EASTERN UNIVERSITY

FACULTY OF BUSINESS ADMINISTRATION

Final Assignment
Semester: Summer 2020
Program: BBA, Section:1
Course Code:HRM 401, Course Title: Human Resource Planning & Staffing
Course Teacher:Tasnuva Rahman

Date: 27 September, 2020 Full Marks:30

Instructions& Information:

 Answer any Four questions.

 All questions carry equal marks
 Answer all parts of each question consecutively.
 Examinees are allowed to submit it through Email.
 My email address is: tasnuva@easternuni.edu.bd
 Examinees are not allowed to copy from other‘s assignment.
 In case of plagiarism ,your assignment will be cancelled
 Write down ‘Final Assignment HRP’ in the Email subject line.

Question No. 1 1.5+2.5+3

a) Identify the name of tests and reasons that you want to apply for the following positions:
 HR Executive
 Accountant
 Driver

b) Innovative mobility paths include any direction of employee movement in a company. Compare the
three forms of innovative mobility path with an example.
c) A selection plan describes which predictors will be used to assess the KSAO’s required to perform
the job. Describe the selection plan with an example of the job of a HR executive of Altufaltu Company.

Question No. 2 2+3+2

a) Read the following questions. These questions are usually asked in an interview board. You will
have to identify the type of interview by reading each situation. Write the appropriate interview name
on the script.
Situation 1: What the hell are you doing here?
Do you know that you are looking like a stupid guy?
Situation 2: Tell us about your strength and weakness.
Situation 3: Question 1: From which university did you complete your MBA?
Answer: I have completed my MBA from Eastern University.
Question 2: Where is Eastern University situated?
Answer: It is situated at Dhanmondi.
Situation 4: Tell me about a conflict with a fellow worker. How was it solved?
b) Ms. Anatuli is a HR manager of Vangachora Company. She needs some new, fresh and young
employees for the entry level position as Sales executive. Draw the selection process diagram that she
can use for selecting employees in that position.
c) Many organizations adopt different internal recruitment strategy. Can you identify the differences
between open internal recruitment and closed internal recruitment strategy? Explain with diagram

Question No. 3 2+2+3

a) Read the following examples of employee selection interview and identify the problems associated
with each example. Write the name of each problem on the answer script.

I. As an interviewer Mr. Rakib always prefer the male candidates for job placement.
II. Mr. Arif is smart and communicative in the interview session. His interviewer becomes biased
toward that applicant to the extent that he rated him positively on many desired attributes .
III. In an interview board, Mr. Asjad was receiving phone calls and did not pay much attention to
the interviewee. At the end of the interview he made the decision of selection based on the
partially heard conversation.
IV. Ms. Farhana was compared with one of the applicants Ms. Nila in terms of job experience.

b) In selecting someone for a police officer position, the success of the applicant in a previous security
guard position might be considered. What is the name of this preliminary issue of external selection?
Explain with a diagram
c) A targeted system is used by XYZ Corporation. In that corporation, an HR council meets each month
to discuss open positions and to identify possible internal candidates. At the same time, jobs are posted
internally so interested candidates can apply. What type of Internal Recruitment Strategy is used in that
company? Can you explain the criteria for the choice of this strategy in any organization?

Question No. 4 2+2.5+2.5

a) Searching the external candidates requires the development of a communication message. Which
type of communication message will you prefer for Coca-Cola Company? Why?

Case Study:
In the United States, Toyota uses a selection assessment test designed to hire individuals to be
employed as Toyota auto workers. Called the “Day of Work”, this test is the most grueling part of a
hiring process that can take months. At Toyota plants in Kentucky & West Virginia, the Day of Work is
used regularly. Starting at 6.30 a.m., applicants work on a simulated assembly line for 4 hours & then
spend several hours inspecting parts for defects. They also participate in a group problem-solving
session & take written tests. This is all necessary just to be considered for a job at Toyota.
Another process is used by Carrier Corporation, which makes compressors for air conditioners with its
workforce of 150 at its Arkadelphia, Arkansas, plant. If someone wants a job there, he or she must
complete a six-week course before even being considered being employment. The selection process
weeds out 15 of every 16 applicants & provides Carrier Corporation with a top-quality workforce. High
school graduates take a state test for job applicants first. Only one-third advance to the next step.
References are closely checked, & then the applicants are interviewed both by managers & by the
assembly-line workers with whom they will work. Those applicants who have satisfactory interviews
take a six-week course that meets five nights a week for three hours, with some extra Saturdays.
Attendees learn to read blueprints, do math (including metric calculations & statistical process control),
use a computer, & engage in problem solving with others. At the end of the course, the applicants have
not been hired (or paid) & have no assurance that they will be.
But this approach does not work everywhere or all the time. During a year, Lincoln Electric considered
more than 20,000 job applicants & rejected most of them-yet it has empty positions that it needs to fill.
Very few of those who applied at Lincoln Electric could do trigonometry (even at the high school level)
or read technical drawings. Those skills were needed for even entry-level work.

b) Discuss the advantages & disadvantages associated with Toyota’s “Day of Work” approach.
c) Identify all the steps of selection that are used by Toyota. Explain the importance of each steps of
selection related with the above case.

Question No. 5 2+2+3

a) As a HR officer, which administrative issues of internal recruitment will you focus and why?
b) Who does interviews in an organization? Specify the name of the tests you want to recommend for
each of the following occupations. Give your justifications:
 - A Sales Executive
- A financial analyst

c) Bristle Inc., a manufacturer of over the counter pharmaceuticals and cosmetics, is located about 25
miles outside Atlanta. A Fortune 500 company, Bristle employs 420 individuals on a full time basis. Mr.
Shariyat, a HR manager, is responsible for the recruiting function of the company. When recruiting for
clerical jobs at the entry level, Shariyat uses a local private employment agency. The agency is under
strict order to recruit people from within a 15mile radius of the company. Individuals living in Atlanta are
excluded because Shariyat prefers people with a rural work ethic. He believes that this strategy lessens
high turnover, absenteeism and tardiness. He also believes that those hired from local neighborhood
would enhance the cohesiveness of the work groups in which they are placed.

Do you agree with the strategy of Shariyat’s recruitment agency? Explain.

Under the above circumstances, what possible problems may arise from the use of this strategy?