Question 2 Case study and analysis passage for answering sub-questions a, b and c. As the HRM personnel charged with the schedule to effect payment of increment associated with promotion you have taken it upon yourself to create the awareness in the subject matter. This has arisen because promotion means moving a staff from a lower level of responsibility to a higher level. Thus, an internal stakeholder who is a principal shareholder of an organization probes into why employees should be promoted commiserating with pay increment which eats into dividends declared on their investments. Promotion comes with a higher status and remuneration on the basis of seniority, competence and formal decision. It helps an organization to be proactive in approaching progression of goals and retroactive by responding to crises in replacing vacant positions to meet goals yet to be met. Reasons why some staff are not promoted after performance appraisal can be ascribed to poor performance at interview and questionable character exhibited at the workplace to both colleagues and customers not reflecting in excellent performance to achieve objectives and targets as part of performance planning of assigned job. It involves selection and placement based on factors including sill level, work experience with educational qualifications, tests/interview results, references and consultation with the hiring department as well as medical check-ups. The next stage is subjecting selected applicants to be tested as a form of assessment with the aim of providing potential employer with an insight into 5 whether those tested could cope with the intellectual demands of the job and how well to work with other people. Some of the tests are cognitive (measures mental abilities in intelligence, reassuring), Motor/Physical Abilities (tests based on finger/manual dexterity with speed of arm movement) and achievement test (an examination designed to test the knowledge of a person in subject areas). Finally, an interview is conducted as a tool or technique to ask questions by the interviewer or by the panel member for answers from the interviewee which is scored over 100% marks recorded on a score sheet to be used for publication of results to be followed-up with official letter issued to that effect. The aim of interview is to find a suitable and competent candidate with both academic/professional qualifications, skills and experience for the job based on successful candidates who have passed the interview.

a) Ascertaining the importance of promoting staff after appraising their performance is a booster to make them both efficient and effective in their jobs. Make application of any two reasons for promoting staff after performance appraisal.

b) Analyzing staff performance gives a direction when selection test is administered for decision making by HR Department. For this reason, differentiate between cognitive test and achievement test as the basis for selection of a candidate for a new job or for promotion. AN

c) Evaluating any two cogent points as to why employees are interviewed helps to facilitate in drafting formal communication to the candidates involved. Subject this statement to further details or explanation.