Question

a)Define succession planning

)Process of identifying, developing, and
tracking talented individual so that they
can eventually assume top-level position

b) Discuss 3 common technique used in forecasting demand for

employees
Skill inventories - Files of personnel education, experience, interest, and skill
- Allow managers to match job opening with employee
background
- Can create talent profile of employee
Replacement chart - Listing of current job holder and who are the potential
replacement
- Provides information on current job
performance and possible replacement
Succession planning - Process of identifying and developing tracking key
individuals for execution
position
- Important to find people to hold a top-level position
- Top level position is an important position for the
operation of the
organization.

c) Recently a manager was overheard making following comment :

Human resource planning is a waste of time Discuss this statement

HR planning- process of providing the movement of people

into, within, and out the organization
HR planning helps managers to deploy their employees
Helps organization to have a best line-up

Question 3
(a) Differentiate between training and development.

(4 marks)

Training

Development

Learning process in which

employees get a chance to
develop skills and knowledge for
the job requirements.

An educational process in which

the personnel of the organization
get the chance to learn in details
about knowledge to focus on
broadening their overall growth.

Usually a short-term process.

Need long-termed performance

that focus on career.

Focus at a specific task or job.

Focus on the purposes of

improving management and
leadership.

(b) Discuss four (4) steps in the training process.

marks)

(16

Step 1 : The need assessment based on the firms objectives

1) Organization analysis
- analyze on the environment, strategies, and resources.
2) Task analysis
- analyze on what is the content of the training program should be on the basis
of a study of the tasks.
3) Person analysis
- analyze on specific individuals who need training.

Step 2 : Designing the program

1) Determine the objectives of the training program
- Performance-centered objectives
2) Provide trainee readiness and motivation
- Use positive reinforcement
- By giving complete questionnaire about why they attending training and what
they hope to accomplish as results.
3) Build the principle of learning
- Meaningfulness of presentation
- Modeling by watching such real-life demonstration of individual.

Step 3 : Implementing the training program

1) On-the-job training
- Coaching, action learning, understudy assignments.
2) Classroom instruction
- Blended learning
3) Programmed instruction by E-learning
- Learning via web and computer based training.
- Employees may customize their own learning in their own time and space.

Step 4 : Evaluation of training program

Criterion 1 : Reactions of the participants
Criterion 2 : Learning
Criterion 3 : Behavior
Criterion 4 : Results or Return On Investment (ROI)

c) Explain the reasons for training programs to be the first items eliminated
when management want to cut costs.
(5 marks)
The management may assume that the employees already have skills in their works
and there is no need for further training.
The management might fear that the employees may leave the organization after
training is done as they become more efficient and might want to join a better job.
The management may fear that the employees may demand high salaries after
training as they become more efficient in their jobs.

Question 4
a.) Explain concept of pay equity in compensation management. ( 5
marks)
Equity embrace the concept of fairness
Point that comparisons was been made by individuals both inside
and outside the organization
The comparison influence their motivation, individuals form a ratio
of their inputs ( abilities, skills, experience ) to their output (salary,
benefits )
Motivation theory which people feel they received less or more
than they deserve.
Compare the value of input/output ratio of other individual in
similar class of jobs.

b.) Discuss 2 basic job evaluation methods (10 marks)

Job ranking system
The oldest and simplest system where jobs are arrayed on the basis of
their relative worth
One technique used to rank jobs consist of raters arrange card listing the
duties and responsibilities
Job ranking can be done by single individual knowledgeable about all jobs
or by committee comprised of management and employee representative.
Disadvantages : - Didnt provide precise measure of each jobs worth
- Final job ranking indicate relative importance of jobs
- Method use to consider only reasonable small number
of jobs

Job classification system

A system of job evaluation which jobs are classified and
group according to a series of predetermined wage
grades.
Successive grade requires increasing amount of job
responsibility, skill, knowledge, ability or other factor
selected to compare jobs.
Job class construct the scale against which the
specification for various jobs are compared.

c.) Distinguish between competency-based-pay and

traditional pay plan.
Competency-Based-Pay
(10 marks)

Broadbanding

Compensate employees in
terms of knowledge, skills and
competencies

Use broadbanding to
structure compensation
payments

Reward employees who set

goals to learn new skills and
gain knowledge

collapse many traditional

salary grades into a few wide
salary bands.

Give employee reason to focus Encourage lateral skill

on carreer development.
building while addressing thee
need to pay employees
performing multiple job with
different skills.
Spend time to take training or
class to develop skills in order
to make more money.

Encourage employees to
move to jobs in which they
can develop their careers

Feel underpaid if employee

arent paid same as someone
doing same job in competing

Enable organization consider

jobs responsibility, skills and
career mobility patterns in

Question 5.
a) Explain the basic concept of Behavior-Based Safety. (5 marks)
)Behavior Based Safety is a program designed to influence employee
actions toward safer outcomes, ideally by preventing an accident or
injury before it occurs.
)Implementing a behavior based safety program is the most
comprehensive way for companies to promote safety, eliminate
hazards and prevent injuries.
)When implemented correctly, a behavior based safety program can
provide positive rewards to change unsafe behavior, reduce job-related
injuries, minimize lost production hours, and improve workplace morale
essential ingredients for creating a strong safety culture.
)Behavior Based Safety matters because upwards of 80% of all
accidents occur due to the choices we make and how we act.

b) Discuss two (2) basic causes of workplace accidents.

(10 marks)
Fatigue
Fatigue refers to the issues that arise from excessive
working time or poorly designed shift patterns. It is
generally considered to be a decline in mental and/or
physical performance that results from prolonged
exertion, sleep loss and/or disruption of the internal
clock.
Fatigue results in slower reactions, reduced ability to
process information, memory lapses, absent-mindedness,
decreased awareness, lack of attention, underestimation
of risk, reduced coordination etc. Fatigue can lead to

 Distracted driving
Distracted driving occurs any time you take your eyes off
the road, hands off the wheel, and mind off your primary
task: driving safely. Any non-driving activity you engage
in is a potential distraction and increases your risk of
being involved in a motor vehicle crash.
A worker who is driving a motor vehicle while negotiating
a complex or contentious business deal over the phone
at the same time is at greater risk of being in a crash. In
this situation, neither task driving a vehicle or doing
business gets the attention it deserves.

c) Give your comments on the following statement: "We should blame the
employees for any accidents occur in the workplace.
(10 marks)
In my opinion, we should not blame the employee for any accident occur in the
workplace. Instead, the employer should take responsibility to protect employee
from any accident. This include ensuring:
Creating a culture of safety
Firm need to create a culture of safety within the organisation that go beyond
managing operational processes and reducing accident. This culture exist when
everyone within the organisation consciously work to improve its safety and
health condition. HR manager play important role in this effort as HR executives
should be the point person on creating and making sure that a corporate safety
culture exist.

 The key role of supervisor

Supervisor can do much more than interview candidates
for their safety tendencies. This include the role of
supervisor in their employers safety program. The major
responsibility of supervisor is to communicate to an
employee the need work safely. Start from new employee
orientation, safety should be emphasized continually.
Proper work procedure, the use of protective clothing and
devices and the potential hazard should be explain
thoroughly. They should be coached to look for safety
problems before they occur. Supervisor must continually
observe employee at work, reinforce safe practices, and
immediately correct the unsafe behavior.