FINAL EXAMINATION

JULY2012 SEMESTER
3/12/34 ACADEMIC SESSION
COURSE
COURSE CODE
DURATION
FACULTY

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:
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PROGRAMME

LECTURER

GROUP

HUMAN RESOURCE MANAGEMENT

PMS 2253
3 HOURS
BUSINESS
SCIENCE SOCIAL
BACHELOR OF HUMAN RESOURCE
MANAGEMENT
BACHELOR OF INDUSTRIAL PSYCHOLOGY
ERNI BTE TANIUS
MOHD EZANNI BIN JAAFAR
HAJI OTHMAN BADRISHAH
ERNI BTE TANIUS
MOHD EZANNI BIN JAAFAR
HAJI OTHMAN BADRISHAH

INSTRUCTIONS TO CANDIDATES
This paper consists of TWO (2) sections:
Section A 30 Questions (Multiple choice questions)
Section B 5 Questions (Structured questions)
Answer ALL QUESTIONS.
All answers of:
Section A and B must be written in the answer booklet provided.
The answer for each question must start on a new page.
Candidates are NOT ALLOWED to bring any unauthorized items into the exam hall
except with the permission of the invigilator.
Do Not Open the Question Paper Until Instructed
_____________________________________________________________________
This Question Paper Consists of Eight (8) Printed Pages

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SECTION A: MULTIPLE-CHOICE QUESTIONS (30 MARKS)

ANSWER ALL QUESTIONS
For each of the following statements, four answers are given below as A, B, C and D.
Pick the right answer.
1. Which of the following is the primary disadvantage of using structured
interviews during the employee selection process?
A. higher potential for bias
B. limited validity and reliability
C. inconsistency across candidates
D. reduced opportunities for asking follow-up questions
2. Which of the following is most likely NOT one of the goals of a firm's
employee orientation program?
A. making new employees feel like part of a team
B. helping new employees become socialized into the firm
C. assisting new employees in selecting the best labor union
D. teaching new employees about the firm's history and strategies
3. The primary purpose of providing employees with feedback during a
performance appraisal is to motivate employees to ___________.
A. apply for managerial positions
B. remove any performance deficiencies
C. revise their performance standards
D. enroll in work-related training programs
4. How do situational interviews differ from behavioral interviews?
A. situational interviews are based on an applicant's responses to actual past
situations
B. situational interviews are based on how an applicant might behave in a
hypothetical situation
C. situational interviews ask applicants job-related questions to assess their
knowledge and skills
D. behavioral interviews ask applicants to describe their emotions in different
hypothetical situations
5. Trainees should be provided adequate practice and be allowed to work at their
own pace during a training session in order to __________.
A. screen applicants based on ability
B. transfer skills more easily to the job
C. provide employers with feedback
D. determine appropriate pay scales

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6. Which of the following is NOT one of the recommended guidelines for setting
effective employee goals?
A. creating specific goals
B. assigning measurable goals
C. administering consequences for failure to meet goals
D. encouraging employees to participate in setting goals
7. An employer can most likely increase the reliability of a panel interview by
A. using an unstructured interview format
B. interviewing multiple candidates simultaneously
C. providing interviewers with scoring sheets and sample answers
D. requiring candidates to participate in work sampling techniques
8. ___________ is a detailed study of the job to determine what specific skills the
job requires.
A. Task analysis
B. Needs analysis
C. Training strategy
D. Development planning
9. All of the following are reasons for appraising an employee's performance
EXCEPT ___________.
A. creating an organizational strategy map
B. correcting any work-related deficiencies
C. determining appropriate salary and bonuses
D. making decisions about promotions
10. Which of the following best explains why an increasing number of firms use
the Internet to conduct prescreening interviews?
A. reduced recruitment budgets
B. globalization of manufacturing firms
C. lawsuits involving panel interviews
D. high number of foreign applicants
11. Azlan, a new accounts representative at Periscope Marketing, is learning the
job by actually doing job-related tasks such as contacting customers. Azlan is
most likely participating in ___________.
A. modeling
B. socialization
C. social learning
D. on-the-job training

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12. In most organizations, who is primarily responsible for appraising an

employee's performance?
A. employee's subordinates
B. company appraiser
C. human resources manager
D. employee's direct supervisor
13. Which of the following interview formats will most likely result in the highest
validity?
A. structured, situational
B. unstructured, situational
C. structured, behavioral
D. unstructured, behavioral
14. Renukah was hired soon after graduation and assigned to complete a
management trainee program. She will move to various jobs each month for a
nine-month period of time. Her employer is utilizing the ___________ form of
training.
A. job rotation
B. understudy
C. job expansion
D. informal learning
15. Which of the following is most likely NOT a role played by the HR
department in the performance appraisal process?
A. conducting appraisals of employees
B. monitoring the appraisal system's effectiveness
C. providing performance appraisal training to supervisors
D. ensuring the appraisal system's compliance with Labour laws
16. Which of the following refers to an error of judgment on the part of the
interviewer due to interviewing one or more very good or very bad candidates
just before the interview in question?
A. context error
B. contrast error
C. recency error
D. primacy error
17. Which of the following should be done first in the on-the-job training process?
A. going through the job at a slow work pace
B. explaining quantity and quality requirements
C. familiarizing the trainee with equipment and tools
D. having the trainee verbalize the steps in the procedure

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18. Which of the following terms refers to setting specific measurable goals with
each employee and then periodically reviewing the progress made?
A. behaviorally anchored rating scale
B. management by objective
C. mixed standard scales
D. forced distribution
19. What is the best way to avoid most interview errors?
A. conduct panel interviews
B. utilize computerized interviewing technology
C. use a structured interviewing format
D. ask only situational questions during the interview
20. Which of the following occupations most likely does NOT use apprenticeship
training to prepare new employees?
A. professional chef
B. ental assistant
C. fire medic
D. banker
21. Which of the following is the best way for a supervisor to correct a
performance appraisal problem caused by unclear standards?
A. focusing on performance instead of personality traits
B. using graphic rating scales to rank employees
C. using descriptive phrases to illustrate traits
D. allowing employees to rate themselves first
22. What is the first step in conducting an effective interview?
A. asking technical questions
B. developing relevant questions
C. establishing rapport with candidates
D. studying the job description
23. Which of the following is the primary advantage of lecturing as a method of
training?
A. motivational for employees
B. appropriate for large groups
C. effective for informal learning
D. requires limited preparation
24. The best way to reduce the problem of central tendency in performance
appraisals is to ___________.
A. appraise personal characteristics
B. use graphic rating scales
C. limit the number of appraisals
D. rank employees
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25. Which of the following is the most likely outcome of using the same questions
with all candidates being interviewed?
A. responses improved
B. weaknesses revealed
C. reliability limited
D. bias reduced
26. Which of the following involves a trainer in a central location teaching groups
of employees at remote locations over cable broadband lines or the Internet?
A. audiovisual-based instruction
B. programmed learning
C. vestibule training
27. All of the following guidelines will most likely improve the effectiveness of a
performance appraisal EXCEPT ___________.
A. maintaining a diary of employees' performance during the year
B. using a graphic rating scale to ensure fair and consistent ratings
C. knowing the advantages and disadvantages of different appraisal tools
D. developing a plan to assist employees with performance improvement
28. All of the following will most likely improve the structure of an interview
EXCEPT:
A. using the same questions for all candidates
B. rating candidate answers against a scale
C. asking candidates to describe themselves
D. using a standardized interview form
29. Which of the following is most likely NOT measured when evaluating a
training program?
A. what trainees learned from the program
B. participants' reactions to the program
C. overall organizational productivity
D. changes in on-the-job behavior
30. Vanessa manages the accounting department at an advertising agency. She
needs to conduct performance appraisals for the eight employees in her
department. Vanessa wants a performance appraisal tool that is highly
accurate, ranks employees, and uses critical incidents to help explain ratings to
appraisees. Which performance appraisal tool is best suited for Vanessa?
A. behaviorally anchored rating scale
B. critical incident method
C. alternation ranking method
D. graphic rating scale

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SECTION B: STRUCTURED QUESTIONS (70 MARKS)

ANSWER ALL QUESTIONS
QUESTION 1 (25 MARKS)
In establishing strategic compensation plans, managers first need to understand basic
factors in determining pay rates, which is includes external, internal and procedural
equity factors. They should also consider some special issues such as pricing
managerial and professional jobs, paying job based on competencies and
broadbanding. Once organizations have their strategic pay plans, next, they need to
decide which financial incentive plans that suits to employee needs and able to
motivate as well as retain best employees.
a. What is employee compensation? Briefly explain TWO (2) basic factors in
determining pay rates in large company.
(6 marks)
b. As a young executive in private company, which types of pay do you prefer,
traditional or competency? Explain your answer.
(4 marks)
c. Briefly explain TWO (2) important trends in compensation management.
(4 marks)
d. Differentiate between piecework plans and standard hour plans as the main
incentive for individual employees.
(3 marks)
e. Identify an advantage and a disadvantage the following pay incentives for
salespeople:
i. Salary Plan
ii. Commission Plan
(4 marks)
f. Explain the purpose of Scanlon plans as an organizationwide incentive plans.
(4 marks)

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QUESTION 3 (15 MARKS)

a. Explain TWO (2) main pay for time not worked benefits in Malaysia that stated by
Employment Act 1955.
(5 marks)
b. State FOUR (4) types of personal services and family-friendly benefits that large
organization offer to their employees.
(2 marks)
c. Differentiate between flextime and workplace flexibility. Which flexible work
schedule do you prefer? Support your answer.
(7 marks)

QUESTION 4 (15 MARKS)

a. What is Industrial Relations? List FOUR (4) reasons for workers join union.
(6 marks)
b. Identity THREE (3) types of trade unions in Malaysia and give an example of each
type of unions.
(3 marks)
c. Explain the following terms:
i. Collective bargaining
ii. Conciliation
iii. Lockout
(6 marks)
QUESTION 5 (15 MARKS)
a. As a safety manager in manufacturing company, suggest TWO (2) ways to reduce
the occurrence of unsafe acts on the part of your employees. Explain your answer
in brief.
(5 marks)
b. Briefly explain a remedy for the followings workplace health hazards:
i. Asbestos exposure at work
ii. Alcoholism
iii. Burnout
(6 marks)
c. List FOUR (4) steps employers can take to reduce workplace violence.
(4 marks)
END OF QUESTIONS PAPER
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