Human Resource Management, ID 13838

Name : Danyal Ahmad
Id:13838
Course: Human Resource Management
Time Allowed: 04 Hours
Dated: June 28, 2021
Instructor: Engr. Muhammad Shakeel Khalil
Note: Write all answers in your own words. Copied

answers will carry no marks.
No extra time is allowed.
Q.1.Brifely explain the following terms in your own words:
a. Trend Analysis and Ratio Analysis

Answer(a):
Ratio Analysis:
Investors and analysts employ ratio analysis to evaluate the financial
health of companies by scrutinizing past and current financial statements.
Comparative data can demonstrate how a company is performing over time and
can be used to estimate likely future performance.
Trend Analysis:
Trend analysis is a method in Technical Analysis that helps in
predicting the future movement of that is based on the current ongoing trend
data.
Trend analysis gives an idea to the traders based on what has happened in the
past and what will be happening in the future.
b. Human Resource Information System

Answer(b):
Human resource information system (HRIS) can be defined as a software or online
solution that is used for data entry, data tracking, and the data management of all
human resources operations of an organization.
c. Advantages in centralized recruitment
Answer(c):
Lower Operating Costs
Knowledge Sharing
Optimized Processes
Organizational Support
d. Performance Management & Performance Appraisal

Answer(d):
Performance management is a set of processes and systems aimed at developing
an employee so they perform their job to the best of their ability.
Performance management is not aimed at improving all skills. In fact, good
performance management focuses on improving the skills that help an employee
do their job better.
A Performance Appraisal is a regular review of an employee's job performance
and overall contribution to a company. Also known as an annual review,
performance review or evaluation
Q.2. Explain basic features, types, formats and contents of an interview.

Answer 2:
Features:
Goal-Driven Interviews are generally more goal-driven than other types of
communication, especially those taking place between two people.
Question–Answer Another characteristic of interviews is the question–answer
nature of the transaction. The majority of an interview consists of one person
(sometimes more than one) asking and another person answering those
questions.
Structured Interviews also tend to be more structured than other types of
communication
Controlled Interviews are generally controlled by an interviewer, who is
responsible for moving the interview toward its intended goal.
Unbalanced A final characteristic of interviews is that the time spent talking by an

interviewee and an interviewer is usually unbalanced.
Types Of Interview:
There are several types of the interview;
1.Unstructured (Non directive) Interview.
2.Structured (Directive) Interview.
3.Situational Interview.
4.Behavioral Interview.
5.Job-related Interview.
6.Stress Interview.
7.Panel Interview (Board Interview).
8.One-On-One Interview.
9.Mass Interview (Group Interview),
10.Phone Interview
Formats Of An Interview:
different types of interview formats:
1. Individual
2. Group
3. Panel
4. Technical
5. Multiple-round
6. Phone screen
7. Informational
Q.3. Briefly explain training and development in an organization. Also explain

training methods.
Answer 3:
Training and development refers to educational activities within a company

created to enhance the knowledge and skills of employees while providing
information and instruction on how to better perform specific tasks.
Training is a short-term reactive process meant for operatives and process while
development is designed continuous pro-active process meant for executives. In
training employees' aim is to develop additional skills and in development, it is to
develop a total personality.
In training, the initiative is taken by the management with the objective of

meeting the present need o fan employee. In development, initiative is taken by
the individual with the objective to meet the future need o fan employee.
The types of training programs are -

•Technical training is a type of training meant to teach the new employee
the technological aspects of the job.
•Quality training refers to familiarizing employees with the means of
preventing, detecting, and eliminating non-quality items, usually in an
organization that produces a product.
•Skills training, the third type of training, includes proficiency needed to
actually perform the job.
• Soft Skills Training. Soft skills refer to personality traits, social graces,
communication, and personal habits that are used to characterize
relationships with other people.
•Professional training is a type of training required to be up to date in one’s
own professional field.
Q.4. Explain Job Evaluation Methods.
Answer 4:
Job Evaluation Methods:
1. Ranking Method
This method ranks jobs in order based on each job’s perceived value in relation to
the others.
•Does not consider market compensation rates.
•May work well for smaller companies. In a larger organization, it is more

complex to use, but sometimes it can still work if jobs are grouped by job
families—professional level, etc.
2. Classification/Grading Method
With this approach, generic job characteristics are grouped to reflect levels of
skill/responsibility at a number of predetermined grade classifications
This is another straightforward method that is not too time-consuming.
•Individual jobs are compared to groups of job characteristics, then
matched to specific grade classification.
•Can be a challenge because one size does not fit all, so jobs may be forcefit
into a grade.
•The system is subject to grade inflation as jobs get pushed to the next
higher level.
3. Point–Factor Method
This approach identifies job factors that add value and worth to a position. The
job factors are separated into groups (i.e., skill, responsibility, effort) and assigned
a numerical or weighted point value. The points for individual factors are added
up to get a point value for the whole job.
•May not reflect market values of jobs.
•Generates a hierarchy but does not have an external component.
4. Factor Comparison Method

With this method, job factors are identified under primary groups (i.e., skill,
effort, responsibilities, working conditions) typically up to five groups. Each factor
is assigned a dollar value (as opposed to point value).
•This is a complex system used only by a few organizations.
5. Competitive Market Analysis Method

This approach looks at external data. Job evaluation forms the basis for market
pricing. You utilize job descriptions to compare jobs to like positions within the
external marketplace.
• Examines internal value against market data.
•Requires an overlay to see how it fits with the internal hierarchy.

Q.5. Describe Vroom’s Expectancy Theory. Briefly explain types of incentive
plans.
Answer 5:
Vroom’s expectancy theory assumes that behavior results from conscious choices
among alternatives whose purpose it is to maximize pleasure and to minimize
pain. Vroom realized that an employee’s performance is based on individual
factors such as personality, skills, knowledge, experience and abilities. He stated
that effort, performance and motivation are linked in a person’s motivation. He
uses the variables Expectancy, Instrumentality and Valence to account for this.
Expectancy is the belief that increased effort will lead to increased performance
i.e. if I work harder then this will be better. This is affected by such things as:
Having the right resources available (e.g. raw materials, time)
Having the right skills to do the job
Having the necessary support to get the job done (e.g. supervisor support, or
correct information on the job)
Instrumentality is the belief that if you perform well that a valued outcome will
be received. The degree to which a first level outcome will lead to the second
level outcome. i.e. if I do a good job, there is something in it for me. This is
affected by such things as:
Clear understanding of the relationship between performance and outcomes –

e.g. the rules of the reward ‘game’
Trust in the people who will take the decisions on who gets what outcome
Transparency of the process that decides who gets what outcome

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Name : Danyal Ahmad

Note: Write all answers in your own words. Copied

Q.1.Brifely explain the following terms in your own words:

a. Trend Analysis and Ratio Analysis

b. Human Resource Information System

d. Performance Management & Performance Appraisal

Q.2. Explain basic features, types, formats and contents of an interview.

Unbalanced A final characteristic of interviews is that the time spent talking by an

There are several types of the interview;

1.Unstructured (Non directive) Interview.

2.Structured (Directive) Interview.

7.Panel Interview (Board Interview).

9.Mass Interview (Group Interview),

different types of interview formats:

Q.3. Briefly explain training and development in an organization. Also explain

Training and development refers to educational activities within a company

In training, the initiative is taken by the management with the objective of

The types of training programs are -

Q.4. Explain Job Evaluation Methods.

Job Evaluation Methods:

•Does not consider market compensation rates.

•May work well for smaller companies. In a larger organization, it is more

•May not reflect market values of jobs.

•Generates a hierarchy but does not have an external component.

4. Factor Comparison Method

•This is a complex system used only by a few organizations.

5. Competitive Market Analysis Method

• Examines internal value against market data.

•Requires an overlay to see how it fits with the internal hierarchy.

Having the right resources available (e.g. raw materials, time)

Having the right skills to do the job

Clear understanding of the relationship between performance and outcomes –

Transparency of the process that decides who gets what outcome

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