BM/HRM537/SEM MAC-JULY 2017/TEST2

TEST 2
HRM537 STRATEGIC HUMAN RESOURCE MANAGEMENT
40
Name : ______________________________________________________
Matric Number : ___________________________________
Group : BM243 ______

1. Describe four (4) purposes of performance management system.

(10 marks)
a. To achieve strategic business of management objective by linking with
individual/employee motivation. Example can see when the employee manage
to archive his/her target, the sales of the management are succeed to get profit
b. Become a development communication device between employee and
management. Example can be seen when the employer provide effective
orientation, education, and training to the employee to achieved their target
c. Provide an appropriate system that reward the employee based on his/her
performance. The example when the employee manage to archive the target,
the management tend to gives bonus to them or promote to another level.
d. Provide human resources planning process between employer and
employees. These can see when the employer compile specific data to evaluate
the performance to detect flaws within the company
2. Explain forced ranking.
(2 marks)
Is a process required a supervisor to evaluate the selected employees
performance by assigning predetermined percentages of tho se being
rated into performance categories to identify a company's best and worst
performing employees
 BM/HRM537/SEM MAC-JULY 2017/TEST2

3. Discuss four (4) techniques used in internal equity.

(10 marks)

a) Whole Job Ranking is Job to job comparison used to rank jobs in order from highest to
lowest. These can see when the compensation between manager and general workers
are totally difference because of the scope of work between these two job ranking
b) Job Classification is the compensation given based on several existing
grade/ category structure that appropriate one with the benchmark job
description of each grade
c) Point system where the compensation given based on several existing
grade/ category structure such as skills, responsibilities, experience,
education and working condition
d) Factor comparison system -The factor comparison system is a refinement of the
ranking and point systems. It uses job factors such as education,
experience, responsibility and working conditions, and allocates points to
quantify these factors
4. Identify two (2) issues to be considered in training design & delivery.
(5 marks)
a) Interference where the training occurs to the employee whose doesnt familiar
with that training. Example can be seen where
b) Transfer where
5. Elaborate three (3) types of interviewing errors:
(3 marks)
i)
ii)
iii)

6. Explain four (4) levels of training evaluation.

(10 marks)
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