Q1) Give the example of

a) job rotation
b) job shearing (4)

Job rotation is an approach to management development where an individual is moved through a

schedule of assignments designed to give him or her breadth of exposure to the entire operation. Job
rotation is also practiced to allow qualified employees to gain more insights into the processes of a
company, and to reduce boredom and increase job satisfaction through job variation.

Moving an employee from job to job. The purposes of job rotation are (1) to give employees experience
with all organizational activities as a training process and (2) to offset boredom, which can occur when
performing the same job over an extended period of time.

For example, if an employee falls sick or is on leave and can’t report to work and if there is a shortage
of staff on a particular day, then thanks to the practice of job rotation, an organisation has enough skilled
manpower to replace the employee temporarily and take up his job. Many organisations use job rotation
as a tool to curb absenteeism. The reason being, if an employee gets something new to learn, he would
be more willing to report to work.

For example, an administrative employee might spend part of the week looking after the reception area
of a business, dealing with customers and enquiries. Some time might then be spent manning the
company telephone switchboard and then inputting data onto a database.

Job sharing is an employment arrangement where typically two people are retained on a part-time or
reduced-time basis to perform a job normally fulfilled by one person working full-time.
OR
Job sharing is one alternative work option. Two people share the same position in a company, each
working a part of the week. Here are resources that tell you about the advantages and disadvantages of
this arrangement and how to make a success of it.

A major benefit of job-sharing is that it can help employees achieve a balance between work
and other activities, including family responsibilities. For some employees, it may offer the
only chance to continue working.

Apart from increased flexibility, job-sharing provides specific benefits such as:

• The possibility of a partnership where one's skills and abilities are complemented by the other
partner;
• opportunities to learn from the job-sharing partner; and
• Mutual support and encouragement on the job.

Examples of employees who may be helped by job-sharing include:

• • Workers with child or elder care responsibilities;

• • Older workers who would prefer a phased retirement;
• • Workers who wish to undertake studies while continuing in employment; and
• • People with disabilities who want to work only part of the day or week.

1
Q2) Differentiate b\w (4Marks)

1) Compensation & benefits

Benefit

Employee benefits typically refers to retirement plans, health life insurance, life insurance, disability
insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for
businesses to provide to employees, so the range and options of benefits are changing rapidly to include,
for example, flexible benefit plans.

Examples of benefits are insurance (medical, life, dental, disability, unemployment and worker's
compensation), vacation pay, holiday pay, and maternity leave, contribution to retirement (pension pay),
profit sharing, stock options, and bonuses. (Some people would consider profit sharing, stock options
and bonuses as forms of compensation.)

Compensation

Compensation includes topics in regard to wage and/or salary programs and structures, for example,
salary ranges for job descriptions, merit-based programs, bonus-based programs, commission-based
programs, etc. Compensation is payment to an employee in return for their contribution to the
organization, that is, for doing their job. The most common forms of compensation are wages, salaries
and tips.

2) Job opening and vacancy

JOB OPENING

Opening a new job position or defining a vacancy belongs to the most important success factors in the
recruitment and staffing process. The only good defined job vacancy can guarantee the successful search
for the candidate. The HRM Function is responsible for setting a clear process and procedures for
defining a new job position and for filling the real job content, which will help to find the right candidate
internally or externally.

Job Vacancy

From Book

2
Q3) (2 Marks)

A) List any four popular methods of conducting job analyses

Job Analysis Methods

Common methods of job analysis include the following:

Observation:
A trained observer observes a worker, recording what the worker does, how the work is done,
and how long it takes. There are two types of observation: (1)Continuous observation involves
observing a job over a given period of time. (2)Sampling involves observing several incumbents
over random, relatively short periods of time. Observation is a simple and frequently used
method of job analysis.

Interview:
A trained job analyst interviews a job incumbent, usually utilizing a standardized format.
Sometimes more than one worker is interviewed, and the results are aggregated. Another
variation is the group interview, where several incumbents are interviewed at the same time.

Critical Incident:
Behaviorally based critical incidents are used to describe work, and a job analyst determines the
degree of each behavior that is present or absent in the job.

Diary:
The job incumbent records activities and tasks in a log as they are performed.

Checklist:
A worker or supervisor check items on a standardized task inventory that apply to the job.
Checklists may be custom-made or purchased from an outside vendor.

Questionnaire:
There are two types of questionnaires: The structured questionnaire uses a standardized list of
work activities, called a task inventory, that job incumbents or supervisors may identify as
related to the job. In addition, the respondent may also identify additional information such as
how much time is spent on the task, the amount of supervision required, and/or the expertise
required. The open-ended questionnaire asks the job incumbent to describe the work in his or her
own words.

Technical Conference:
Several experts (often called "subject matter experts") on the job collaborate to provide
information about the work performed. A job analyst facilitates the process and prepares the job
description based on the consensus of the technical experts

B) Any four recruitment option

From Book

3
Q4. Write the job description of manager training and development. (5 Marks)
See book Format

Job Tasks for: "Training and Development Manager"

Conduct orientation sessions and arrange on-the-job training for new hires.

Evaluate instructor performance and the effectiveness of training programs, providing recommendations
for improvement.

Develop testing and evaluation procedures.

Conduct or arrange for ongoing technical training and personal development classes for staff members.

Confer with management and conduct surveys to identify training needs based on projected production
processes, changes, and other factors.

Develop and organize training manuals, multimedia visual aids, and other educational materials.

Plan, develop, and provide training and staff development programs, using knowledge of the
effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings,
conferences, and workshops.

Analyze training needs to develop new training programs or modify and improve existing programs.

Review and evaluate training and apprenticeship programs for compliance with government standards.

Train instructors and supervisors in techniques and skills for training and dealing with employees.

Coordinate established courses with technical and professional courses provided by

Community schools and designate training procedures.

Prepare training budget for department or organization.

OR

Job Description – Training and Development Manager

Role: To plan, develop and implement strategies for training and development.

Responsibilities:

• To implement the Mission Statement of NAPAC.

• To line manage supervisors and trainers ensuring individual support needs are met and training
needs identified.

• To arrange relevant induction and ongoing training for all staff and volunteers.

4
• To regularly liaise with all other managers so as to understand all necessary aspects and needs of
staff and volunteer training and development, and to ensure that they are fully informed of training
and development objectives.

• To ensure policies and procedures remain relevant to all NAPAC staff and volunteers, adjusting or
devising replacements as necessary.

• To ensure that policies and procedures are implemented effectively.

• To maintain awareness and knowledge of up-to-date training and development theories/methods and
to provide suitable interpretations to other managers.

• To devise and implement a training needs analysis, making use of information from practice and
PDRs.

• To establish and maintain appropriate systems for measuring necessary aspects of staff and volunteer
training and development.

• To devise and implement a strategy for Personal Development Reviews (PDRs) for staff and
volunteers, in order that future development and training needs are identified.

• To manage and control training and development expenditure within agreed budgets.

• To contribute to the strategic direction of NAPAC.

• To undertake training as deemed necessary.

• To undertake other duties as required for the effective running of the organisation.
Person Specification:

Essential:
• Experienced trainer.

• Experience of managing people in non profit organisations.

• At least two years experience working with adult survivors of childhood abuse.

• Able to think strategically.

• Excellent and effective communication skills.

• Literate and numerate.

• A doer and a finisher.

• Good administrative and organisational skills.

• Emotionally intelligent.

• Familiar with a range of Information Communication Technology (ICT).

• Demonstrates the ability to be proactive, self motivated and able to work under own initiative.

5
Q5) briefly discuss following job analyses.
1) Critical incidents
2) Participation diaries/Logs (5 Marks)

Critical Incident Technique (CIT)*

Situation analysis technique in which actions or behavior of an employee (during, for example, a
customer service event) is recorded and examined to ascertain the actual requirements of a successful
operation.

 Critical incident
Situation, where a job incumbent must go it’s limit and where difference between strong and weak job
incumbents can be determined.

 Basic assumption
To understand nature of a job one must look at the 5% critical incidents, where the chance to
dramatically succeed or fail is high.

 The CIT as part of job analysis involves the following steps:

a) Identify critical incidents

b) Distil successful versus not successful behaviours
c) Select distinct behavioural patterns

d) Translate behavioural patterns into competencies

2) Participation diaries/Logs

From Book