stupid HR final PREP

Q1: Identify and explain 5 performance appraisal (KPI) processes. Discuss with examples.

1. Trait-based Appraisal
   Evaluates employees on traits like dependability, initiative, and leadership.
   ✅ Example: An employee rated on "reliability" and "cooperation" in a retail job.
   
   

2. Behaviorally Anchored Rating Scales (BARS)
   Rates employee behavior against specific job-related examples of good and poor performance.
   ✅ Example: In customer service, "responds to complaints within 24 hours" may be rated.
   
   

3. Critical Incident Technique (CIT)
   Appraisal based on key incidents where the employee performed exceptionally well or poorly.
   ✅ Example: A nurse’s response during a medical emergency is used in their performance review.
   
   

4. Management by Objectives (MBO)
   Focuses on measurable outcomes. Goals are set jointly and appraisals are based on achievement.
   ✅ Example: A sales rep with a KPI to close RM50,000 in deals per quarter.
   
   

5. 360-Degree Feedback
   Collects feedback from supervisors, peers, subordinates, and even customers.
   ✅ Example: Team members and clients rate a project manager’s leadership and communication.

Q2: Explain briefly 4 types of employment interviews

1. Structured Interview
   A standardized interview where all candidates are asked the same set of predetermined job-related questions.
   ✅ Used for fairness and better comparison across candidates.
   
   

2. Unstructured Interview
   Open-ended and conversational. Questions vary by candidate, and the interview flows freely.
   ✅ Useful when trying to assess personality and communication style.
   
   

3. Behavioral Interview
   Focuses on past behavior in specific situations to predict future performance.
   ✅ Example: “Tell me about a time you handled a conflict at work.”
   
   

4. Situational Interview
   Candidate is given hypothetical job-related scenarios and asked how they would handle them.
   ✅ Example: “What would you do if your teammate missed a deadline?”

Q3: Compare Job Enrichment vs Job Enlargement

Job Enrichment
Increases the depth of a job by giving employees more control, responsibility, and decision-making.
✅ Example: A customer service agent also handling customer complaints independently.

Job Enlargement
Increases the breadth of a job by adding more tasks of similar skill level.
✅ Example: A factory worker doing packaging and labeling instead of just labeling.

Q4: Identify 3 key responsibilities of job description for a manager

1. Train/Coach Employees
   Guide employees to meet job expectations and improve skills.
   

2. Identify Business Strategy for Profit
   Set department goals aligned with the company’s strategic aims.

3. Planning
   Organize workflow, set objectives, and allocate resources to meet team targets.

Q5: Identify 2 reasons to conduct job analysis

1. Identify Skills and Match Employees to Right Jobs
   Helps ensure best fit by matching job requirements to employee capabilities.
   

2. Adapting to Changes in Business Environment
   Updating job roles to reflect organizational changes (e.g. tech adoption, restructuring).

Q6: Explain 4 staffing processes

1. Determine Number of Employees Needed
   Based on workload and organizational goals.
   

2. Ensure Accurate Job Description
   Clarifies roles, duties, and expectations for the job.
   

3. Recruit the Right People for the Right Job
   Match candidates' qualifications with job specifications.
   

4. Ensure Smooth Recruitment Process & Performance Management
   Includes onboarding, orientation, and assigning KPIs for performance.

5.  Demographic Consideration
   Understanding labor market and talent availability trends.

Q7: Difference between HRM and Strategic HRM

bitch memorize this NYEOWWW!!!

Q8: Explain 4 characteristics of structured interviews

1. Standardized Questions
   Same questions asked to all candidates for consistency.
   

2. Job-Related Content
   Based on job analysis to evaluate relevant skills/knowledge.
   

3. Sequence-Based
   Follows a fixed order for better comparability and fairness.
   

4. Objective Evaluation
   Reduces bias by using scoring guides or rating scales.

Q9: Identify 3 types of direct financial compensation

1. Incentives (commission, performance bonuses)
   
   

2. Salaries – (regular monthly payment/wage)
   
   

3. Bonuses – (performance/company profit reward)

Q10: Identify 4 important trends influencing HRM

1. Technological Advancements
   HR uses digital tools like AI, cloud systems, and data analytics.
   
   

2. Changing Workforce Style
   More gig work, remote work, flexible hours, and contract-based jobs.
   
   

3. Demographic Shifts
   Aging population, Gen Z entering the workforce, and increasing diversity.
   
   

4. Globalization
   HR manages international workforces and cross-cultural teams.