$1\mathrm{.}0$ The business function concerned with all aspects of how people are employed

and managed in an organization is called

A Production and operations management

B Human resource planning

C Human Resource management

D Training and development

$2\mathrm{.}0$ Which of the following is correct about Human Resource management policy

goal?

A Integration with strategic business planning

B Reinforcing appropriate

C create organization competitive advantage

D All of the above

$3\mathrm{.}0$ The theory that states that competitive advantage is achieved if a firm$$s

resources are valuable, rare and costly to imitate.

A Motivational theory

B Contingency theory

C Human capital theory

D Resource$-$based view theory

$4\mathrm{.}0$ Which of the following is characteristic of employment contract?

A Written statement

B Letter of engagement

C Job description

D All of the above

$5\mathrm{.}0$ The principal purpose of a payment policy in an organization is to

A attract sufficient and suitable employees

B Retain employees who are satisfied

C Reward employees for effort, loyalty, experience and achievement

D all of the above

$6\mathrm{.}0$The HRM model that emphasises the quantitative, calculative and businessstrategic aspects of managing human resources in as $$rational$$ a way as for any

other economic factor$$ is called?

A Hard Model.

B The European model

C Soft model

D contemporary model

$7\mathrm{.}0$ Equal opportunity HRM policies is about

A Achieving equality at work

B enabling individuals to have fair access to job opportunities

C Non$-$discrimination of employees

D None of the above

$8\mathrm{.}0$ Which of the following is a key factor influencing pay

A organization$$s ability to pay

B Cost of living

C Bargaining power of the trade unions

D all of the above

$9\mathrm{.}0$ Any systematic approach to performance appraisal will commerce with an

appropriate

A Interview appraisal

B agreed action

C Appraisal form

D job improvement plan

$10\mathrm{.}0$ Reasons why appraisal is carried out in organization is$?$

A To identify an individual$$s current level of job performance

B to identify employee strengths and weaknesses

C to enable employee to improve his$/$her performance

D All of the above.

$2$ marks each x $10=20$ marks

Section B case study:

Standard Chartered Bank uses a human capital scorecard to analyse its data. This is

produced on a quarterly and annual basis with various cuts of the same data

produced for different business segments and countries, in addition to a global

report. This comprises a series of slides with commentary to enable managers to

understand the data. The data is also included in twice$-$yearly board reviews on

people strategy and forms part of the annual strategy planning process. The

scorecard data is reviewed within each global business by a top team $$People

Forum$.$ At country level, each local chief executive and his or her management

committee reviews key trends in order to specify areas they need to focus on$.$ In

addition, the bank uses qualitative analysis to examine trends and this has led it to

identify the role of the manager as mediating the relationship between engagement

and performance. In turn, this has led to a focus on qualitative research to identify

what raises the bank$$s best managers above the rest. A further example is a

qualitative analysis of high performance in selected customer$-$facing roles to

determine the key behaviours that continue to drive customer loyalty.

Answer both questions

Q$1$

a$)$ Evaluate the main reasons why standard chartered Bank uses human capital

scorecard to analyse its data? $(5$ marks$)$

b$)$ If you were a president at standard Chartered Bank at the global office, would

you encourage your country managers to continue to review business

performance through $$People forum$?$ what are the pros and cons$(6$ marks$)$

c$)$ Summarise the linkage between HR activities and organisational performance

at standard chartered Bank? $(4$ marks$)$

d$)$ In your opinion, for which position would you apply $360-$degree evaluation at

Standard chartered bank? Why $(5$ marks$)$

Total marks $20$

Q$2.$

a$)$ As the HR Director for standard chartered Bank, you notice that the

performance of your senior executive is decreasing. You decide to overcome

this problem. List and discuss four suggestions to increase his performance.

$(5$ marks$)$

b$)$ Design a competitive salary scheme for executives at standard chartered

bank. You are required to apply the steps listed for the process to create a

competitive pay plan? $(5$ marks$)$

c$)$ One of your employees at standard chartered bank decides to contest for a

position in a union. What is your role as a HR Director in this matter? $(4$

marks$)$

d$)$ As a HR director at standard chartered bank $,$ you realise that $40\%$ of your

international assignment among your staff fail. Your top management

requests you to justify and provide a solution to this issue. Prepare a report to

justify the reasons and list and discuss four suggestions to solve this issue. $(6$

marks$)$

Total marks $20$

Section C; answer any two questio