Nur Hafizul Bin Darus (d20201094030)

PPB3243: Human Resource Management 2
TOTAL MARKS: 40 marks
Instruction: Answer any FOUR (4) questions.
1. What are the two (2) distinct functions carried out by human resource managers?
Describe each function in a brief essay
[10 marks]
staffing, employee compensation and benefits, and defining/designing

work.
2. Discuss three (3) primary reasons for conducting a job analysis?

[10 marks]
Job analysis is a task that involves collecting and recording job -related data
found in an organization. Among the data collected and recorded are the
knowledge and skills required to perform a job and tasks as well as the
responsibilities that need to be borne by employees while doing the job that has
been set. Educational qualifications, experience as well as physical and emotional
characteristics are also included as important aspects in job analysis so that the
work can be carried out in the desired manner. The following are the three main
reasons job analysis is performed:

 Recruitment and Selection
Recruitment and selection is a process of identifying job requirements,
determining job requirements and position holders, advertising positions and
selecting the most suitable people for the jobs available in an organization. Thus,
Job Analysis helps in determining the type of people needed to perform the work.
Job analysis will show the required data such as educational qualifications, level
of experience and technical, physical, emotional and personal skills required for a
job or position. The main objective is to make sure the right people are placed in
the right positions. For example, to appoint an assistant financial manager
requires an individual who has an educational background in finance and has an
honest and trustworthy attitude as well as having meticulousness in doing the job.
 Job Designing and Redesigning:
Job design is the process of establishing the roles and responsibilities of
employees as well as the systems and procedures that they should use or follow in
carrying out the tasks undertaken by each of them. The main purpose of job
analysis is to coordinate human effort and get the best results throughout the
performance of a job or task in the organization. It assists in designing,
redesigning, enriching, evaluating and even reducing or adding additional
responsibilities in a particular job. This is done to increase employee satisfaction
while maintaining employee productivity as long as they are in the organization.

 Training and Development:
In organizations, training and development initiatives refer to educational
activities designed specifically to improve the work performance of an individual
or group. These programs are usually organized to increase the knowledge and
skill set of employees in their respective fields and aim to in still greater
motivation in order to improve job performance. Therefore, Job Analysis can be
used to assess the training needs, motivation or development of employees.
Through the job analysis process, the need for training and development to
employees is measured based on the difference between expected and actual
output. It also assists in determining the training content, tools and equipment that
will be used to train or improve employee performance during the course of the
program.
3. Provide four (4) advantages of filling open positions via recruiting at vocational
schools, community colleges, and universities.
[10 marks]
 Adds a fresh perspective
Bringing in outside workers can add a new perspective to an organization. New
insights can help identify areas for improvement and make recommendations that
can increase productivity in the organization. Graduates from recruited
universities can come up with thoughtful new ideas with current developments
compared to employees who have long worked there.

 Access to specific candidates
Companies sometimes need specific candidates for specific roles, and choosing
outside recruitment can help companies meet these needs. External recruitment
offers companies access to a broader pool of candidates which means
organizations can find candidates with training and experience more relevant to
the role. Similarly, outside hiring allows companies to focus on candidates with
specific knowledge and experience of choice. For example, a car workshop can
recruit workers from vocational college graduates because they have been given
adequate training and have skills in the automotive field.
4. Discuss five (5) rater errors in performance management.

[10 marks]
(1) central tendency error
Ralat kecenderungan memusat merujuk kepada fenomena di mana penilai
memberikan markah kepada kebanyakan subjek yang purata tanpa mengira
perbezaan prestasi antara subjek. Ralat ini berlaku apabila penilai enggan
menggunakan hujung skala penilaian yang melampau. Sebagai contoh, pada skala
10 mata, pengurus mungkin hanya meletakkan kebanyakan pekerjanya di tengah-
tengah (4-7), dengan beberapa orang mendapat prestasi yang dinilai tinggi (8-10)
atau rendah (1-3). Kaedah ini akan mengehadkan skop penilaian dan
kemungkinan penilaian pekerja tidak dapat dijalankan secara objektif dan jujur.
(2) strictness or leniency error

Flexibility or Firmness is a problem that occurs in evaluation when the supervisor

has a tendency to evaluate all subordinates whether high or low. The assessment
done is overly significant by only assessing one aspect that may be mastered by
Employee A while employee B is unable to master the job that Employee A may
have mastered.
(3) halo effect
(4) recency error
(5) personal biases.
5. How can accidents be avoided by knowing the three different causes of accidents
at the workplace?
[10 marks]
END OF QUESTIONS

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PPB3243: Human Resource Management 2

TOTAL MARKS: 40 marks

Instruction: Answer any FOUR (4) questions.

staffing, employee compensation and benefits, and defining/designing

2. Discuss three (3) primary reasons for conducting a job analysis?

been set. Educational qualifications, experience as well as physical and emotional

reasons job analysis is performed:

 Recruitment and Selection

Recruitment and selection is a process of identifying job requirements,

determining job requirements and position holders, advertising positions and

the right positions. For example, to appoint an assistant financial manager

requires an individual who has an educational background in finance and has an

 Job Designing and Redesigning:

Job design is the process of establishing the roles and responsibilities of

performance of a job or task in the organization. It assists in designing,

redesigning, enriching, evaluating and even reducing or adding additional

responsibilities in a particular job. This is done to increase employee satisfaction

while maintaining employee productivity as long as they are in the organization.

 Training and Development:

In organizations, training and development initiatives refer to educational

activities designed specifically to improve the work performance of an individual

motivation in order to improve job performance. Therefore, Job Analysis can be

used to assess the training needs, motivation or development of employees.

employees is measured based on the difference between expected and actual

schools, community colleges, and universities.

 Adds a fresh perspective

Bringing in outside workers can add a new perspective to an organization. New

can increase productivity in the organization. Graduates from recruited

compared to employees who have long worked there.

 Access to specific candidates

offers companies access to a broader pool of candidates which means

adequate training and have skills in the automotive field.

4. Discuss five (5) rater errors in performance management.

(1) central tendency error

Ralat kecenderungan memusat merujuk kepada fenomena di mana penilai

memberikan markah kepada kebanyakan subjek yang purata tanpa mengira

10 mata, pengurus mungkin hanya meletakkan kebanyakan pekerjanya di tengah-

(2) strictness or leniency error

Flexibility or Firmness is a problem that occurs in evaluation when the supervisor

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