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FINAL EXAMINATION

AUGUST 2013 SEMESTER


4/13/34 ACADEMIC SESSION
COURSE
COURSE CODE
DURATION
FACULTY
PROGRAMME

LECTURER

: HUMAN RESOURCE MANAGEMENT


: PMS 2253
: 2 HOURS 30 MINUTES
: BUSINESS
: BACHELOR OF HUMAN RESOURCE
MANAGEMENT (HONS.)
BACHELOR OF BUSINESS MANAGEMENT (HONS.)
BACHELOR OF MARKETING (HONS.)
BACHELOR OF FINANCE (HONS.)
: ERNI BT TANIUS
MOHD EZANNI BIN JAAFAR

INSTRUCTIONS TO CANDIDATES
This paper consists of three (3) sections:
Section A 15 questions (multiple-choice questions)
Section B 4 questions (case-study questions)
Section C 4 questions (short essay questions)
Answer all questions in Section A and Section B, and three (3) questions in Section C
All answers of:
Section A, B and C must be written in answer booklet provided.
The answer for each question must start on a new page.
Candidates are NOT ALLOWED to bring any unauthorized items into the exam hall
except with the permission of your invigilator.

Do Not Open the Question Paper Until Instructed

This Question Paper Consists of Seven (7) Printed Pages


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SECTION A: MULTIPLE CHOICE QUESTIONS (15 MARKS)


ANSWER ALL QUESTIONS.

1. Which of the following is NOT an advantage of internal recruitment?


a.
b.
c.
d.

2.

Generally, employers are not keen to hire older workers because _______
a.
b.
c.
d.

3.

Better evaluation on the applicant end.


Increase individual confidence.
Decrease decision making.
Clarify a job role.

Which of the following is an example of cognitive test in selection?


a.
b.
c.
d.

5.

it is perceived that they incur higher medical cost compared to younger workers.
it is perceived that they are not interested to learn new technologies.
their wages are usually higher than younger workers.
All of the above.

The following are benefits of realistic job preview, EXCEPT:


a.
b.
c.
d.

4.

It leads to inbreeding.
Employees morale increases.
No induction costs are incurred.
applicants employment records are readily available.

Situational Judgment Tests


Intelligence Quotient Tests.
Assessment Centers
Psychomotor Tests.

Which of the following is TRUE?


a. A Training Needs Analysis determines which trainer would be best suited to
facilitate a planned training program.
b. Without formal training, employees will still learn how to do their jobs, but they
may make more costly mistakes.
c. An organizations training department is responsible to decide which workers
need training.
d. When organizations provide minimal training, turnover rates are lower.

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6.

What is training need?


a.
b.
c.
d.

7.

Which of the following should be considered in training design?


a.
b.
c.
d.

8.

an outcome of job analysis.


an annual training plan for an organization.
a gap between an actual situation and a desired situation.
checklist of items used to ensure training facilities are complete.

Learning styles.
Learning transfer.
Learners readiness.
All of the above.

Which of the following is NOT true?


a. It is the responsibility of HR practitioners to design a suitable performance
management system for their organization.
b. It is the responsibility of HR practitioners to appraise all employees in their
organization.
c. An effective performance management system can help to increase employee
productivity.
d. A performance appraisal is one component within a performance management
system.

9.

Which of the following performance appraisal problems is known as the recency


effect?
a. Appraisers focus on an employees most current behaviour and performance when
appraising his work for the past year.
b. Appraisers give low ratings to subordinates who belong to a different racial or
religious group to themselves.
c. Appraisers give high ratings to subordinates that they like personally.
d. Appraisers give similar ratings to all their subordinates.

10. In a multisource/360 feedback appraisal scheme, the appraisers of each employee


would usually include _______
a.
b.
c.
d.

the employees superior, subordinates and peers.


the employees peers, subordinates and the superiors peers.
the employees peers, subordinates and the human resource manager.
the employees superior, the superiors superior and the superiors peers

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11. What is employee benefits?


a.
b.
c.
d.

Payments directly calculated on the amount of time worked.


Indirect reward given to employees for organizational membership.
Payments made during each period regardless of the number of hours worked.
Compensation linked directly to individual, team, or organizational performance

12. Which of the following are the key influences on how much an employer pays his
employees?
a. legislation, employment conditions, union and ownership of the organization.
b. legislation, employment conditions, unions and productivity of the organization.
c. legislation, employment conditions, performance enhancement and cost
effectiveness.
d. legislation, employment conditions, profitability and competency of the HR
manager in the organization.

13. Which of the following is NOT a factor affecting benefits strategy?


a. Workforce composition.
b. Organizational life-cycle.
c. Individual performance.
d. Corporate strategies.

14. Which of the following is true?


a. Organizations with flexi-benefit schemes provide fewer benefits than
organizations that do not offer such schemes.
b. Employers have the right to reduce or remove benefits without the consent of the
employees concerned.
c. In most organizations, all employees receive the same benefits.
d. Benefits can help attract, retain and motivate employees.

15. What is the difference between benefits and rewards?


a. Benefits are given to all employees, whereas rewards depend upon performance.
b. Benefits are given to all employees, while rewards are offered to senior staff.
c. Benefits are required by law, whereas rewards are optional.
d. Benefits are financial, whereas rewards are non-financial.

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SECTION B: CASE STUDY (25 MARKS)


ANSWER ALL QUESTIONS.
A Hire Way Out of the Financial Fire
The 2008-9 worldwide financial tsunami is causing havoc in the employment sector
globally. Singapore is an open economy; as such it suffers at least as bad as others from
the economic downturn. Although it lacks the clout to spend its way out of the economic
downturn, it appears that the Singapore government can do something about it through its
capacity in recruitment.
As the largest single employer in Singapore, government employs some 60,000
employees out of local labor force of about 1.8 millions. In dealing with economic
downturn, government manages to reduce the number of unemployment by making job
available in public sector to a total of 18,000 jobs. On top of the public sector demand for
workers, some industries such as the food and beverage, construction and business
services are all experiencing growth and are looking for more employees.
The economic downturn has become a positive sign for management consulting firms.
They are enjoying the benefits of a higher selectivity of job candidates as their competing
employers in the investment banking sector downsize or freeze the recruitment of
bankers. For new graduates, to enter in this industry is not easy. The selection process is
rigorous; they not only have to have top academic results, but also have a good record of
achievements outside classroom, are highly analytical and skilled in problem solving, and
possess excellent written and verbal communication skills. They also must go through
rounds a special case-study interview and they must also stand out from among a highly
competitive crowd during internship.
The following questions are based on the above case study:
1. Identify THREE (3) recruiting responsibilities of HR unit and THREE (3) recruiting
responsibilities of managers in other departments.
(6 marks)
2. Explain FOUR (4) ways how internet helps the government of Singapore in its
recruiting process.
(4 marks)
3. Briefly explain THREE (3) types of testing that are more suitable for the job position
as a consultant.
(9 marks)
4. Which selection interview do you think is more suitable for a new graduate for an
executive position, structured or less-structured? Clarify your answer by explaining a
type of selection interview that you choose.
(6 marks)
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SECTION C: SHORT ESSAY QUESTIONS (60 MARKS)


ANSWER ANY THREE (3) QUESTIONS.
QUESTION 1 (20 MARKS)
Training is process whereby people acquire capabilities to perform jobs. Training
provides employees with specific, identified knowledge and skills for use in the current
jobs
a. Briefly explain TWO (2) types of training in manufacturing companies in Malaysia.
(6 marks)
b. Differentiate between internal and external training delivery.
(4 marks)
c. Draw and briefly explain the diagram of a systematic training process in most large
organizations.
(6 marks)
d. Briefly explain the concept of Blended Learning.
(4 marks)

QUESTION 2 (20 MARKS)


a. Briefly discuss FOUR (4) essential elements of an effective performance
management system.
(8 marks)
b. Explain FOUR (4) rater errors in the performance appraisal process, and give
example of each of the errors.
(12 marks)

QUESTION 3 (20 MARKS)


a. Explain the THREE (3) types of compensation and give an example of each.
(9 marks)
b. Elaborate on the THREE (3) compensation strategies and the disadvantages of each
strategy.
(9 marks)
c. If you are a HR Manager, describe TWO (2) factors that would influence your
decision to choose a compensation strategy
(2 marks)
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QUESTION 4 (20 MARKS)


a. List TWO (2) factors affecting benefits strategy.
(2 marks)
b. You are employed by an emerging technology-based company. The Board of
Directors is not sure on the best strategy to manage the employee benefits. You are
asked to briefly discuss SIX (6) components of an effective benefit management
system.
(18 marks)

END OF QUESTION PAPER

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