June 2021

QUESTION 2

• 2.1 Human Resources Planning:

  • Supply side of HR planning equation.

  • Focus on current employees, not future needs.

• 2.2 Activities in HR Audit:

  • Job analysis to assess employee performance.

  • Measure against job descriptions.

  • Investigate employee proficiency.

  • Examine labor turnover/absenteeism.

  • Review internal employee movements/transfers/promotions.

  • Identify current shortages.

• 2.3 Techniques for Work Measurement:

  • Direct time studies.

  • Historical time methods.

  • Estimates.

  • Standard time values.

  • Analytical estimates.

  • Work sampling.

• 2.4 Importance of Career Development:

  • Ensures staffing meets requirements.

  • Addresses work diversity.

  • Provides realistic job expectations.

  • Promotes flexible employment adaptations.

  • Assists employees in achieving personal goals.

  • Enhances effective workforce use.

  • Reduces absenteeism and staff turnover.

  • Improves morale and organizational image.

• 2.5 Guidelines to Reduce Resistance to Change:

  • Ensure need for change is clear.

  • Plan results and keep stakeholders informed.

  • Highlight personal benefits from changes.

  • Ensure future situations are realistic.

  • Involve employees in understanding processes.

  • Regularly evaluate change processes.

• 2.6 Benefits of Task Delegation:

  • Enables increased managerial responsibility.

  • Improves decision-making clarity.

  • Speeds up decision-making process.

  • Enhances subordinate training and confidence.

QUESTION 3

• 3.1 Work Culture Classification: Closed and threatening culture.

• 3.2 Substantiation of Work Culture: Lack of teamwork emphasis, individual performance highlighted.

• 3.3 Characteristics of Open, Participative Culture:

  • Highly effective management.

  • Objective-driven motivation.

  • Employee participation in decision-making.

  • Delegation of authority.

  • Rewards for excellent performance.

  • Open communication channels.

  • Effective conflict management.

  • Job enrichment opportunities.

• 3.4 Influencing Factors in HR Planning:

  • Internal: Objectives of enterprise, enterprise style, nature of task, work groups.

  • External: Trade unions, government regulations, economic conditions, technological changes.

• 3.5 Job Specification Terms:

  • Training required, experience, judgment, initiative, physical skills, communication skills.

• 3.6 Guidelines for Effective Job Observation:

  • Observe tasks with minimal interference.

  • Use a structured checklist when observing.

QUESTION 4

• 4.1 Documents for Advertisement: Job description and job specification.

• 4.2 Objectives of Skills Inventory:

  • Comparing available labor to requirements.

  • Identifying potential promotions.

• 4.3 Benefits for Employees:

  • Pension schemes for retirement security.

  • Financial assistance for loans/expenses.

  • Improvements to standard of living via allowances.

• 4.4 Wide Span of Control Advantages:

  • Faster decision-making.

  • Employee participation in management.

  • Efficient management of routine tasks.

• 4.5 Disadvantages of Narrow Span of Control:

  • Few subordinates lead to under-utilization.

  • Slower decision-making.

• 4.6 Human Resource Audit Objectives:

  • Examine past and current labor force effectiveness.

  • Establish efficiency compared to similar enterprises.

• 4.7 Activities of HR Department:

  • HR provisioning, maintenance, utilization, development.

TOTAL SECTION D: 40

QUESTION 5

• 5.1 Objectives of HR Department:

  • Support manager tasks, ensure staffing, develop employee potential through training, maintain harmony, facilitate management-link.

• 5.2 Low Productivity Reasons:

  • Lack of cooperation, outdated methods, skills training neglect, low research spending.

• 5.3 Functions in an Organisation:

  • Purchasing, production, administration, marketing, finance, public relations, human resources.

• 5.4 Steps to Design Business Structure:

  • List tasks, divide workload, combine tasks, establish communication channels, monitor effectiveness. (

• 5.5 Advantages of Work Study:

  • Simplification of procedures, effective utilization of workers, increased efficiency.

QUESTION 6

• 6.1 Steps in Measuring Work Performance:

  • Choose work/tasks, choose employees, describe elements, measure time, determine standard time.

• 6.2 Guidelines for Effective Delegation:

  • Keep unity of command, establish clear authority, accountability, and communication lines.

• 6.3 Activities of HR Development:

  • Training, development, succession planning.

• 6.4 Authorities of HR Manager:

  • Line authority, staff authority, functional authority.

• 6.5 Uses of Job Analysis:

  • HR planning, recruitment, setting remuneration structures, performance appraisal, career planning.