Strategic Human Resource Management - Associateship
ISQ Examination (Summer-2007)


Q.1 (A)
Prepare the Job Description of a Branch Manager of a large size Commercial Bank. (05)
Q.1 (B)
Job application blank collects information about recruits in a uniform manner. Please prepare a format of a Job Application Blank. (05)

Q.2 (A)
Mention five types of incentive systems to motivate employees with brief description. (05)
Q.2 (B)
Mention any seven factors for causing demand for Human Resources in future in an organization: (05)

Q.3
ABC Bank faced a severe employee turnover problem. The Bank’s annual turnover rate was nearly 20 percent among executives engaged in consumer and retail banking. Among relationship managers, the rate was almost 25 percent.

Salary surveys repeatedly showed that the Bank pay levels are 10 to 12 percent above those for comparable jobs in the labor market. The fringe benefit program was not as impressive, but Management thought it was competitive. Employees received paid vacations and holidays and Eid bonuses. Although some employees complained about the Bank’s benefits, complaints varied widely and no one benefit seemed to be the key issue.

To make the bank’s problems worse, it operated in a competitive labor market. Thus jobs some times took weeks to fill. To hire specialized people almost always meant recruiting them at much higher salary.
i
What changes do you think should be made in the Bank fringe benefit program? (05)
ii
To overcome the Bank’s recruitment problems, what other changes do you suggest? (05)

Q.4
Why would an HR department use seniority-based promotions and what problems might arise? (10)

Q.5
Research suggests that interesting jobs and good pay are the two factors in jobs that are most important to people and contribute to employee motivation. Discuss. (10)

Q.6
Suppose you were asked to design a training program to ensure that supervisors performed more accurate performance appraisals. What key topics would you include? (10)

Q.7
Why should an HR department be concerned about career planning, especially since employee plans may conflict with the organization’s objectives? What advantages does an HR department expect to receive from assisting career planning? (10)

Q.8
If you had an employee who had been working for six or seven years in the same job, what signs would you look for to tell if this person was becoming obsolete? Also briefly mention the advantages of job rotation. (10)

Q.9 Briefly discuss (a) Job enlargement, and (b) Job enrichment. (10)

Q.10
Case Study: (10)
 

You are expected to develop a tentative Performance Plan for Head HR of a local financial institution in the light of following scenario. “A local financial institution has inventory of employees with average length of service above 15 years. The employees are predominantly groomed in the manual operational banking only. The bank is facing paradigm shift from operational efficiency to effective marketing. The management places much emphasis on aligning the employee inventory with the emerging trends. (Use the template).

Job / Position Title: Head of Human Resources

i)       Position Role: How does the employee performance is likely to impact organization?

ii)      Position Goal: WHAT an employee is expected to accomplish?

iii)     Key Result Area: In what directions performance is expected.

iv)     Key Performance Indicators: HOW WELL is the performance expected?