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RLM621S - Human Resources for Line Managers - 2nd Opp - Nov 2022 |
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n Am I BI A u n IVE Rs ITY
OF SCIEnCE Ano TECHnOLOGY
FACULTY OF COMMERCE, HUMAN SCIENCESAND EDUCATION
DEPARTMENT OF GOVERNANCE AND MANAGEMENT SCIENCES
QUALIFICATION: BACHELOR OF HUMAN RESOURCES MANAGEMENT
QUALIFICATION CODE: 07BHRM
LEVEL: 7
COURSE CODE: RLM621S
SESSION: January 2023
COURSE NAME: HUMAN RESOURCESFOR LINE MANAGERS
PAPER: THEORY
DURATION: 3 HOURS
MARKS: 100
SECOND OPPORTUNITY/SUPPLEMENTARY EXAMINATION QUESTION PAPER
EXAMINER(S)
Ms Martha Namutuwa
MODERATOR:
Ms B. Dreyer
1. Answer ALL the questions.
INSTRUCTIONS
2. You are expected to apply your subject knowledge to the questions.
3. Write clearly and neatly.
4. Number your answers clearly.
PERMISSIBLE MATERIALS
1. Pen
2. Ruler
THIS QUESTION PAPER CONSISTS OF 5 PAGES (Including this front page}
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Question 1 (answer all the questions)
(57 marks)
1.1. The organisation brand is a means to competitive advantage and equally suitable
talent attraction. Consider NUST as your chosen university operating in a highly
competitive tertiary education market. Based on the following key questions that
enhances competitive advantage, how would you ensure that NUST is attracting the
best students and staff?
(15)
a) What does the organisation stand for?
b) What have our clients come to expect from us?
c) When our name is mentioned, what are people likely to envision?
d) When our name is mentioned what would we like people to envision?
e) What must we do to get people to change how they see us?
1.2. NUSThired you as their Human Resource Business Partner (HRBP)for talent
Management. One of your roles asthe HRBPis to recruit the best available talent using
one of the most reliable recruitment methods; the panel/jury interview. Advise the
panel with six (6) type of competency-based questions they can use to select the most
suitable candidates as per the university needs.
(12)
1.2.1. While conducting the interview, you have observed that Titus (a candidate living with
disability) is struggling to express himself and some panel members are getting agitated
as you have observed. Based on the knowledge you have gained from the RLM621S
Course, outline five (5) ways to encourage Titus to talk or express himself freely?
(10)
1.2.2. After suggesting talking ways to the panel members, Titus emerged out of 'his shell' and
performed well and was recommended and appointed to a position of Junior Lecturer.
However, as time passes, you have noticed that Titus is not motivated in his Junior
Lecturer position, his performance dropped, and he is showing signs of quitting. How
will you motivate Titus to stay at NUST?
(5)
1.2.3. After Titus appointment, you are now left with unsuccessful applicants, and it is their
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right to know the outcome of the recruitment process. Explain why it is important to
notify rejected applicants.
(4)
1.3. Mention four (4) external recruitment sources that you know.
(4)
1.4. As workers, we sign employment contracts accepting the right of our employers to
provide direction on how work (we are trained to/can do) should be performed when
required to meet the needs of the owners of capital (employers/organisations). Discussin
detail what workers requires/expect in return that leverages this working relationship.
(7)
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Question 2 (answer all the questions)
Read the case study below and answer all the questions that follows.
(43 marks)
Case study: Engagement Practices at Broadway
Broadway is a small charity providing a range of services and support to homeless people. It
employs 180 people in London. Competition for service contracts and talent is fierce in the
social care sector, and so Broadway has invested in its employment offer and HR practices to
attract the highest quality people, who are looking for engagement at work, and given them the
freedom to deliver quality services. Broadway gathered data from its staff survey and bench-
marked it against 13 other homelessness charities. Broadway scored highest in 9 out of the 11
categories and achieved the highest organisational score for engagement. They have also been
listed in the Sunday Times 100 Best Small Companies for the last three years.
Broadway places a lot of emphasis on only recruiting people who are willing to be engaged and
has developed recruitment processes that identify those people. Employees are offered
challenging work and the autonomy and flexibility to improve the services that they deliver.
Broadway has flexible working practices and staff are trusted to manage their time effectively.
However, Broadway ensures that all staff understand the organisation's values and standards,
and that they have clarity on what is expected of them. Staff are given the information they
need to do their jobs well, and 80 per cent agree that they have plenty of ways to feed their
views up the organisation.
The result is quality services that are rated highly by clients, and a reputation as an employer of
choice. Eighty-one per cent of clients said they were fully satisfied with Broadway's services in
2008, and demand for jobs at Broadway continues to be considerably higher than for other
charities.
Questions
Source: Macleod report: Engaging for success{2007}
2.1. From the case study identify six staff engagement practices used by Broadway. (6)
2.2. Discussthe significance of employees' engagement practices
(10)
2.3. "Broadway has invested in its employment offer and HRpractices to attract the highest
quality people, who are looking for engagement at work, and given them the freedom
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to deliver quality services". Discussthe above statement within the context of talent
attraction, motivation, and retention.
(15)
2.4. In a short summary, how did the four units/topics shape your understanding of staffing
in the organisation? Do you foresee applying what you have learned hitherto/thus far,
how? Here, you are required to express your understanding in your own words and not
listing topics or themes appearing in your prescribed course materials. Also, please note
that this question is twofold, the latter requiring you to relate theory to practice.
(12)
End of paper
Total Marks: 100
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