PM N4 NOV 2021 NOTES
Question 2
2.1 Organisational Change: Alteration in one or more elements of the organisation
2.2 Change Programme Steps:
Set goals and describe future conditions in detail.
Analyze present conditions vs. future conditions.
Describe the transition process in activities and commitments.
Develop a plan of action for managing transitions.
Be flexible with implementation methods and timelines.
Identify key players or "change agents" to manage process
2.3 External Sources of Recruitment:
Employment agencies
Headhunting
Walk-ins
Referrals
Professional associations
Advertisements
Campus recruitment
Labour unions
Temporary help
2.4 Necessity of Human Resource Planning:
Labor for future availability
Happy labor force establishment
Ensure productivity
Complements national economy
Facilitates changes
Important information provision
2.5 Objectives of Method Study:
Study overall system
Identify delays
Identify transport distances
Simplify operations
Add value (Any 4 objectives, 8 marks)
2.6 Skills Inventory: Up-to-date information on qualifications of employees
Question 3
3.1 HR Function Services:
Assisting management in strategic planning
Employee sourcing
Employee performance management
Employee training and development
3.2 Advantages of Line Organisation Structure:
Simple structure
Cost-effective
Clear authority and responsibility lines
Stable
Quick decision-making
3.3 Measuring Productivity Problems:
Activity vs. results confusion
Complex work processes
Short-term vs. long-term goals
Overemphasis on one measurement
Difficulties in service measurement
3.4 Succession Plan Development Steps:
Review critical positions
Identify talent pool
Conduct promotability ratings
Identify potential successors
Finalise succession chart
3.5 Uses of Job Analysis:
Human resource planning
Recruitment and selections
Training development
Remuneration structures
Performance appraisal
3.6 Task Summary: Full list of responsibilities expected from the incumbent
Question 4
4.1 Human Resource Maintenance: Activities to retain current employees
4.2 Authorities of HR Manager:
Line authority: overseeing HR employees
Staff authority: providing HR expertise to other departments
Functional authority: enforcing HR policies
4.3 Barriers to Delegation:
Disorganization of managers
Insecurity about accountability
Retaining responsibility
Threats from subordinates’ success
4.4 Influencing Factors on Human Resource Planning:
Internal objectives
Enterprise style
External regulations
Economic conditions
4.5 Work Measurement Techniques:
Direct time studies
Historical time
Estimates
Standard time values
Activity lists
Working sampling
Question 5
5.1 Factors Influencing Span of Control:
Internal environment
External environment
Employee capabilities
Nature of tasks
Managerial expertise
5.2 Employee Expectations:
Meaningful work
Development opportunities
Recognitions and promotions
5.3 Tasks of HR Manager:
Service function: day-to-day HR activities
Control function: analysis and monitoring
Advisory function: providing policy advice
5.4 Importance of HR Planning:
Future labor availability
Employee contentment
Enterprise productivity
5.5 Work Study Advantages:
Simplification of methods
Effective control
Cost saving
Question 6
6.1 Wide vs. Narrow Span of Control:
Wide: many subordinates lead to less guidance
Narrow: few subordinates result in tall structure
6.2 Guidelines for Line and Staff Organisation Setup:
Good understanding between line and staff
Clear authority relationships
6.3 On vs. Off the Job Training Differences:
Group vs. individual focus
Theory vs. practical application
6.4 Uses of Job Description:
Recruitment basis
Performance appraisal (
6.5 Additional Management Tasks
Decision-making
Communication
Motivation
Delegation