Pir Mehr Ali Shah

Arid Agriculture University, Rawalpindi

Office of the Controller of Examinations
Final Exam / Spring 2021 (Paper Duration 12 hours)
To be filled by the Teacher

Course No: MGT-515 Course Title: Introduction to Human Resource Management

Total Marks: Marks Date of Exam: , 2021
Degree: BS(IT) Semester: 6th Section: B
Marks
Q.No. 1 2 3 4 5 6 7 8 9 10 Obtained/
Total Marks
Marks /30
Obtained
Total Marks in Words:
Name of the teacher: Muhammad Waseem
Who taught the course:Signature of teacher / Examiner:

To be filled by Student

Registration No.: 18-Arid-2884 Name: Muhammad Ali Salik

Answer the following questions.

Question No 01: You are a Director IT affairs and member of selection board in technological advanced
company. Your company is recruiting new employees for Islamabad office. Explain why is it important to conduct
pre-employment background investigations for short listed employees? How would you do so? (6)

Answer:
Importance of pre-employment background investigation:
Conducting pre-employment background check is important because the employers
because they want to know some things.

1. Is the applicant a thief? Is he likely to steal from them?

2. Does he have violent tendencies, or is he likely to get along with coworkers and
customers?
3. Does he have a history of drug or alcohol abuse? This affects attendance,
reliability and honesty.
4. Is the applicant badly in debt? So, does he need to work to fix his credit score, or
is he looking to fix it another way?

Background checks can be a valuable tool in ensuring that the right candidate is chosen
every time. When used consistently, this simple step can help the company avoid plenty of
potential problems. As a recruiter, it is critical to ensure that a candidate meets all of the
requirements of each assignment and that the client receiving the candidate receives a
good return on investment.
The pre-employment background investigation:
A pre-employment background check usually includes the following items:

 Identity verification: Identity verification involves confirming that the applicant

has provided an accurate name and social security number and that he or she is
a Pakistani citizen or has the legal right to work in the country.

 Criminal background: Determine whether the applicant has been convicted of a

crime, is on probation, has outstanding warrants, or is on a sex offender registry
or government watch list.

 Employment history: Determine which companies the applicant worked for and
for how long in order to ensure they provided an accurate work history.

 Education background: As with employment history, double-check the

universities and degrees listed on the candidate's resume.

 Government-issued licenses: If you're hiring for a position that requires a

government-issued credential, make sure the applicant is licensed for the job
(i.e. a CPA license, teaching credential or medical license).

 Vehicle accident records: If you're hiring for a position that requires driving,
check the applicant's driving record to see if they've been in any accidents or
received citations.
 Credit check – Learn if the applicant is financially responsible. This is especially
Credit check – Determine whether or not the applicant is financially responsible.
This is especially true if they will be in charge of a budget or have access to
company funds.

A pre-employment background check ensures that the candidate is trustworthy and has no
criminal history. By contacting their previous employers and personal references, as well
as possibly reviewing their public social media accounts, you can supplement a standard
report. You'll be more confident that you're hiring the right person if you have more
information.

Question No 02: Discuss and give examples of at least five common interviewing mistakes. What
recommendations would you give for avoiding these interviewing mistakes? (6)

Answer:

 Immediate conclusions: During the initial few minutes of an interview, interviewers

tend to make immediate judgments about candidates. My advice is to have an open
mind for the next 30 minutes after the interview is completed. You'll have more time
to think about everything and come to a fair assessment of the candidate this way.
  Insufficient Job Knowledge: When interviewers don't know what the work requires
or what type of candidate is best suited, they often make judgements based on
assumptions that are inaccurate. The interviewer should be as knowledgeable as
feasible about the position and the skills for which they are interviewing.
 Attractiveness: Attractive people are attributed more positive attributes and life
outcomes by interviewers/individuals, making them appear more desirable for
employment. The finest piece of advice for avoiding this blunder is to never judge a
book by its cover. Because most people still judge others based on their appearance,
it is preferable to have a second interviewer on the panel.
 Candidate Order Error: This error happens when interviewers' ratings are influenced
by the order in which they see applicants. This flaw could be addressed by limiting
the number of candidates interviewed in a given time frame.
 Negative Insight: Interviews are emphasized as a main source of negative data in
this common miscalculation. It also suggests that negative information has a bigger
influence on interviewers than positive information. Keeping an open mind and
avoiding being distracted by negative thoughts is the easiest approach for an
interviewer to avoid making this common mistake.

Question No 03 You are assigned a task by HR department to conduct a training for underperforming
employees in your regional offices. How you will plan and execute the trainings? List and briefly mentioned each
of the steps you develop for the training process.
(6)

Answer:

1.     Diagnose:

Before you can fix an employee's poor performance, you must first determine what is
causing the poor performance in the first place. Establish a direct dialogue with the
employee and create a trusting environment in which they can share the issues and
problems that led to poor performance.

2.     Resupply:

Employees frequently lack the resources required to perform at the level you expect. Ask
your employee if they believe a lack of resources is affecting their performance, and if so,
provide them with adequate resources.

3.     Retrain:

Sometimes the task assigned to an employee exceeds their skill set. Instead of giving
them a poor performance review or firing them, a manager should take responsibility and
retrain her employee. This can be accomplished through collaboration with an internal
subject matter expert, seminars, or online-based trainings.

4.     Refit:

If none of the above methods work for the employee, consider redefining the role based on
the employee's skill set. This can be accomplished by analyzing various components of
the work and creating various combinations of tasks, or by forming a small team to
complete the task.

5.     Reassign:

You can even consider reassigning a different job to the employee. This can be done by
assigning a job which makes better use of the existing skills of your employee. Perhaps
another employee on the team is struggling and some level of rebalancing of
responsibilities can help the team overall.

6.     Set clear performance goals:

Goal setting is an integral part of creating an environment conducive to learning and can
thereby improve performance. Before assigning a project or set of responsibilities it is
essential both the employee and the manager align on the expected outcome and set up
checkpoints along the way. 

7.     Provide performance feedback:

Providing regular feedback on the efforts of your employees helps them realize where they
stand in terms of performance expectations. This should be well documented to ensure
clarity of expectations for all parties. Make sure the feedback you provide is honest, direct
and on time. 

8.     Monitor performance regularly:

Actively check up on the performance of your troubled employee early and often so you
can provide feedback and mitigate potential issues before they arise. This makes the
employee feel supported and gives you, the manager, much better insight on gaps in
skillset or misalignment of deliverables.

9.     Respect employee’s confidentiality:

It is also critical that you respect your employee's confidentiality by never disclosing his or
her underperformance in front of their coworkers. When they lose faith in the organisation
that is supporting them or in their peers, self-doubt sets in, which can exacerbate the
situation.

10.  Reward incremental positive change:

Make it clear to your employee that you value their abilities and growth. This helps them
regain the confidence they need to manage their way back into meeting the expectations
of their role.
Question No 04 As a manager networks, you are about to hold your first appraisal with your subordinates.
Which different sources of information about employee performance you should keep in mind about designing
performance appraisal? (6)

Answer:
Performance Appraisal Systems:

Performance appraisals are one of the most important aspects of management, but they
are also one of the most mishandled. Performance appraisals are commonly associated
with a boss evaluating a subordinate. Performance appraisals, on the other hand, are
increasingly involving subordinates giving feedback to their bosses through a process
known as 360 feedback.

Customers appraising providers, and peers evaluating coworkers.

The appraisal process, whether carried out by subordinates, peers, customers, or

superiors, is critical to the organization's survival. Organizations can use performance
appraisal systems to assess employees across multiple performance dimensions to
ensure that they are getting what they pay for. They provide useful feedback to employees
and managers, as well as assisting in the identification of potential promotes and issues.
However, such appraisals are useless unless they are accompanied by an effective
feedback system that ensures that the employee receives the correct performance
messages.

In organizations, reward systems can be a powerful motivator, but only when they are fair
and linked to performance. Because there are several approaches to evaluating
performance, managers should be aware of the benefits and drawbacks of each. As a
result, understanding reward systems will aid managers in selecting the system that is best
suited to the organization's needs and goals.

Employees rely on performance appraisal systems to perform a variety of important tasks.

However, today's appraisal techniques are not without flaws. Managers should stay up to
date on recent developments in compensation and reward systems so that they can make
changes to existing systems when better options become available.

Overseeing and developing subordinates has always been a key management

responsibility. Every manager, it has been said, is also a human resource manager. This is
especially true when it comes to evaluating and rewarding subordinates. Managers are
constantly involved in employee training and development, performance monitoring, job-
related feedback, and reward administration.

We begin by examining three aspects of performance appraisal systems:

(1) The uses of performance appraisals,

(2) Problems found in performance appraisals

(3) Methods for reducing errors in the appraisal system.

This overview will provide a foundation for studying specific techniques of performance
appraisal. Those interested in more detailed information on performance appraisal
systems may wish to consult books on personnel administration or compensation

Question No 05 You as a manager of software house operating globally having clients in US and EU. Keeping
skilled and knowledgeable employees is one of your biggest challenges. Most of developers and technical staff
last no more than 8–9 months. Explain what you would do to improve employee retention? (6)

Answer:

Answer:

Employees are a company's most valuable asset. They are the primary contributors to an
organization's success and profits. They are a company's most valuable asset, and it is
critical to keep them happy and engaged in order to maximize their talents and potential.
Employees make significant contributions to an organization's effectiveness and success.
Employees, on the other hand, are no longer motivated. Customers are given a lot of
weight in a company. An organization's responsibility is to keep their employees for a
longer period of time.

One of an organization's main goals is to keep talented employees and reduce turnover by
promoting employees' good work and providing a pleasant working environment. Money is
one of the most important factors that attracts employees. So show your gratitude by
giving them money. From an organizational standpoint, high employee retention means
less time and resources are required to train a new employee. Employee retention can
also be improved by knowing employee insights, providing compensation, encouraging
them through career guidance and training, providing the right employee culture, and
providing more employee benefits and flexibility.
Appreciation is another important factor that encourages employees to stay with a
company for a longer period of time. This will improve their performance, resulting in a win-
win situation for the company. When it comes to employee retention, HR plays a critical
role. It entails providing them with training, promotions, and a better working environment,
among other things. If you put your faith in your employees and give them responsibilities,
they will give it their all. Providing them with opportunities to expand their knowledge and
skills encourages them to stay longer. Employee retention is not solely the responsibility of
HR. The manager who is in charge of the employees, coworkers, and customers, as well
as the employee coworkers