Scribd
Upload
149 views

HRM - Group Assignment - II (Reg & Ext)

1. The document outlines an assignment for an MBA course on Human Resource Management. It includes 5 analytical questions related to job advertisements, recruitment, selection, employee separation, and performance evaluation. Students are asked to answer each question in a paragraph with references. 2. One question involves designing a job description for a university lecturer position in HR management. Another asks how an employer can deal with an influx of unqualified applicants during recruitment and selection. 3. The final two questions discuss communicating limited pay raises after a successful year and evaluating all employees when exceptional work was done. Students are asked to consider managerial implications in their responses.

Uploaded by

Jose Mourinho
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
149 views

HRM - Group Assignment - II (Reg & Ext)

1. The document outlines an assignment for an MBA course on Human Resource Management. It includes 5 analytical questions related to job advertisements, recruitment, selection, employee separation, and performance evaluation. Students are asked to answer each question in a paragraph with references. 2. One question involves designing a job description for a university lecturer position in HR management. Another asks how an employer can deal with an influx of unqualified applicants during recruitment and selection. 3. The final two questions discuss communicating limited pay raises after a successful year and evaluating all employees when exceptional work was done. Students are asked to consider managerial implications in their responses.

Uploaded by

Jose Mourinho
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 2

GAGE UNIVERSITY COLLEGE

MBA PROGRAM
Group Assignment-III for the Course Human Resource Management (MBA 642)
Weight: 15%
Deadline for submission: 10/07/2021
Analytical Questions
Discuss the analytical questions given below and provide your answers in a paragraph or so. Please
enclose the reference list to the final comprehensive report containing your answers to the
questions. Each question is worth 3 points.
1. Select two job advertisements from any of the national newspapers and produce a short
comparative report on how the advertisements meets the criteria set by Armstrong (2003)
provided as follows.
a. Attracts attention: the ability to successfully compete with other job advertisements in that media.
b. Creates and maintains interest: the ability to communicate accurate information about the job,
the company, the rewards, the nature of the job and the type of person wanted and do all this in
an interesting and attractive way.
c. Stimulate action: being sufficiently strong for potential applicants to read it to the end and then
make the time and effort to respond in the required way, and the ability to discourage unsuitable
applicants from applying.
2. Assume that Gage University College is contemplating to hire a lecturer in the field of Human
Resources Management to fill up the position created as part of its program expansion plan.
The university seeks your advice as to how to conduct an analysis for the said job. Design job
description and specification for a university lecturer in the specified field of specialization.
3. Recent economic difficulties, restructurings, and plant closing have left many people without
jobs and looking for new career paths. A hiring employer can now enjoy being able to select
from among far more applicants than typical. Unfortunately, many of these applicants lack
qualifications for the jobs. How can a hiring employer avoid or deal with this glut of
unqualified applicants? How can the problem be approached in recruitment? In selection, what
tools would you recommend when an employer is facing a large number of applicants?
4. After eight years as a marketing assistant for the Addis Ababa Office of a large Commercial
Bank, Samrawit was told that her job, in a nonrevenue-producing department, was being
eliminated. Her choices: She could either be laid off (with eight months’ severance pay) or
stay on and train for the position of credit analyst, a career route she had turned down in the
past. Nervous about making mortgage payments on her new condominium house, Samrawit
agreed to stay, but after six months of feeling miserable in her new position she quit. Was her
separation from the bank voluntary or involuntary? Can you think of situations in which a

1
voluntary separation is really an involuntary separation? What are the managerial implications
of such situations?
5. You’re the owner of a 25-employee company that has just had a fantastic year. Everyone pulled
together and worked hard to achieve the boost in company profits. Unfortunately, you need to
sink most of those profits into paying your suppliers. All you can afford to give your workers
is a 3 percent pay raise across the board. At appraisal time, how would you communicate praise
for a job well done coupled with your very limited ability to reward such outstanding
performance? Now assume you can afford to hand out some handsome bonuses or raises. What
would be the best way to evaluate employees when everyone has done exceptional work?

You might also like