CHAPTER 1 (OVERVIEW AND INTRODUCTION OF HRM) Jan 2013 (Q1) a) Distinguish between human resource management and strategic

human resource Management. b) Discuss four (4) major functions of HRM. (5 marks) (12 marks)

c) Explain the impact of today's workforce and demographic trends on human resource management practices. (8 marks)

Jan 2012 (Q1) a) Define Human Resource Management. b) Explain four (4) importance of human resource management. C) Discuss five (5) important trends that influence human resource management. (15 marks) (2 marks) (8 marks)

April (Q1) a) Define Human Resource Management. b) Explain four (4) major roles of Human Resource Department. c) Discuss four (4) human resource management functions. (1 mark) (12 marks) (12 marks)

Oct 2010 (Q1) "Human Resource Management is a universal concept which can be applied to all company regardless of its size, country of origin and sector". Comment on the statement And justify your opinion. (25 marks)

April 2009 (Q6) What is human resource management? As the future leader, explain why you should learn and understand the concept of human resource management. (25 marks)

April 2009 (Q5) a) List five (5) reasons that may influence an employee to leave a company. (5 marks)

b) Explain four (4) factors that human resource practitioners could adopt/practice in order to improve employee retention. (20 marks)

April 2008 (Q1) Discuss five (5) challenges in human resource management. (25 marks)

CHAPTER 2 (HUMAN RESOURCE PLANNING-HRP) Jun 2012 (Q1) a) Define succession planning. (3 marks)

b) Discuss three (3) common techniques used in forecasting demand for employees. (12 marks) c) Recently a manager was overheard making the following comment: "Human Resource Planning is a waste of time." Discuss this statement. (10 marks)

April 2010 (Q5) a) Define "Human Resource Planning". (1 mark)

b) Explain the HR strategy and HR activities that should be involved for an organization to adopt the cost leadership strategy. c) Explain two (2) types of external and internal factors that influence HR supply. (12 marks) (12 marks)

April 2009 (Q2) a) Planning for the succession of key employees in an organization is an important part of human resource development. Briefly explain the succession planning process. b) Explain three (3) approaches in developing managers and other employees. (12 marks) (13 marks)

Oct 2008 (Q6) Based on the human resource planning definition, discuss the steps involved in human resource planning. (25 marks)

April 2008 (Q5) c) What is succession planning? Why is it important for continuity of organizational leadership? (8 marks)

CHAPTER 3 (JOB ANALYSIS) Jan 2013 (Q2) a) Define talent management, and explain briefly its importance to an organization? (5 marks) b) Explain four (4) items that are normally included in the job description. c) Discuss six (6) steps in conducting a job analysis. (8 marks) (12 marks)

Jan 2012(Q2) a) Explain briefly four (4) types of information collected via the job analysis.(8 marks) b) Discuss the six (6) steps in conducting job analysis. C) Discuss any two (2) methods of collecting job analysis information. (9 marks) (8 marks)

April 2011 (Q2) a) Describe three (3) roles of job analysis in relation to human resource management functions. (7 marks) b) Explain five (5) job characteristics that motivate employees. c) Explain four (4) important elements of job description. (10 marks) (8 marks)

Oct 2010 (Q4) a) Explain the difference between job description and job specification. (2 marks)

b) Briefly explain four (4) problems which are frequently associated with job description. (8 marks) c) Explain five (5) methods in conducting job analysis. Among the methods explained, which do you consider the best method for conducting job analysis? Justify your answer. (15 marks)

Oct 2009 (Q4) a) Define the following: i) Job Analysis ii) Job Description iii) Job Specifications (6 marks) b) With the aid of a diagram, describe the stages in the job analysis process. (19 marks)

Oct 2008 (Q1) a) Not all organizations have a specialized human resource department. A number of factors determine whether a company will have such department. Discuss the factors. (16 marks)

b) There are many advantages and disadvantages of having a separate human resource department. Explain the advantages of having a separate human resource department. (9 marks) April 2008 (Q2) a) There are many methods of collecting information for job analysis. Explain four (4) methods on how to gather the information. (16 marks)

April 2008 (Q2) a) Discuss four (4) sources of data involved in job analysis process. b) Explain the three (3) parties involved in conducting job analysis. (16 marks) (9 marks)

CHAPTER 4 (RECRUITMENT & SELECTION) Jan 2013 (Q3) a) Explain briefly the concept of person-job fit. b) Describe briefly the eight (8) steps in conducting an effective interview. c) Discuss two (2) consequences of not performing background investigations. (5 marks) (12 marks) (8 marks)

Jan 2012 (Q4) a) Differentiate between recruitment and selection. b) Discuss three (3) main reasons why hiring the right employees is crucial to an organization. (12 marks) (3 marks)

C) Discuss briefly two (2) advantages and two (2) disadvantages of internet recruiting. (10 marks) June 2012 (Q2) a) Briefly elaborate on management assessment center. b) Discuss three (3) major impacts of negligent hiring. (3 marks) (12 marks)

c) Employment tests often do not reflect an individual's true ability. Discuss this statement. (10 marks)

Oct 2010 (Q6) a) Describe seven (7) information included in the job offer letter that helps the successful applicant make his/her decision to accept or reject the job offer. b) Explain four (4) alternatives to recruitment. (7 marks) (12 marks)

c) Explain two (2) conditions faced by the organizations that require them to use other alternatives instead of recruitment exercise? (6 marks)

April 2010 (Q1) a) What is an assessment centre? Explain any four (4) types of exercises included in any typical assessment centre. (16 marks)

b) Explain any three (3) possible problems that could arise from the interviewer during the interview process. (9 marks)

Oct 2009 (Q5) a) Explain any five (5) HR department and five (5) functional managers' responsibilities in selection process. (20 marks)

b) Describe five (5) conditions where pre-employment screening is necessary in selection process. (5 marks)

Oct 2009 (Q6) a) Discuss the following recruiting decisions: i) Organizational based vs. outsourcing ii) Regular vs. flexible staffing . (10 marks)

b) Give three (3) examples of internal and external recruiting and describe the advantages and disadvantages of both. (15 marks)

Oct 2008 b) Assessment on applicants is a very subjective process. Testing is an attempt to introduce some objectivity in the selection. Test is a valuable tool in the hands of an experienced recruiter and they must be treated with caution. Explain three (3) types of tests conducted in choosing the most appropriate candidates. (9 marks)

April 2008 (Q3) a) Discuss the importance of a realistic job preview (RJP) in recruitment activities.(10 marks) b) Explain five (5) problems in interviewing. (15 marks)

CHAPTER 5 (TRAINING) Jan 2013 (Q4) a) Define cross training. b) Explain four (4) comprehensive approaches to retain employees. (3 marks) (12 marks)

c) Discuss four (4) off-the-job techniques for training and developing managers. (10 marks)

Jan 2012 (Q3) a) Describe two (2) purposes of employee orientation. b) Differentiate between on-the-job training and off-job-training. C) Discuss four (4) basic criteria for evaluating the training effectiveness. (4 marks) (5 marks) (16 marks)

June 2012 (Q3) a) Differentiate between training and development. b) Discuss four (4) steps in the training process. (4 marks) (16 marks)

c) Explain the reasons for training programs to be the first items eliminated when management want to cut costs. (5 marks)

Oct 2010 (Q2) a) A system approach to training is important to ensure that a firm's investment on training and development has the maximum impact on the organization. Discuss the four (4) phases of system approach to training. (10 marks)

b) Explain three (3) common methods used by organizations to assess employee's development needs. c) Explain two (2) benefits of orientation training. (10 marks) (5 marks)

Oct 2009 (Q2) a) Briefly discuss how training could be the solution to solve work team's problems. (10 marks) b) Describe the four (4) major stages in developing a strategic training plan. (10 marks) C) List any two (2) advantages and two (2) disadvantages of e-leaming as training method. (5 marks)

Oct 2008 (Q3) A person learns a job by actually doing it. In many companies, on-the-job training is the most popular training method conducted at the workplace to increase employees' knowledge. Discuss five (5) methods that can be used for on-the-job training. (25 marks)

April 2008 (Q4) a) Explain three (3) sources of training needs assessments/analysis (TNA). b) Discuss the four (4) levels of training evaluation developed by Kirkpatrick. (9 marks) (16 marks)

April 2008 (Q5) b) Explain the differences between training and development. (12 marks)

April 2011 (Q5) a) Define "career plateau". b) Explain four (4) ways how employee can avoid the "plateau trap". c) Explain succession planning, and its importance to the organization. (3 marks) (10 marks) (12 marks)

April 2010 (Q6) a) Discuss how successful career planning and development can help an organization to achieve its strategic objectives. (12 marks)

b) At some stage in their career employees might reach a career plateau. What impact might this have on both individual and organizational performance? (13 marks)

CHAPTER 6 (PERFORMANCE APPRAISAL) Jan 2013 (Q5) a) Explain briefly three (3) purposes of performance appraisal. b) Discuss three (3) drawbacks of 360-degree feedback. c) Discuss five (5) ways to avoid the appraisal problems. (6 marks) (9 marks) (10 marks)

Jan 2012 (Q5) a) Distinguish between performance appraisal and performance management. b) Discuss four (4) potential problems in performance appraisal process. C) Explain briefly four (4) types of appraisal interviews. (5 marks) (12 marks) (8 marks)

April 2010 (Q2) a) Organization should provide a well defined performance standard and it should be made known to employees. Explain the characteristics of a well defined performance standard. (10 marks) b) Discuss three (3) uses of performance appraisal. (10 marks)

c) Regardless on the usefulness of performance appraisal, it is still subjected to criticism. Provide any two (2) criticisms on performance appraisal. (5 marks)

April 2009 (Q3) a) Appraising employee performance serves administrative and development purposes. Briefly explain three (3) administrative and three (3) development purposes of performance appraisals. (13 marks)

b) "Training managers on conducting performance appraisals can contribute to the effectiveness of a performance management system". Briefly discuss the statement. (12 marks)

April 2008 (Q6) a) Explain five (5) characteristics of a well-defined standard in performance appraisal. (10 marks) b) Discuss five (5) types of error in the performance appraisal process. (15 marks)

CHAPTER 7 (COMPENSATION & BENEFIT) June 2012 (Q4) a) Explain briefly the concept of pay equity in compensation management. (5 marks)

b) Discuss two (2) basic job evaluation methods in order to determine the relative worth of jobs. c) Distinguish between competency-based-pay and traditional pay plan. (10 marks) (10 marks)

April 2011 (Q4) a) Discuss four (4) external factors that influence employer's compensation strategy. (10 marks) b) Explain five (5) types of incentive plans used by the industry for individual. (15 marks)

Oct 2010 (Q3) a) Define competence-based pay (1 mark)

b) Explain two (2) advantages and two (2) disadvantages of competence-based pay. (12 marks) c) There are few factors that influence wage rates of an organization. Discuss four (4) internal factors that influence the rates at which employees are paid. (12 marks)

Oct 2009 (Q3) a) Decisions about pay increases often are critical ones in the relationships among employees, their managers, and the organization. Explain any three (3) ways to determine pay increases. (10 marks) b) Explain how understanding of employees' occupational safety and health issues could help managers to control the employees' compensation costs. (15 marks)

April 2009 (Q1) a) Most compensation systems fall somewhere in between two basic compensation philosophies. Differentiate and discuss the two compensation philosophies. (16 marks)

b) Market-pricing is an approach used for valuing job in developing a base pay system. Briefly discuss the advantages and disadvantages of market-pricing. (9 marks)

QUESTION 4 a) Benefit is something being provided by the employers on voluntary basis and it differs from one company to another company and is not required by the law. The purpose of this benefit is to attract new employees with potential and talent to join the organization. Explain five (5) benefits that an organization can provide to its employees. (15 marks)

CHAPTER 8 (SAFETY, HEALTH AND SECURITY AT WORKPLACE)- OSHA Jan 2013 (Q6) a) Explain four (4) responsibilities of employees in maintaining a safe working environment. (8 marks) b) Discuss four (4) effective ways to reduce unsafe acts in the workplace. (12 marks) c) Discuss briefly two (2) major effects of job burnout to an employee. (5 marks) June 2012 (Q5) a) Explain the basic concept of Behavior-Based Safety. b) Discuss two (2) basic causes of workplace accidents. (5 marks) (10 marks)

c) Give your comments on the following statement: "We should blame the employees for any accidents occur in the workplace." (10 marks)

April 2011 (Q3) a) Based on the Occupational Safety and Health Act 1994, explain four (4) general duties of employees in ensuring safety at workplace. (8 marks)

b) Discuss five (5) programs that the company can perform to promote safety and health awareness among employees at workplace. c) Differentiate between safety and security. (15 marks) (2 marks)

April 2010 (Q4) a) Explain five (5) management roles in promoting safety at the work place. b) Describe three (3) causes of accidents at the workplace? c) Suggest three (3) ways how accidents could be prevented at the work place. (6 marks) Oct 2008 (Q5) b) Identify three (3) reasons organizations practice safety and health in their organizations. (9 marks) (10 marks) (9 marks)

CHAPTER 9 (EMPLOYEE AND LABOR RELATION) Jan 2012 (Q6) a) Define collective bargaining. b) Explain three (3) purposes of collective bargaining. C) Discuss the process of collective bargaining. (3 marks) (9 marks) (13 marks)

QUESTION 6 a) Define collective agreement. b) Explain four (4) effects of unresolved grievance. (3 marks) (10 marks)

c) There is a trade dispute in your company which is related to the terms of employment. If you were the human resource executive of your company, advice the top management how to resolve trade dispute. (12 marks)

April 2011 (Q6) a) Explain three (3) major reasons why new employees should join the trade union in the company. b) Describe four (4) types of individuals not allowed to be members of a union. (10 marks) c) Discuss three (3) implications of trade union definition in Section 2 of the Trade Union Act 1959. (6 marks) (9 marks)

Oct 2010 (Q5) a) One way of ensuring harmonious employee-employer relationship, the Trade Union Act 1959 specifies that registration of trade union is compulsory. State when shall a trade union apply for registration. (2 marks)

b) Explain what are the consequences for failing to apply for registration within the time frame. Explain. (8 marks)

c) Define grievance. Explain at least four (4) ways to handle employees' grievance. (15 marks)

April 2010 (Q3) a) Establishing trade union is the employees' rights. Yet, employers can create an environment that eventually make employees feels trade union is no longer needed. How this could be achieved? Explain. b) What is collective bargaining? Explain the procedures for collective bargaining. (11 marks) c) In the Industrial Relations Act 1967, management prerogatives shall not be included in the bargaining exercise. List any four (4) items under management prerogatives. (4 marks) (10 marks)

Oct 2009 (Q1) a) "The ownership of a company and unionization are the two main factors that determine whether a company would have a HR department or not". Comment the statement and justify your answer. (25 marks)

April 2009 (Q4) a) Briefly explain the purpose(s) of employee discipline. (5 marks)

b) What is the role of collective bargaining in union/management relations? Describe a typical collective bargaining process. (10 marks)

c) Why is grievance management essential in both union and non-union organizations? Describe the steps in a typical grievance procedure. (10 marks)

Oct 2008 (Q4) b) Collective bargaining is a negotiation between an employer or a group of employers with a group of workmen with a view to reaching an agreement on working conditions like wages, salaries, other terms and conditions of service. Explain the procedures for collective bargaining. (10 marks)

Oct 2008 (Q5) a) There are reasons why workers form and join trade unions. Discuss four (4) reasons why workers do so. (16 marks)