ANSWER ALL THE QUESTIONS IN THIS SECTION
Question 1
Describe the criteria to be used in the formulation of performance objectives. (10 marks)
Question 2
The Human Resources Manager for a manufacturing company carries out job analysis just before
recruiting 3 sectional heads. Briefly explain why it is important for this exercise to be conducted.
(4 marks)
Question 3
Explain with examples the following performance management methods: (6 marks)
a) Field review
b) Management by objectives (MBO)
c) Essay appraisal
Question 4
Discuss any four (4) characteristics of good Job Analysis. (8 marks)
Question 5
Distinction between the functional and efficiency approaches to human resources management. (8
marks)
Question 6
Give any two (2) advantages and any two (2) disadvantages of using tests in employee selection.
(4 marks).
Question 1: The criteria to be used in the formulation of performance objectives include specificity, measurability, achievability, relevance, and time-bound. Specificity ensures that objectives are clear and detailed, measurability allows for progress to be tracked, achievability ensures that objectives are realistic and attainable, relevance aligns objectives with organizational goals, and being time-bound provides a deadline for completion.
Question 2: It is important for the Human Resources Manager to carry out job analysis before recruiting sectional heads because it helps to identify the specific skills, knowledge, and abilities required for the job. This ensures that the right candidates are selected based on the job requirements, leading to better job performance and organizational effectiveness.
Question 3:
a) Field review: This method involves observing employees in their work environment to assess their performance. For example, a manager may observe how a salesperson interacts with customers to evaluate their customer service skills.
b) Management by objectives (MBO): This method involves setting specific objectives for employees to achieve within a certain time frame. For example, a sales manager may set a target for a sales representative to increase sales by 10% in the next quarter.
c) Essay appraisal: This method involves employees writing a self-assessment or essay on their performance, which is then reviewed by a manager. This allows employees to reflect on their achievements and areas for improvement.
Question 4: Four characteristics of good Job Analysis include:
- Comprehensive: Covers all aspects of the job, including tasks, responsibilities, and required qualifications.
- Accurate: Based on factual information obtained through observation and analysis.
- Relevant: Focuses on job-related factors that are essential for success in the role.
- Updated: Regularly reviewed and updated to reflect changes in the job requirements or organizational needs.
Question 5: The functional approach to human resources management focuses on aligning HR practices with organizational goals and objectives, while the efficiency approach emphasizes using HR practices to maximize productivity and minimize costs. The functional approach is strategic and proactive, aiming to support long-term organizational success, while the efficiency approach is operationally focused, seeking to achieve short-term efficiency and cost savings.
Question 6:
Advantages of using tests in employee selection:
- Objective assessment: Tests provide a standardized way to evaluate candidates, reducing bias and subjectivity.
- Predictive validity: Tests can help predict future job performance by assessing relevant skills and abilities.
Disadvantages of using tests in employee selection:
- Cost: Developing and administering tests can be expensive.
- Potential for bias: Tests may not always accurately assess a candidate's potential, leading to unfair outcomes.