Exam questions and answers for HRM

 Explain how each of the following HR practices can be used to maintain safe and healthy workplaces: job analysis, selection, training, performance measurement and feedback.

Organizations can become more effective if they have safer and healthy workplaces.

There are lots of things that can be used for workplace safety and health.

Job Analysis is essentially the assessment of work activities and the workplace to establish whether adequate precautions are in place. In other words, it is the systematic identification of potential hazards in the workplace as a step to controlling the possible risks involved.

Selection – Managers should hire safe employees. Employees who are aware of safety issues and have a commitment to following safe work practices can reduce accidents.

Training- Training is the most important activity that can be used to improve workplace safety and health. If you teach your employees how to behave when an accident happens, they can be calm. The training of managers may include detailed explanations of the relevant laws and regulations that govern workplace safety and health.

Performance measurement and feedback -The organisation should measure, monitor and evaluate its safety and health performance. The main purpose in  measuring safety performance is to develop strategies that will eliminate future  incidents and give feedback.

 Why is job analysis essential for the development of a performance appraisal and feedback system?

Job analysis is used as the basis for developing performance appraisal and feedback system. The analysis can be used to identify the best source of information for the appraisal of different components of job performance. Job analysis consists of a systematic set of procedures or methods for determining what workers actually do on the job and for describing which aspects of workers knowledge, skill, ability, and other characteristics contribute to job performance.

A thorough approach to planning for change can take a great deal of time. When time is short, which steps in the planning process can be eliminated most readily? What are the potential risks of skipping these steps? Explain your logic.

Even if time is too short, it’s good not to eliminate any steps of planning process. We should make a plan in order to finish on time.

For example, we can use talents, use teams giving them specific tasks to do. We can have communications as well about change that are taking place.

 Describe how powerful and clear statement of an organization’s vision, mission, and values can be helpful to employees of the organization.

Vision, mission and values statements are important components of strategic planning.

The vision statement is future focused and paints a picture of where you would like the organization to be or what you would like to accomplish in the long term.

Mission is focused on the present and describes the purpose of your organization or why it exists.

Finally, values statement reflects core behaviours or principles that guide the actions of employees as they execute to achieve the mission and vision.

A clear vision helps employees to have the same future state or objectives.

A clear mission provide the basis for developing plans that can  be executed to achieve the vision.

Values statement make clear behaviours that are expected of everyone.

8. Assume you are supervising employees who fall into one of here categories:

(1) effective performers who have lots of potential for advancement;

(2) effective performers who lack motivation or ability, or both, for potential advancement;

(3) ineffective performers.

It’s performance appraisal time, and you must plan interviews with subordinates from each of these categories. Will you have different objectives for different types of employees? Explain how your discussion will  be similar and how they will be different.

Answer:

Performance appraisal is the process by which organisations evaluate employees job performance. In this case, we have 3 types  of employees. During the discussion about performance appraisal with employees first of all in all groups we should focus on setting clear performance objectives and expectations.

Of course,  there will be some differences:

1^st group, which are effective performers, need to listen recognitions of their achievements.

• We should show respect
• Ask if they need any kinds of trainings in order to maximize their performance.

2^nd group

Lack of motivation can make it feel as if there is no reason to do anything. This kind of employees you should show that you are there to help them, and they can trust you.

• Show them that they can talk about their problems
• Help find the most important goal that they want to achieve
• Maybe they need some of rest.

And 3^rd group, in which exist ineffective performers.

• Help employees to understand their roles and focus on their particular goals
• Maybe they need some trainings and development needs.