EXAM JUNE 2015

SECTION A

1. H 6. A

2. F 7. J

3. G 8. E

4. I 9. D

5. C 10. B

SECTION B

1. Importance of Human Reseourse (10m)

 HR monitors the culture. Some organizations say that HR owns the culture, but as in
all other employee relations matters, I recommend that the ownership is spread across
all employees.
 HR owns the overall talent management processes. In conjunction with other
managers, HR leads the way in management development, performance management,
succession planning, career paths, and other aspects of talent management. HR can't
do it alone and relies heavily on managers and executive staff to help plan and execute
the strategies. However, HR has to bring new ideas and effective practices into the
organization.
 HR is responsible for the over all recruiting of a superior workforce. Once again, HR
cannot do it alone but must provide support to hiring managers who are also
responsible for recruiting a superior workforce. HR must provide leadership, training,
scheduling assistance, a systematic hiring process, recruitment planning processes,
interview expertise, selection monitoring, and more.
 HR recommends market-based salaries and develops an overall strategic compensation
plan. HR provides guidance to managers as they determine the salary ranges within
their organizations.
 HR researches, recommends and implements employee benefits programs that attract
and retain your best employees. HR is also responsible for controlling costs and
considering various options before recommending adoption.
 HR is responsible for recommending and instituting strategies for people and the
organization that further the attainment of the organization's strategic goals. If your
organization is changing direction, developing new products, changing mission,
vision, or goals, HR must lead the way with employee programs and processes.
 HR makes sure that workplace activities, events, celebrations, ceremonies, field trips,
and team building opportunities are occurring. Other employees plan and implement
the activities with or without HR's help, but the HR leader is generally responsible for
monitoring the budget and providing committee oversight.
 HR advocates for employees who have issues or conflict with management and
coaches managers and executives who seek a more effective approach to working with
particular employees. Not everyone loves each other but they need to develop
effective working relationships for contributions and productivity. HR can help by
knowing the players and taking on the necessary role of advocate, coach and/or
mediator.
2. CONCEPT OF TRAINNING (10M)

Training of employees and mangers are absolutely essential in this changing environment. It
is an important activity of HRD which helps in improving the competency of employees.
Training gives a lot of benefits to the employees such as improvement in efficiency and
effectiveness, development of self confidence and assists every one in self management.

The stability and progress of the organization always depends on the training imparted to the
employees. Training becomes mandatory under each and every step of expansion and
diversification. Only training can improve the quality and reduce the wastages to the
minimum. Training and development is also very essential to adapt according to changing
environment.

Types of Training:

Various types of training can be given to the employees such as induction training, refresher
training, on the job training, vestibule training, and training for promotions.

1. Induction training: Also known as orientation training given for the new recruits in order
to make them familiarize with the internal environment of an organization. It helps the
employees to understand the procedures, code of conduct, policies existing in that
organization.

2. Job instruction training: This training provides an overview about the job and
experienced trainers demonstrates the entire job. Addition training is offered to employees
after evaluating their performance if necessary.

3. Vestibule training: It is the training on actual work to be done by an employee but

conducted away from the work place.

4. Refresher training: This type of training is offered in order to incorporate the latest
development in a particular field. This training is imparted to upgrade the skills of employees.
This training can also be used for promoting an employee.

5. Apprenticeship training: Apprentice is a worker who spends a prescribed period of time

under a supervisor.
3. Explain why employers offer benefits to employees.(10)

1. Increase Your Appeal

The acquisition of skilled and dedicated workers will help create a strong foundation for your
business. To bring these individuals on board, it helps to have some tangible benefits that
differentiate your business from the masses. Rather than offering the bare minimum, give
your employees benefits like paid vacations and holidays, health plans, and retirement plans
to make your business more attractive.

2. Minimize Your Turnover Rate

It’s difficult for a business to make serious progress when employees are constantly coming
and going. When this happens, it’s hard to establish a veteran team of experts, and the overall
talent level will lack. Fortunately, offering benefits packages is often enough to make
employees stick around for the long run. By investing in your employees, it shows that you
have their best interests in mind and value their job performance. This can help you build a
tight-knit team of professionals that will stay for years.

3. Better Morale

Another advantage of offering benefits is the boosting of employee morale. By understanding

and addressing the needs of your workforce, it’s likely that employees will be dedicated and
take their jobs more seriously. Showing that you care about your workers is a natural way to
increase their loyalty and often to get their best work in return. Nothing can put a damper on
productivity quicker than a bad attitude. By providing adequate benefits, you can help keep
your employees happy.

4. Healthier Employees

Assuming you offer some type of health/dental plan and sick leave, your workforce should be
in relatively good health. If your employees have solid health insurance plans in place, there is
a better likelihood that they will have regular checkups and take preventative medical steps,
which should help in ensuring they don’t take many sick days. . By offering sick leave,
workers who are sick and may be contagious won’t infect others. The end result should be a
healthier workforce.

5. Better Job Performance

By offering benefits, you give employees more of a reason to care about your company and
remain loyal. As a result, they should be willing to work harder, which can lead to greater
productivity and higher quality. According to Insurance Quotes, 57 percent of private
employers offer more than the legally required benefits. For this reason, providing benefits
can put you above 43 percent of competitors who don’t offer extra benefits.
SECTION C

1. Describe the steps in the recruitment process. 10M

Recruitment is an essential part of the acquisition function of human resource management

that can be defined as the process of creating a pool of candidates interested in a job and
choosing the best-qualified ones from within.

In a competitive job market, it is essential for your company to take every step of the
recruitment process with added importance. Recruitment is not an easy task, and some steps
are critical to successful hiring and retention outcomes.

1. Set Up

To have a good recruitment process in place, you must form a strong recruitment team. The
recruitment team has a very important job because if they make a wrong decision, it will
affect the productivity of the workforce.

Next, the recruitment team should be able to clearly identify the job vacancy and the qualities
of an ideal candidate. A clear job description should be written to enable candidates to
understand what is required of them. An outline of an ideal candidate will also be able to aid
the selection process for the recruitment team later on in the recruitment process.

All past recruiting strategy should be assessed and improved whenever necessary. This way,
the recruitment process is constantly improving, and there will not be a need to customise a
whole new recruitment process every time there is a job vacancy.

2) Source

Once the job description and ideal job candidate outline are prepared, the recruitment team
will have a clearer picture of what is demanded. The team can then start to analyse the most
appropriate source for recruitment. This source could be either internal recruitment or external
recruitment. Internal recruitment is when a company hires an employee for the job from
within the business staff. This method helps to save company time and money, and employees
take less time to socialise. Employees can be recruited from outside the company as well.
Some sources of external recruitment are employment agencies or walk-ins.

Of course, the source of your candidate pool is entirely up to your recruitment team and how
you promote the job. Will you use search engine optimisation or social media? A qualitative
job advertisement should give complete information about the job description and ideal job
candidate. At the same time, it must be published in appropriate media to attract the most
applicants.

3) Application

Interested candidates should be able to apply for the job vacancy simply. Make the application
form as user-friendly as possible to provide a good experience and ensure that you gather as
many applications as possible.
4) Screen

You will receive a whole pile of applications through which you cannot help but to scan.
Good candidates should quickly and clearly highlight how their experience aligns with the
available role. Revisit your job description and ideal job candidate outline for a reminder of
what you are looking for. Even though you are just scanning through the application, be sure
to inform all applicants about the status of the application and do not keep them waiting too
long. At this stage, you should also provide feedback for all candidates who did not make it
through to the interview.

5) Schedule Interviews

Interviews are often considered the most crucial part of the recruitment process because this is
the invaluable moment when you get to communicate with the candidate to see if he or she is
a fit with the company. You should take this chance to find out more about the applicant’s
background, skills, and even personality to see if they fit with your company culture. It will be
useful to have a list of information that you would like to find out beforehand as a recruiter,
which will make your interview session much more structured.

Remember that interviews are a two-way street, and candidates are also taking this chance to
find out more about the company. As a recruiter, you should always be well prepared and
courteous to all candidates.

6) Offer

Once you have shortlisted your top candidates, you should check their references. Many
employers miss this recruitment step, but it is essential to double-check the information
candidates provide. Of course, be sure to inform the candidates and have them agree to these
reference checks. Hiring the wrong person can be extremely costly; therefore, you should
always be as precise as possible in your recruitment process.

Once all details have been confirmed, you can officially offer the job to the chosen candidate
and draw up a contract of employment. There should be a template to follow for the contract
where details such as salary, holidays, and working hours are further discussed accordingly.

7) Onboarding

The last part of the recruitment process will be onboarding. This step is not always done by
the HR department, but it should at least be arranged by the HR department because it will be
the first point of contact for the new employee. The onboarding process should include a
welcome session, shadowing for a period of time, and a follow-up.
Describe the wage systems currently in use. 20M

Wages are the right of workers / workers to be received and expressed in the form of money
in return for the employer or employer to the employee / laborer set and paid in accordance
with a work agreement, agreement, or statutory law, including benefits to the worker and his /
her family for a work and / or services that have been or will be done.

Wage system is a policy and strategy that determines compensation received by employees.
This compensation is the pay or wages received by the workers in return for their work. For
workers, wage system problems are an important issue because of the sustainability and well-
being of their lives. It is no wonder that from labor to director, there is no more interesting
and sensitive topic than salary issues.

The issues of discrimination and social inequality can arise because of the difference in
salaries, laborers often demonstrate demand for wage increases or demanding bonuses have
not come out. Even often employees with good potential move to another company because
they feel less valued financially.

For wage problems companies are important because wages can reach 80% of the company's
operating costs. Wages that are too high will result in the price of the product becoming too
expensive to compete effectively in the market, but when the salary is low then it will make
the worker out, low morale, and work productivity decline so production levels become
inefficient.

That is to say, a well-organized wage system is designed to meet the needs of workers while
maintaining the company's viability.

Wage Calculations

Fundamentally, wages have three objectives as follows:

1. Attract talented workers to get into the company

2. Maintain the best employees not to move to another company
3. Motivate the employee in working
To achieve these goals, a wage system can be said to be good if the wage system:

1. Able to satisfy the basic needs of workers,

2. Compared to other companies in the same field,
3. Having a fair nature in the company,
4. Realizing the fact that everyone's needs are different.

There are three things that can be considered in giving the amount of wages that must be paid
to employees.

Level of Competition, the company in providing salaries to its employees should see how
similar or similar companies in the market pay salaries to their employees.

Structure of Wages, companies must determine the rate of wages for all positions within the
company. This structure was built based on job evaluation to determine how important the job
was in the company.

Employee Performance, the basis of wages based on employee work is the issue of value-
added, if employees can improve their performance so that the company can achieve the
target set then the employee deserves a better wage.
Emphasize the importance of encouraging safe work practices and healthy
lifestyles amongst employees. (20 Marks)

Safety can be regarded as a habit or as a form of attitudes positive. It will not be born alone
unless the man himself who make it either to regard it as a priority or no. Bahari (2006)
defines safety as a safe and secure state free from harm, including injury and risk, knowledge
or skills in avoiding accident or illness and quality or not bring risks. Holt (2005) defines
safety as nothing danger, the absence of space that helps create a hazardous atmosphere, one
stage protection and risk-free situations.

Usually the accidents happen to have a certain connection among which is due to negligence
or negligence on the part of humanity, the least knowledge of any work to be done as well as
damage or failure either on materials, equipment and machines used.

The Occupational Safety and Health Act (OSHA) 1994 has been gazetted to provide provision
for security, health and welfare employees as well as to protect against the risk of accidents
involving activities work environment. In OSHA 1994, Part IV (employer) and part VI

(employees) are used to ensure that all employees, suppliers and On-premise customers work
safely. Security problems and health - related laboratories have been identified since the
Safety and Security Act Occupational Health (Act 514) is developed.

Work stress or stress is commonplace in the workplace due to the demands of contemporary
working environment. However, excessive and unmanageable stress can adversely affect the
health of workers as it can affect the individual's mental and physical well-being.

Work-related stress is one of the most challenging issues in OSH today as it has a huge impact
on employee health, organizational productivity and national economy. Stress, if not properly
managed, can harm workers and organizations. It can be seen from the absence of employees
or employees on the job despite illness.

Employers need to implement risk management approaches such as situation analysis, draft
risk reduction measures, perform preliminary checks and provide flow charts for management
and referrals.

In a challenging work environment, it needs to strengthen social support at work. The peer-to-
peer support group can help reduce the stress, concerns and concerns of workers. For
individual level stress management, employees need to work to improve communication and
problem solving skills, skillfully managing anger and time management well.

Learning stress reduction techniques and healthy lifestyle charities can help workers cope
with stress. Good stress management will create a healthy work environment and employees
feel valued, more positive workplace culture and business performance are improved as
employees are more productive and customers are treated better and their needs are met.