1sT OPPORTUNITY QUESTION PAPER (This memorandum consists of 5 pages including this front page)

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1 r POLYTECHNIC OF NAMIBIA SCHOOL OF MANAGEMENT SCIENCES DEPARTMENT OF MANAGEMENT INTRODUCTION TO HUMAN RESOURCES MANAGEMENT BACHELOR OF HUMAN RESOURCES MANAGEMENT 07BHRM SUBJECT CODE: IHR512S DATE: NOVEMBER 2015 DURATION: 2 Hours MARKS: 100 EXAMINERS MODERATOR: Mr.John Kangowa Mr. Tjivi Ndjoonduezu Ms. Elaine Enkali Mr. Lukas Bock Ms. Enzy Ndjavera Mr. Michael Sanni 1sT OPPORTUNITY QUESTION PAPER (This memorandum consists of 5 pages including this front page) INSTRUCTIONS 1. Answer all questions in the answer book provided. 2. All questions are compulsory. 1

2 SECTION A QUESTION 1 (MULTIPLE CHOICE QUESTIONS) 1.1 The following are all Management functions in the HR department, except: a) Plannning b) Organising c) Developing d) Controlling refers to the degree to which activities or work processes have to be executed in a uniformed manner in organisations. a) Configuration b) Specialisation c) Formalisation d) Standardisation concerns the nature and form of the role structures within organisations. a) Configuration b) Specialisation c) Formalisation d) Standardisation 1.4 The following are all benefits of informal group membership, except: a) Perpetuation of social and cultural values that group members consider important. b) Status and social satisfaction that may not be enjoyed without group membership. c) Increased ease of communication between group members. d) Increased profits and performance. 1.5 When you increase the depth of a job by adding responsibility for planning, organising, controlling and evaluating the job, has occurred. a) Job enlargement b) Task significance c) Job enrichment 2

3 d) Task character improvement 1.6 The extent to which the work requires several different activities for successful completion indicates its a) Skill variety b) Enlargement c) Task identity d) Enrichment 1. 7 Job specifications list: a) What the job accomplishes and how performance is measured in key areas of the job description b) The knowledge, skills, and abilities an individual needs to perform the job satisfactorily c) The tasks, duties and responsibilities of a job d) The education, experience and work skill requirements of a job 1.8 In its most basic form, job analysis is necessary for: a) Developing job description and specifications b) Planning the design and redesign of jobs c) Ensuring pay equity d) Developing a performance management system 1.9 The generation of a pool of qualified candidates to fill positions in the organisation constitutes the phase. a) Socialisation b) Selection c) Recruitment d) Interviewing are schedules with fewer than the traditional five work days a week. The hours worked per day are increased so that the hours worked per week are still the same. a) Flexitime b) Telecommuting c) Compressed work week 3

4 d) Work Scheduling ( 10 Marks ) QUESTION 2 (TRUE AND FALSE QUESTIONS} 2.1 Linear Regression Analysis is a workforce planning method whereby departmental managers provide certain labour estimates, because they know what business activity will be performed by their units /departments in the future 2.2 Job requisitions are intended to give recruitment officers enough information about each job to enable them to fill it. 2.3 The selection process refers to the selection of the most suitable candidate, judged by predetermined criteria, to be placed in a specific position. 2.4 An application blank is a form that is completed by the applicant providing information such as education, work history, some personal medical history, hobbies, etc. It replaces the selection interview 2.5 An interest test measures an individual's motivation and satisfaction levels. 2.6 An assessment centre is a selection method where applicants are asked to perform within a simulated work environment 2.7 Validity can be defined as the consistency of a specific measure. 2.8 The HR department has the sole responsibility for the induction process. 2.9 On-the job training means having a person learn a job by actually doing it. 4

5 2.10 Performance appraisal means evaluating an employee's current and/or past performance relative to his/her performance standards. (10 Marks) SECTION B QUESTION 3 (LONG QUESTIONS) 3.1 Discuss the performance management process under the following aspects: a) The three main purposes of performance management (3) b) The characteristics of high performance companies (8) 3.2 The Equity theory states that employees will normally not take inequality in the workplace lightly. Discuss: a) Employees reactions to inequality (6) b) Ways in which organisations can manage equity (5) 3.3 Ethics, justice and fair treatment are important aspects in HR. With this in mind, discuss the following aspects. a) The objectives of ethical codes in HR (4) b) Principles of behaviour expected from HR practitioners (10) 3.4 Discuss the factors that can undermine the usefulness of the employment interview. (10) 3.5 Discuss the advantages and disadvantages of internal recruitment. (11) 3.6 The demand for employees in an organisation can be determined through various forecasting methods. Discuss the judgemental and statistical techniques that can be used in forecasting.(12) 3.8 Name any 11 benefits of establishing work teams in organisations. (11) 5