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Human Resources Management Question Paper
Human Resources Management
Course:Bachelor Of Business Management & Information Technology (Bmit)
Institution: Kabarak University question papers
Exam Year:2010
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KABARAK UNIVERSITY
UNIVERSITY EXAMINATIONS
2009/2010 ACADEMIC YEAR
FOR THE DEGREE OF BACHELOR OF
COURSE CODE: BMGT 213.
COURSE TITLE: HUMAN RESOURCES MANAGEMENT.
STREAM: Y2S1
DAY: WEDNESDAY
TIME: 3.00 – 5.00 P.M.
DATE: 11/08/2010
INSTRUCTIONS
1. Answer questions ONE and any other TWO questions.
2. Use of relevant examples will be rewarded.
3. Be clear and neat.
4. Do not write on the question paper.
PLEASE TURNOVER
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QUESTION 0NE ( COMPULSORY). 30 MARKS.
TALKATIVE MIKE.
Mike was exceptionally friendly and talkative man – to the extent that he bothered his supervisor
by frequently stopping sensible work crew to tell him joke or a story. It did not seem to bother
Mike that it was during working hours that somebody other than his crew might be watching. He
just enjoyed telling stories and being the centre of attention. The trouble was that rest of the
crew enjoyed him, too.
The supervisor had just recently taken over the department, and he was determined to straighten
the crew out. He thought he would have no problem motivating such a friendly person as Mike.
Because the crew was on a group incentive package, the supervisor believed he could get him to
see how much they were losing by standing around and talking. But there was not question
about it, Mike was the informal leader of the crew as they followed him just as surely as if he
were the plant manager.
Mike’s crew produced extremely well when they worked – and that most of the time – their
outburst could not be equaled. But the frequent non-scheduled story telling breaks did bother the
supervisor. Not only could that non-productive time be centered to the badly needed production,
but they also were setting a poor example for the other crews and the rest of the department.
The supervisor called Mike to discuss the situation. His primary emphasis was on the fact that
Mike’s crew could make more money by better using their idle time. Mike’s contention was,
“What good is money if you can’t enjoy it? You sweat your whole life away to make in money,
and then all you’ve got to show for it is a lot of miserable years and no way of knowing how to
enjoy what’s left. Life’s too short to spend every minute trying to make money.” The discussion
ended with Mike promising the would quiet down, if production did not keep up the supervisor
would let him know.
Things did improve for a while but, within a week of so, the old pattern was right back where it
had been. The supervisor then arranged to talk with the other members of the crew individually.
Their reactions were the same as Mike’s as before, some improvements were noted at first, and
then the crew gradually reverted to the old habits.
Required:
a) Does the supervisor really have a complaint in light of the fact that Mike’s group
produces well above the average? (5marks)
b) If you were the supervisor, what would you do? (5marks)
c) What are the disadvantages of informal group in an organization? (5marks)
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ii) According to Woodruffe (2006), non-financial indicators are important motivators of
employee performance. Discuss the non-financial elements an organization can use in its
compensation program. (5marks)
iii) Explain why there is a link between strategy, human resource planning and recruitment. List
and describe the steps that should form part of the recruitment process. (10marks)
QUESTION TWO.
a) In every training programme designed, it is mandatory that the training is called for and
essential. Considering that the training requires that we first understand the training needs
that the employees have, discuss the process of Training Needs Analysis. Highlight the
main activities in each step in the process. (10marks)
b) Performance appraisal is considered a procedure through which organizations seek to
understand and measure performance for each individual employee. Discuss the process
indicating why each step is essential. (10marks)
QUESTION THREE.
a) Compare and contrast Max Webner’s and Elton Mayo’s Schools of Thought as used in
Human Resources Management. (10marks)
b) You have been recruited as a Human Resources manager of Freight Funds Ltd. The
management of the company has never carried out a human resources audit. Explain to
the management the reasons why they should carry out a human resources audit.
(5marks)
c) Clearly describe the evolution of Human Resources Management. (5marks)
QUESTION FOUR.
a) As a Human Resource Manager, you have proposed an increase in expenditure of Health,
Safety and Welfare services by 50%. Justify the increase in such expenditure to the
management. (6marks)
b) Define labor turnover rate and explain five approaches that can be used to reduce it.
(6marks)
c) Clearly make a distinction between job evaluation and job analysis. Examine FOUR
methods that can be used to carry out a job evaluation. (8marks)
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