UNIVERSITY OF TECHNOLOGY, JAMAICA

SCHOOL OF BUSINESS ADMINISTRATION

MODULE: INTRODUCTION TO MANAGEMENT

UNIT 10 - Human Resource Management

TUTORIAL SHEET

True or False
1. The three primary goals of HRM is to attract an effective workforce, to maintain an
effective workforce, and to develop an effective workforce.

2. Having proper personnel issues becomes irrelevant if you have a good idea or the right
management trend, such as quality circles or TQM. `

3. Personal capital refers to the economic value of the knowledge, experience, skills, and
capabilities of employees.

4. Human resources information system is an integrated computer system designed to

provide data and information used in HR planning and decision making.

5. Contingent workers are people who work for an organization, but not on a permanent or
full-time basis.

6. Telecommuting means using computers and telephones at the office.

7. The first three steps involved in attracting an effective work force are HR planning,
choosing recruiting sources, and selecting the candidate.

8. With the matching model, human resource specialists exploit the newly hired
employees.

9. Job design is a systematic process of gathering and interpreting information about the
essential duties.

10. Orientation is the process of determining the skills, abilities, and other attributes a
person needs to perform a particular job.

11. One of the fastest-growing approaches to recruiting today is the use of the Internet.

12. Validity is the relationship between an applicant’s score on a selection device and his or
her future job performance.

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MULTIPLE CHOICE

1. The strategic approach to human resource management includes three key elements:

i. All managers are human resource managers

ii. Employees are viewed as assets
iii. Managers are viewed as appraisers
iv. HRM is a matching process between the organization’s strategy and the
correct approach to managing its human resources

a. i, ii, iii
b. ii, iii, iv
c. i, ii, iv
d. i, ii, iii, iv

2. Which of these describe forms of temporary appointments:

i. Contracted professionals
ii. Leased employees
iii. Part-time workers
iv. Contingent worker

a. i, ii, iii
b. i, iii, iv
c. ii, iii, iv
d. i, ii, iii, iv

3. This is a method where the organization and individual attempt to match the needs,
interests, and values that they offer each other.

a. Job fit
b. Matching model
c. Employee attraction
d. Individual attraction

4. Which of these is NOT a source for external recruiting?

a. College/university
b. Job fairs
c. Production department
d. Employee referrals

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For questions 5 to 8, use the list provided to fill in the blanks. Options may be used one, more
than once, or none at all.

a. Job analysis
b. Job specifications
c. Job descriptions
d. Realistic job preview

5. A concise summary of the specific tasks and responsibilities of a particular job.________

6. This is a systematic process where managers or specialists ask about work activities and
workflow, the degree of supervision given and received in the job, knowledge and skills
needed, etc. ___________________

7. This is a recruiting approach that gives applicants all pertinent and realistic information
about the job and the organization. ___________________

8. This outlines the knowledge, skills, education, physical abilities and other characteristics
needed to adequately perform the job. ______

9. Which of the following best describe affirmative action?

a. Promoting from within

b. Providing incentives and rewards to employees whose performance exceed targets
c. The use of goals, timetables or other methods in recruiting to promote the HR
activities as they relate to protected groups
d. The recognition of employees at special functions or events

10. The selection process is best described as:

a. A process of assessing applicants’ characteristics in order to determine the fit

between the job and applicant.
b. The process of identifying the right person for the right job
c. A method used to choose the individual with the best potential for a given job or
vacancy
d. All the above

For questions 11 to 14, use the list provided to fill in the blanks. Options may be used one,
more than once, or none at all.

a. Validity
b. Application form
c. Interview
d. Employment test

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11. In line with affirmative action, this item should not include questions that will create an
adverse impact on protected groups, unless they are job-related:
__________________

12. This serves as a two-way communication channel that allows both the organization and the
applicant to collect information that would otherwise be difficult to obtain.
__________________

13. As a selection tool this has high face validity. That is, it seems valid to employers, and
managers prefer to hire someone only after they have gone through this exercise.

__________________

14. Personality inventories are used to measure such characteristics as openness to learning,
initiative, responsibility and creativity. Under which of the selecting options does this fall?

_________________

15. Cross-training, mentoring and job rotation are all examples of:

a. OJT
b. Orientation training
c. Self-directed training
d. None of the above

16. This is NOT an advantage of promoting from within:

a. Provides challenging assignments

b. Expansion and development of abilities
c. Retention of valuable employees
d. Constrained diversity

17. Which of these BEST describes performance appraisal?

a. Comprises the steps of observing and assessing employee performance
b. Records assessment
c. Provides feedback to the employee
d. All the above

For questions 20 to 22, use the list provided to fill in the blanks. Options may be used one,
more than once, or none at all.

a. 360-degree feedback
b. Stereotyping
c. Halo effect
d. Behaviorally anchored rating scale

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18. This is where an employee receives the same rating on all dimensions regardless of his or
her performance on individual ones. __________________

19. This is a method where specific statements are used to describe varying degrees of
performance as it relates to specific incidents and therefore more accurately evaluates an
employee’s performance. ___________________

20. This is placing an employee into a class or category based on one or a few traits or
characteristics. ___________________

21. This is an important human resource tool, used as an attraction and retention strategy that
may be monetary or in kind.
a. Compensation
b. Training and development
c. Appraisal
d. Promotion

22. This is a process of determining the value of jobs within an organization through an
examination of job content.
a. Job analysis
b. Job design
c. Job evaluation
d. Appraisal

23. This is NOT a form of termination:

a. Retirement
b. Resignation
c. Redundancy
d. Exit interview

24. This means an inclusive workforce, but may exclude the following dimensions:

a. Racial
b. Ethnic minority
c. Social background
d. None of the above

25. The hiring of applicants based on criteria that are not job-related is called

a. affirmative action.
b. equal employment opportunity.
c. discrimination.
d. reverse discrimination.
e. employment-at-will.

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26. Which of these is the first step in attracting an effective work force?

a. Selecting the candidate

b. Choosing recruiting sources
c. Applying the matching model
d. Human resource planning
e. Initiating change

27. The forecasting of human resource needs and the projected matching of individuals
with expected job vacancies is referred to as human resource

a. development.
b. organizing.
c. planning.
d. selection.
e. downsizing.

28. In utilizing the matching model of employee selection, the organization offers
________ and the employee offers ________.

a. contributions, inducements
b. inducements, contributions
c. contributions, pay and benefits
d. ability, training
e. skills, rewards

29. All of the following is a question relevant to human resource planning EXCEPT

a. “What is the current turnover rate?”

b. “What is the volume of business expected to be over the next five years?”
c. “What was the volume of business over the past five years?
d. “How will new technology affect the organization?”
e. All of the above are relevant questions for human resource planning.

30. Which of the following is a systematic process of gathering and interpreting information
about the essential duties?

a. A job analysis
b. A job listing
c. A job requirement
d. A job description
e. A realistic job preview

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 Labor Legislations and Innovations in HR

31What specific HRM activities require knowledge of the law?

32. With regards to Recruitment, what Federal Legislation should HRM take into consideration
to ensure fair evaluation? ANS:

33. Jamaican labor laws are divided into three broad categories. Name and describe each.

34. Explain the three purposes of Labor Laws in Jamaica and identify related legislations under
each.

Discussion Questions

35. It is the year 2024. In your company, traditional hierarchical structures have been replaced
with agile teams and empowered decision-making. Automation and AI technologies are
widely integrated into workflows. However, you're facing a skills gap in the labor market,
with many applicants lacking the teamwork, critical thinking, and tech skills needed to thrive
in your modern workplace. As VP HRM since 2002, reflecting, what proactive steps could
you have taken to better anticipate and address this talent shortage?

36. How do the human resource activities of recruiting, performance appraisal, and
compensation align with and support an organization's overall corporate strategy in today's
competitive environment?

37. How “valid” do you think the information obtained from a personal interview versus an
employment test versus an assessment center would be for predicting effective job
performance for a college professor? An assembly-line worker in a team-oriented plant?
Discuss.

38. Do you see any conflict between the current emphasis on computerizing HR and the
growing focus on building human capital? Discuss.

39. Why is mentoring such a powerful means of developing an effective workforce?

40. What is the role of compensation in maintaining an effective workforce? When would
benefits play an important part in compensation? When might they not be important?

41. What purpose do exit interviews serve for human resource management?