LET THE GOOD TIMES ROLL HUMAN RESOURCE MANAGEMENT: BUS 305

IT’S NOT TOO LATE TO TRANSCEND YOUR CGPA SINCE THE

JOURNEY STILL RUNS THROUGH

Real Amoah, R.A

PAST QUESTIONS AND ANSWERS: HUMAN RESOURCE
MANAGEMENT

HUMAN RESOURCE MANAGEMENT: BUS 305

Compiled by: Real Amoah, R.A

HUMAN RESOURCE MANAGEMENT: BUS 305 REAL AMOAH, R.A

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TABLE OF CONTENT

INTRODUCTION PAGE 2-3

END OF FIRST SEMESTER EXAMINATION 2015/2016 PAGE 4–6

END OF FIRST SEMESTER EXAMINATION 2014/2015 PAGE 7—10

ANSWERS TO OBJECTIVE-TEST FIRST SEMESTER 2014/2015 PAGE 10

END OF FIRST SEMESTER EXAMINATION 2012/2013 PAGE 11—16

END OF FIRST SEMESTER EXAMINATION 2011/2012 PAGE 17-- 18

NOTE: QUESTIONS ON 2016/2017 WOULD BE MADE

AVAILABLE IN HARD COPIES

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“MY INTEREST IS TO SERVE YOU BETTER”

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REAL AMOAH IS THE NAME

R.A IS THE BRAND

ABOUT REAL AMOAH

Real Amoah is an optimistic gentleman with great enthusiasm for leadership.
He’s a student of UCC, School of Business and reading Bachelor of
Commerce (ACCOUNTING) LEVEL 300. He’s also the current UCCABS
President and pursuing his professional career with ICAG, Level 2. He
shares his affiliation with VALCO HALL

He believes leadership involves a lot but the most vital is the ability to
impart others positively with the capacity bestowed in him. He drives with
the motor ‘’My Interest Is To Serve You Better’’. R.A now intends to use
this great privilege to announce his good intentions as he wishes to aspire for
UCC, LOCAL NUGS PRESIDENT 18’19.

Let’s all embrace good and effective leadership in our generation. I believe
together we stand to cause a mountain to move.

THANK YOU ALL ONCE AGAIN.

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UNIVERSITY OF CAPE COAST

COLLEGE OF HUMANITIES AND LEGAL STUDIES

SCHOOL OF BUSINESS

DEPARTMENT OF MANAGEMENT STUDIES

END OF FIRST SEMESTER EXAMINATIOAN – 2015/2016

BUS 305: HUMAN RESOURSE MANAGEMENT

INSTRUCTIONS: ANSWER THREE QUESTIONS IN SECTION A AND ALL IN SECTION B

SECTION A: ANSWER QUESTION ONE ANY OTHER TWO QUESTIONS

1. THE DILEMMA OF THE NEW BOARD MEMBER

As a new board member of the board of directors of a local bank, Kwame Ofosu was
introduced to all the employees in the head office. When he was introduced to Patience
Nyamekye, he was curious about her work and asked her what the machine she was using did.
She explained that she had only been working there for 2 months. However, she did know
precisely how to operate the machine. According to the supervisor, she was an excellent
employee.

At one of the branch offices, the supervisor in charge spoke to Ofosu confidentially,
telling him that something was wrong, but she didn’t know what. For one thing, she explained,
employee turnover was too high and no sooner had one employee been put on the job than
another one resigned. With customers to see and loans to be made, she continued, she had
little time to work with the new employees as they came and went.

At the branch supervisors hired their own employees without communication with the
head office or other branches. When there is a job opening, the supervisor tried to find a
suitable employee to replace the work who had quit.

After touring the 22 branches and finding similar problems in many of them, Ofosu
wondered what the head office should do or what actions he should take. Their banking firm
generally was regarded as being a well-run institution that had grown from 27 to 191
employees during the past 8 years. The more he thought about the matter, the more puzzled
Kwame Ofosu became. He couldn’t quite put his finger on the problem, and he didn’t know
whether to report his findings to the president of the company,

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Answer the Following Questions

i. What do you think is causing some of the problems in the bank’s head office and branches?

(Identify any four causes) (4 Marks)

ii. Do you think setting up an HR unit in the head office would help the bank? Why? (5 Marks)

iii. Explain any three major functions that the HR unit should carry out? (6 Marks)

iv. In your opinion, what is your assessment of Patience Nyamekye’s answer to

Kwame Ofosu’s question? (5

Marks)

2. As the human resource officer in your organization, you have been asked to recruit for
the post of senior administrative assistant externally. However, your manager wants you
to convince him on why the position should not be recruited from within the
organization but outside. Provide four reasons for recruiting from outside the
organization. (10 Marks)

3. Your bank has just completed the human resource planning process for the coming year.
There happens to be a shortage of cashiers in the bank but the number of cleaners is
over and above what is required. What three actions each will you take to rectify the
surplus and shortage situation?
(10 Marks)

4. (a) Describe any two advantages each of on-the-job and off-the-job training
methods.
(6 Marks)
(b) List any four factors that create the need for training and development in
organizations.
(4 Marks)

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SECTION B: WRITE THE CORRECT ANSWER FROM THE GIVEN OPTIONS

1. Why is it not too important for organizations to undertake employee selection process?

A. Legal implications B. Sieve for the right candidates

c. Too many applications received D. None of the above

2. Which of the following is a human resource management function?

A. Personal credibility B. Workshops and seminars
C. Employee turnover D. Mentoring and coaching
3. In forecasting the supply for future employees, an organization can analyze the internal
labour supply by using all EXCEPT:
A. Staffing tables B. Skills inventories
C. Markov analysis D. All of the above

4. Delphi Technique is an ……………………………………………..

A. Expert estimate technique developed by the Rand Corporation in the 1940s
B. Expected estimates technique developed by Rand Corporation in the 1950s
C. Estimated technique developed by the Rand Corporation in the 1950s
D. None of the above

5. A work environment which makes the life of the worker uncomfortable, stable, and
unpleasant is known as……………………………………
A. Hostile environment B. Uncomfortable environment
C. Offensive environment D. Traumatic environment

6. Management forecast which is the opinions and judgments of supervisors and

departmental heads who have experience and are knowledgeable is a ………………………
A. Qualitative forecasting techniques B. Quantitative forecasting
techniques
C. Qualitative/quantitative forecasting techniques D. None of the above

7. Equal employment opportunity includes all the following EXCEPT:

A. Equal treatment B. Unequal impact
C. Disparate impact D. Past discrimination

“MY INTEREST IS TO SERVE YOU BETTER”

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UNIVERSITY OF CAPE COAST

COLLEGE OF HUMANITIES AND LEGAL STUDIES

SCHOOL OF BUSINESS

DEPARTMENT OF MANAGEMENT STUDIES

END OF FIRST SEMESTER EXAMINATIOAN – 2014/2015

BUS 305/SBU 209: HUMAN RESOURSE MANAGEMENT

TIME: 2 HOURS

INSTRUCTIONS: ANSWER THREE QUESTIONS IN SECTION A AND ALL IN SECTION B

SECTION A- Each question carries equal marks.

1. (a) Explain any two performance techniques or methods.
(6 marks)
(b) Discuss any two ways in which an organization can benefit from its
Human Resources Information System.
(6 marks)
(c) Enumerate three reasons why HR managers must plan their human resource
(3 marks)

2. Differentiate between the following concepts

a) Training and Development (3 marks)
b) Job analysis and Job design (3 marks)
c) Job description and Job specification (3 marks)
d) On-the-job training and Off-the-board training (3 marks)
e) Apprenticeship and Mentorship training (3 marks)

3.
a. State any three reasons why organizations recruit employees. (3 marks)
b. Outline any two reasons why employers undertake selection process. (2 marks)
c. Explain two methods each of recruiting from within and outside the
organization. (6 marks)

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d. Identify two advantages each of internal recruitment and external

recruitment. (4 marks)
SECTION B- ALL QUESTIONS CARRY ONE MARK EACH
Instructions- Choose the best option for question
1. Employees of Paul and Sons Limited have undergone an intensive training a year ago.
The company now wants to assess the performance of their employees. The company
should engage in………………………
A. Performance management B. Training management
C. Organizational appraisal D. Performance appraisal

2. An instrument is said to be reliable if it ………………………………

A. Measures a criteria the same with everyone
B. Measures validity each time it is used
C. Measures works well with certain classes

3. Which of the following is not a qualitative approach to forecasting the demand of

resource in the organization?
A. Management forecast B. Delphi technique
C. Experts Opinion D. Replacement Chart

4. The use of …………………..focuses the evaluator’s attention on key behavior that

distinguish effective from ineffective work performance.
A. Simple analysis B. Job analysis
C. Critical incidents D. Graphical rating scales

5. Which of the following provides information relating to potential employees likely to fill
top management vacancies when the need be?
A. Succession plan B. Replacement charts
C. Career plans D. Management forecast

6. The functions of human resources management include all the following except
A. Coaching B. Compensation
C. Auditing D. Recruitment

7. Which of the following schools of thought of HRM did prove to be an effective

management tool that increased workers’ productivity but was criticized for treating
workers like tools and not human.

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A. Scientific Management System B. Human Relations System

C. Craft System D. Personnel Management System

8. The following are the responsibilities of HR manager except:

A. Advice and Counsel B. Employee Advocate
C. Policy formulation and implementation D. Employer Advocate

9. The consequences of poor management of an organization’s human resources include:

A. Employee Turnover B. Poor Performance
C. Legal Suit D. All of the above

10. Which of the following is not a contemporary challenge that Ghanaian organizations are
facing?
A. Endorsing Technology B. Managing Change
C. Retaining Employees D. Outsourcing Employees

11. If a trainee is moved periodically from one job to another, he acquires a general
background knowledge of all the competences required to perform each work in the
organization. This method of training is known as …………………………….
A. On-the-job training B. off-the-job training
C. Job evaluation D. Job rotation

12. In .............................…... new employees are introduced to the job, the practices,
politics, policies and goals of the organization.
A. Inductive training B. Vestibule training
C. Role-playing D. Sensitive training simulation

13. In using the………………………..for collecting job analysis data, structured questions are
sent out to job-holders for completion, and are returned to the job analyst.
A. Structure interview B. Interview schedules
C. Survey questionnaires D. Personal observation

14. Which of the following gives us a comprehensive explanation of what is done on the job,
how it is done, and why I is done?
A. Job summary B. Job duties
C. Job identification D. Job analysis

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15. Which of the following usually includes the job title, division and code number of the
job?
A. Job identification B. Job duties
C. Job summary D. Job analysis

ANSWERS TO OBJECTIVE TEST 2014/2015 END OF FIRST SEMESTER.

1. D 2. A 3. D
4. D 5. A 6.C
7. A 8. D 9. D
10. D 11. D 12. A
13. C 14. D 15. D

REAL AMOAH IS THE NAME

R.A IS THE BRAND

“MY INTEREST IS TO SERVE YOU BETTER”

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UNIVERSITY OF CAPE COAST

COLLEGE OF HUMANITIES AND LEGAL STUDIES

SCHOOL OF BUSINESS

DEPARTMENT OF MANAGEMENT STUDIES

END OF FIRST SEMESTER EXAMINATIOAN – 2012/2013

BUS 305: HUMAN RESOURSE MANAGEMENT

TIME: 2 HOURS

Section A: Answer the following TRUE/FALSE questions

1. Under the craft system, the production of goods and services was generated by a group
of individual workers. True/False
2. Selection aims at attracting applicants whose qualification matches certain job criteria.
True/False
3. A contract of service is the relationship between an employer and an independent
contractor. True/False
4. Section 11 of the labour Act requires the employer to work conscientiously in the lawful
chosen occupation. True/False
5. Job enlargement assumes that work can be broken down into simple repetitive tasks
that maximize efficiency. True/False
6. Job analysis identifies the tasks, duties and responsibilities of a particular job.
True/False
7. Job design involves organizing work into the tasks required to perform a specific job.
True/False
8. Off-the-job training is a method by which employees are given hands on experience
through instructions from their trainers. True/False
9. The basic difference between training and development is that while training is broadly
focused and oriented more toward broadening the KSAs, development is narrowly
focused and oriented towards short-term performance concerns. True/False
10. In defending discrimination practices, the employer can use the labour market
comparism as prima facie evidence. True/False

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11. To demonstrate job-relatedness, the employer must show that the criteria utilized to
select applicants or the information used in selection decision is essential for the
performance of the job. True/False
12. Competitive strategy is an organizational factor that can influence the demand for
labour. True/False
13. When HRP shows a surplus of jobholders, organizations have several staff possibilities,
including hiring full-time employees, having employees work overtime, recalling laid-off
workers and using temporal employees. True/False
14. Generally, employees are compensated according to the time they contribute to the job
the amount of work they produce on the job. True/False
15. One of the factors that to consider when designing employee pay system is determining
appropriate differentials between jobs. True/False
16. In general, white collar jobs are paid on hourly basis (wages) whereas blue collar jobs
are paid salary. True/False
17. Under the labour Act, the period for nursing a baby shall be considered as working
hours. True/False
18. Termination is deemed to be unfair if the contract of employment was terminated by
the employer on grounds of incompetence, proven misconduct and redundancy.
True/False
19. In a closed internal recruitment, employees are made unaware of job openings and have
the opportunity to apply. True/False
20. Private employment agencies serve primarily blue-collar workers while public
employment agencies mostly deal with white-collar workers.
True/False

Section B: Answer the following OBJECTIVE questions

21. Which of the following has the advantage of on-the-job training?

A. Coaching B. Apprenticeship
C. Simulated training D. Audio-visible training

22. The following are the responsibilities of the Human resource manager except.
A. Advice and Counsel B. Service
C. Policy formulation D. None of the above

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23. An employee facing unjust treatment may probably consider any one of the following
actions except
A. Exist B. Stay
C. Voice his concern D. None of the above
24. The right of all people to seek and work in an environment that allows them to advance
in their career on the basis of merit is known as
A. Workforce productivity B. Equal employment opportunity
C. Bona-fide occupational qualification D. Recruitment and selection

25. The manipulation of the content, functions and relationships of jobs in a way that both
accomplishes organizational pursue and satisfies the personal needs of individual job
holders is known as……..
A. Job Analysis B. Job scope
C. Job design D. Job depth

26. A formal/informal systematic modification of employee behavior through education is

referred to as:
A. Employee appraisal B. Employee training
C. Employee specialization D. Employee turnover

27. Which of the following is the third phase of the human resource training process?
A. Designing the training programme B. Optimizing transfer of learning
C. Implementing the training programme D. Evaluating the training programme

28. The following are ways employers can demonstrate a prima facie case of disparate
treatment or disparate impact except
A. Job related B. Bona fide occupational qualification
B. Business necessity D. None of the above

29. Apprenticeship, coaching and lectures are examples of:

A. On-the-job training B. Off-the-job training
C. Management development D. None of the above

30. Which of the following is NOT considered when designing a training programme?
A. Instructional objective B. Principle of learning
C. Giving feedback D. Training readiness and motivation

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31. Job…………..may be defined as the systematic process of determining the relative worth
of jobs in order to establish which job should be paid more than others within the
organization.
A. Implementation B. Designing
C. Evaluation D. Description
32. The strategic and coherent approach to the management of organization’s most valued
assets who individually and collectively contribute to the achievement of its objectives is
known as……….
A. Human Resource B. Human Resource Management
C. Human Resource Planning D. Human Resource Development

33. Which of the following recruitment source is mostly likely to include some applicants
who do NOT really want to work?
A. Newspaper. B. Direct applicants
C. Public employment service agencies D. Executive search firms

34. The correct name of Ghana’s Labour Act is ……………..

A. Labour Act, 2003 (ACT 651) B. Labour Act, 2003 (Act 615)
C. Labour Law (Act 651) D. Labour Act, 2003 (Act 516)

35. While…………….management did prove to be an effective management tool that

increased the productivity of workers, it was criticized for treatment workers as tools or
implements.
A. Personal B. Human Resource
C. Scientific D. Bureaucratic

36. In their………………..role, HR managers have been viewed as the voice of employee

concerns.
A. Strategic B. Employee Advocate
C. Counsellor D. Consultant

37. The employer has one of the following rights

A. Work under satisfactory, safe and healthy conditions
B. Form or join a trade union
C. Be trained and retrained for the development of his/her skills
D. Formulate policies, execute plans and programmes to set target

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38. Which of the following does NOT form part of protected class in Ghana?
A. Children B. Women
C. Disables D. Adults

39. Under the labour Act, it is an effective to employ a young for any work that exposes the
person to any of the following physical and moral hazards except,
A. Dusty, sunny or windy areas
B. Manual lifting of loads in excess of 25Kgs
C. The use of substance and materials that emit harmful gases
D. Production and screening of pornographic materials

40. The two basic approaches to forecasting demand for employees are
A. Judgmental and qualitative B. Quantitative and scientific
C. Statistical and quantitative D. Statistical and Judgmental

SECTION B: ANSWER ANY ONE QUESTION

Q1.

At a workshop organized for the newly appointed human resource managers of DORAFEX LTD,
you were asked to give a talk on the topic ‘the conflicting strategies for ensuring fair
employment in Ghana’. In your delivery, you observed that the managers’ understanding of the
following concepts, as they relate to the topic was inadequate.

a) Discrimination
b) Affirmative Action
c) Bona fide occupational qualification
d) Adverse impact
e) Disparate treatment

The organizers intervened and asked you to focus on only these terms. Present your
explanation with examples where necessary. (20 Marks)

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Q2a.

Discuss any three advantages and two disadvantages of recruiting internally versus externally.

(10 Marks)

2b.

What are the main objectives for designing an effective employee compensation system?
(10 Marks)

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UNIVERSITY OF CAPE COAST

COLLEGE OF HUMANITIES AND LEGAL STUDIES

SCHOOL OF BUSINESS

DEPARTMENT OF MANAGEMENT STUDIES

END OF FIRST SEMESTER EXAMINATIOAN – 2011/2012

BUS 305: HUMAN RESOURSE MANAGEMENT

TIME: 2 HOURS

INSTRUCTIONS: ANSWER ANY THREE QUESTIONS

1. a. Differentiate between recruitment and selection. (2 marks)

b. List and explain three reasons why organizations undertake recruitment. (6 marks)
c. As HR manager, you want to evaluate the training received by some machine
operators. Explain how to evaluate the training at four different levels. (8 marks)
d. List any four reasons why performance appraisals fail. (4 marks)

2. a. State and explicate four factors that create the need for training and
development. 4 marks
b. Using the systems model of training describe the phases of training process. 4 marks

3. a. Explain the term ‘’performance appraisal’’. 3 marks

b. List and explicate any four human errors in performance appraisal process. 8 marks
c. Explicate three reasons why orientation of employees is important in organization.
d. List and describe three legal tools employees can use when negotiation fails. 3 marks

4. a. What is Industrial Relations? 2 marks

b. Identify and explain the three methods that are used in resolving industrial disputes
in Ghana. 6 marks
c. Explain three on-the-job training methods you know. 3 marks
d. As HR consultant advice your client on any three types of compensation packages
available for implementation and expound on three reasons why there must be a just
and equitable compensation package in his/her organization. 9 marks

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5. a. Explain three reasons for promoting health and safety at the workplace. 6 marks
b. With examples differentiate between Occupational Safety hazard and Occupational
Health hazard. 4 marks
c. Explicate three ways by which Placement can be properly carried out. 6 marks
d. Employers need to put in place measures as required by the Factories, Offices and
Shops Act 1970 to curb health issues in an organization.
List and explain any eight of these measures. 4 marks

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