Human Resource Management-Basic Practices - Stage-II
ISQ Examination (Summer-2007)


Q.1 (A) Elaborate briefly the following: (10)
i
 Define the scope of strategic human resources
ii
 Relationship between motivation and satisfaction
iii
 Relationship between employee values and attitude
iv
 Differentiate between training and development
v
 Differentiate between recruitment and selection

Q.1 (B) State True or False in the answer column. (10)
i
 Job of an Executive Secretary involves singular repetitive work
ii
 Indirect Intervention require authority to hire and fire
iii
 Motivation is salary dependent phenomenon
iv
 Psychological contract can be effectively changed through direct intervention
v
 Key performance indicators describe the role function of a particular job
vi
 Motivation is not salary dependent phenomenon
vii
 Attitude can be effectively changed through direct intervention
viii
 Key Responsibility Indicators describe the output of a particular job
ix
 Job targets help define the job directions
x
 Employee appraisal and performance evaluation have same meaning
xi
 Managing performance through targeted recruitment policy is an indirect approach
xii
 Performance planning entails employees’ career development
xiii
 Job roles and goals are one and same thing
xiv
 Performance plan provide basis of employee performance benchmarks
xv
 Testing is a sub function of recruitment
xvi
 Recruitment and selection have same meaning
xvii
 Managing performance through targets alone leads to chaos
xviii
 Performance planning is all about career planning
xix
 Job roles and goals are one and same thing
xx
 Performance plan reflects directions standards and targets

Q.2 (A) Elaborate upon the following: (20)
i
 Scope of industrial relations in a bank setting
ii
 Need for lateral inductions in Pakistani banking sector
iii
 Pros and Cons of Job hoping from the organization’s perspective
iv
 Core competencies of a successful Bank Teller
v
 Human resources planning process

Q.2 (B) Analyze the role of Human Resource specialist in managing banks’ competitive advantage. (05)

Q.3 (A) Discuss the scope of Customer Relationship Manager’s job in a bank setting (05)

Q.3 (B) Describe functions of a Branch Manager (05)

Q.4 (A) Elaborate Equal Employment Opportunity and its impact on banks’ productivity (05)

Q.4 (B) Critically analyze the need for gender mainstreaming in the work place. (05)

Q.5
Please review the advantages and disadvantages of pay-for-performance culture in banks from the following angles: (10)
a
 Employees’ performance and productivity
b
 Employee satisfaction and retention
c
 Competition for quality human resources in the industry

Q.6
Take a stock of the immediate work environment of local branches. Also identify drivers and restraints within the environment for higher employee performance. (10)

Q.7
Discuss modern day employment practices and evaluate their repercussions on the industry, banks and individual employees. (10)

Q.8 Discuss the scope of performance planning in a branch setting (05)