Revision

Week one

1- Discuss 3 duties of HR managers.

Line Function: HR managers directly manage and oversee employees, handling tasks such as
recruitment, performance management, and employee relations to ensure the organization has the
right talent and a harmonious work environment.

Coordinative Function: HR managers facilitate effective communication and collaboration between

departments, developing policies and processes that promote teamwork and streamline operations,
while also coordinating training and development programs to enhance employee skills and
knowledge.

Staff Functions: HR managers provide advisory and support services, handling employee benefits
administration, payroll management, and compliance with employment laws, while also maintaining
personnel records and assisting with employee grievances, serving as a resource for employees and
management.

2- Explain 4 functions of HRM.

HR Planning: HR planning involves assessing the organization's current and future human
resource needs and developing strategies to meet those needs. This includes analyzing
workforce requirements, forecasting demand and supply of employees, and creating plans for
recruitment, training, and succession planning.

Training: HRM is responsible for designing and implementing training and development
programs to enhance employee skills, knowledge, and competencies. This involves identifying
training needs, designing appropriate training modules, conducting training sessions, and
evaluating the effectiveness of the training programs to ensure continuous learning and
professional development.

Recruitment and Selection: HRM oversees the process of attracting, sourcing, and selecting
qualified candidates for job vacancies within the organization. This includes developing job
descriptions, advertising job openings, screening resumes, conducting interviews, and
assessing candidates' qualifications and fit with the organizational culture. Effective
recruitment and selection processes are vital for hiring the right talent and maintaining a skilled
and diverse workforce.

Job Evaluation or Performance Management: HRM is responsible for developing and

implementing systems to evaluate job roles and determine their relative worth within the
organization. Job evaluation helps establish fair and competitive compensation structures.
Additionally, HRM plays a crucial role in performance management, which involves setting
performance goals, conducting regular performance evaluations, providing feedback, and
recognizing and rewarding high-performance employees.
 1- Give two examples to show how knowledge in HR is important for managers.

Conflict Resolution: a manager with HR knowledge can effectively resolve conflicts by

facilitating open communication and mediating discussions between conflicting parties. By
addressing the underlying issues and finding common ground, the manager can foster a positive
work environment and enhance collaboration among team members. This leads to improved
productivity and a harmonious workplace.

Employee development: a manager with HR knowledge can implement a training program that
provides employees with opportunities for skill development and career advancement.
Additionally, they can introduce flexible work arrangements, such as remote work options or
flexible scheduling, to improve work-life balance. By recognizing and rewarding employee
achievements, managers can boost motivation and job satisfaction, ultimately reducing
turnover and fostering a more engaged workforce.

Week two

1- List 2 internal and 2 external factors affecting HR planning.

Internal Factors:

Budget Availability: The internal budget allocated to HR directly affects HR planning. The
available resources impact decisions related to recruitment, training, compensation, and
employee benefits. HR planning must align with the financial limitations and priorities of the
organization to ensure effective resource allocation.

Brand Image: The organization's brand image and reputation within the market influence HR
planning. A positive brand image can attract top talent and make the recruitment process more
competitive. HR planning needs to consider strategies for employer branding, enhancing the
company's reputation, and creating an appealing work environment to attract and retain skilled
employees.

External Factors:

Demographics: The external demographic factors, such as age, gender, education levels, and
cultural diversity of the population, affect HR planning. Understanding the demographics helps
in workforce forecasting, succession planning, and implementing diversity and inclusion
initiatives that align with the needs and expectations of the external talent pool.

Labor Market: The labor market conditions, including the availability of skilled workers,
unemployment rates, and labor laws, impact HR planning. HR needs to adapt recruitment and
retention strategies based on the labor market dynamics, such as developing competitive
compensation packages, adjusting hiring strategies, or exploring alternative talent sources, to
ensure a sustainable supply of qualified candidates.

2- Explain your understanding of HR planning for a company.

HR planning refers to the strategic process of aligning an organization's human resources

with its business objectives and future needs. It involves assessing the current and future
workforce requirements, identifying gaps in skills and talent, and developing strategies to
address those gaps. HR planning encompasses various aspects, including workforce
forecasting, talent acquisition, succession planning, and employee development.

Week three and four

1- Differentiate between job analysis and job design.

Job Analysis: is the process of studying a job to determine which activities and responsibilities it
includes, its relative importance to other jobs, the qualifications necessary for performance of
the job and the conditions under which the work is performed.

Job Design: is the process of establishing employees' roles and responsibilities and the systems
and procedures that they should use or follow.

2- Explain three ways you can apply job analysis in carrefour.

Job Description Development: Job analysis can be used to develop accurate and
comprehensive job descriptions for various roles within Carrefour. Through job analysis, the
tasks, responsibilities, and requirements of each job can be identified and documented. This
information can then be used to create job descriptions that provide a clear understanding of
what each position entails, including the specific duties, skills, qualifications, and reporting
relationships. Accurate job descriptions are essential for effective recruitment, selection, and
performance management processes.

Training and Development: Job analysis can be utilized to identify the knowledge, skills, and
competencies required for different roles within Carrefour. By analyzing the job tasks and
responsibilities, the specific training needs of employees can be determined. This information
can be used to design and deliver targeted training programs and development initiatives to
enhance employee performance and career growth. Job analysis helps ensure that the training
programs are aligned with the actual job requirements, leading to improved employee
competence and productivity.

Performance Evaluation: Job analysis can play a crucial role in performance evaluation
processes at Carrefour. By analyzing the tasks, responsibilities, and performance standards
associated with each job, performance evaluation criteria and metrics can be established. This
allows managers to objectively assess employee performance based on the job requirements
and expectations. Job analysis provides a foundation for setting performance goals, providing
feedback, and conducting performance appraisals, ultimately contributing to a fair and
effective performance management system.

3- What are the elements of the job characteristics model.

Job Characteristics Model

Skill variety The extent to which a job requires a variety of skills to

carry out the tasks involved

Task identity The degree to which a job requires completing a ‘whole’

piece of work from beginning to end (for example,
building an entire component or resolving a customer’s
complaint)

Task significance The extent to which the job has an important impact on
the lives of other people

Autonomy The degree to which the job allows an individual to make

decisions about the way the work will be carried out

Feedback The extent to which a person receives clear information

about performance effectiveness from the work itself

4- Explain the components for conducting a job analysis.

Job Description: A job description is a written document that provides an overview of the key
responsibilities, tasks, duties, and requirements of a specific job role within an organization. It
outlines the scope of the job and communicates the expectations and responsibilities
associated with the position.

Job Specification: A job specification provides a detailed description of the qualifications, skills,
knowledge, and attributes required of an individual to be considered suitable for a specific job
role. It focuses on the specific requirements and characteristics of the ideal candidate for the
job.

Week five

1- Explain two internal and two external sources of recruitment.

Internal Sources:
Job Posting: Advertising job vacancies within the organization to existing employees,
encouraging internal mobility and career growth.

Referrals: Encouraging employees to refer potential candidates from their network, leveraging
their connections to find suitable candidates.

External Sources:

Job Centre/ tamkeen: Utilizing job centers or employment agencies to access a wider pool of
job seekers and connect with potential candidates.

Social Networking Sites: Leveraging platforms like LinkedIn, Facebook, and Twitter to post job
openings, search for candidates, and showcase the company's employer brand.

2- Discuss 4 factors that you will keep in mind when deciding to choose a recruitment
source.

Effectiveness: One important factor is the effectiveness of the recruitment source in attracting
qualified candidates. Evaluate the track record of the source in terms of successfully delivering
suitable candidates for similar positions in the past. Consider the source's reach, reputation,
and ability to target the desired candidate pool. A source that consistently provides high-quality
candidates increases the likelihood of a successful recruitment process.

Cost (Time and Money): Cost is an essential factor to consider, both in terms of time and money.
Evaluate the financial investment required for utilizing a particular recruitment source, such as
advertising fees or agency costs. Additionally, consider the time and effort needed to manage
and process applications from a specific source. Balancing cost with the potential return on
investment is crucial to ensure efficient utilization of resources.

Administrative Efficiency: Consider the administrative efficiency of the recruitment source.

Evaluate the ease of use, accessibility, and support provided by the source. A user-friendly and
streamlined process can save time and effort during the recruitment process. Additionally,
consider the source's ability to handle candidate applications, screening, and scheduling
efficiently, reducing administrative burdens.

Yield Ratio: The yield ratio refers to the number of qualified applicants generated through a
specific recruitment source compared to the total number of applicants. Evaluate the yield ratio
of different sources to determine their effectiveness in generating suitable candidates. A higher
yield ratio indicates a more efficient source that provides a higher proportion of qualified
applicants.
 3- What do you mean by ‘recruitment’ and ‘selection’? Describe 3 selection criteria.

Recruitment involves attracting a wide field of suitable candidates.

Selection involves choosing the most appropriate candidates from this field.

Three criteria

Background Check: Verifying and investigating a candidate's personal, educational,

professional, and criminal history to ensure accuracy of information and assess suitability for
the job.

Job Test: Assessing a candidate's knowledge, skills, abilities, and aptitude related to the job
through written exams, online assessments, or practical exercises to evaluate their potential for
success in the role.

Work Sample Test: Evaluating a candidate's skills and abilities by having them perform specific
tasks or assignments simulating real work situations to assess their practical application of job-
related competencies.

Week six

1- What do you mean by Induction"? Describe with 3 examples, the contents of an

induction program.

Induction is a structured and standardised means of communicating corporate goals, policies,

procedures and standards to staff new to the Institute. It assists with their socialisation into
organisational values and culture.

First aid location: Sharing information about the nearest first aid facilities and emergency exits.

Health and safety representative: Introducing the person responsible for ensuring a safe work
environment and explaining reporting procedures.

Issuing ID card: Providing employees with their identification cards for access and security
purposes.

2- Discuss the importance of Induction in a selected company with 3 reasons.

Smooth Onboarding: Induction plays a crucial role in ensuring a smooth onboarding process for
new employees. It provides them with the necessary information and resources to understand
the company's structure, policies, procedures, and work culture. This helps new employees
acclimate quickly, reducing any potential confusion or uncertainty. A well-structured induction
program sets the foundation for a positive employee experience right from the start, promoting
engagement and productivity.
Alignment with Company Values and Objectives: Induction allows new employees to familiarize
themselves with the company's values, mission, and objectives. It helps them understand the
organizational culture, expectations, and desired behaviours. By emphasizing these aspects
during induction, employees can align their actions with the company's goals, enhancing their
commitment and contribution. Induction serves as a platform for reinforcing the company's
core values and fostering a sense of shared purpose among employees.

Compliance and Safety Awareness: Induction programs are essential for communicating
important compliance and safety information to new employees. They educate employees
about legal obligations, workplace policies, health and safety regulations, and emergency
procedures. By providing this information, induction helps create a safe and compliant work
environment, reducing the risk of accidents, injuries, and legal issues. It ensures that
employees are aware of their rights, responsibilities, and the necessary protocols to maintain a
secure and healthy workplace.

Week seven

1- You are working in a car factory. Give 4 reasons why Training staff is important.

Skill Development: Training programs equip staff with the necessary knowledge and skills to
perform their roles effectively. In a car factory, employees need specialized skills in operating
machinery, assembling components, quality control, maintenance, and safety protocols. By
providing training, employees can enhance their expertise, stay updated with the latest industry
practices, and improve their overall job performance.

Safety and Risk Mitigation: Working in a car factory involves potential hazards and risks. Training
staff on safety protocols, emergency procedures, and proper handling of equipment and
materials is essential to minimize accidents, injuries, and damage. Well-trained employees are
more aware of potential risks, know how to mitigate them, and can create a safer work
environment for themselves and their colleagues.

Quality Assurance: Maintaining high-quality standards is crucial in the automotive industry.

Training programs help employees understand and adhere to quality control processes, identify
defects, and ensure that products meet the required specifications. Skilled and knowledgeable
staff contribute to consistently producing high-quality vehicles, reducing rework, and improving
customer satisfaction.

Adaptability to Technological Advancements: The automotive industry is continuously evolving

with advancements in technology, manufacturing techniques, and automation. Training staff
enables them to adapt to these changes and utilize new tools, software, and equipment
effectively. By staying updated with technological advancements, employees can improve
efficiency, reduce production time, and contribute to the overall competitiveness of the car
factory.

2- Describe steps for a training process.

Strategic Context of Training: The firm’s training programs must make sense in terms of the
company’s strategic goals and can be geared to give recruits more confidence and proficiency
before they start real work.

Performance Management: Taking an integrated, goal-oriented approach to assigning, training,

assessing, and rewarding employees’ performance.

3- Explain 4 methods of training for a Marketing Manager.

Simulated Training (also Vestibule Training): Simulated training involves creating a controlled
environment that replicates real-world marketing scenarios. Marketing managers can
participate in simulated exercises, role-playing, or case studies that simulate various marketing
situations. This method allows managers to practice decision-making, strategic planning, and
problem-solving in a safe and controlled setting. It helps them develop practical skills, improve
critical thinking, and gain confidence in managing marketing challenges.

Computer-Based Training (CBT): Computer-Based Training involves using digital platforms,

software, or e-learning modules to deliver training content to marketing managers. CBT allows
managers to access training materials and modules at their convenience, providing flexibility
and self-paced learning. It can include interactive presentations, quizzes, videos, and
simulations to enhance engagement and knowledge retention. CBT is cost-effective, scalable,
and provides managers with the opportunity to learn at their own pace while focusing on
specific marketing topics or skills.

Electronic Performance Support Systems (EPSS): EPSS refers to electronic tools or systems
that provide just-in-time information and guidance to marketing managers while they perform
their duties. These systems often include digital resources, databases, knowledge bases, and
interactive tools that managers can access for quick reference or support. EPSS helps
marketing managers find information, troubleshoot problems, and gain immediate access to
relevant resources, enhancing their productivity and decision-making capabilities.

Mentoring and Coaching: Mentoring and coaching involve pairing marketing managers with
experienced professionals who provide guidance, feedback, and support. This method allows
managers to learn from seasoned marketers, gain insights into industry best practices, and
receive personalized advice. Mentoring and coaching relationships can be formal or informal,
and they provide opportunities for managers to enhance their marketing skills, expand their
networks, and receive valuable career guidance.

Week ten

1- Define the terms ‘performance manager’ and ‘performance appraisal.

performance management: The Continuous process of identifying, measuring, and

developing the performance of individuals and teams and aligning their performance with
the organization’s need (Dessler,2013).
performance appraisal: Formal system of review and evaluation of individual or team task
performance and often negative, disliked activity that seems to elude mastery.

2- Give examples of four problems that can happen during an employee’s performance
appraisal.

Employee Anxiety: During performance appraisals, employees may experience anxiety, which
can impact their performance and the appraisal process itself. Employee anxiety can lead to
defensive behaviour, difficulty in expressing themselves accurately, or an inability to fully
engage in the appraisal discussion. It is important for appraisers to create a supportive and
non-threatening environment, encourage open communication, and provide reassurance to
alleviate employee anxiety.

Contrast Errors: Contrast errors occur when an employee's performance is evaluated based on
a comparison with other employees rather than against defined performance criteria. For
example, if an appraiser evaluates an employee as "average" because they are comparing them
to high-performing colleagues, it distorts the evaluation. Contrast errors can result in
inconsistent and unfair assessments, as an employee's performance is judged relative to
others rather than against objective standards.

Bias Error: Bias errors can occur when appraisers allow their personal biases or preferences to
influence the evaluation. This can manifest in various forms, such as favoritism, stereotypes, or
prejudice. For instance, an appraiser might rate an employee more positively because they
share similar personal interests or have a good rapport, rather than objectively assessing their
performance. Bias errors undermine the fairness and accuracy of the appraisal process and
can lead to demotivation and dissatisfaction among employees.

Leniency: Leniency refers to the tendency of appraisers to rate employees more positively than
their performance warrants. It can stem from a desire to avoid conflict or confrontation, or a
general inclination to give higher ratings. When leniency occurs, it can inflate employees'
performance ratings, making it difficult to differentiate between high performers and those who
need improvement. This can undermine the effectiveness of performance differentiation and
hinder the identification of areas for growth and development.

3- One of the salespersons is performing very poor. Discuss how you will apply
Performance Appraisal to improve his performance.

Set Clear Performance Expectations: Begin by establishing clear performance expectations

and goals for the salesperson. Clearly communicate the desired outcomes, sales targets,
key performance indicators, and any specific areas that need improvement. This provides a
benchmark against which their performance can be evaluated.
 Conduct Regular Performance Feedback: Schedule regular feedback sessions to discuss
the salesperson's performance. Provide constructive feedback that highlights both
strengths and areas that need improvement. Focus on specific behaviors, skills, or
strategies that can contribute to improved sales performance. Encourage open dialogue
and active listening to understand any challenges or concerns the salesperson may have.

Identify Training and Development Needs: Assess the salesperson's skills, knowledge, and
competencies to identify any gaps that may be hindering their performance. Offer targeted
training programs, workshops, or coaching sessions to address those areas and enhance
their sales capabilities. This could include sales techniques, product knowledge,
negotiation skills, or customer relationship management.

Implement Performance Improvement Plans: If the salesperson's performance does not

improve despite feedback and training, consider implementing a performance
improvement plan (PIP). A PIP outlines specific goals, actions, and timelines for the
salesperson to achieve a satisfactory level of performance. Regularly review progress and
provide ongoing support during the plan's duration.

Provide Mentoring or Coaching: Assigning a mentor or coach to the salesperson can offer
personalized guidance and support. The mentor or coach can share their expertise, provide
advice, and help the salesperson develop strategies to overcome challenges and improve
their performance. This one-on-one support can enhance the salesperson's confidence and
competence.

4- Compare any two performance appraisal systems.

Behavioural Systems:

Behavioural Systems evaluate employee performance based on specific behaviors, using

objective criteria, and providing developmental feedback.

They focus on assessing behaviours, providing developmental feedback, and minimizing

subjectivity.

Comparative Systems:

Comparative Systems rank employees relative to each other, emphasizing performance

differentiation without detailed behavioral feedback, and potentially introducing bias through
subjective judgments.

They compare employees to each other, emphasizing performance differentiation, and

potentially introducing bias through subjective rankings.

Week eleven

1- Explain Describe the term 'Employee Relations' in your own words.

 Employee Relations refers to the relationship between an organization and its employees,
focusing on communication, engagement, and creating a positive work environment. It
involves addressing grievances, managing conflicts, and promoting employee well-being
and job satisfaction. Effective employee relations led to a harmonious workplace and
improved productivity.

2- Explain five ways you can apply ER to improve the satisfaction and performance of
employees at a company like Google.

Organizational culture: Foster a positive and inclusive organizational culture that aligns with
Google's values. Promote transparency, open communication, and collaboration to create a
supportive environment where employees feel valued and motivated.

Employee engagement: Implement strategies to enhance employee engagement. Encourage

participation in decision-making, provide opportunities for growth and development, recognize,
and reward achievements, and promote work-life balance to increase job satisfaction and
commitment.

Conflict resolution: Establish effective conflict resolution mechanisms to address workplace

conflicts promptly and fairly. Provide mediation or alternative dispute resolution processes to
encourage open dialogue and resolve conflicts in a constructive manner, maintaining positive
working relationships.

Workplace investigation: Conduct thorough and impartial workplace investigations when

complaints or misconduct arise. Ensure a fair and unbiased process, protecting the rights of all
parties involved, and taking appropriate actions to address any issues discovered.

Employee discipline: Implement a fair and consistent discipline policy that outlines clear
expectations and consequences for employee behaviour. Provide guidance and support to
managers in applying discipline effectively, focusing on corrective actions that help employees
learn and improve while maintaining a positive work environment.

Week thirteen

1- What do you understand by the term 'Health and Safety at the workplace"?

Health and safety at the workplace refer to the set of policies, procedures, and practices
implemented by the company to ensure the physical, mental, and social well-being of
employees or any other individual at the workplace.
 2- Assume you are working in a Tesla car manufacturing factory. Discuss examples of
Health and Safety best practices that you would implement. Justify how these
practices would be useful for the company.

Regular Safety training: Tesla should consider offering weekly safety courses to employees to
practice health and safety regulations, including proper lifting techniques and procedures for
handling hazardous materials. This training will help reduce the likelihood of injuries, strains,
and other workplace health-related issues.

Ergonomic workstations: Tesla should prioritize creating ergonomic workstations for

employees. This involves providing adjustable equipment, proper lighting, and ergonomic tools
to minimize the risk of musculoskeletal disorders and promote overall well-being.

Routine safety inspection: Tesla should conduct regular safety inspections to identify potential
hazards and ensure compliance with safety protocols. By promptly addressing risks, Tesla can
prevent accidents and maintain a safe work environment.

Provision of personal protective equipment (PPE): Tesla should provide employees with the
necessary personal protective equipment, such as gloves, goggles, and safety helmets. This
ensures their protection from workplace hazards, reducing the risk of injuries and illnesses.