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NATIONAL OPEN UNIVERSITY OF NIGERIA

PLOT 91, CADASTRAL ZONE, NNAMDI AZIKIWE EXPRESSWAY, JABI, ABUJA

FACULTY OF MANAGEMENT SCIENCES

DEPARTMENT OF ENTREPRENEURIAL STUDIES

       2015_2 EXAMINATION

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COURSE CODE: BUS325

COURSE TITLE: Human Resources Management

CREDIT UNIT: 3

INSTRUCTION: 1. Indicate your Matriculation Number clearly

2. Attempt question one (1) and any other three (3) questions; four questions in all

3. Question one (1) is compulsory and carries 25 marks, while the other questions carry 15 marks each.

4. Present all your points in a coherent and orderly manner.

TIME ALLOWED: 2Hours

1a) Define ‘retirement’ and explain the two main types of retirement. 15Marks

1b) Explain the Historical Evolution of Human Resources Management. 10Marks

2a) Discuss the categories of HRM functions. 5Marks

2b) Write concise note on the following.

– Formal Organisation 2 Marks

-Informal Organisation (2 Marks)

-Responsibility 2Marks

-Authority 2Marks

-Accountability 2Marks

3) Givea account of various approaches to job design 15Marks

4a) Identify ten (10) Sources of Job Analysis Information. 5Marks

4b) Job description is written summaries of the basic tasks associated with a particular job. This may also include the nature and scope of the job. Explain steps taken in job description. 10Marks

5a) Define the term Recruitment and analyze areas of Recruitment. 8Marks

5b) Define training and core motives of training. 7Marks

6a) Discuss the fundamental assumptions underlying The New Theory of Management Theory X. 8Marks

6b) What are the various models of communication. 7Marks

Definition and Types of Retirement (15 Marks)

ANSWERS

Definition of Retirement

Retirement is the withdrawal of an individual from active employment or working life, usually due to age, health, or completion of years of service.

Types of Retirement

1. Voluntary Retirement

• Occurs when an employee chooses to retire willingly 
• Reasons may include age, personal decisions, or financial readiness
• Often associated with retirement benefits or pension plans 

2. Compulsory (Mandatory) Retirement

• Occurs when an employee is required by law or organizational policy to retire 
• Usually based on retirement age or years of service 
• Common in public service systems

1(b) Historical Evolution of Human Resource Management (10 Marks)

1. Pre-Industrial Era

• Work was manual and informal
• No structured HR practices

2. Industrial Revolution

• Emergence of factories
• Need for worker management increased

3. Scientific Management Era

• Introduced by Frederick Taylor 
• Focus on efficiency and productivity

4. Human Relations Movement

• Emphasized worker satisfaction and motivation
• Introduced by Elton Mayo

5. Modern HRM Era

• Focus on employee development, strategic HR
• Integration of technology and globalization

QUESTION 2

2(a) Categories of HRM Functions (5 Marks)

1. Managerial Functions 

Planning, organizing, directing, controlling

• Operative Functions 

Recruitment, training, compensation

2(b) Short Notes

Formal Organization (2 Marks)

• Official structure of roles and responsibilities
• Defined by rules and hierarchy

Informal Organization (2 Marks)

• Social relationships among employees
• Not officially structured

Responsibility (2Marks)

• Duty assigned to an individual

Authority (2 Marks)

• Power to make decisions and give orders

Accountability (2 Marks)

• Obligation to report and justify actions

QUESTION 3

Approaches to Job Design (15 Marks)

1. Scientific Management Approach 

Focus on efficiency and specialization

• Human Relations Approach 

Focus on worker satisfaction

• Job Rotation 

Moving employees across tasks

• Job Enlargement 

Increasing number of tasks

• Job Enrichment 

Increasing responsibility and autonomy

QUESTION 4

4(a) Sources of Job Analysis Information (5 Marks)

1. Observation
2. Interviews
3. Questionnaires
4. Employee diaries/logs
5. Work sampling
6. Technical manuals
7. Supervisor reports
8. Performance records
9. Existing job descriptions
10. Industry standards

4(b) Steps in Job Description (10 Marks)

1. Job Identification 

Title, department, location

• Job Summary 

Brief overview of duties

• Duties and Responsibilities 

Detailed tasks

• Working Conditions 

Environment and hazards

• Qualifications 

Skills, education, experience

• Reporting Relationships 

Who the employee reports to

QUESTION 5

5(a) Recruitment (8 Marks)

Definition

Recruitment is the process of attracting and selecting qualified candidates for employment.

Areas of Recruitment

1. Internal Recruitment 

Promotion, transfer

• External Recruitment 

Advertisement, agencies

• Online Recruitment 

Digital platforms

• Campus Recruitment 

Hiring from institutions

5(b) Training (7 Marks)

Definition

Training is the process of improving employees’ skills, knowledge, and competence.

Core Motives of Training

1. Improve performance
2. Increase productivity
3. Enhance skills
4. Adapt to change
5. Prepare for future roles

QUESTION 6

6(a) Theory X Assumptions (8 Marks)

Proposed by Douglas McGregor

1. Workers dislike work
2. Avoid responsibility
3. Require supervision
4. Motivated by money and security
5. Lack ambition

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6(b) Models of Communication (7 Marks)

1. Linear Model 

One-way communication

• Interactive Model 

Includes feedback

• Transactional Model 

Simultaneous communication

• Shannon-Weaver Model 

Focus on message transmission and noise

QUESTION 1

Maslow’s Hierarchy of Needs

Developed by Abraham Maslow, this theory explains that human needs are arranged in a hierarchical order, from basic to higher-level needs.

Five Levels of Needs

1. Physiological Needs 

Basic survival needs: food, water, shelter, rest

Must be satisfied first

• Safety Needs 

Security, protection, job security, stable environment

• Social Needs (Belongingness) 

Love, friendship, teamwork, social interaction

• Esteem Needs 

Recognition, respect, status, self-confidence

• Self-Actualization 

Personal growth, achieving full potential

QUESTION 2

Schools of Thought in Staff Training and Development

1. Traditional School

• Focus on formal training methods 
• Emphasis on classroom learning
• Trainer-centered approach

2. Behavioral (Human Relations) School

• Focus on employee development and motivation 
• Emphasizes human needs and interpersonal relations
• Encourages participation

3. Modern (Systems/Strategic) School

• Training aligned with organizational goals 
• Uses technology and continuous learning
• Focus on performance and innovation

QUESTION 3

(a) Quality of Work Life (QWL)

• Refers to the overall quality of an employee’s work environment 
• Includes job satisfaction, safety, work-life balance
• Improves productivity and morale

(b) Job Security

• Assurance of continued employment
• Reduces fear of job loss
• Enhances employee commitment

(c) Occupational Stress

• Physical and emotional strain from job demands
• Causes: workload, poor management, pressure
• Effects: low productivity, health issues

QUESTION 4

(a) Human Resource Practice

Human Resource Practice refers to the management of people in organizations through recruitment, training, development, compensation, and performance management to achieve organizational goals.

(b) Four HR Variables

1. Human Resource Flow 

Recruitment, selection, promotion

• Reward System 

Salaries, incentives, benefits

• Employee Influence 

Participation in decision-making

• Work Systems 

Job design and work structure

QUESTION 5

Five Good Conducts and Ideas in Ethics

1. Honesty 

truthfulness in all dealings

• Integrity 

Strong moral principles

• Accountability 

Responsibility for actions

• Fairness 

Equal treatment of all

• Respect for Others 

Valuing individuals and diversity

In conclusion

Kindly note that the above practice questions and answers are not limited to the above questions and answers.

More practice questions and answers will bw updated from time to time. So do well to come back checking for more.

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