Programmes
Cohorts
BSc (Hons) Human
Resource Management
BSc (Hons) Logistics and
Transport Management
BSc (Hons) Management
(General + Finance +
Marketing + Law)
BHRM/21B/PT &
BHRM/22A/FT
BLTM/22A/FT
BMANG/21B/PT,
BMANG/22A/FT &
BMANL/22A/FT
Examinations for Academic Year 2022-2023
Semester II / Academic Year 2023 Semester I
MODULE
: HUMAN RESOURCE MANAGEMENT
MODULE CODE : HRMT 2104 / HRMT 2105
Duration
: 2 Hours 10 Minutes
Instructions to Candidates:
1.
This question paper consists of Section A and Section B.
2.
Section A is compulsory.
3.
Answer any two questions from Section B.
4.
Always start a new question on a fresh page
5.
Total Marks : 100
This question paper contains 6 questions and 4 pages.
This question paper is printed on BOTH SIDES.
Human Resource Management (HRMT 2104 / HRMT 2105)
Sbmf-Aug/Sept2023Ex-HRM(BSc)
Page 1 of 4
SECTION A: COMPULSORY
QUESTION 1: (40 MARKS)
Case study
This report is based on an organization known as Banksia Health service based in
Australia. It is an organization which employees around 500 employees. It provides
health care services to aged people. It is being perceived by the state health
department as poor performer because it failed to achieve financial and
organizational targets. It was rated poorly by the Australian council on health
standards and was perceived as a mismanaged organization. It has failed to manage
its employee’s performance according to changes made in external environment. It
follows a decentralized style of management and the mission & vision of organization
are not linked with changing organizational strategy. It also failed to reconcile
stakeholder interest thus leading to dissatisfaction and low morale. The consultancy
report of the organization had the following recommendations: i) it needs to improve
its HR policies that could solve the following: i) the employees lack an understanding
of their duties and responsibilities thus displaying a lack of commitment and a
general apathy. ii) there is no clear understanding of the strategic needs of the
business and no clarity of the impact of employee contribution towards the strategic
needs of the business. iii) there was loophole in training process thus leading to lack
of competent and skilled human resources. iv) there is no formal HR department
thus the CEO, payroll officers were managing HR activities to carry out HR functions
without having knowledge about HR policies being followed at workplace, this trial
and error approach of the Banksia Health service lead to a mismanagement of
financial resources. Furthermore, the management of Banksia was being
pressurized by government, consultants, rating agencies employees to identify the
issues and problems related to Human Resource Policies. Since this organization
was operating in the health sector the ramifications of its poor performance would
also be felt at the level of all the stakeholders and societal level.
Human Resource Management (HRMT 2104 / HRMT 2105)
Sbmf-Aug/Sept2023Ex-HRM(BSc)
Page 2 of 4
a) Give a comprehensive understanding of the Harvard model of Human Resource
Management.
(10 marks)
b) Explain how the use of specific HR policies recommended in the Harvard model
as applied to the case of Banksia Health Service can lead to the 4C’s outcomes
of Commitment/Competence/Congruence & Cost-effectiveness to resolve the
human resource problems that it is experiencing.
(20 marks)
c) Give a sequential understanding of how the Harvard model gives scope to
Banksia Health Service to reconcile stakeholder interest, improve organizational
efficacy and lead to societal well-being’.
(10 marks)
SECTION B: ANSWER ANY TWO QUESTIONS
QUESTION 2: (30 MARKS)
a) Discuss the Ulrich’s strategic roles of HR practitioners.
(10 marks)
b) Give two main distinctions between the soft and hard hrm approaches and give
an example of organizations following the two approaches.
(10 marks)
c) Illustrate the process of human resource planning by virtue of a diagram.
(10 marks)
QUESTION 3: (30 MARKS)
Recently, People Function has gained much momentum across the globe. From
what was perceived to be pure administrative function and role, has now emerged as
strategic in today’s world. There has been an evolution in the way people were
handled long time ago to now.
a) Explain clearly the differences between personnel management and human
resource management in the areas of i) Beliefs and assumptions ii) Strategic
aspects iii) Line Management involvement.
(15 marks)
b) Discuss ‘The main features of Human Resource Management are as follow: it
has a strategic thrust, is coherent and commitment oriented’.
Human Resource Management (HRMT 2104 / HRMT 2105)
(15 marks)
Sbmf-Aug/Sept2023Ex-HRM(BSc)
Page 3 of 4
QUESTION 4: (30 MARKS)
a) Define the term Job analysis.
(5 marks)
b) Name and describe the different steps involve in Job analysis.
(15 marks)
c) What are the benefits that arise from Job evaluation.
(10 marks)
QUESTION 5: (30 MARKS)
a) Define and explain the terms “Recruitment and Selection”.
(5 marks)
b) Elaborate on the four stages of recruitment and selection process.
(10 marks)
c) Discuss the benefits and drawbacks of recruiting employees outside the
organisation.
(15 marks)
QUESTION 6: (30 MARKS)
a) Define training and development.
b) Give the five differences of training and development.
(5 marks)
(10 marks)
c) Discuss the advantages of maintaining good employee relations in modern day
contexts.
(15 marks)
***END OF QUESTION PAPER***
Human Resource Management (HRMT 2104 / HRMT 2105)
Sbmf-Aug/Sept2023Ex-HRM(BSc)
Page 4 of 4