First Assessment – Diploma in Human Resources

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1. QUESTION 1.
   1. Recruitment and selection.
   2. Compensation and benefits.
   3. Learning and development.
   4. Culture management.
   5. Performance management.
   6. Data management.

   Recruitment and selection: this involve HR managers creating a strategic plan to attract and choose the most suitable candidates when the organization requires new employees for current or future positions.

   Learning and development: Learning and development aim to assist employees in acquiring skills essential for present and future performance.

   Culture Management : HR professionals are tasked with creating a culture conducive to achieving organizational objectives.

   Performance management: HR professionals plays a role in aiding the organization to achieve its objectives and vision by assisting employees in enhancing their performance.

   Compensation and benefits: human resource person to a text with the responsibilities of creating an enticing packages for employees that should make them stay motivated.

   Data management: HR managers keep a track record of application systems, learning management systems, performance management systems etc which provides impact into HR data and KPIs.

   QUESTION 4
   The essential stages of the HRM include;
   I. Staffing plans. ii. Develop Job analysis, iii. Write Job Description, iv. Job specification development, v. Know laws relation to recruitment vi. Develop recruitment plan. vii, Implement a recruitment plan, viii. Accept applications, ix. Selection process.

   I. Staffing plans:
   This stages requires the HRM to strategies for the number of employees to be employed based on the job role, revenue allocation, and the timeline for recruitment. Once this have been established, the HRM goes on to further the recruitment.

   ii. Develop Job analysis: This is a system that ascertain the tasks carried out by employees on their role, which then enables HRM to create the job description and job specification.

   iii. Write Job Description: After, knowing the tasks carried out by employees, the next step is to write down the job description, which include the task, duties and responsibilities that comes with the job role.

   iv. Job Specification Development
   Job description and job specifications, intertwined and often written together, job descriptions include the task, duties and responsibilities to carry out a job role, while job specifications are the list of skills and abilities that are required for the job role.

   v. Know laws relation to recruitment: human resource managers should be conversant with labor laws, and ensure to apply laws that are related to employment and hiring irrespective of the industry and country.

   vi. Develop recruitment plan: Strategic planning is important in the recruitment stage of every organization. Even before drafting out the job description, it is necessary for human resource professionals to plan effectively and to ensure that they hire the right talent at the right place, and at the right time in order to achieve a seamless recruitment process.

   vii. Implement recruitment plan: in this stage the already developed plan is being implemented.

   viii. Accept applications: in this stage, your job requirements and description is been used to scrutinize the resume received from job candidates.

   ix. Selection process: in this stage, the HR professionals gets to choose which selection method to be applied in the selection process.

   In all of these stages, the main goal is to ensure that the HRM in line with the organizational objectives select the preferred candidate that best fit the organization.

   QUESTION 5
   The various recruitment strategy include recruiters, campus recruiting, professional associates, websites, social media, events, referrals, and traditional advertisements.

   Recruiters are individuals used by organizations to source for and hire candidates into the organization. These individuals makes use of the other strategies— social media, websites etc.

   Campus recruiting is best to source for fresh graduates and entry level applicants into the workforce.

   Professional associates tends to provide employment opportunities for their members. This method limits job opportunities to only members of the organization.

   In the use of websites, despite providing a wider range for more candidates to apply, the drawbacks is that it draws attention to many candidates which leads to an influx of applications from both the qualified and unqualified. It is inexpensive.

   The social media strategy is just as the same as the website strategy. On the bright side, it creates awareness for your company. It is also inexpensive.

   Industry and specific job fairs is another way to recruit job candidates.

   Referral methods gives an employer the chance to recruit a new candidate that is fit for the position based on positive feedback about them from the employees. Although this may lead to lack of diversity in the workforce.

   Traditional advertisement like the website and social media places the job openings to the public. While the social media and website strategy use modern technologies, the traditional advertisement makes use of TV adverts, radio and newspapers. This strategy could be expensive.

   Internal promotion
   —advantage:
   The employer is guaranteed on the job performance of the employee having observed them while working, it is easier to decide if they can advance in their employment, it serves as promotion for the employee, it is an inexpensive strategy.

   —disadvantage:
   May produce inbreeding, may lead to an unhealthy political environment in the company, and may lead to bad feelings if the aspirants are not selected.

   For instance; Coca-cola NG needs a new supervisor in the production department to oversee the activities of workers in the Ikotun factory, the HR professional may have to analyze the skills and performance of the existing employees in order to determine who becomes the next supervisor. It is a cheap strategy for recruitment as it only requires observations. This may become a promotion for the best staff. However, this may cause some rift among the staff as they all assume they could be the best at work. If they’re not chosen, they will tend to feel bad which is not good for employee morale. (One the other hand, if there is a principle of internal promotions in the company, this would boost employee motivation which will in turn boost their productivity and overall, lead to business growth).

   External hires
   —advantages
   New candidates may bring in new innovative ideas that could be beneficial to the job process. They also help an organization to achieve diversity.

   —disadvantages
   This strategy could be expensive, time consuming during orientation and training process, and it could affect the morale of internal candidates.

   For instance; The HR professional of Coca-Cola NG Ikotun factory, in the process of replacing the supervisor in the production department decides to hire from external candidates. Bringing a new person on deck might be equivalent to bringing new ideas for the job process and helps the organization to achieve diversity and inclusion. However, the training and orientation process could be time consuming, and this strategy is expensive.

   Outsourcing
   —advantages
   This is a contractual employment available to experts in their respective fields, it increases productivity, it gives the impact of expert knowledge into the organization.

   —disadvantages
   Might lead in organizational inconsistency, Due to its temporary nature, It might lead to instability of the department or the company as a whole.

   HR professionals should choose the best strategy for recruiting as it deemed fit. This is why it is necessary for HR professionals to align their activities to the objectives of the organization.

   QUESTION 7
   Various interview method include; I. Traditional interview, ii. telephone interview, iii. panel interview, iii. information interview iv. group interview, iv. video interview.

   ⚫️Traditional interview: this is a type of interview that typically occur in the office where the interviewer asks the interviewee questions.

   ⚫️Telephone interview: this type is being used to narrow down the traditional interview in cases where the number of applicants are high, phone interview is used to reduced the number for traditional interview. Topics like salary range is also discussed with this type of interview.

   ⚫️Panel interview: job candidates are being interviewed by different people at a time. This type of interview is used to cut down the number of appearance of candidates required for the recruitment process.

   ⚫️Information interview: this type of interview occurs when an employer, not necessarily having an opening interview candidates about their carrier paths. In case of openings, they can considered for the job role.

   ⚫️Group interview: with this type of interview two or more people I’ve interviewed at the same time.

   ⚫️Video interview: on like the traditional interview, this type of interview makes use of modern technology like Skype. Google meets etc.. This type is perfect when one or more of the candidates are not in town.

   7B
   Behavioral interview, questions are asked to predict the future behavior of candidates based on their past experiences. While situational interviews elicit responses from individuals based on situations that could happen in a typical workplace.
   Panel interview is used to interview candidates all at once instead of them coming back for subsequent interviews.

   7C
   1. Interview questions on age, marital status, religion, should be off-limits.
   2. Effective communication and listening should be established by interviewer to the interviewee in order to develop a good rapport with them.
   3. Interviewers should try and put the interviewees at ease.
   4. Let the candidates know exactly what the job is about to enable them make informed decisions.
   5. Be objective. Do not allow pre disposition about candidates race or ethnicity cloud your judgment during the interview process
   6. Observe the body language of the candidates, they tell informations and feeling verbal communication do not tell.
   7. Interviewers should adhere to the criteria for hiring and should not deviate.
   8. It is important for interviewers to collaborate and work together in order to choose the best candidates based on their qualifications and assessments.

   Reply

2. Question 1
   Some of the chief duties of an Human Resource Manager are outlined below:
   A) Recruiting and Securing the services of new employees by conducting interviews and selecting job candidates whose skills, knowledge and expertise are in alignment with the company’s overall objectives, targets and goals.

   B) Another important function of an Human Resources Manager is the continuous empowerment of employees with adequate knowledge about latest technological trends and up-to-date business strategies. This is usually done by dedicating a budget for seminars, conferences or workshops.

   Question 8:
   Listed below are the various tests that could be employed by the HRM during the hiring process in order to get the candidate best fit for the job role in the organization:

   I) Cognitive Ability Tests: Tests like this during the interview process simply measures intelligence such as the numerical ability and reasoning of job candidates. For example, job candidates for the role of Maths teacher in an educational institution are likely to be given this so as to get the most experienced in the field of Mathematics.

   II) Work Sample Tests: This tests involves job candidates presenting before the interviewer past works relating to the job roles. Say for instance, a company can request that designers interested in a job opening present pictures or designs they have made in the past so as to show how skilled they are.

   III) Personality Tests: This seeks to examine the personality traits ( confidence level, ability to work under pressure, or introversion)of job applicants.

   To conclude one or more of these tests can be used in order to get the candidate that best fit the job description.

   Question 7:

   Various interview methods during the selection process includes:

   I) Traditional Interview: This usually takes place in a office setting. Job candidate(s) are quizzed by the interviewer.

   II) Video Interview: This is quite similar to the traditional interview just that where traditional interview is a face to face form of interview, the video interview relies on video technology such as Google Meet, Zoom, Skype etc. one advantage of this is it helps if the job candidate is far away from the office setting.

   III) Panel Interview: This is when a job candidate is quizzed by several interviewers. This seeks to know if the candidate can perform tasks while under pressure

   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.

   Question 4:

   Some of the steps to be taken into consideration during the recruitment process are:

   A) Planning: This simply involves the identification of roles a new employee must carry out to meet the organization’s goals and targets

   B) Searching: This involves advertising campaigns either on social media or in print about job vacations in the company. This is usually done to attract potential employees for the job.

   C) Screening :This is a crucial role during the recruitment process. It involves taking time to examine job candidates so as to get the best qualified for the job.
   D). Selection: From the pool of job candidates, the selection process kicks in. It involves picking up the top applicant for the job. This is done by profiling their resumes, conducting interviews and job tests for the applicants.

   E) Onboarding: After the selection process, an offer is made to the qualified applicant and an agreement is made.

   Reply

3. QUESTION 1.
   PRIMARY FUNCTIONS AND RESPONSIBILITIES OF AN HR MANAGER WITHIN AN ORGANIZATION.

   1. Selection process for the best process to ensure people are up to speed as soon as possible, this is to ensure work place productivity.
   2. Culture management that is building a culture that helps the organization reach its.
   3. Recruitment/firing of staff, it involves recognizing and taking new talents into the organization and letting go of staff that are no longer adding value.
   4. Performance management where the staff performances are boosted to meet the goals of the organization through a performance review and feedbacks.

   5. Learning and Development, to help employees build skills that will help them perform better.
   6. Compensation and Benefits where there’s a fair rewarding through direct pay or benefits, creating enticing benefits to keep the staff motivated.

   Examples.
   1. On compensation and benefits, A staff that earns N100,000 and a 10% commission on any business brought will be more productive than a staff that earns only N100,000 as their take home salary, as the first will put in more work and probably earn twice the salary or more at the end of the month.
   .2. On learning and development, A staff that undergoes frequent training in the organization will perform better than a staff that doesn’t in a different organization as it shows that the organization is invested in the staff growth, thereby motivating them to put in more work.

   QUESTION 6.
   STAGES INVOLVED IN THE SELECTION PROCESS:
   1. Reviewing Applications.
   After identifying candidates through the various recruitment methods, there is the sieving through of résumés/cvs to check the skills that fits into the job (KSAOs), and the needed criteria’s for the job to then select the candidates with the required skills.
   2. Conducting Interview
   After determining the candidate applications that matches the minimal requirements, an interview is further arranged and conducted to assess these candidates. Criteria’s and expectations are set and communicated to the interviewers, to know the right questions to ask and what to look out for.
   3. Administering Selection Tests.
   To further narrow down the pool of candidates for the job, an employment test is administered to grade a person’s KSAOs. The test could be; Achievement test to measure their existing knowledge, Physical ability test, Intelligence Test/Cognitive Ability Test, Personality Test, Job Knowledge Test.
   4. Checking references/Conducting background checks.
   This is done to confirm that the provided informations on the CVs or application form from the candidate on previous work experience, ability, personal data, is true.
   It can be to know their criminal records, credit histories, or even activities on social media, this gives an insight on the lifestyle of the candidate.
   5. Selecting the Candidate
   It involves comparing their scores in the conducted interview, employment tests, verifying their provided informations via background checks, references or asking the candidate direct questions.
   Interviewers should not be biased and can apply a statistical procedure such as assigning weight for each area and score ranges for each aspect of criteria’s. The scores will guide in deciding on the suitable candidate.
   6. Making the final Job Offer.
   An offer wrongly handed can either lead to the loss of the candidate or if they accept the job, they could start on the wrong footing. After deciding on the right candidate, an offer should be immediately extended to them. It can be presented via Mail or Letter.

   B. HOW EACH STAGES CONTRIBUTES TO IDENTIFYING THE BEST CANDIDATE FOR THE GIVEN POSITION
   1. Reviewing Applications.
   When a vacancy goes out, the tendency of anyone applying including those whose experience doesn’t fit the job description and specification is high. This stage ensures that the qualified candidates based on skills and experience for the role is reached out to amidst the unqualified candidates.
   2. Conducting Interview
   This stages ensures that the candidates whose application meets with the requirements are properly assessed.
   It helps the interviewer to know the candidates and observe them on the possibilities of them having the potentials to be a growth agent for the organization.
   3. Administering Selection Tests
   This helps to further narrow down the choice of candidates that scaled through with the interview. It’s the application of the acclaimed skills, which helps in providing the interviewer with the practical insight on the candidates ability.
   4. Checking references/Conducting background checks.
   Candidates may tend to provide a false information which can be a threat to the organization after employment. This helps in verifying the provided informations and skills helps the interviewer to know who is more credible than the other.
   5. selecting the candidate.
   At this stage, a candidate for the job has already been decided upon amongst other candidates.
   6. Making the final Job Offer.
   A wrongly presented Offer can either lead to the loss of the candidate or if they accept the job, they could start on the wrong footing. It’s possible for the person to negotiate their salary or after looking through the terms of the employment, decline the Offer.

   QUESTION 4.
   STAGES IN THE RECRUITMENT PROCESS.
   1. Staffing Plans: It’s to predict the number of required people to fill in which position after assessing the vacancies in the organization.
   2. Develop job analysis: it’s a system designed to determine the task people perform.
   3. Write job description: it’s an outline of the components of the job.
   4. Develop job specifications: it’s the list of requirements and duties to perform the job.
   5. Know laws relating to recruitment: Research and apply laws relating to recuitment in the location of the organization.
   6. Develop recruitment plan: they’re plans that makes the recruitment process efficient.
   7. Implement recruitment plan: it’s the implementation of the designed plans.
   8. Accept application: it’s done before the commencement of the selection process, to know likely suitable candidates.
   9. Selection process: it’s about making hiring decisions to select a good fit for the job.

   B.
   SIGNIFICANCE OF EACH STAGE.
   1. Staffing Plans: it’s to avoid over staffing.
   2. Develop job analysis: it’s to specify who does what, to avoid over lapping of roles.
   3. Write job description: it informs on the nature of the job role.
   4. Develop job specifications: it lets a person to know what’s expected of them to bring to the job inclusive of their best selves.
   5. Know laws relating to recruitment: it’s to avoid violating laws or asking sensitive questions that can be an infringement on rights of a person.
   6. Develop recruitment plan: it makes a recruitment process run seamless to avoid making a wrong employment decision.
   7. Implement recruitment plan: it ensures that these outline plans are adhered to.
   8. Accept application: it allows for scrutiny and introduction of new or raw talents into the organization.
   9. Selection process: it’s giving a chance to a candidate to carry out on their promises.

   QUESTION 7.
   VARIOUS INTERVIEW METHODS USED IN THE SELECTION PROCESS.
   1. Traditional interview: it’s the conventional method of conducting interviews that takes place in the office, consisting of the interviewer and candidates, asking and answering series of questions.
   2. Telephone Interview: it’s to narrow the list of possible people that will be invited for the traditional interview. It can also be used to gather informations that will be used to drive out candidates.
   3. Panel Interview: it’s numerous people interviewing a candidate at the same time, it helps the Number of intended interviewers carry out the interview at the same time.
   4. Information interview: it’s conducted when there isn’t a specific job opportunity, and helps employers find candidates before an opening.
   5. Group interview: it’s interviewing two or more candidates at the same time, it helps the interviewer to know how the candidates are likely to relate with others.
   6. Video interview: it’s same as traditional interview except with the used of video technology like Skype, zoom, e.t.c

   B.
   BEHAVIORAL, SITUATIONAL AND PANEL INTERVIEW.
   While behavioral, Situational and Panel interview are all Structured interview, Behavioral interview is where the interviewer ask the candidate how they had handled a situation in the Past, Situational Interview is where an interviewer describes a likely situation to arise on the job and ask the candidate what they will do and Panel interview is where several members of an organization meets to interview each candidate at the same time.

   CONSIDERATION FOR CHOOSING THE MOST APPROPRIATE METHODS FOR DIFFERENT ROLES.
   1. The nature/sensitivity of the job.
   2. personal stereotyping
   3. Required skills to effectively carry out the job.

   Reply

4. 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;
   A-Recruitment and Selection: Recruitment and selections of new employee for the organization, through interviews ,assessments, reference checks and work and skills 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 reviews
   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 maps 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.

   Question No.4
   1. Staffing plan: In this stage, the HR manager is writes out 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 guides the HR manager on the skills set required for each job. It includes steps and strategies that will make the recruitment process effective and efficient.

   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 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 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.

   Reply

5. QUESTION 1 (a)
   The primary function and responsibilities of an HR Manager is to manage and see to the human resource aspect of the business, these aspect includes:
   (1) Recruitment of employees
   (2) Managing employee
   (3) Developing and implementing HR policies
   (4) See to the benefit and compensations
   (5) Conducting training and development program
   (6) Fostering a positive work environment.
   1 (b)
   1.Identifying training need
   2.Designing training programs
   3.Implementing training program
   4.Monitoring progress
   5.Measuring impact

   QUESTION 2 (a)
   Communication style can influence how successfully we communicate with other, how we are understood and how we get along. Everybody has his or her style of communicating. Having a clear communication help the organization/company to succeed.
   2(b)
   Communication helps in having improved conflict resolution, better recruitment, and increase employee satisfaction. And in the absence of clear communication it will lead to lack of employing or selecting a qualified employee which will not help the company.

   QUESTION 4(a)
   1.Staffing:- Before recruiting, the number of people to employ should be known and strategise
   2.Develop job analysis:- the task they will perform in their jobs
   3.Write job description:- the job description should be well outlined such as list of task, duties and responsibility
   4.Job specification development:- This is to show the position task, duties and responsibility
   5.Know laws relation to recruitment:- In employing, the law guiding the process should be known and applied.
   6.Develop recruitment plans:- A good recruitment plans makes the recruitment process efficient.
   7.Implement a recruitment plan:- this stage requires the implementation of the actions outlined in the recruitment plan
   8.Accept application:- The first is to start receiving Resumes.
   9.Selection process:- after receiving resumes, the next step is selection process which is a proper interview,
   4(b)
   In choosing the staffing, developing job analysis and all, employing the suitable and rightful individuals are very important so as to meet the goals of the giving organization/company.

   QUESTION 7(a)
   Traditional interview:- this take place in the office, it requires only the interviewer and the candidate, series of question will be asked and answered.
   Telephone interview:- This is used to narrow the list of interview,it can be used to determine salary requirement.
   Panel interview:- this is when interview take place when numerous persons interview the same candidate.
   Information interview:- this is when there is no specific job opportunity .
   Group interview:- When two or more candidates are interviewed at the same time.
   Video interview:- just like traditional interview, this is the use of internet just like zoom, google, etc
   7(b)
   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.

   Reply

6. 1 . The primary functions and responsibilities of an HR manager are:
   a. Recruitment and selection: they recruit new employees for the organisation and select the best among the job seekers to work for the organisation.
   b. Performance Management: they help to boost the performance of employees so that the organisation can reach its goal and target. This can be done through incentives.
   c. Succession Planning: they are in charge of identifying talents within the organisation and also training their staff so that if any vacancy occurs, there would already be trained personnel’s on ground to step into the vacant post.
   d. Culture Management: Each organisation has its culture (way of life). HR managers help to build and maintain culture in an organisation, e.g, some organisations have a timeline for promoting employees while others just promote based on the capabilities and growth of employees. It is the HR manager who helps to create and maintain these cultures.
   e. Information and Analytics: HR managers not only manage people, but they also manage data of employees that work in an organisation. They know the number of employees and have firsthand information about them.
   f. Compensation and benefits: HR managers are in charge of incentives for employees. These incentives can be in the form of compensation (for a job well done) or benefits (health insurance schemes).

   2. The significance of communication in HR Management is as follows:
   It fosters employee engagement: it makes employees more involved in the affairs of the company they work in because they know there is a body that checks them.
   It encourages employee feedback: When staff members have issues that they can’t take directly to the boss, they go through the HR manager. Also, if there is a policy that doesn’t sit well with them, they can air their grievances through the HR manager.
   Helps management make better and more informed decisions concerning the company and staff members.
   It creates a better workplace relationship among members of staff.
   It also improves productivity on the part of the staff members.
   The absence of communication reduces productivity, conflicts may arise, lack of employee engagements, and little or no team building.
   3. Steps involved in developing comprehensive compensation plans are as follows:
   Internal and external factors: the number of people to be compensated, what to be used as compensation (money / goods), if it is goods, what goods are currently in demand in the market. How much is the company willing to spare for the compensation.
   Job evaluation: assessment of the job carried out by individuals to ascertain if truly there is a need for them to be compensated.
   Developing a pay system: Which payment model to be used; is it based on the level of the employee, based on the salary the employee earns or based on how other competitors pay their own staff.
   Pay Decision Considerations: Can the company afford to pay the going rates? How much can the company afford to pay as compensation for their staff members.
   Determining type of pay: Would the payment be in cash or in kind? E,g to pay 10% of employees salary as compensation or give them things that would be equivalent to the amount in kind e.g a trip to Dubai, free Internet connections etc.
   4. The key stages in the recruitment processes are:
   Staffing plans: knowing the exact number of vacant positions to be filled so as to decide the number of people to hire.
   Developing a job analysis: gathering and analysing information about the roles and responsibilities of the job that the HR manager is recruiting for.
   Write job description: this is a vivid and clear description of what is expected of the person to fill the vacant position e.g an executive assistant will be in charge of preparing schedule, answering phone calls, booking flight tickets, ordering food, writing memos on behalf of the executive in an organisation. Therefore, the HR manager is expected to clearly state the job description so that those applying will know what is expected of them.
   Job specification development: HR manager should develop a list of recommended qualities for a person to qualify for and succeed in a role. Specifications are skills, traits, education qualification, and experience needed to qualify for a position, e.g, must be a B.sc holder with 5 years experience in similar roles, etc.
   Knowing laws relation to recruitment: knowing and applying the law in all activities of HR, especially in hiring employees. Fair hiring is inclusive of every individual, with no form of discrimination based on sex, religion, race, age, and disability. Also, HR managers can not hire illegal migrants.
   Development recruitment plan: How do you plan to recruit? Is it through tests or interviews. How many stages will the recruitment process be, and what are the key traits you want to watch out for among the applicants.
   Implement recruitment plan: After developing the recruitment plan, the next thing is to implement the plans. Set the necessary questions, get in touch with other HR managers that will be on the ground
   Accept applications: Start accepting applications from individuals
   Selection process: Begin selection based on the already mapped out template.

   6. The key stages of overall selection are as follows:
   Criteria Development: clearly state out what is expected of the person applying for a particular position. This will enable the HR manager to narrow down the recruitment process to those who meet the criteria.
   Application and CV review: Review each candidates application form and resume to also determine those who are qualified and will be moving to the next stage.
   Interviewing: conducting oral interviews that may be done physically, virtually, or in a group for those who are qualified.
   Test administration: administering test to check the IW level of applicants and to also know how well versed they are in the job they are applying for.
   Making the offer: This is the stage where the number of qualified candidates is already gotten. The next thing is to discuss salaries with them and notify them of when to start work.

   7. The different types of interview s are:
   Traditional interview: is an interview conducted at the company, either in an office or conference room. It is usually a one on one interview. It helps to discover and determine how job seekers act in specific situations based on questions asked , the answers givenand body language. Questions based on experience, qualifications, and the likes are asked, e.g, why do you want to work here? What are your strengths? Etc
   Telephone Interview: This is done over a phone call, maybe because the HR manager isn’t available at that particular period or he /she is just a freelancer at the company and the company needs that postion to be filled as soon as possible or to save cost.
   Panel Interview: Here, a group of individuals interview one person. Each of the interiewers has certain aspects from which they will bring questions. This will enable them to employ a very suitable candidate because all of them will ask the job seekers questions based on their own experience and perspective.
   Information Interview: This is an informal or casual conversation lasting 20-30 minutes between a job seekers and someone who works at a company. This will enable the job seekers know what to expect if he /she decides to join the company. The HR manager in this case should be well prepared so as not to sell him/herself or the company short.
   Video Interview: These are interviews carried out on zoom, Google meet etc. It is mostly used for remote jobs. It is less expensive and saves money and time. Although, the network/service may be bad sometimes which may hinder the interview process.

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7. Q1: What are the primary functions and responsibilities of an HR manager within an organization?HR manager is a person/people that help employees or staffs or prospective employees to perform to the best of their abilities and as a result achieve better performance for the organisation. The Primary functions and responsibilities of an HR manager includes;
   A: Recruitment and Selection; This is the process of recruiting new employees and selecting the best staffs to come work for your Organisation.This process provide the organisation with qualified candidates for the job.They determine the recruiting strategy for the benefit of the organisation.
   B: Performance Management: HR manager watch, boost and give feedback on the people’s performance,this is so as to reach the goals of the organisation.
   C: Compensation and Benefits: HR manager helps/make employees perks up through compensation and benefits examples Wages, salaries. This should be good enough to retain employees.
   D: Management and storage of Data: HR manager helps to manage technology and data of the organisations, this includes the staffs informations.
   E: HR manager also takes part in the Decision making of the organisation as well as creating strategic plans for the benefit of the organisation.They also manage conflicts, maintain confidentiality.
   HR manager helps in the expansion and evolving change in the organisation as well as help to maintain and adapt to the next stage of growth and thereby assisting, protecting and supporting the current employees within the organisation.
   Q2:Outline the steps involved in developing a comprehensive compensation plan: Compensation Plan refers to all the aspects of compensation package eg wages salaries benefits. Compensation plan should be created inorder to retain and make the employees happy.The following should be considered: I; Wages should be fair based on employees performance and perspective.
   II: Are wages too high or low.
   III: Is it good enough to retain employees.
   The steps involved in developing a comprehensive compensation plan are determined by 2 factors; INTERNAL AND EXTERNAL FACTOR.
   Internal Factor: This include;
   A: Market Compensation Policy; this means compensating employees according to market. This involves the nature and growth of the business, the payment/ Benefits other related organisation offer.
   B: Market Plus Policy: This means Paying higher than the Market.
   C: Market Minus policy: Most organisations pay lower salaries but more Benefits examples are the Marketing Department/ Organisations they pay lower salaries but more Benefits depending on the performance of the employees,Some pay more than 30 to 40 percent of they pay as salaries.
   External factors is based on:
   1: Economic state
   2: inflation
   3: Cost of living.
   Q3: Enumerate and briefly describe the essential stages in the recruitment process.
   Recruitment is the process that provides the organisation with a pool of qualified job Candidates from which to choose. The interest and intentions of the organisation are to be considered,these include the short and long term intentions. Organisations use the recruiting process to look for people to fill vacancies.
   Stages in the recruitment process includes:
   A: Staffing plans: This means knowing and identifying how many people will be required needed or hire.
   B: Developing Job analysis; this is the formal system developed to determine what people perform in their jobs. It is aim at guarantee that the job and the person are a good fit as well as to evaluate the employees.this should be confirmed through Questionnaires,check list, interviews etc.
   C: Job Description and specification: it is the list of the components of the job while job specification is the list of requirements to be perform in the job. The job description includes the functions, knowledge,skills, Education etc.
   D: Development and Implementation of recruitment plan: This refers to the prearranged/ determined strategy for recruiters and hiring team to implement during the hiring process.This gives place for streamless process and also gives everyone a timeline to work on.
   E: Accept Applications: This can be done through different channels example social media, websites, Referrals, job fairs etc.
   F: Selection Process: this include Reviewing application, Administering selection test, Conducting job interviews, checking references and conducting background checks.
   Q4: . Identify and explain various interview methods used in the selection process.
   Interview Process is the process of knowing and asking prospective employees questions.it can be either physical or online.
   The interview method can be structured; which means when questions are asked based on the job analysis and description.
   It can also be unstructured; which means questions are tailored based on candidates background and resume.it should be also be noted that questions about nationality, Origin, marital status ,age, religion and disabilities are illegal.Also understanding how nervous the candidate might be, Being realistic about the job, be aware of your stereotypes as an interviewer and not allowing them affect the view of a potential candidate, watching body languages both the interviewer and the candidate are should be considered when conducting an interview.
   Interview method used in the selection process includes;
   A: Traditional interview; It happens in the office and it consists of the interviewer and the candidate.
   B: Telephone interview: It is often use to narrow the list of people recieving the traditional interview(it is done through the phone)
   C: Panel interview: it takes place when numerous persons interview the same candidate at the same time.This safe time and gives the interviewer the opportunity to ask and know more about the prospective employee.
   4: Information interview: this type of interview are been conducted when there isn’t a specific job opportunity.this is to enable the organisation to have replacement at hand and as well be at alert of any lapses.
   5: Group interview: this takes place when numerous candidates are been interviewed at the same time.
   6: Video interview: it is manly use when the the location of the job is quite far for the candidate or base on some difficulties cannot attend the physical interview.
   The interview Plan determine the direction an d process that should be followed in recruiting new candidates, Establishing criteria for which candidate will be rated, develop interview questions base on analysis etc. However, there are types of questions to be considered in the interview process:
   A: situational interview Questions: Is based on evaluating the candidate ability, knowledge, experience and judgement.
   B: Behaviour Description interview Questions: these type of questions tends to assist the interviewer in knowing how a person would handle or has handled a situation.

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8. 1.What are the primary functions and Responsibility of a Human Resources manager in an Organization?
   Before we get into HRM activities, let’s start with a definition. Human Resource Management is the management of people to help them perform to the best of their abilities and, as a result, achieve better performance for the organization. This is summarized in a great quote by Stephen Covey: “An empowered organization is one in which individuals have knowledge, skills, desires, and opportunities to personally succeed in a way that leads to collective organizational success.”
   So what exactly is involved in Human Resource Management?
   HRM actually encompasses a long list of activities. I won’t give you the whole list, but let’s dive into seven of the most important HRM activities, before I explain what some of them have to do with hygiene.
   There are several skills crucial to human resource management, which can include the following:
   Organisational skills – It implies that the ability to organise and multitask is required. An HR manager must handle files while working continuously in many business units.
   Communication skills are necessary for H.R.M as well. The ability to present negative and positive news, work with various personalities, and coach employees are essential in H.R.M.
   Critical thinking skills – Critical and creative thinking and writing are abilities that will aid the HR manager. One of the primary duties of an HR department is to connect the HR strategic plan with the strategic business planning.
   Specific job skills – Computer skills, knowledge of employment legislation, writing and establishing strategic plans, and general creative thinking skills are essential in any management position, notably in human resource management.
   Furthermore, a strong sense of fairness and ethics will make for the ideal HR manager. Because HR collaborates with various departments to manage conflict and negotiate union contracts and salaries, the HR professional must have a strong understanding of business ethics and the ability to maintain confidentiality.

   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.

   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.

   Question 7
   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.

   Reply

9. HABIB YAKUBU
   Question 1
   Ans
   Hiring, training, compensation, benefits, performance management, organisational design, succession planning, and retention management—all fall under the functions of HR manager. They also ensure that employees are happy and well-supported to do their job well.

   A. Design Effective Onboarding and Training Programs
   Design comprehensive onboarding programs and facilitate training and development initiatives to ensure that the new hires feel welcome and supported. Furthermore, this also helps them to get better equipped to transition into their new roles smoothly.
   QUESTION 2
   And
   To bolster productivity, workplace morale and employee engagement in a corporation’s overall goals, human resources personnel need to foster an environment of open communication and active listening. It is vital that staff members feel their concerns and ideas are really being heard.

   A. Through regular and transparent communication, HR professionals can effectively communicate the organization’s goals, values, and expectations to employees. This creates a sense of purpose, alignment, and commitment among the workforce, leading to increased engagement levels.
   Poor communication often creates a tense environment where people are not motivated to be productive and not inspired to collaborate.

   QUESTION 4
   Ans
   Planning;The first step of any recruiting process is to identify the vacancy. This means establishing exactly what role the new recruit must play to meet the needs of your business.

   Analysis:The first step of any recruiting process is to identify the vacancy. This means establishing exactly what role the new recruit must play to meet the needs of your business.

   Searching:The real search begins at number three on our list of key recruiting process steps – it’s now time to implement the strategy you established at the beginning of the process. This means applying any relevant technology, kickstarting advertising campaigns, and showcasing defined aspects of your employer brand to win over the best talent.

   Screening:Candidate screening is one of the most crucial recruitment stages of all. This means assessing the suitability of your applicants in order to engage and pursue the strongest individuals.

   Engagement:Once you have selected the top applicants, it is time to engage your candidates to establish the best fit for the role. Contact is key at this stage; automating your SMS/email outreach can help to keep candidates engaged and informed throughout the process of
   recruitment.

   Selection:Once interviews have taken place, the review process must take place. This means comparing the performance of each candidate at the interview stage, and assessing which traits and skills are most desirable for the role in question.

   Onboarding:Congratulations! You’ve followed each of the recruitment process steps to make a positive hiring decision, and brought new talent to your team. A strong onboarding strategy is now crucial in order to secure the success of your new recruits. This includes introducing your candidate to their responsibilities, working environment, and colleagues – as well as carrying out any training necessary.

   A. make it easier to source talent, assess skills and qualifications, onboard new hires, manage employee strengths and recognize and reward top performers.

   QUESTION 7
   Ans
   Behavioral interview: this assess your actions and reactions in a specific professional setting or situation. These questions usually begin with phrases such as, “Tell me about a time when…” or “Give me an example of…” and often directly relate to key competencies or skills required for the job.

   Situational interviews: These are an effective tool for assessing a candidate’s suitability for a role. By presenting hypothetical scenarios that are specific to the job, interviewers can gain a better understanding of a candidate’s problem-solving skills, communication abilities, and overall fit for the organization

   A. Despite sharing many similarities, situational interview questions and behavioral interview questions are not the same. Situational interview questions ask interviewees to explain how they would react to hypothetical questions in the future, while behavioral interview questions ask interviewees to explain how they have dealt with actual situations in their past.

   Reply

10. 1.What are the primary functions and Responsibility of a Human Resources manager in an Organization?
    Before we get into HRM activities, let’s start with a definition. Human Resource Management is the management of people to help them perform to the best of their abilities and, as a result, achieve better performance for the organization. This is summarized in a great quote by Stephen Covey: “An empowered organization is one in which individuals have knowledge, skills, desires, and opportunities to personally succeed in a way that leads to collective organizational success.”
    So what exactly is involved in Human Resource Management?
    HRM actually encompasses a long list of activities. I won’t give you the whole list, but let’s dive into seven of the most important HRM activities, before I explain what some of them have to do with hygiene.
    There are several skills crucial to human resource management, which can include the following:
    Organisational skills – It implies that the ability to organise and multitask is required. An HR manager must handle files while working continuously in many business units.
    Communication skills are necessary for H.R.M as well. The ability to present negative and positive news, work with various personalities, and coach employees are essential in H.R.M.
    Critical thinking skills – Critical and creative thinking and writing are abilities that will aid the HR manager. One of the primary duties of an HR department is to connect the HR strategic plan with the strategic business planning.
    Specific job skills – Computer skills, knowledge of employment legislation, writing and establishing strategic plans, and general creative thinking skills are essential in any management position, notably in human resource management.
    Furthermore, a strong sense of fairness and ethics will make for the ideal HR manager. Because HR collaborates with various departments to manage conflict and negotiate union contracts and salaries, the HR professional must have a strong understanding of business ethics and the ability to maintain confidentiality.
    2. Explain the significance of communication in the field of Human Resources Management?
    Our communication styles can influence how successfully we communicate with others, how well we are understood, and how well we get along. Communication plays an essential role in H.R.M.
    However, mind that no one person “always” has one style. Depending on the situation, we can adapt our style. The better we communicate, the more we grasp our dominant communication style and the styles of others. Thus, strong communication skills are invaluable for those working in HR professions.
    There are four main types of communication. Given below is a description of them:
    1. Expresser.
    People with an expresser communication style tend to get excited. They like challenges and rely heavily on hunches and feelings. Depending on the type of business, this can be a downfall as sometimes hard data should be used for decision-making purposes. These individuals are easily identified because they dislike lengthy information or dry explanations and become agitated if they believe their time is being wasted.

    2. Driver.
    People with a driver style like to have their way and tend to be decisive. They have strong viewpoints, which they are not afraid to share with others. They like to be in charge of not only their professions but also of how they communicate. Drivers typically avoid casual conversation and get right to the point.

    3. Relater.
    People with a relater personality prefer positive attention and desire to be treated with respect. They want others to care about them and treat them well. They appreciate friendships by fostering an environment where people can feel at ease with one another will help them interact effectively with them.

    4. Analytical.
    People with analytical communication styles will act deliberately and ask countless inquiries. They dislike being forced to make a decision and want to be regimented. They can be identified by the large number of questions they ask.
    Listening

    Listening is another significant part of communication. There are three main types of listening:

    Competitive or combative listening – occurs when we are focused on sharing our point of view instead of listening to someone else.

    Passive listening – happens when we are interested in hearing what the other person is saying and assume we hear and understand what the person says correctly without verifying.

    Active listening – occurs when we are engaged in what the other person has to say and includes confirming our interpretation of what the speaker says is right. For example, we could restate what the person said and then double-check that our understanding is correct.

    Generally speaking, active listening tends to work best in practice as it provides feedback. Active listening involves four phases:

    Sensing – hearing, seeing, and receiving verbal and nonverbal aspects of the message.

    Interpreting – this phase entails the receiver interpreting the message into a meaningful context. 

    Evaluation – this phase requires the receiver to sort fact from opinion, including logic and emotion.

    Response – this stage requires providing feedback to the sender on how well their message was perceived.

    Nonverbal Communication
    Nonverbal language accounts for a large part of communication. It is easier to have misunderstandings without seeing and hearing nonverbal clues.
    For example, consider the use of digital forms of communication, such as e-mail and text messaging. These forms of communication do not allow us to read another’s body language, which can often result in misconceptions about what another is saying. It can be advisable to converse in person or over the phone if you have anything vital to say.
    Nonverbal language can include:
    Facial expressions
    Eye contact
    Standing or sitting posture
    Tone of voice 
    Physical gestures
    Positioning of hands
    The more adept we get at understanding body language—our own and of others—the better we will be at effectively communicating with others. For instance, using the same tone, speed, and posture might assist the listener in feeling more at ease and make concepts easier to understand.
    3.

    Reply

    1. 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.
       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.

       Reply