EXAMINATION
FACULTY OF BUSINESS AND MANAGEMENT
PROGRAMME(S): BHRM
SESSION: DAY/EVENING/WEEKEND
MODULE CODE AND TITLE LEVEL: 1.3
BHR 1303: TALENT ACQUISITION AND MANAGEMENT
DATE: JULY, 2024 TIME:
DURATION: 6 HOURS TOTAL MARKS: 100
EXAMINER/ LECTURER MODERATOR:
KWOROBA ELLI BARBARA LYNN
AMANYA
INSTRUCTIONS TO THE CANDIDATE/ STUDENT
1. V-class is the ONLY official examination platform.
2. Questions must be attempted in the answer booklet/sheet provided on V-class.
3. All queries should be directed to the examiner, Head of Department, or Dean.
4. You have SIX HOURS to complete this paper. No exam answer sheet shall be accepted
after the 6 hours (the system has closed).
5. This is an OPEN BOOK (Online) examination.
6. Attempt 4 Questions in total. All questions carry equal marks (25 marks each).
7. Section A has TWO COMPULSORY case-based Questions and choose any 2 other
questions in Section B.
8. Read each question carefully before beginning to type/write your answers.
9. Review the grades assigned to each question of the examination and allocate your
time accordingly.
10. Review your answers carefully before submitting your examination.
11. After submitting your exam answer sheet, cross-check to ensure your examination was
attached and sent to V-class and received a confirmation message.
SECTION A
(COMPULSORY)
Q.1. “Based on research……. we conclude that sustainable organization excellence is achieved
through strategies for managing human resources. These are;
Identifying, selecting, and cultivating super keepers. Superkeepers are employees who have
demonstrated superior performance, and who embody the core competencies of the organization.
They are role models for success…….
Typically, no more than 3% to 5% of an organization’s workforce are classified as
Superkeepers……… an organization must invest in employees based on a clear hierarchy of
contribution.
After Superkeepers, the hierarchy of investment includes Keepers. These employees exceed
performance expectations. They represent between 20% to 25% of an organization’s workforce.
Solid Citizens represent about 70% of the workforce. Organizations ……. must not invest in
Solid Citizens at the same level as they do in Superkeepers and Keepers.
Last, there are Misfits. This group contains employees who do not meet organization
expectations of performance.
……. unless a Misfit rapidly becomes a Solid Citizen, the “plug” should be pulled on them for
all investments and the employee should be terminated.
Typically, no more than 5% of an organization’s employees are designated as Misfits”.
(Extracted from “The Talent Management Handbook”, Edited by Lance A. Berger and Dorothy
R. Berger).
(a) The case presents a talent hierarchy of four categories of employees, namely;
- Superkeepers
- Keepers
- Solid Citizens
- Misfits
If you were involved in the exercise of categorizing employees by talent suggest tools you
would apply to create the four groups. (15marks)
(b) In the case, it is stated that “an organization must invest in employees based on a clear
hierarchy of contribution. Elaborate on this statement. (10marks)
Q. 2. Superkeepers and Keepers are very valuable human resources for any organization.
(a) Suggest a retention plan for such employees. (15marks)
b) Suggest a succession plan for the Superkeepers and Keepers. (10marks)
SECTION B
(ATTEMPT ATLEAST 2 QUESTIONS)
Q.3. Motivation theories can be utilized by Managers to get the best out of employees.
As a Human Resource Manager suggest how you could utilize the following theories to motivate
talented employees’ categories.
(a) Herzberg’s 2-factor theory (15marks)
(b) Abraham Maslow’s Needs theory (10marks)
Q. 4. Exceptionally talented managers are able to demonstrate the pertinent competencies in the
course of executing their task responsibilities.
(a) As a Human Resource Manager, suppose you are required to invite candidate applicants to
the post of the company Managing Director which is about to fall vacant, present ten (10) core
competencies you would specify in the advertisement for the post. Explain the importance of
each of the competencies. (15 marks)
b) As the HR Manager, present a detailed explanation of at least 10 competencies that you deem
relevant for the achievement of the goals of Human Resource department. (10marks)
Q.5. (a) “360-degree feedback process can be of great value in identifying talent categories in the
organization”.
Give a detailed justification of this statement (15marks)
b) Explain how the 360-degree Feedback approach would contribute to talent categorization
and management. (10marks)
Q. 6. The employee development and compensation needs of talented managers are unique, in
comparison with the normal development and compensation policies of the organization.
Discuss;
(a) The appropriate training programmes for talented employees. (15marks)
(b)The appropriate compensation packages for talented employees. (10marks)
