garner consideration and when ideas i.e. Motivation, organizational behavior, and
selection valuations began to take shape. It designate both the individuals who work for an
enterprise or organization and the section responsible for dealing resources related to personnel.
Human Resource Management: -

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 The procedure of obtaining, training, valuing and rewarding personnel, of attending to their work
relation vigor and security and fairness concern.

Management
Planning Organizing Staffing Leading Controlling
process

Planning:-
Planning is the process to establish objectives, developing tactics and techniques and developing
strategies and predictions. It is the function of administration that includes placing goals and
defining a sequences of accomplishment for completing those goals. It compels that supervisors be
responsive of environmental conditions fronting their business and predict future circumstances. It
also needs that supervisor be a best decision makers.

Please scroll down

Planning process

1 2 3 4 5 6

Objective Alternatives selection& Participation&

Establishment evaluation corporation security

Derivative plans Again

Premises
Formulation evaluation
Development

Organizing: -
It includes allocating jobs, classifying jobs into departments, allotting authority, and apportioning
resources across the company. In this procedure, managers synchronize individuals, resources,
strategies & processes to simplify the goals recognized in the plan. It includes determining how
finest to departmentalize, or garner, works into sections to synchronize struggle efficiently.it has
altered methods to departmentalize, comprising arranging by operation, creation, topography, or
purchaser. Larger corporations use many techniques of departmentalization.

Organizing process

Activity identification

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 Classifying Activities

Assigning authority

Staffing: - Developing relationship

It is the procedure of appointing certified applicants in the corporation for particular positions. The
meaning of staffing is a procedure of hiring the personnel by appraising their dexterities,
information and then proposing them particular employment consequently.
Leading: -
It includes the collective and acquainted basis of encouragement that you use to motivate action
taken by others. If managers are efficient directors, their juniors will be passionate about applying
struggle to accomplish managerial goals.
Controlling: -
It contains guaranteeing that recital does not diverge from standards. It comprises of three steps
(1) Instituting recital standards.
(2) Equating actual recital against standards& rules
(3) Taking counteractive act when required.
Techniques and concepts that we need to know to carry out our management process in best
possible way: -
 Leading work scrutinizes.
 Hiring job applicants and scheduling workers requirements.
 Electing job applicants.
 Orientating and teaching personnel.
 Administrating pays and incomes
 Giving compensation &inducement.
 Evaluating accomplishments.
 Cooperating & connecting
 Teaching and evolving personnel.
 Constructing personnel obligation.
 Equivalent chance for personnel.
 Personnel vigor & protection

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  Managing complaints and worker relationships.

HR management necessary to all manager: -

The HR management is important because there is some mistakes that employees made and that
will harm the organization. The mistakes that managers make will are recruit a illegible individual
for the job, experiencing big turnover, not have info about how their employee work, and wasting
time with non-beneficial interviews, their company go to court for some fault, your company
practices unfair laws, any unfair worker practices. These are the mistake that should be avoid by
using proper human resource management.
Q.No.2. Briefly describe each of the following types of interviews: unstructured panel
interviews, structured sequential interviews, job-related structured interviews .
(Marks:05)
Answer: Interview: -
It can be define a placid discussion among two individuals or more where questions are asked to
individuals to obtain the necessary replies & solutions. It simply be described as the official
meeting among two individuals where the interviewer asks queries to the interviewee to obtain
statistics.
Individuals included in an interview: -
In normal, only two clusters or two individuals sit meeting one another in an interview. The
individual who is questioning is called the Interviewer and the person who is replying the asked
questions is called the Interviewee
Objectives of interview: -
It assist to confirm the info delivered by the applicant. It assist to determine the correctness of the
delivered details and info about the applicant.
It not only provides the interviewer info about the applicant’s technical information but also
provides a vision into his much required innovative and logical abilities.
It assist in determining the joint relation among the personnel and the organization.
It is beneficial for applicants so, he can know his job, the type of work that is anticipated from him
and he gets to know about the corporation.
An interview is helpful for the interviewer and the interviewee as individuals, because both of
them gain experience, both professionally and personally.
It helpful for the applicants evaluate his skills and know where he deficits and the positions where
he require development.
The interview too beneficial to the enterprise shape its identifications and image between the
service seeking applicants.
Types of interviews: -

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 Structured Unstructured Situational
interviews interviews interviews

Behavioral Job related Stress interviews

interviews interviews

Unstructured Structured Panel interview

sequential interview sequential
interview

Panel Interviews: -
Panel interviews can conduct the unstructured setup, with a group of interviewers employed
together to interrogate person applicants. One interviewer will ask a first question, with another
following up on the response with further examining. The interviewers may have contracted on a
plan before and will have the same result objectives. They may even assign assured jobs to each
other – for example, one to make introductions and put the applicants at ease, one to focus on a
specific area of questioning, and so on. Once all the interviews are complete, the interviewers will
decide as a group which candidates they think should move forward in the selection process. This
method of interviewing can help create an interesting vigorous and can lessen the risk of
interviewer bias.
Group Interviews
Another way of executing an unstructured interview can be a group situation. This is where
several confident applicants come together in an interview procedures held by the interviewer.
The corps works together on many activities, providing each member the chance to determine
their management qualities, confidence and skill to gain on with others, in a more natural social
environment. A group interview may take place over several hours, or even days, to allow each
applicant the opportunity to be heard and get intricate.
Face-to-Face Interviews
The interviewer and interviewee settled at a desk or table, in a less official, low-key environment.
The tone will be informal to follow the unstructured arrangement and to allow the discussion to
establish naturally, with direction from the interviewer.
An unstructured interview is a tactic that permits recruiters to get to know their applicants better.
With no restrictions of pre-planned questions, the interviewer can adjust and direct the interview
to get specific info. It can be particularly useful in the annual stages of selection if the remaining
applicants have similar educations and experience. An unstructured interview allows the

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interviewee to determine their personality and soft skills, while, allowing the interviewer to gain
clarification and a deeper understanding of the applicant as a person
An interview in which each interviewer practices an independent ideas after asking altered
questions.
Structured sequential interviews: -
An interview in which the candidates is questioned chronologically by numerous individuals each
rates on standard forms , the questions asked are all in a specific format and the same is used for
all the applicants . It is to assess the capability of all the applicants impartially. In structured
sequential inter views the applicants interrogating one by one by many different interviewer. They
all separately conduct interviews with many different pre-planned questions. After asking those
question they all make evaluation separately and then recruit the applicant who is matches with the
standards of the organization.in this type of interview all the applicants asked same questions but
preplanned.
Job related interviews: -
The job related structured interviews comprises of pre-defined questions, all of which are aimed to
assess the past behaviours for job related information. In this type of interviews the questioner ask
the questions related to the job. In this interview the questioner did not ask questions that are
situation based or related to society in this the interviewer just asked the questions that are related
to the job in this you may ask credential questions, brainstorming questions, behavioral questions,
competencies questions, past experience questions.
Q.No.3. A well-thought-out orientation program is essential for all new employees,
whether they have experience or not. Explain why you agree or disagree with this
statement.
(Marks:05)
Answer: I agree with the above statement of a well-thought orientation program is essential for all
the new personnel whether they experienced or not. Because, the orientation is a program
predicted new personnel to feel more comfortable with company within a smaller time period.
It is simply inducing different doubts but in a non-executive way. by providing proper
orientation to new personnel, he will feel free to work without any pressure, he will work
confidently, and manager and supervisor will then need to put less effort and they will feel free to
encourage their new employee. The new personnel then work for the company with their best
effort work efficiently and effectively for the company.as I said I agree with the above statement,
one of the least in use but beneficial because, when company provide their new employees with
orientation they will then know about all the process and procedures of the company and work
according to them. And by doing this the rate of high turnover and changing workforce also get
lesser they work in the company with honesty. By providing proper orientation they know about
everything. And the orienting process to new personnel and is very crucial to new personnel to
work successfully. New personnel then can handle their early confusions. And by this the

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managers then know about their new personnel more how the value their company and in future
what they will do to add more value to their company. Moreover, the new personnel know how to
deal with daily work routines from where he or she can get required information what rules and
practices in the company, where he will have to submits his reports all is cleared to new employee
by orientation either he is experienced or not. And what is the position of company and what it
wants to be in the next future days all is cleared. So yes a well oriented process is essential for all
new employees. The manager and new employee feel free to discuss any query, they have then
better understanding about the work and work better for the company to achieve its goals. The
new employee then know properly about company’s rules and regulation, dress codes and codes of
conduct. And also new employees feel save because they guaranteed not to harass or not be
misbehave with them. They then have to follow these rules and also they will signed a contract.
Q.No.4. What is the employee s role in the career development process? The manager
role? The employer s role?
(Marks:05)
Answer : -
Career:-
A career is a sequence of related job activities that provide an order and meaning to individual life.
It consist of sequenced roles that leads an individual to an increased level of responsibility, power
and status
Career management: -
Career management is a process that permits an individual to understand their talent effectively
and establish their skills according to their interest. And then use their talent according to their
interest.
Career development: -
It is a process that contribute individual personal characteristics, and to individual career
exploration, success, achievements, rewards and fulfilments.
Career planning: -
It is the process, by which someone know about his skills, abilities, motivations and some other
characteristics and then take action according to characteristics to achieve goals.
Career planning development: -
In this the individual become aware of personal career attributes and then make different action to
make his career fulfilments.
The roles of employees, employers, and manager are described as given below.

Roles of employees,
employers,

Managers

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Employee: -
The individual work in an
organization is called
employee.
Roles of employees:
Employee accept the
responsibilities
Asses his skills, and talent
Seek out career
information and of about
different resources
Develop and organize
objectives and goals
Discuss your career with
your manager
Employer: -
The organization is an
employer for an
employee.so, it is called
employer.
Employer roles:
Communicate mission
plans and processes
Delivering training and
establish opportunities
Give info about career
objectives and policies
And provide a variety of
career choices
Manager: -
Manager is a person who
oversees the activities of
employees.
Manager roles: -
Give feedback timely
Give developmental
assignments, works and,
tasks.
Also take participation in
career development
procedure.
Provide support to
development plans of
employees.

Employee’s role: -
Employee is a person who take part actively in the organization activities. And is also known best
for their abilities and skills, and interest too. They should be actively take part in the work so they
can achieve the goals successfully. Manager, employee, and employer have a same role to guide,
to teach, and to establish the employees’ career properly. The individual accept his or her
responsibility itself they cannot depend on the manager or employees for their career
development. Never a person can depend on manager or employer for their career planning.
Employee’s one responsibility is to make decision. Means what things he can do or what changes
he must take. And what type of things he should do to change occupation. And also analyze itself
what is the position of and what it seems to be in a future days.
And can enhance their knowledge by taking into consideration different attitudes by working in
teams and also discuss your problem with your mentors. And by doing this you can understand
either the job is
Satisfied you or not Career Development
Manager’s role: -
The manager plays a central role in development of a career. Manager is a model to the employees
to enhance their skills and also improve their performance. Manager is beneficial for new

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employees who just has started profession, or for young personnel. And that will be beneficial for
them in future.
All the search suggested that all executives and top manager those who are at their best post have
the
Best relationship with their manager in earlier of their career. The manager provided them with
required information and rules and procedures. And also the manager has specific skill that
delivering in his management style. The manager is responsible for making their employees
provided with best resources to fulfill the organization goals. Manager should aware of all the
facts about what is employees doing and manager should show commitments too employees.
More the employees committed with responsibility .and the manager should rewards their
employees and also clear about their aims and missions. The manager should appraise their
employee by giving rewards then they feel better and work better for organization.
Employer’s role: -
The role of employer is to select and hire right person for right job. Employer should provide
career establishment process. The organization has the responsibility to provide employees with
better opportunities. Because all the employees who have proper guidance from the employer will
do a better job. If the employer doesn’t provide their employee with better opportunities they will
not work better for job. The employer should have a proper developmental plans to not lose the
employee potential. And when the employer motivate their employee they will express their skills.
The career developmental process is encouraged by employer because they provide training
session to their employee to work better. Teel their employee about the policies, rules and
regulation, codes of conduct and all the thing’s information is provided by employer.
Q.No.5. Should the job evaluation depend on an appraisal of the jobholder s
performance? Why? Why not?
(Marks:05)
Answer: -
Job evaluation: -
It is the process of comparing one job with other to determine the worth of a job.
Yes, the evaluation should depend on an appraisal of the job holder’s performance because, it
helps an organization to determine worth of the job, and being assured that the personnel are
responding to their job effectively or not. And evaluation can also enable to make comparison of
job on different grading and classing.it also provide information about job so informed judgment
can make rather than depending on preconceived ideas. Though, it is important to evaluate the job
and not the individual personal characteristics and individual performance. But I think there
should be job evaluation depends on the job holder’s performance because by doing that we get to
know about what the individual doing and what he will have to achieve to meet the goal. And
organization can define the relative job’s worth and making sure that the individual will

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corresponds to our organization or not. And it can also enhance the objectives and goals of the
organization .though, it is right that job evaluation doesn’t have any role in performance of the
individual but it will beneficial for company to know the behaviour of employee and what will
they being paid response to their job.
And answer to why not is, because the job evaluation is just a comparison of job to determine the
job’s worth. And doesn’t account with individual personal skills, talents and abilities and the
individual performance is covered by the organization performance. Because job evaluation
compare one job with other it has no account with individual characteristics. So in this case the
evaluation shouldn’t depend on the appraisal of job holder’s. Job evaluation means dealing with
Jobs and with the individual personal characteristics. Because according to the definition it is, the
comparison and in short is the requirement of job that he make to an employee and there is no
need to compare it with the individual personal abilities and skills and performance.
Q.No.6 You are applying for a job as a manager and are at the point of negotiating
salary and benefits.What questions would you ask your prospective employer
concerning benefits? Describe the benefits package you would try to negotiate for
yourself (Marks:05)
Answer
As apply for the job of manager I will negotiate about salary with employer. Moreover I will talk
about benefit packages more than salary.
Questions that I will ask concerning benefits are:
What is the policies of organization to pay for time not worked?
Is there any insurance benefits?
What are the strategies for retirement benefits?
Benefits: -
It is type of advantage that, is paid holiday time, funded health insurance, and also provide
pension to employees as they get retired to attain the arrangements of company .it is called benefit.
Salary: -
It is a fixed amount of money that is paid an employee monthly.
I.e. pay money to manger, teachers etc.

Pay for time not worked

Unemployment Vacation & holiday Sick leave benefit Severance pay&

insurance benefits supplemental pay
benefits
Unemployment insurance: -
The benefit provided to the person when he or she cannot do work because some fault that he or
she don’t have because of its own.
Vacation benefits: -

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These are the benefits provided to the individuals when they are at holidays. I.e. government
teacher have the benefit to enjoy salary in vacations.
Sick leave benefit: -
These are the benefits provided to employee when he or she is ill and cannot do work.
Severance benefit: -
It is a benefit that employee receive when organization terminate the employee.
Supplemental unemployment benefit: -
It is a benefit that provide to the personnel when some companies change their machinery and
Shutdown there work for some time then the benefit also provide to the employees.

Insurance benefit

Workers Health insurance

compensation benefits

Workers compensation: -
It is a compensation in which medical facilities or incomes given to the employees who get injured
through work accidently.
Health insurance benefits: -
These are the benefits provided to the employee. But these are very costly because the large
organization provide these type of benefits. Actually these are the medical facilities provided to
the personnel.
Retirement benefits: -
These are the benefits provided after retirement.it includes the pensions etc.
These are the benefits that listed above, about which I will ask when I will applying for the job of
manager.

Best of Luck

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