First Assessment – Diploma in Human Resources

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1. Question 1

   Primary functions and Responsibilities of an HR Manager in an Organization

   Answers:

   A Human Resource Manager ,is one who helps and manage the people who work in an organization to perform tasks to the best of their ability and thereby achieving better performance and productivity for the organization.
   The Human Resource Manager perform function and responsibilities such as;
   1-Recruitment and Selection: Recruitment and selections of new employee for the organization, through interviews ,assessments, reference checks and work and skills tests.
   2-Performance Management is also the responsibility of an HR Manager, This a is to help boost peoples performance so that the organization can reach its goals. This can be achieve through , Feedbacks, and performance reviews
   3- Another function and responsibility of HR Manager is Culture Management, HR Manage have the responsibility to build a culture that helps the organization reach its goals. ,different organization culture attract different people and cultivating an organization culture is a way to build a competitive advantage.
   4-Learning and development is a key function and responsibility of an HR Manager , this help an employee build skills that are necessary to perform now and also in the future.
   5- An HR Manager Also maps out Compensation and benefit for an organization,
   6-HR Manager also do information and analysis for an organization by managing the technology and data of the organization.

   Explain the Significance of communication in the field of human resource management

   ANSWER:
   Communication plays an essential role in HR Management, a communication skills is valuable in the HR profession. Our communication Skill can influence how successfully we communicate with others, how well we are understood and how well we get along.
   Communication Skill is significant or necessary ,the ability to present both negative and positive news ,work with various personalities and also to coach an employee we need communication skills. Communication in HR Management can Either be Verbal or Non-verbal.
   Nonverbal communication is very necessary for example when there is a misunderstanding ,its easier to use a nonverbal communication such as email, text messaging to communicate such to an employee for settlement. or issuance of query letters is best done nonverbally.
   Nonverbal languages includes:
   Eye Contact, Facial Expression, Physical gesture, Tone voice, standing or sitting posture and positioning of hands.

   Listening is another significant aspect of communication and it can be group into three types as follows
   a- Competitive or combative listening:
   b-.Passive listening
   C- Active listening.
   Combative listening is when we are focus on sharing our point of view instead of listening to someone else, Passive listening is interest in hearing what others are saying and assume we understand without verifying while Active listening is when we engage in what the other person is saying, including confirming, interpreting and verifying what they said
   Active listening is the best practice as it provides feedback.

   Lack of the above communication types, skills can make HR Management difficult and less active, therefore Communication is very essential in HR Management.

   Question number 6
   Stages involve in selection process are as follows.

   1. Criterial Development.
   2.Application and resume/CV reviews.
   3. Interviewing stage.
   4.Test administration stage.
   5.Offer Stage;

   1.Criterial stage is the stage that selection typically combines ranking based on objective criterial along with subjective judgment about which candidate will make the greatest contribution to the organization. Plan interview choosing which information source to utilize and how to grade those source during the interview is part of generating criteria process, the criteria selection should be related directly to the job analysis and specification.

   2. Application and Resume/CV Reviewing stage at this stage HR decide on reviews of applications and resumes by adopting a computer program software that can be used to search keywords in resume that will help narrow down the number of resume to be looked at and reviewed.

   3.Interviewing Stage, At the stage the HR chooses which applicant to be interviewed at reviewing the CV and determine which application meet the minimal requirements, the the interview types is then decided .
   Traditional, telephone, panel, information, group or video interview can be use.
   4.Test Administration, At the stage the HR can decide to administered different exams to test each candidates and the exams may include Physical test, Psychological test, personal and cognitive test before making hiring decision.
   Also job knowledge and work sample can be used too.
   Also background checks can also be carried out by HR on the candidates before making an offer.

   5.Making offer this is the last lap in selection process and HR is responsibly in communicating the offer to the successful candidate either through email or phone. But development of offer through email and letter is a best practice.
   The offer should include, job responsibilities, work schedules, rate of pay, starting date and every other necessary details.

   QUESTION 7
   COMPARING BEHAVIOURAL INTERVIEWS, SITUATIONAL INTERVIEWS AND PANEL INTERVIEWS
   BEHAVIOURAL INTERVIEWS: In this method of interview, candidate are asked what actions they have taken in prior situations that are similar to situations they may likely encounter on the job.
   SITUATIONAL INTERVIEWS: Candidates are interviewed about what actions they would take in various job-related situations. The job related situations are usually identified using the critical incidents job analysis technique.
   PANEL INTERVIEWS: Candidates are interviewed by a board or selection committee and it’s usually in the case of supervisory and managerial position.

   QUESTION 8
   Various tests and selection methods used In the Hiring process
   1. COGNITIVE ABILITY TEST- This measures intelligence and level of reasoning. A good example is the Scholastic Aptitude Test (SAT)
   2. PERSONALITY TEST – It focuses on personality traits; extroversion, agreeableness, conscientiousness, neuroticism and openness. It indicates if you fit within the company’s culture and if your personality can lead to an increase in productivity.
   3. JOB KNOWLEDGE TEST- This is to identify your knowledge about the job you are applying for. If your prospective employer is hiring a managerial accountant, you might receive a job knowledge test on the employer’s internal accounting process.

   SKILLS ASSESSMENT TEST- It test your overall soft and hard skill. For example, if an employer wants to hire you for a public relations coordinator position, they might administer a writing test to see how many words you type per minute or how fast you are and vice versa.
   Employers test for these skills once they are in the later stage of the hiring process to understand who they might want to hire.

   .

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2. Question 7

   1. Traditional interview: This type of interview takes place in the office.
   2. ⁠ Telephone interview: This type of interview is used to narrow down people to traditional interview. In a case where after Applicants resume has been review and the number of resumes that met the criteria is still outrageous, calling to get other information might be used to cut down the number of applicants.
   3. ⁠panel interview: In this type of interview, numerous person interview the same candidate at the same time.
   4. ⁠information interview: This type of interview is conducted when there isn’t a particular job opportunity but the applicant is looking into potential career paths.
   5. ⁠Group interview: In this type of interview, Two or more candidates are interviewed at the same time.
   6. ⁠Video interview: This type of interview is just like that of the traditional interview except it uses video technology for example Zoom and google meet.

   7B
   Situational interview.: In this type of interview, the candidate is being asked how they will act in a particular situation while in panel interview, a number of people interviews a candidate at the same time while behavioural interview, questions are being asked about how the candidate has reacted to a particular situation in the past.
   They are all different means of interviewing candidate although used for different type of job roles.

   Panel interview; high profile job roles,job that require a wide range of skills

   Behavioral interview ; customer service, management or sales role

   Situational interview: roles that require quick decision making and judgement.

   Question 1
   1. Recruitment and selection: It is the role of the HR to ensure the right recruitment plans selection is being carried out. From creating the job analysis to job description and eventually picking the right candidate .

   2. ⁠performance management : The HR is to manage and ensure all employee carry out all their task and none of the performance of the staff is low.
   3. ⁠Culture management : HR are to ensure that employee maintain / stick to the culture values and norms and ensure they pick the right candidate that fits into the company’s culture
   4. ⁠Learning and Development : It is also the responsibility of the HR to to ensure that staffs that need training to develop their skill in the organization is being carried and also carrying out trainings that could develop the staffs skills and creativity.
   5. ⁠Compensation and benefits: It is also the role of the HR to handles employees HMO bonuses, 13th salaries and other benefits the employees are entitled to in the company
   6. ⁠Information and analytics: The HR is to pass information from the organization across to the Staff also keep all the data of the staff

   Question 4
   1. Staffing plans : This has to do with knowing how many people you require.

   2. ⁠Develop job analysis: This has to do with developing the formal system which determine what task people will perform in their jobs.

   3. ⁠Write job description :This stage helps to list the task, duties and responsibilities required for the job
   4. ⁠Job specifications development: This helps with listing the components or the requirements of the job
   5. ⁠Know laws relation to recruitment : This process ensure the interview know not to break laws that concerns the applicants rights for example law against discrimination. Not asking questions about their age, marital status and disability.

   6. ⁠Develop recruitment plan: This helps to ensure the organization is recruiting the right person for the right role.
   7. ⁠Implement recruitment plan: The essence of implementing the recruitment plan is to ensure a smooth and effective recruitment process
   8. ⁠Accept Application: This will help lead the applicant to the next level with is the interview and in turn choose a candidate
   9. ⁠Selection process: The essence of this is to help find the right person for the job.

   4b
   1. Staffing plans : This will help to know the number of staff to employ, and the costing. This is the first step in getting the right cabdidate.
   2. ⁠Develop Job analysis: Knowing what kind of job you are employing someone for is very important. Having this will send the right time to candidates to the organization
   3. ⁠Write job description: This stage list all the task abs duties one would need to be able to carry out this job. Without a proper job description, candidates submitting their resume might not be the right pick for the job.
   4. ⁠job specifications development: By specify the components of the job. It’s easier to send in the right candidates to the organization and pick the best one.
   5. ⁠know law relation to recruitment : This will help organization avoid legal issues and know the right questions to ask.
   6. ⁠Develop recruitment plan: This will help give the recruiter a direction and help pick the right person for the job
   7. ⁠Implement recruitment plan:An effectively implemented plan will help other people in the organization like stakeholders be aware abs understand the plan
   8. ⁠Accept Application:This is step forward to picking a candidate. After accepting application, during interview, it’s advised that the recruiter observes the non verbal communication and other characteristics the applicant may have. And this could help know if the person might or might not be the right candidate.
   9. Selection process : This process helps the organization to find the perfect candidate for the job. Even though is more than finding the person that qualifies the most. It’s also about getting the candidate whose cultural norms and values aligns with that of the organization

   Question 6
   1. Application and resume/ CV review : This is the stage where the resumes sent by the interested applicants are being read and the resumes of those who meet up this criteria are being sorted out to be called in for the next stage.
   2. Interviewing : At this stage, those selected applicants are being invited to the organization for this process. The applicant is being questioned either concerning the job or about his/ her qualifications.
   3. Test administration: This comes mostly after one has passed the interview stage. The stage might be cognitive or a physical test which depends on the type of job.
   4. Making the offer: At this stage, the candidate be given an offer employment letter which will consist of how much the company is willing to pay, details of the employment and other benefits.

   6(b)
   1. Application and resume/ CV review: It allows the recruiter to reduce the number of candidates and identify those who have the right skills, knowledge and abilities. The recruiter/ Hr who is to read through the applications carefully should be able to identify candidates who are the best fit for the job and deserve to be called in for the interview process.

   2. Interviewing: Interviews can be structured and unstructured. This will help to meet the applicants in person and know them on a person level while assessing their KSAOs. so this will help them see who is the best fit for the job.

   3. Test administration : There are different type of test an employer can use to test candidates. If the test used if a cognitive test which is also known as intelligence test, the candidate with the highest score should be the best fit for such a role.
   Making an offer:At this stage,the employer gets to seal the deal and convince the candidate to accept the job. If the candidate accepts the offer and with a open mind and wholeheartedly. The candidate might just be the best fit.

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3. Question 1A
   1. Recruitment and selection
   2. Performance management
   3. Culture management
   4. Learning and development
   5. Compensation and benefits
   6. Information and analytic
   No. 1B
   1. Recruitment and selection: When the organization is in need of new employees for immediate or future employment, HR managers design recruitment plan targetted at selecting the best fit for the organization.
   2. Performance management: HR managers help to boost people’s performance so that the organization can reach it goals. This is achieved through feedbacks, reviews and setting development goals.
   3. Culture management: HR managers are involved in building and maintaining organization’s culture in other to attract different people as well as build a competitive advantage.
   4. Learning and development: HR managers help employees learn and develop skills needed to perform their jobs. This is achieved through budgets set aside to be used for trainings, courses, conference etc.
   5. Compensation and benefits: HR manager helps in creating enticing packages for employees to motivate and keep them with the organization.
   6. Information and analytic: This involves managing HR technology and people’s data. This helps them to become more data driven and create more strategic impact.
   Question No.4
   1. Staffing plan: During this stage, the HR manager predicts how many people the organization needs to hire, when they need to be hired as well as the number of job available based on revenue expectations.
   2. Develop job analysis: This analysis helps in determining what task people perform in their jobs. It is used in the creation of job description. This helps HR managers hire candidates with the right requirements for each job.
   3. Write Job description: This is a list of duties and responsibilities required for each job.
   4. Job specification development: This outlines the skills and abilities required for each job.
   5. Know law relation to recruitment: It is the responsibility of HR managers to apply the laws relating to recruitment in their respective industry.
   6. Develop recruitment plan: This plan guide the HR managers on the skills required for each job. It includes steps and strategies that will make the recruitment process efficient.
   Question No.6
   1. Reviewing Application: It involves reviewing application of each candidate to ensure they meet the requirements for the job in which they are applying for. Computer programs can be used to search for keywords in resumes and narrow down the number of resumes to be reviewed.
   2. Interviewing: After reviewing applications, HR managers select applicants whose application matches with the job minimal requirements for interview.
   3. Test Administration: Depending on the type of job, different exams may be given before making a hiring decision.
   4. Making the offer: The final step is to offer the position to the most suitable candidates. Job offers sent via emails and letters are often a more formal part of this process.
   Question No.7
   1. Traditional Interview: This type of interview consist of the interviewer and the candidate.
   2. Telephone Interview: This type of interview can be used to narrow the number of in-person interview to a more manageable number.
   3. Panel Interview: In this type of interview, numerous people interviews the same candidate at the same time.
   4. Information Interview: This type of interview is conducted when there is no specific job opportunity yet but the applicant is looking into a potential career paths in the organization.
   5. Group Interview: During this type of interview, two or more candidates are interviewed at the same time.
   6. Video Interview: This is the same as traditional interview except that video technology is used.
   No 7B
   1. Behavioral Interview: This is a structured interview in which the candidate is asked to describe how he or she handles a type of situation in the past.
   2. Situational Interview: This is a structured interview in which the interviewer describes a situation likely to arise on the job and ask the candidate what he or she would do in that situation.
   3. Panel Interview: In this type of interview, several members of the organization meets to interview each candidate.

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4. 1. What are the primary functions and responsibilities of an HR manager within an organization?
   Answer:
   The Primary Functions of and responsibilities of an HR manager is to
   HR Planning
   This responsibilities include,
   1. Recruitment and selection: The human resources manager plays an essential role in attracting and recruiting talents to the organization.
   2. Compensation and Benefit: The human resources manager helps manage and oversee compensation and benefits provided to employees
   3. Health and Safety:HR managers plays an essential role in developing and implementing health and safety measures in the workplace.
   4. Labor law complaince: They also ensures the organization complies with the relevant law.
   5. Training and Development: They coordinate andanage employees training and development.
   6. Performance management: They help. Overseas the overall performance of the company’s employees.
   7. Maintaining Organizational Culture
   8. Job Evaluation.
   9. Administrative Duties.
   10. Employees communication.
   Provide examples to illustrate how these responsibilities contribute to effective human resource management.
   Answer:
   Once all these functions are carried out in an organization, it leads to a successful organization, because HR functions help the organization to meet its Goals and Objectives.

   2. Explain the significance of communication in the field of Human Resource Management.
   Answer:
   HR plays a very essential role in an organization or a company, because effective communication will lead to a better understanding of the company’s objectives and goals, Also our communication styles can influence how succesfully we communicate with others, and how well we are understood, and how well we her along, lack of proper communication can lead to misunderstandings which can result in conflicts.
   *How does effective communication contribute to the success of HRM practices, and what challenges might arise in the absence of clear communication?
   Answer:
   Effective communication can contribute so much in an organization, our styles of communication can influence our daily activities in the company, and can also increase productivity, it is capable of making an organization successful by ensuring all organization goals and objectives are meant, and it also helps in maintainimg a strong organizational Culture.
   Due to the different styles of communication,eg, expresser, Driver, Relater, Analytical, and Listening. some of the challenges that may arises includes, Lack of understanding of companies goals and Targets.

   4. Enumerate and briefly describe the essential stages in the recruitment process.
   Answer:
   Staffing: This is the first step in the recruitment process, it involves the business executing proper staffing projection to determine how many people they will require based on revenue expectations, and also includes development policies to encourage multiculturalism.
   2. Develop Job Analysis: This is a formal system developed to determine what tasks people perform in their job.
   3. Write Job Description: This is the process that outlines the tasks, responsibilities, and duties of the Job.
   4. Job Specifications: this stage outlines the skills, knowledge, and ability required to carry out the job.
   5. Know laws relations to recruitment: This us one of theost important psrts if HRM, knowing and applying the law in all activities the HR department handles, specifically the hiring process.
   6. Develop Recruitment Plan: This is an actionable step and strategy that makes recruitment process efficient.
   7. Implement a recruitment plan: This is the implementation of the outlined recruitment plan.
   8. Accept Applications: This is the stage to starts reviewing application s, after creating a standard for evaluating each applicants.
   9. Selection Process: This is the stage to determine which selection method will be used.

   Highlight the significance of each stage in ensuring the acquisition of the right talent for an organization.
   Answer:
   *Allows to know the exact number of people to recruit, to be able create the financial budget needed for the entire process.
   * The information from the job analysis is used to create the job description s.
   * This helps applicants to know what the job is about, and if they can handle the responsibilitiesresponsibilities, and also for the HR to know what to look out for in resumes.
   * This help both applicants and HR to avoid time wastage in terms of skills and knowledge to carry out the jobs.
   * It foster fair hiring and equality
   * creating of recruitment plan, to enable employment of the right talents.
   * Implementing the plan to get the right talent.
   * Give standard to accepting applications
   * Select the Applicants for interviews.

   7. Identify and explain various interview methods used in the selection process.
   Answer:
   1. Traditional Interview: This interview normally takes place in the office, it consists of the interviewer and the candidates, with questions being asks and answered.
   2.Telephone Interview: This type of interview is often used to narrow the number of candidates for traditional interview, thst is, it can be use to determine salary requirement and other data, and can automatically rule out a giving someone from a traditional interview.
   3. Panel Interview: Panel interview takes place when multiple or numerous persons interview same candidate at the same time, though it’s stressful for the candidates, it is actually a time saver.
   4. Information Interview: This type of interview is conducted when there’s no particular or specific job Opportunity, but the applicants is looking into a new career paths.
   5. Group Interview: With this interview two or more candidates are being interviewed Cucurently.
   6. Video Interview: These are the same as Traditional interview, except in video interview technology is being used, it can be cost saving if more than one candidates are out of town.

   Compare and contrast methods such as behavioral interviews, situational interviews, and panel interviews. Highlight the considerations for choosing the most appropriate method for different roles.
   Answer: comparing and contrasting situational interview, behavioral description interview, and panel interview,
   Situational questions are based on hypothetical situations. They are mostly interview scenarios that mimic work environments. It is meant to evaluates the candidate’s ability, knowledge, experience, and judgement, on the other hand, Behaviour Description Interview Questions, the premise is that someone’s past experiences or behaviours are predictive of future behaviour. These tend to assist the interviewer in knowing how a person would handle or has handled situations. While Panel Interview allows the candidates to face numerous interviewers at the same time with questions from each and every one present there. How well the candidates handles the pressure at that moment is a measure for the interviewers.
   Both situational question and Behaviour description question both seems to be more favourable compare to Panel interview, as Panel interview can put too much pressure on a candidate, leading to poor interview process.

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5. QUESTION 1
   THE PRIMARY FUNCTION AND RESPONSIBILITY OF AN HRM ARE
   1.Recruitment and selection: this includes hiring and selecting the best candidate to come work for the organization ,HRM do this by advertising vacancies, creating job description and scheduling interviews to pick the best candidate for the organization.
   2. Succession planning:The goal here is to help boost people’s performance so organization can reach it’s goal, this happens through feedback and performance review.

   3.culture management:HR has a responsibility to build a culture that helps organizations reach it’s goals.

   4.learning and development: it’s purpose is to help an employee build skills that are needed to perform today and in the future eg conducting seminar, setting up conferences and holding workshops.

   5.compensation and benefits: this is about rewarding employees fairly through direct pay and benefits eg health insurance and bonuses.

   6. Information and analytics: it involves managing HR technology and people data

   Question 2
   Communication in the field of HRM plays an essential role it influences how well we are understood facilitate exchange of information and feedback.
   Effective communication can increase productivity, prevent misunderstanding with effective communication an HRM can communicate the organization goals, values and expectations of employees .
   The Challenges are
   1. Unnecessary conflict: when an HRM fails to clear communicate it will result in unnecessary conflict in the organization
   2.mistrust : When an HRM fails to communicate clearly it will cause the employee to always doubt the HRM
   Candidate disappoinment: the candidate will be disappointed this might make the candidate quit his job
   Question 6
   The details stages involved in selection process are

   1.criteria development: this include aspects like personality or cultural fit ,it involves discussing which skills abilities and personal characteristics are required to be successful at a given job
   2. Application and Resume/CV review: this involves reviewing CV that has been submitted by application
   3. interviewing: this involves interviewing applicants after determining which applicant matches the minimal requirements
   4. Test administration: This stage consist of physical psychological personality and cognitive testing
   5. Making the offer: This involves offering a position to the chosen candidate.
   Question 6b
   This stage helps the HRM identify the best candidate for the organization by involving in the selection process the HRM select the the best candidate that will help build a competitive advantage for the organization

   Question 7
   Various interview method are
   1. traditional interview: this usually takes place in the office it involves interviewer and the candidate and series of questions are asked and answered
   2. Telephone interview: A telephone interview is often used to narrow the list of people receiving a traditional interview it is conducted via phone
   3. panel interview: this takes place when numerous person interviews the same candidate at the same time
   4. Information interview: typically conducted when there isn’t a specific job opportunity but the applicant is looking into potential career paths
   5. Group interview: Two or more candidates are interviewed concurrently during a group interview
   6. Video interview: this kind of interview are the same as traditional interview except that video technology is used
   Question 7b
   Behavioral interview question are used to assess skills required by the position such as time management, teamwork, initiative organization and communication skills example of role could include, customer service role, supervisor role and team leader role etc
   situation interview: are similar to behavioral interview but they are focused on the future and ask hypothetical questions examples of roles could include, marketing role and engineering role etc

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6. QUESTION 7
   COMPARING BEHAVIOURAL INTERVIEWS, SITUATIONAL INTERVIEWS AND PANEL INTERVIEWS
   BEHAVIOURAL INTERVIEWS: In this method of interview, candidate are are asked what actions they have taken in prior situations that are similar to situations they may like encounter on the job.
   SITUATIONAL INTERVIEWS: Candidates are interviewed about what actions they would take in various job-related situations. The job related situations are usually identified using the critical incidents job analysis technique.
   PANEL INTERVIEWS: Candidates are interviewed by a board or selection committee and it’s usually in the case of supervisory and managerial position.

   QUESTION 8
   THE VARIOUS TESTS AND SELECTION METHODS USED UN HIRING PROCESS
   1. COGNITIVE ABILITY TEST- This measures intelligence and level of reasoning. A good example is the Scholastic Aptitude Test (SAT)
   2. PERSONALITY TEST – It focuses on personality traits; extroversion, agreeableness, conscientiousness, neuroticism and openness. It indicates if you fit within the company’s culture and if your personality can lead to an increase in productivity.
   3. JOB KNOWLEDGE TEST- This is to identify your knowledge about the job you are applying for. If your prospective employer is hiring a managerial accountant, you might receive a job knowledge test on the employer’s internal accounting process.
   SKILLS ASSESSMENT TEST- It test overview of your soft and hard skill. For example, if an employer wants to hire you for a public relations coordinator position, they might administer a writing test to see how many words you type per minute.
   Employers test for these skills once they are in the later stage of the hiring process to understand who they might want to hire.

   Reply

7. 1. A quote by Stephen Covey says “ An empowered organization is one in which individuals have knowledge, skills, desires and opportunities to personally succeed in a way that leads to collective organization success”. Human Resource management core function in an organization is to manage the individuals who make up the workforce in an organization, to help them perform to the best of their abilities and as a result, achieve better performance for the organization

   2. Significance of communication in the field of HRM.
   Communication itself is a skill needed to work in Human Resource management. Effective communication is critical to the success of HRM practices for a few reasons. First, clear communication helps to ensure that employees understand their roles and responsibilities, as well as the policies and procedures of the organization. This can reduce confusion and make it easier for employees to do their jobs well. Second, good communication can help to build trust and improve employee morale. When employees feel like they are being heard and respected, they are more likely to be engaged and productive. Finally, effective communication can help HR managers resolve conflicts and address employee concerns in a timely and effective manner. In the absence of effective communication, HRM practices can suffer. Lack of communication can lead to misunderstandings and conflict, as well as decreased employee engagement and morale. It can also make it difficult to resolve issues in a timely manner. In short, good communication is essential for the success of HRM practices.

   3. I’m going to use myself as a case study in this. As a HR manager for a small manufacturing company that’s been struggling to retain employees. I’ve noticed that salaries are below market rate, and my research shows that other companies in my industry are offering higher compensation packages. I also know that employees are feeling undervalued and unmotivated. Here’s how I can go about developing a compensation plan to address these issues:
   1. Conduct market research to understand current salaries and benefits in my industry.
   2. Survey employees to understand their needs and motivations.
   3. Evaluate my company’s internal equity to identify salary disparities.
   4. Develop a budget and determine how much I can afford to spend on compensation.
   5. Create a detailed compensation plan that outlines salaries, benefits, and other forms of compensation.
   6. Implement the plan and monitor its effectiveness

   4. Stages in recruitment process
   1. Staffing plans: This stage is important because it allows the organization to the number of new exployees to hire.
   2. Develop job analysis: This stage is important because it allows the organization to identify the specific skills, knowledge, and abilities required for the position.
   3. Write job description: This stage is important because it allows the organization to communicate the specific requirements of the job to potential candidates.
   4. Job specifications development: This stage is important because it allows the organization to develop specific criteria for evaluating candidates.
   5. Know law relations to recruitment: This stage is important because it allows the organization to ensure that its recruitment process is compliant with relevant laws and regulations.
   6. Develop recruitment plan: This stage is important because it allows the organization to develop a specific plan for implementing the recruitment process.
   7. Implement a recruitment plan: This stage is important because it allows the organization to put the recruitment plan into action.
   8. Accept application: This stage is important because it allows the organization to review applications and identify qualified candidates.
   9. Selection process: This stage is important because it allows the organization to evaluate candidates and select the best ones for the position.
   Knowing how many people to hire ensures an organisation doesn’t over hire.
   Developing job analysis helps HR in getting the right people for the right task.
   Writing job description allows applicants and HR to know the duties and responsibilities for a specific job.
   Developing job specifications makes applicants know the skills and abilities required for that job.
   Knowing the laws averts going against the laws of a state as regards recruitment.
   Developing recruitment plans makes HR develop strategic planning on hiring the right person.
   Implement a recruitment plans put the plans into place for action
   Accepting applications of applicants through created standard in the job description and job specifications
   does not create room for time wasters.
   Selection process selecting the right method of recruitment makes it easier to organise the interview of the applicants.
   Each stage of the recruitment process is important in ensuring that the organization finds the right talent for the job. And, by following these stages, the organization can increase its chances of finding the best candidates and reducing turnover.

   5. When it comes to recruitment, there are several strategies to choose from, and the best strategy will depend on the specific needs of the organization. The two most common strategies are internal and external recruitment.
   Internal recruitment involves hiring from within the organization, which can be beneficial because it takes less time and money and there’s less risk involved. However, there’s also a risk of limited candidate pool and potential for nepotism.
   External recruitment involves hiring from outside the organization, which can be beneficial because it brings new ideas and perspectives into the company. However, it can be more expensive and time-consuming.
   There are also several sub-strategies within these two main categories. For example, within internal recruitment, there’s the possibility of job posting, transfer, and promotion. Within external recruitment, there’s the possibility of using a headhunter, recruiting event, or online job board. The decision of which strategy to use will depend on a variety of factors, including the needs of the organization, the cost and time involved, and the candidate pool.

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8. Question 1,Primar function and Responsibility of HR Manager in an Organization
   Answers:
   A Human Resource Manager ,is the one who help and manage the people who work in an organization perform to the best of their ability and as a result achieve better performance for the organization.
   The Human Resource Manager perform function and responsibilities such as;
   (A) Recruitment and Selection: Recruitment and selections of new employee for the organization, through interviews ,assessments, reference check and work tests.
   (B) Performance Management is also the responsibility of an HR Manager, This a is to help boost peoples performance so that the organization can reach its goals. This can be achieve through , Feedbacks, and performance review
   (C) Another function and responsibility of HR Manager is Culture Management, HR Manage have the responsibility to build a culture that helps the organization reach its goals. ,different organization culture attract different people and cultivating an organization culture is a way to build a competitive advantage.
   (D)Learning and development is a key function and responsibility of an HR Manager , this help an employee build skills that are necessary to perform now and also in the future.
   (E) An HR Manager Also draw out Compensation and benefit for an organization,
   (F)HR Manager also do information and analysis for an organization by managing the technology and data of the organization.

   All of these responsibilities and function carried out by the HR Manage contribute greatly to an effective human resource management.

   Question Number 2.Explain the Significance of communication in the field of human resource management

   ANSWER:
   Communication plays an essential role in HR Management, a communication skills is valuable in the HR profession. Our communication Skill can influence how successfully we communicate with others, how well we are understood and how well we get along.
   Communication Skill is significant or necessary ,the ability to present both negative and positive news ,work with various personalities and also to coach an employee we need communication skills. Communication in HR Management can Either be Verbal or Non-verbal.
   Nonverbal communication is very necessary for example when there is a misunderstanding ,its easier to use a nonverbal communication such as email, text messaging to communicate such to an employee for settlement. or issuance of query letters is best done nonverbally.
   Nonverbal languages includes:
   Eye Contact, Facial Expression, Physical gesture, Tone voice, standing or sitting posture and positioning of hands.

   Listening is another significant aspect of communication and it can be group into three types as follows
   1. Competitive or combative listening:
   2.Passive listening
   3.Active listening.
   Combative listening is when we are focus on sharing our point of view instead of listening to someone else, Passive listening is interest in hearing what others are saying and assume we understand without verifying while Active listening is when we engage in what the other person is saying, including confirming, interpreting and verifying what they said
   Active listening is the best practice as it provides feedback.

   Lack of the above communication types, skills can make HR Management difficult and less active, therefore Communication is very essential in HR Management.

   Question number 3. Outline the steps involved in developing a comprehensive compensation plan.

   ANSWER;
   (A)Internal and external factors are important in determining a compensation plan. we have the following major types of compensation strategy :
   1). Market compensation policy: This involve paying the going rate for a particular job within a specific market based on research and salary studies.
   2). Market Plus Policy: Paying higher salaries than the average.
   3). Market Minus Policy: Paying less than the market rate. For Example an organization may decide to pass less salaries but can offer more benefits .
   External factors such as current economy states, inflation and cost of living in a given area, all of these can help determine compensation in a given market.
   Its also essential to ensure that all compensation plans are legally compliant to the the law of the country an organization operates within.

   (B)Another step in compensation plan is, Job Evaluation, this help to develop a pay system and a pay theories. Job evaluation can be done through; Job ranking, comparison system, job classification and point factor systems all of these need to be consider to have a comprehensive compensation plan.

   (C)After the Job Evaluation is done ,the next steps is to Develop a pay system; A payment system help develop various pay grade levels ,once that is done each grade is not attached to a pay grade, such as when an employee receive a raise their raise stays within the range of their pay grade until they receive a promotion that may may result in a higher pay grade.

   (D).Next Step; Payment decision in this plan size of organization, whether the organikzation operate locally or internationally ,level of communication and employee involvement in compensation, are all to be considered.

   (E). Determination of type of pay is also another step, this involve the payment methods to be adopted such as pay, incentives or other compensation types. (i) Pay is the hourly ,weekly or monthly salary an employee receive. (ii)Incentive this a compensation an employee receive for exceeding predetermined performance bench makrs. (iii) Other compensation plans may include ,Health benefits such as health ,dental and life insurance, Fringe Benefits such as sick leave, paid vacations. etc.

   Question number 6
   Stages involve in selection process is as follows.

   1. Criterial Development.
   2.Application and resume/CV reviews.
   3. Interviewing stage.
   4.Test administration stage.
   5.Offer Stage;

   1.Criterial stage is the stage that selection decision typically combines ranking based on objective criterial along with subjective judgment about which candidate will make the greatest contribution to the organization. Plan interview choosing which information source to utilize and how to grade those source during the interview is part of generating criteria process, the criteria selection should be related directly to the job analysis and specification.

   2. Application and Resume/CV Reviewing stage at this stage HR decide on reviews of applications and resumes by adopting a computer program software that can be used to search keywords in resume that will help narrow down the number of resume to be looked at and reviewed.

   3.Interviewing Stage, At the stage the HR chooses which applicant to be interviewed at reviewing the CV and determine which application meet the minimal requirements, the the interview types is then decided .
   Traditional, telephone, panel, information, group or video interview can be use.
   4.Test Administration, At the stage the HR can decide to administered different exams to test each candidates and the exams may include Physical test, Psychological test, personal and cognitive test before making hiring decision.
   Also job knowledge and work sample can be used too.
   Also background checks can also be carried out by HR on the candidates before making an offer.

   5.Making offer this is the last lap in selection process and HR is responsibly in communicating the offer to the successful candidate either through email or phone. But development of offer through email and letter is a best practice.
   The offer should include, job responsibilities, work schedules, rate of pay, starting date and every other necessary details.

   Reply

9. QUESTION 1
   As an HR manager the primary functions includes
   • Recruitment and selection: it is the primary duty of the HR to recruit new employees and select the best to work with the organization
   • Performance management: here the HR is expected to help the organization reach its goal and vision by helping employees boost their performance
   • Culture Management: it is the responsibility of the HR to cultivate and organizational culture that will attract the best and help the organization reach its goal
   • Learning and Development: the HR here ensures the organization provide training opportunities to improve the capacity and skills of the employees for improved performance
   • Compensation and benefits: This is about rewarding performance apart from the basic salary.
   • Information Analysis: this involves managing the human resources information system of the organization.

   QUESTION 2
   Communication plays a huge role in HR as it influences how successfully we communicate with others and how well we are understood. There is however no single style of communication. Communication can be verbal or nonverbal. The type of communication style to be used depends on the recipient. The consequences of not having a clear communication can lead to misunderstanding.
   A clear communication enhances the following
   • Employees engagement
   • Facilitate learning and development
   • Cultivate effective team work
   • Shaping organizational culture
   • Conflict resolution and employee relation
   Non-verbal communications account for a large part of communications which are facial expressions, eye contacts sitting posture, tone of voice and physical gestures
   All these parts of communication aid the HR in achieving the organization’s goal and objectives.

   QUESTION 3
   Before a comprehensive compensation plan can be put in place the following factors must be considered.
   The HR must first determine the best compensation package for the organization by first evaluating the internal and external factors that can influence the plan and what type of compensation strategies is best for the organization to adopt. Then you evaluate the job, this is to enable you determine the relative worth of one job to another. After carefully evaluating the job, you then develop e pay system which is the process of setting up a pay scale for different types of job.
   Upon the setting up of a pay system, the HR then develop specific methods of payment, this could be daily, weekly or monthly which also include incentive plans like health insurance or pension.

   QUESTION 4
   The recruitment process of an organization is guided by organization annual budget, the intention, that is, the need for staffing, is it on a short term or long term basis.
   The stages of recruitment are as follows
   • Staffing plans: this involves carrying out needs assessment and projections of how many people are needed. One significance of this stage is that it helps the HR to determine clearly the number of staff to be employed based on the expected revenue to be generated.
   • Develop job analysis: this is an analysis carried out to determine what tasks people perform in their job. This important stage helps the HR to develop job descriptions
   • Write a Job description: at this stage of the recruitment process, the HR develop a job description which should entail, the list of tasks, duties and responsibilities of the job
   • Job Specification Development: this outlines the skills and abilities that are required for the job.
   • Know laws relation to recruitment: it is always very important for the HR to know and apply the law in all the activities handled by the HR department. This will create room for fair play.
   • Develop recruitment plan: this is a seamless plan that makes the recruitment process efficient. This stage will aid in recruiting the right talent at the right place and at the right time
   • Implement a recruitment plan: this involves the execution of the developed recruitment plan.
   • Accept Applications: this is the stage of reviewing applications and this can be done with the aid of the job description and job specifications
   • Selection process: this is the stage the HR determines what method is to be use to selected candidates.

   QUESTION 8
   The various test methods include
   • Cognitive ability: this measures the candidates intelligence such as numerical ability and reasoning
   • Physical test: there are jobs that would require testing the physical ability of the candidates
   • Personality test: to test the candidates personality
   • Job knowledge: to measure the candidates understanding of the job applied for
   • Work sample: this test the candidates by asking to show samples of work that have been done
   • Skills assessment: this has to do with testing the skills and capacity of the candidates and this is recommended for technical jobs

   They help to make listening effective and there is non-verbal communications which are the

   Reply

   1. Q2(1) communication is essential in Human resources management :
      Clear communication of goals and expectations to the employee
      Effective communication breeds positive relationship between employee and management enhancing motivation and loyalty
      In addressing conflict, an HR must cultivate a resolution traitand communicate amicably to reduce negative action in the organisation
      During crisis clear and timely communication helps get rid of any uncertainty

      (Sub answer)
      Communication contributes to effective training, potential employees, and re training employees to improve skill and talent useful for the organisation. Communication is fundamental to every aspect of HRM

      (Challenges)
      Poor communication within the organisation can lead to poor attitude to work
      A competitive/combative listener HR risks losing the trust of the employee and management

      Q4(2) stages of recruitment process
      (1)Staffing plan:_ this is stage where the HR determines How Many candidates are needed to Facilitate the job in the organisation? What role are availble to fill in? and When does the organisation needs this employees?
      (2) Develop job analysis:_ Analysing responsibility of the job/ role that needs to be accomplished can be in
      a.Task based analysis _ Focusing on the task (duties) of the job
      b. Competency based analysis _ focusing on the specific knowledge and ability an employee must posses to do the job perfectly
      (3)Write job Decscription:_ Decribing the components of the job involving (a) job functions (b)knowledge skills and ability (c)physical requirements (d)Education and experience required
      (4)Job specific development:_ Developing the requirements of the job/role
      (5)Knows law relating to Recruitment:_ for instance if an HR from Nigeria gets a job in London he/she is expected study the recruitment law Applicable to employee there, to avoid Breaking those laws or doing things wrong
      (6)Develop a recruitment plan:_ Creating a plan to Determine the recruitment method, steps, cost and strategies in other to Identify which of the method is applicable to the role The HR is recruiting for .
      (7) Implement a recruitment plan:_ putting into action the plans determine above
      (8)Accepting applications:_ after initiating the recruitment plan ..candidates begin to apply and Its set time for the HR to open to recieve various applications from potential employees.
      (9)Selection Process:_ involves,setting interviewing plan, defining criteria, testing and reviewing resume/cv this Stages help to decide on FIXED CRITERIA to be sure the Selection is fair.

      Q5(3)
      1) Outside Recruiters,Executive search firms
      —Merit—-
      It can be time saving.
      There is plentiful source of talent.
      —Demerit—
      Its only appropriate for certain type of experience levels.
      Can be .

      Why
      2) Professional organisation &association
      —merit—
      Gives room for Networking .
      Its industry specific.
      —De merit—
      It may require membership to access them.
      May be time consuming to network.

      3) Internal candidates
      –Merit–
      Can be cost effective.
      You can know from former performance if the candidate meet the criteria.
      —Demerits—
      Can produce inbreeding which may reduce diversity and difference.
      May cause infighting to bid for promotion between employees.

      Why
      4) External candidates
      —Merits—
      Breeds new talent.
      Helps organisation achieve diversity goal.
      —Demerit—
      Implementing recruitment sttrategy might be expensive.
      Training and orientation may take longer than expected .
      Q6(4)
      Selection process
      1) Criteria Development:_ Defining criteria,examining weighing process
      2) Application and Resume Review:_ Reviewing the candidates eligibility for the role
      3) interviewing
      4) Test administration :_Performing, physical test,personality test.etc
      5) Making the offer:_ when the process has been finalised , The selected candidtes will be reaches out to . VIA EMAIL OR LETTER .this stage determines whether a Candidate will accept or decline the offer

      Q3(5) Compensation and Benefits
      1. Internal and External factors
      2. Job evalus3 ays
      3.Developinh a pay system
      4. Pay decision consideration
      5. determining Types of Pay

      Reply

10. 1- The primary functions and responsibilities of an Hr within an organization includes
    – Recruitment and Hiring
    – Training and Development
    – Compensation and Benefits
    – Managing employee’s benefits

    1b) Provide examples to illustrate how these responsibilities contribute to effective human resource management.
    Answer -By identifying high-potential employees, employing and creating development opportunities like organising training courses and coaching also building Talent pipelines helps the hr manager effects a productive human resource management.

    2) Explain the significance of communication in the field of Human Resources Management
    Answer – Communication plays an essential role in hrm. A strong communication skill Is invaluable in hrm, able to identify your communication Style(expresser, driver, relater, analytical), of good listening habits(active listening) and effective use of non-verbal language solves problems and makes it easier relating and managing human.
    Enhancing employee engagement
    facilitating learning and development
    cultivating effective teamwork
    for shaping organisational culture
    conflict resolution and employee relations
    B) effective communication can increase productivity at the same time prevent misunderstandings
    when communication is smooth in an organisation, employees enjoy a clear understanding of their benefits while the hr manager take in feedback on how they are working.
    lack of feedback
    low morale
    difficult employees
    lack of collaboration
    conflict
    lack of balance
    lack of clarity
    lack of employee engagement

    4) Essential stages in the recruitment process.
    Answer: Staffing plans : Knowing how many people to hire based on revenue expectations.
    Develop Job Analysis: This system determines what tasks people perform in their jobs .
    Write Job Description: This stage outlines a list of tasks, duties and responsibilities of the Job.
    Job Specifications Development :
    This system outlines skills and abilities required.
    Know Law Relation To Recruitment: adequate knowledge of laws in relation to recruitment in a particular environment ensures fair hiring and inclusive hiring:
    Develop Recruitment Plans:This is strategic planning of hiring the right person.
    Implement a recruitment plan: put the actions of Strategic planning into place
    Accept Applications : Use created standards to review and accept applications.
    Selection Process: Using the right selection method organise how to interview the applicant.
    B) Knowing how many people to hire ensures an organisation doesn’t over hire.
    Developing job analysis helps HR in getting the right people for the right task.
    Writing job description allows applicants and HR to know the duties and responsibilities for a specific job.
    Developing job specifications makes applicants know the skills and abilities required for that job.
    Knowing the laws averts going against the laws of a state as regards recruitment.
    Developing recruitment plans makes HR develop strategic planning on hiring the right person.
    Implement a recruitment plans put the plans into place for action
    Accepting applications of applicants through created standard in the job description and job specifications
    does not create room for time wasters.
    Selection process selecting the right method of recruitment makes it easier to organise the interview of the applicants.

    7) Identify and explain various interview methods used in the selection process:
    Traditional interview: Traditional interview conducted in the office with the interviewer and the candidate, it’s a one on one interview where candidates are asked questions as regards the job applied for.
    Telephone interview
    This type of interview, questions are asked over the phone to determine and reduce candidates.
    Panel interview: This interview consist of more than two interviewers asking the candidate questions pertaining to the job.
    Information interview: This interview is conducted not with a specific job position in mind or just to find out or get information out there concerning a job.
    Group interview: This type of interview is conducted in a situation whereby more than one candidates are interviewed at the same time.
    Video interview: This is just as the telephone interview, just that it is video interview not just an audio interview.

    B) Comparing situational interview and behavioral description interview with panel interview
    Situational interview is an interview question that seeks to the candidate’s ability, candidates knowledge and response to a situation. It’s hypothetical questioning seeks to find out how candidates handle a situation if he or she finds themselves there.
    Behaviour Description interview, it’s a realistic interview question that seeks to know how. a candidate behaves in such a situation by asking obvious by asking of a situation it’s so she has found himself in and how they handled such situation .
    The panel interview, this sort of interview faces the candidates with more than one interviewer at the same time. Now this puts pressure on the candidates. How does the candidate handle that pressure at that particular moment. Now this seeks to know if the candidate is able to respond to pressure in the discharge of Duty.

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