BHR 212 MAINTENANCE IN HUMAN RESOURCE MANAGEMENT  Click to view 

MAASAI MARA UNIVERSITY

REGULAR UNIVERSITY EXAMINATIONS
2013/2014 ACADEMIC YEAR
SECOND YEAR SECOND SEMESTER

SCHOOL OF BUSINESS & ECONOMICS
B.SC. IN HUMAN RESOURCE MANAGEMENT

 

COURSE CODE: BHR 212
COURSE TITLE: MAINTENANCE IN HUMAN RESOURCE MANAGEMENT

DATE: 25TH APRIL 2014 TIME: 2.00 – 5.00P.M.
INSTRUCTIONS TO CANDIDATES

Answer question ONE and any other THREE questions

QUESTION ONE (25 MARKS) COMPULSORY.
Compensation is the remuneration received by an employee in return for his/her contribution to the organization. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. It is also an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness. In regard to this definition, advice your management team on the following:
i) Advantages and benefits of compensation (5 Marks)
ii) Key steps followed in developing a compensation plan (10 Marks)
iii) Factors to be considered in determining employees salaries (10 Marks)

QUESTION TWO (15 MARKS)
Kenya embarked on review of its labour legislation from 2001 and the new legislation consists of five pieces of statutes which were enacted by parliament in 2007. Briefly discuss the five enacted statutes, highlighting their importance in labour maintenance state the laws it replaced.
(15 Marks)

QUESTION THREE (15 MARKS)
When dealing with poor performers in Kenya Police Force, the following comments by Risher (2003) were considered: ‘Poor performance is best seen as a problem in which the employer and management are both accountable. In fact, one can argue that it is unlikely to emerge if people are effectively managed.’ This is another way of putting the old Army saying: ‘There are no bad soldiers, only bad officers.’ Managing under-performers is therefore a positive process that is based on feedback throughout the year and looks forward to what can be done by individuals to overcome performance problems and, importantly, how managers can provide support and help.
i). Inline to the above state and discuss to the commission, the basic steps required to manage under performance among the police. (10 Marks)
ii). State ten categories of performance indicators that could be employed in Performance management system (5 Marks)

QUESTION FOUR (15 MARKS)
Through various processes, successful organizations create strategic plans that provide a long-term vision of who or what they want to become. Subsequently, they specify goals and related objectives that, over time, will incrementally take them toward the realization of their vision. This process enables the organization to fine-tune their vision, goals, and objectives, as well as develop their strategic plans for achieving its vision, by capitalizing on the internal and external strengths and opportunities, while also attempting to mitigate internal and external weaknesses and threats. This same process has become the paradigm for successful career management. With this understanding in mind, Discus the process of career development based on the four Key stages of career development and the challenges facing career planning (15 Marks)

QUESTION FIVE (15 MARKS).
After graduating from Maasai Mara University, Naboisho Ltd invites you to offer consultancy services in Counseling in all of its branches country wide, as a specialist in this area, explain the various approaches you could use in the counseling process and thereafter outline the basic principles you could apply. (15 Marks)

 

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