Human Resource Management Year 2016 Question Paper
Human Resource Management Year 2017 Question Paper
Human Resource Management Year 2018 Question Paper
Human Resource Management Year 2019 Question Paper
Human Resource Management Year 2021 Question Paper
Human Resource Management Year 2023 Question Paper
Solved Solutions
Solution of Year 2016
Group A
- Write two differences between job description and job satisfaction.
→ The differences between job description and job satisfaction are:
| Job Description | Job Satisfaction |
|---|---|
| It is static. | It is dynamic. |
| Provides a clear understanding of job expectations and requirements for both employees and employers | indicates the level of satisfaction and contentment that employees have in their roles and inside the company. |
Group B
- What is human resource management? Explain the contemporary issues Of human resource management.
→ The term “human resource management” (HRM) refers to the strategic policies and approach to managing an organization’s workforce, which includes recruiting, selecting, training, paying employees, managing performance, and managing employee relations. The main objectives of HRM are to maximize employee performance, promote employee growth and engagement, and match human resources with organizational goals.
The contemporary issues of human resource management are:
a. Data Security and Privacy: In an increasingly digital workplace, maintaining adherence to data privacy laws and protecting employee data from breaches of security and cyberattacks.
b. Diversity and Inclusion: Establishing inclusive work environments that welcome differences in gender, race, ethnicity, age, and other aspects in order to take advantage on the diverse viewpoints and skills of a varied workforce.
c. Amendments to Employee Expectations: A supportive and inclusive organizational culture, opportunities for career development and growth, work-life balance, flexibility in work arrangements, meaningful work that aligns with personal values, and acknowledgment and appreciation for contributions are among the factors that employees are prioritizing more and more as the workforce changes.
d. Remote Work and Flexible Work Arrangements: Adapting HR policies and practices to support remote work and flexible work arrangements in response to changing work preferences and technological advancements.
e. Partnership Relations with Unions: In modern workplaces, fostering collaborative and constructive relationships with labor unions is essential, emphasizing mutual respect, open communication, and cooperation to address common goals such as fair labor practices, employee rights, and organizational effectiveness. Hence, maintaining a balance with them has been one the highlighted contemporary issues. - Why human resource planning is important? Describe the importance of human resource planning.
→ Human Resource Planning (HRP ) also known as manpower planning, is the methodical process by which an organization strategically coordinates the acquisition, deployment, and development of its workforce to ensure that it is appropriately skilled, positioned, and available to fulfill organizational needs effectively, thereby facilitating the achievement of organizational objectives.
The importance of Human Resource Planning are:
a. Future Workforce Needs: HRP helps anticipate future staffing needs, ensuring that the organization has the right people in the right positions to meet its objectives. Also, HRP helps organizations figure out if they’ll have surplus or deficiency in employees strength, so they can fix it before it becomes a problem in the future.
b. Talent Development: By identifying skill gaps and developing talent pipelines, HRP helps create a reservoir of highly talented personnel within the organization.
c. Readiness for Future Roles: HRP ensures that employees are equipped with the skills and competencies needed for future roles and responsibilities. It allows for providing training, motivating and developing so that they can be helpful resources for future needs as high quality manpower.
d. Flexible Workforce Management: HRP facilitates the organization’s ability to expand or contract its workforce in response to changes in business conditions or market demands. For example: If any business firm wants to increase its business size, then the advance planning helps to provide continuous supply of the well trained and high quality manpower timely.
e. Cost Reduction: By aligning staffing levels with organizational needs, HRP helps optimize labor costs and reduce unnecessary expenses.
f. Strategic Investment in Human Capital: HRP encourages strategic investment in employee development, training, and retention initiatives.
g. Managerial Function: HRP provides managers with the information and tools necessary to effectively plan, organize, and manage their workforce.
h. Foundational HR Function: HRP serves as the foundation for other HR functions, such as recruitment, selection, training, and performance management.
i. Resource Optimization: By matching skills and talents with job requirements, HRP promotes the efficient utilization of human resources within the organization.
j. Employee Motivation: Ensuring that employees are in roles that match their skills and interests increases job satisfaction and motivation.
k. Enhanced Human Relations: HRP fosters better communication and collaboration between employees and management, enhancing overall human relations within the organization.
l. Higher Productivity: Ultimately, HRP contributes to higher productivity by ensuring that the right people are in the right place at the right time, with the necessary support and resources to succeed.
- What is job design? How technology affects the job design in a hotel? Explain.
→ Job design is the process of structuring tasks, responsibilities, and relationships within a job to optimize organizational objectives and enhance employee satisfaction and performance.
There are several ways that technology affects the job design in a hotel. Some of them are:
a. The adoption of online booking platforms and automated check-in/out systems : For instance, when such automated system are introduced in a Front Office Department in hotel, it lessens the need for front desk employees, rearranging front office duties and possibly generating new positions centered on improving the guest experience or providing IT assistance.
b. Introduction of housekeeping robots or smart room devices : The modern world has evolved far more from before. Various systems of robots and Artificial intelligence has been started introduced which streamlines cleaning processes and maintenance tasks, potentially reallocating staff to other areas or enhancing their roles with additional training in technology operation and troubleshooting.
c. Implementation of automated inventory management systems for housekeeping supplies, altering the responsibilities of inventory managers and reducing manual inventory tracking tasks.
d. Skills and Training: With the introduction of new technologies like mobile apps, CRM systems, and virtual reality, employees may require additional training to operate and maintain these systems, leading to changes in skill requirements and job roles.
e. Enhanced Guest Experience: Technologies such as mobile apps, self-service kiosks, and virtual reality enhance the guest experience, necessitating roles focused on customer engagement, experience design, and technology support.
f. Impact on Organizational Structure: Technology influences the organizational structure of hotels by restructuring departments, creating new teams focused on technology implementation and innovation, and fostering a culture of digital transformation. - Why training and development is important? Explain the techniques of management development.
→ Training and development is important because of following reasons:
a. Enhance employee skills and performance.
b. Increase employee engagement and satisfaction.
c. Improve retention and talent management.
d. Foster innovation and adaptability.
e. Facilitate succession planning.
f. Ensure compliance and mitigate risks.
g. Enhance customer satisfaction.
The techniques of management development are:
I. On-the-Job Methods of MD :
a. Coaching: Experienced managers provide guidance and support to employees, helping them develop skills and achieve professional growth.
b. Understudy Assignments : Employees shadow and learn from experienced managers to gain hands-on experience and knowledge.
c. Internship: Employees undergo structured training and practical experience in various departments or roles within the organization.
d. Committee Assignments: Employees participate in committees or task forces to gain exposure to different aspects of organizational operations and decision-making processes.
II. Off-the-Job Methods of MD:
a. Sensitivity Training : Focuses on increasing self-awareness and understanding of others’ perspectives to improve interpersonal skills.
b. Simulation and Games : Uses interactive exercises and role-playing scenarios to simulate real-world business situations and develop decision-making skills.
c. Special Courses : Employees attend specialized training programs or workshops to enhance specific skills or knowledge areas relevant to their roles.
d. Role Playing: Involves acting out different workplace scenarios to practice and refine communication, leadership, and conflict resolution skills.
e. Conference training : Employees attend conferences or seminars to learn about industry trends, best practices, and new technologies.
f. Action Learning : Combines learning with problem-solving through hands-on projects or assignments that address real business challenges.
g. Case Study : Analyzes real or hypothetical business cases to develop critical thinking, decision-making, and problem-solving skills.
h. Behavior Modeling : Observes and learns from role models or mentors who exhibit desired behaviors and leadership qualities, providing a model for emulation.
- What is grievance? Explain the methods of handling grievances.
→ A grievance refers to any formal or informal complaint, concern, or dissatisfaction or feeling of injustice raised by an employee regarding their work, working conditions, or the organizational policies & practices of others within the workplace.
The method of handling grievance are:
(A). OPEN-DOOR POLICY : Some of the grievances have open door policy which can be handled by encouraging employees to first discuss their grievances informally with their immediate supervisor or manager which allows for quick resolution of minor issues and promotes open communication.
(B). STEP LADDER PROCEDURE :
Step 1 -Informal Resolution: Address grievances through direct communication to resolve issues quickly.
Step 2 – Formal Grievance Filing: Submit a written grievance detailing the concern if informal resolution fails.
Step 3 – Investigation: Conduct an investigation to gather relevant information about the grievance.
Step 4 – Mediation or Formal Review: Utilize mediation or a formal review process to resolve the grievance if necessary.
Step 5 – Resolution and Follow-Up: Implement solutions and follow up with involved parties to ensure satisfaction.
Step 6 – Documentation: Maintain records of the grievance process for transparency and accountability.
Step 7 – Continuous Improvement: Regularly review and improve the grievance handling process to address any recurring issues. - Explain factors related to job satisfaction.
→ The factors related to job satisfaction are:
a. Environment: A positive and supportive workplace atmosphere contributes to job satisfaction.
b. Job Security: Employees feel satisfied when they have confidence in their job stability.
c. Work-Life Balance: Balancing work and personal life enhances job satisfaction.
d. Compensation and Benefits: Fair and competitive pay packages contribute to employee satisfaction.
e. Opportunities for Growth: Career advancement prospects positively impact job satisfaction.
f. Recognition and Appreciation: Feeling valued and acknowledged boosts satisfaction.
g. Relationships with Colleagues and Supervisors: Positive interactions contribute to job satisfaction.
h. Job Design: Engaging tasks and responsibilities enhance satisfaction.
i. Organizational Values: Alignment with organizational values fosters satisfaction.
j. Workload and Stress Levels: Manageable workloads and stress promote satisfaction.
Group C
- What is recruitment and selection? Explain the process of employee selection in organizations.
→ Recruitment is the systematic process of sourcing, attracting, and engaging potential manpower to fulfill job vacancies within an organization, aligning with staffing schedules and meeting workforce requirements effectively.
Selection is the strategic process of assessing and choosing the most qualified candidates from a group of applicants and rejecting the unsuitable applicants who had fill specific job vacancies within an organization, focusing on evaluating candidate suitability and fit with organizational requirements and objectives.
The process of employee selection in organizations are:
a. Reception in employment office – Initial contact with the organization’s HR department or recruitment team.
b. Preliminary interview – An initial screening interview to assess candidates’ qualifications and suitability for the position.
c. Application blank (form) – Candidates complete an application form providing details about their education, work experience, and other relevant information.
d. Selection tests – Candidates may be required to undergo various assessments or tests to evaluate their skills, abilities, and aptitude for the job.
e. Main employment office interview – A more comprehensive interview conducted by HR or hiring managers to further assess candidates’ qualifications and suitability.
f. Investigation of applicant’s background – Verification of candidates’ employment history, education, and references to ensure accuracy and reliability of information provided.
g. Final selection interview (by manager or supervisor) – An interview conducted by the hiring manager or supervisor responsible for the position to make the final hiring decision.
h. Medical examination – Candidates may undergo a medical examination to assess their physical fitness for the job and ensure workplace safety.
i. Induction or orientation – The successful candidate undergoes an orientation process to familiarize them with the organization’s policies, procedures, and culture before starting their employment. - What are the common problems in performance appraisal? Give your suggestions to solve the problems in performance appraisal.
→ The common problems in performance appraisal are:
a. Subjectivity: Ratings or evaluations may be influenced by personal biases, perceptions, or relationships rather than objective criteria.
b. Halo Effect: Tendency to rate an employee based on only on a single positive quality or trait of an employee influences the overall perception of their performance, resulting in an overestimation of their abilities and contributions across all aspects of their work.
c. Leniency or Severity Bias: Way of rating employees either too high or too low, regardless of actual performance, due to personal tendencies or mental picture.
d. Central Tendency: Tendency of rating in which raters may avoid extreme ratings, resulting in a clustering of ratings around the average, making it difficult to differentiate between high and low performers.
e. Recency Effect: Overemphasis on recent events or performance, leading to overlooking long-term performance trends.
g. Inadequate Training: Raters may lack training or guidance on how to conduct performance appraisals effectively, leading to inconsistent or inaccurate evaluations.
h. Poor Communication: Inadequate communication between managers and employees regarding performance expectations, goals, and feedback can lead to misunderstandings and dissatisfaction.
i. Unclear Criteria: Lack of clearly defined performance criteria or standards can result in inconsistent evaluations and confusion among employees.
j. Resistance to Change: Employees or managers may resist the performance appraisal process due to fear of repercussions, lack of trust in the system, or skepticism about its effectiveness.
k. Fear of spoiling relations
l. Paperwork
The solutions of such problems are as follow:
a. Standardized Criteria: Establish clear and specific performance criteria and standards for each job role to ensure consistent evaluation across the organization.
b. Training and Development: Provide comprehensive training to managers on conducting fair and effective performance appraisals, including techniques for avoiding biases and providing constructive feedback.
c. 360-Degree Feedback: Rather than depending rating of only a single or least number of people, incorporate feedback from multiple sources, including peers, subordinates, and customers, to provide a more comprehensive assessment of employee performance.
d. Technological Solutions: Rather than going all manual evaluating process, utilize the latest technology like performance management software to streamline the appraisal process and minimize biases.
e. Continuous Evaluation: Rather than depending only on long period appraisals, emphasize ongoing evaluation and development in short time period basis also.
f. Leadership Commitment: Ensure organizational leaders demonstrate a commitment to fair and transparent performance appraisal practices and hold managers accountable for unbiased evaluations.
Solution of Year 2017
Group A
- Write any two objectives of human resource management.
→ The two objectives of human resource management are:
a. Societal Objectives
b. Organizational Objectives
c. Functional Objectives
d. Personal Objectives - Mention two factors affecting human resource demand forecasting.
→ The two factors affecting human resource demand forecasting are:
a. Demographic Changes
b. Employee Turnover - Write the benefits of job design.
→ The benefits of job design are:
a. Increased Work Quality
b. Reduced turnover and absenteeism
c. Increased job satisfaction
d. Higher employee engagement - Introduce the concept of socialization.
→ Socialization refers to the process of newly hired employees acclimating to the organizational culture and norms, assimilating into the work environment, and aligning with the company’s values and goals. - What is succession planning?
→ In HRM, succession planning is the systematic process of finding and nurturing internal talent to take on important leadership positions inside a company, guaranteeing its sustainability and continuity. - Write the concept of job description.
→ The concept of job description refers to the systematic documentation of the duties, responsibilities, qualifications, and expectations associated with a particular job role inside an firm, serving as a foundation for recruitment, selection, performance evaluation, and organizational planning. - What is job specification?
→ A job specification is a comprehensive list of the requirements for a specific job role in an organization, including the knowledge, abilities, experience, and qualities needed to carry out the duties of the job. It also specifies the particular requirements that candidates must meet in order to be considered for the position. - Introduce the term motivation.
→ Motivation is the psychological factor that cause employees’ eagerness and desire to participate to the accomplishment of company goals. It is essential for developing worker engagement and productivity.
- What is performance appraisal?
→ Performance appraisal, also referred to as performance evaluation, can be defined as the formal, structured, and systematic approach to assessing an employee’s performance, personality, behavior, values, and contributions within a workplace. It incorporates both qualitative and quantitative measures to evaluate job performance, with the aim of enhancing employee potential and acknowledging and rewarding their contributions fairly. - Mention two techniques of improving job satisfaction.
→ The two techniques of improving job satisfaction are:
a. Clear Communication
b. Recognition and Awards
Group B
- What is HRM? Explain the common characteristic Of human resource management.
→The term “human resource management” (HRM) refers to the strategic policies and approach to managing an organization’s workforce, which includes recruiting, selecting, training, paying employees, managing performance, and managing employee relations. The main objectives of HRM are to maximize employee performance, promote employee growth and engagement, and match human resources with organizational goals.
The common characteristic of human resource management are:
a. Managing people at work
b. Concerned with developing the employees
c. Essential in all business firms
d. Continuous in nature
e. Strategy focused
f. Socio and dynamic process
g. System based / focused - Explain the importance of succession planning in hospitality industry.
→ The importance succession planning in hospitality industry are:
a. Continuity: Prevents disruptions by ensuring key roles are consistently filled.
b. Service Standards: Maintains consistent quality for guest satisfaction.
c. Leadership Development: Provides growth opportunities for employees.
d. Talent Retention: Enhances morale and reduces turnover.
e. Adaptability: Prepares for industry changes and guest preferences.
f. Reputation: Builds confidence among guests, investors, and stakeholders. - What is training? Describe the determinants of training needs.
→ The methodical process of gaining the knowledge, abilities, and competences required to successfully carry out particular job tasks or functions is referred to as training. It helps in improving productivity, work satisfaction, and employee performance in addition to supporting organizational growth and competitiveness.
The determinants of training needs are:
a. Job Requirements: Changes in job roles or responsibilities necessitate training.
b. Technological Advancements: New technologies require training for proficiency.
c. Performance Gaps: Training addresses identified deficiencies in performance.
d. Organizational Goals: Training aligns with strategic objectives and initiatives.
e. Regulatory Compliance: Training ensures adherence to legal requirements.
f. Employee Development: Training supports career growth and skill enhancement.
g. Employee Feedback: Training targets areas highlighted by employee input.
h. Market Trends: Training keeps pace with industry advancements and competition.
i. Turnover and Succession: Training prepares employees for future roles and responsibilities. - Explain the techniques of management development.
→ Repeated from Year 2016, Question 14 (please refer to that year) - What is frustration? Explain the causes of frustration.
→ A condition of dissatisfaction annoyance, or psychological suffering brought on by the failure to meet needs or complete goals is referred to as frustration.
The causes of frustration are:
A. Internal Causes:
In people, internal frustration may arise from:
i. Life and career goal changes
ii. Challenges in fulfilling personal goals and desires
iii. Non-fulfillment of drives or needs, or dealing with perceived deficiencies (such as a lack of confidence or fear of social situation)
iv. Aggressive personality and high ambition
B. External Causes:
External causes of frustration involve conditions out side an individual such as:
i. Blacked road or difficult task
ii. Social / technological change
iii. Family factors
iv. Non-helping nature of the organization
v. Lack of teamwork / support - Describe the methods of handling disciplinary problems.
→The methods of handling disciplinary problems are:
a. Issuing letter of charge: Documenting the disciplinary issue and consequences in writing if the problem persists, providing a formal record for future reference.
b. Suspension and Termination : Temporarily removing the employee from work with or without pay as a disciplinary measure, typically reserved for serious offenses. Dismissing the employee from their position due to repeated or severe violations of company policies or performance standards.
c. Progressive discipline: Applying a series of disciplinary actions escalating in severity if the employee fails to improve behavior or performance.
d. Training and Development: Offering additional training or support to help the employee improve skills or address behavioral issues contributing to the disciplinary problem.
e. Fines and Penalty : Fines and penalties, like deducting money from paychecks for being late or misusing company property, are used to discourage bad behavior and make sure everyone follows the rules.
Group C
- What is HRP? Explain the process of human resource planning.
→ Repeated from Year 2023, Question 11 (Please refer back to that year) - What is job satisfaction? What are the factors that you can imposed to enhance job satisfaction of your employees working in a hotel?
→ Job satisfaction refers to the level of contentment, fulfillment, and positive feelings that employees experience in relation to their work and employment conditions within an organization.
Repeated from Year 2016, Question 16 (Please refer back to that year)
Solution of Year 2018
Group A
- Define outsourcing.
→ Outsourcing refers to the practice of contracting or delegating certain HR functions, processes, or services to external third-party vendors or service providers. For example: recruitment, payroll processing, employee benefits administration, training and development, etc. - What do you mean by Work life balance?
→ Work life balance refers to a state of balance between the demands of one’s personal and professional life, where one can successfully handle commitments and responsibilities in both without experiencing stress or overload. - What is succession planning?
→ Repeated from Year 2017, Question 5 (Please refer back to that year) - Define the term occupation.
→ An occupation is a particular kind of work or employment that encompasses carrying out certain responsibilities, tasks, or activities in a given field or industry in order to make a living or further a career. - Write two components of development functions of HRM.
→ The two components of development functions of HRM are:
a. Training and Development
b. Performance Management - List out the five needs for motivation as suggested by Maslow.
→ The five needs for motivation as suggested by Maslow are:
a. Physiological Needs
b. Safety Needs
c. Love and Belongingness Needs
d. Esteem Needs
e. Self-Actualization Needs - What do mean by job satisfaction?
→ Job satisfaction in HRM refers to the level of contentment, fulfillment, and positive feelings that employees experience in relation to their work and employment conditions within an organization. - What is performance appraisal?
→ Repeated from Year 2017, Question number 9 - Define the term reward management.
→ Reward management refers to the workplace strategic process and practices implemented by the firm encompasses the administration of compensation, recognition, and development opportunities along with other various benefits within an organization to motivate, retain, and attract talent while ensuring fairness and alignment with individual and organizational goals. It can be both monetary or non-monetary, and sometimes psychological too. - Write two methods of handling disciplinary problems.
→ The two methods of handling disciplinary problems :
a. Fines and Penalty
b. Suspension and Termination
Group B
- What is HRM? Explain its any four features.
→ Repeated from Year 2017, Question number 11 - Explain its importance of succession planning for hospitality industry.
→ Repeated from Year 2017, Question number 12 - What is recruitment? Explain the internal sources of recruitment.
→ Recruitment is the systematic process of sourcing, attracting, and engaging potential manpower to fulfill job vacancies within an organization, aligning with staffing schedules and meeting workforce requirements effectively.
The internal sources of recruitment are:
a. Promotions: Filling job vacancies by promoting existing employees to higher positions within the organization based on their performance, skills, and qualifications.
b. Transfers: Moving employees from one department, location, or role to another within the organization to fill open positions or meet organizational needs.
c. Former employees (Rehire and Recalls): Rehiring or recalling former employees who have previously worked for the organization, leveraging their familiarity with the company culture, processes, and job requirements.
d. Previous applicants : Considering candidates who have previously applied for positions within the organization but were not selected, potentially matching them with new job openings based on their qualifications and experience. - Explain the causes of employee frustration.
→ Repeated from Year 2017, Question number 15 - Explain the use of performance appraisal in different functions Of HRM.
→ The use of performance appraisal in different functions of HRM are:
a. Recruitment: Identifying internal candidates for promotion or transfer.
b. Training: Tailoring development programs to address skill gaps.
c. Compensation: Informing decisions on salary increases or bonuses.
d. Performance Management: Setting expectations and providing feedback.
e. Career Development: Identifying high performers for advancement.
f. Employee Relations: Enhancing satisfaction and engagement.
g. Legal Compliance: Ensuring fair and objective employment decisions - Explain any five techniques for improving employee job satisfaction.
→ Repeated from Year 2016, Question 16 (Please refer back to that year)
Group C
- State and describe the relevancy of HR demand forecasting. Explain the techniques Of HR demand forecasting.
→
The relevancy of HR demand forecasting are:
a. Workforce Planning: Anticipates future workforce needs.
b. Budgeting: Guides resource allocation for HR activities.
c. Talent Acquisition: Facilitates proactive recruitment efforts.
d. Succession Planning: Identifies skill gaps and prepares future leaders.
e. Strategic Decision-Making: Provides data-driven insights for HR strategies.
f. Efficiency: Optimizes productivity by aligning staffing levels.
g. Productivity: Minimizes risks of overstaffing or understaffing.
The techniques of HR demand forecasting are :
A. Judgmental Techniques
i. Replacement planning: Identifying potential successors for key positions within the organization.
ii. Succession planning: Preparing staff members for crucial jobs and future leadership responsibilities.
To remember: Succession planning is very similar to replacement planning except that succession planning tends to be longer and more developmental and to offer greater flexibility.
B. Statistical Techniques
i. Transition / Markov matrix: Using historical data analysis to forecast the probabilities that employees will switch between various job categories or organizational stages.
ii. Gain and loss analysis: Estimating the net change in the workforce as a result of hiring, resignations, and retirements in order to project future staffing requirements.
The steps used in this technique are:
– Determine the number of losses (i.e. transfers, quits, promotions / demotions, discharge, etc.)
– Determine number of gains (i.e. transfers, promotions, etc)
– Determine anticipated net internal supply (beginning inventory – projected loss + projected gain = net supply) - Explaining the importance of training to human resources, discuss its reality in Nepalese hospitality industry.
→ Importance is repeated from Year 2016, Question 14 (please refer back to that year)
The major training and development institutes in Nepal, at present are:
a. Nepal Administration Staff College (NASC)
b. Revenue Administration Training Center (RATC)
c. Local Development Training Academy (LDTA)
d. Bankers Training Center (BTC)
e. Agriculture Training Center (ATC)
f. Health Training Center (HTCs)
g. Management Association of Nepal (MAN)
h. Nepal Airlines Training Center (NATC)
i. Legal Services Training Center
Following are the different types of T&D programs, which are very common in Nepalese Organizations:
a. Induction training
b. Job training
c. Crafts training
d. Training for promotion, and
e. Refresher training, etc
Most organizations don’t have a training department or a dedicated training budget. Most of the staff members lack proper training or are just partially trained. The majority of our organizations lack a systematic mechanism for career counseling and vocational coaching. The requirement for training has grown as a result of this issue.
Nepal’s T&D practice scenario: The following are some of the main problems in this field: training requirements assessments, training methods and techniques, T&D budget and efficacy or results of T&D, HR strategy and T&D difficulties, role and status of HR department, etc.
Solution of Year 2019
Group A
- What do you mean by incentives?
→ Any payment or inducement made to employees / individuals in order to promote desired actions, outputs, or performance that are in accordance with business objectives is referred to as an incentive. It can take various forms, including monetary rewards as well as non-monetary incentives. - Define the term ‘workforce diversity’.
→ Workforce diversity is used to describe the existence of workers in an organization who come from different cultures, backgrounds, demographics, and viewpoints. It includes variations in traits including gender, age, sexual orientation, religion, race, ethnicity, handicap, education, and socioeconomic status. - Define the term ‘task’.
→ Task refers to a particular task or assignment that must be finished as part of a worker’s duties. - What do you mean by job description?
→ Repeated from Year 2017, Question number 6 (Please refer back to that year) - What is simulation methods of training?
→ The term “simulation methods” refers to a class of instructional strategies that give workers practical experience and chances for experiential learning by building environments or scenarios that closely resemble real-world workplaces. - Mention any two technique of motivation.
→ Any two technique of motivation are:
a. Career development opportunities
b. Job security and safety - What is job frustration?
→ Repeated from Year 2016, Question number 7 (Please refer back to that year) - What is reward management?
→ Repeated from Year 2018, Question number 9 (Please refer back to that year) - Mention two causes of disciplinary problem.
→ The two causes of disciplinary problem are:
a. Improper rules and regulations
b. Poor leadership and management - Define the term employee grievance.
→ Employee grievance refers to the any formal or informal complaint, concern, or dissatisfaction or feeling of injustice raised by an employee regarding their work, working conditions, or the organizational policies & practices of others within the workplace.
Group B
- Explain any five contemporary issues of HRM for hospitality industry.
→ Repeated from Year 2016, Question 11 (Please refer back to that year) - What is HR planning? Explain any four importance of human resource plan.
→ Repeated from Year 2016, Question 12 (Please refer back to that year) - What do you mean by socialization? Explain its process.
→ Repeated from Year 2021, Question 16 (Please refer back to that year) - Explain the relationship between motivation and performance.
→ The relationship between motivation and performance can be expressed using the formula:
P = f(A + M + OD)
Where:
P represents performance,
A represents ability or aptitude,
M represents motivation,
OD represents opportunity to perform, and
f represents the function that combines these variables.
This formula suggests that performance (P) is influenced by the combination of an individual’s ability or aptitude (A), motivation (M), and the opportunity to perform (OD). Here’s how each component contributes:
Ability (A): Represents the skills, knowledge, and capabilities an individual possesses to perform tasks.
Motivation (M): Refers to the motivation that comes from inside and the readiness to work hard to accomplish goals.
Opportunity to Perform (OD): Refers to the outside elements, such as resources and a supportive work environment, that allow people to use their skills successfully. - Explain the factors related to job satisfaction.
→ Repeated from Year 2016, Question 16 (Please refer back to that year) - Explain the common methods of handling disciplinary problems.
→ Repeated from Year 2017, Question 16 (Solved already, please refer back)
Group C
- State and explain the main components of HRM.
→ Definition is already given at Year 2016, Question 11. (Please refer back to that year)
The main components of HRM are listed below:
Acquisition function:
i. Recruitment and Selection: Attracting and hiring qualified candidates.
ii. Onboarding: Introducing new hires to the organization and their roles.
Development function:
i. Training and Development: Enhancing employees’ skills and knowledge.
ii. Career Development: Providing opportunities for advancement and growth.
Motivational function:
i. Rewards and Recognition: Offering incentives and acknowledgment for performance.
ii. Employee Engagement: Fostering a sense of commitment and connection to the organization.
Maintenance function:
i. Performance Management: Evaluating and improving employee performance.
ii. Employee Relations: Managing workplace dynamics and addressing concerns. - What do you mean by employee selection? Explain the major process of selection of employee at hospitality industry of Nepal.
→ Employee selection refers to the process of evaluating and selecting the most qualified individuals from available applicants to fill vacant positions in an organization, based on the individuals’ qualifications, experience, and suitable with the organizational needs and corporate culture.
The major process Of selection of employee at hospitality industry of Nepal are:
Repeated from Year 2016, Question 17 (Please refer back to that year)
Solution of Year 2021
Group A
- What is job rotation?
→ The process of job rotation in human resource management refers to the technique which involves rotating the employee or individual among various roles or responsibilities within the company on a regular basis to enhance their expertise, understanding, and abilities. - What is the Vroom’s expectancy theory of motivation?
→ According to Vroom’s expectancy theory of motivation, expectancy, instrumentality, and valence are the three elements that influence a person’s motivation to complete a task. Expectancy is a belief that one’s efforts will yield results; instrumentality is the belief that one’s efforts will lead to a desired end; and valence is the outcome’s worth or attractiveness. This idea states that people are driven to work hard when they think their efforts will result in valuable performance outcomes.
i.e.
a. Motivation = V * E * I (Valence, expectancy, and instrumentality).
b. If valence, expectancy and instrumentality all are zero, motivation will also be zero. - List out the types of disciplinary actions.
→ The types of disciplinary actions are:
a. Oral Reprimand (Warning)
b. Written Reprimand (Warning)
c. Demotion (to lower post)
d. Discharge (termination) - What is pre post performance?
→ Pre post performance refers to the evaluation or measurement of an employee’s performance before and after a specific intervention or action. - Define job posting.
→ The practice of announcing job openings to current employees, giving them information about the vacant positions and motivating them to apply for internal advancement chances, is known as “job posting.” - List out the types of interviews.
→ The types of interviews are:
a. Informal interview
b. Formal interview
c. Group interview
d. Panel or board interview - Differentiate between On-the-job and off-the-job training.
→ The between On-the-job and off-the-job training are:
| On- the-job training | Off-the-job training |
|---|---|
| Training conducted within the workplace, using actual tasks and equipment. | Training conducted outside the workplace, often in a classroom or off-site facility. |
| Cost-effective, as it utilizes existing resources and does not require additional facilities. | May involve higher costs due to the need for specialized trainers, materials, and facilities. |
- What is graphic rating?
→ Graphic rating is a performance evaluation technique used in HRM that offers a clear, easy method for evaluating and providing feedback on employee performance. Evaluators utilize a visual scale or rating form to analyze employees’ performance based on established criteria. - What is abuse of leave?
→ Abuse of leave refers to when workers abuse or improperly exploit their leave entitlements for purposes other than those for which they were designed, such as using excessive sick days without a good reason, fabricating leave requests, or taking longer than allowed leaves of absence without permission. - Write notes on preparing action plans.
→ To effectively accomplish corporate goals, action plans in HRM must be prepared. These plans must include clear objectives, actionable steps, responsibility assignments, deadlines, resource allocation, progress tracking, and outcome evaluation.
Group B
- What is human resource planning? Why is it important?
→ Repeated from Year 2016, Question 12 (Please refer back to that year) - What is selection test? Explain the process of selection test.
→The term “selection test” refers to evaluation tools used in the hiring process that measure a candidate’s knowledge, skills, abilities, and other important traits. They may include tests of cognitive ability, personality, job knowledge, skills, situational judgment, physical ability, and integrity. - What are the various motivation theory? Explain any two of them.
→ The various motivation theory are:
I. Content Theories of Motivation: Historical Perspective of Motivation
A. Maslow’s Hierarchy of Needs
B. Herzberg’s Two-Factor Theory (Motivation-Hygiene Theory)
C. Alderfer’s ERG Theory
D. McClelland’s Theory of Learned Needs (Achievement Motivation Model)
II. Process (Contemporary) Theories of Motivation:
A. Equity Theory of Motivation
B. Expectancy Theory of Motivation
Explanation:
A. Equity Theory:
According to this theory, people are driven by a desire for justice and fairness in their interactions and relationships. Workers attempt to maintain a perceived balance between their input (work, contribution) and outcomes (rewards, recognition) by comparing them to those of others. Feelings of discomfort and the need to restore equity can result from perceived unfairness, which can take the shape of either an excessive or insufficient reward.
B. Maslow’s Hierarchy of Needs:
According to Maslow’s theory, people are driven by a hierarchy of needs that are stacked in a five-level pyramid. Physiological needs (food, water, shelter) come first in the hierarchy, then safety needs (security, stability), social needs (belonging, friendship), esteem requirements (recognition, respect), and self-actualization needs (personal development, potential fulfillment). Before higher-level demands become motivators, people must first satiate lower-level needs, according to Maslow. For instance, until the safety need is met, a worker who lacks job stability (a safety need) could not be motivated by chances for recognition or career progress (esteem requirements). - What do you understand by performance appraisal? Describe.
→ Performance appraisal, also referred to as performance evaluation, can be defined as the formal, structured, and systematic approach to assessing an employee’s performance, personality, behavior, values, and contributions within a workplace. It incorporates both qualitative and quantitative measures to evaluate job performance, with the aim of enhancing employee potential and acknowledging and rewarding their contributions fairly.
The major steps involved in Performance appraisal process are:
i. Establish performance expectations: Clearly define the desired outcomes and behaviors for each employee’s role.
ii. Communicate performance expectations to employees: Ensure employees understand what is expected of them in terms of performance standards and goals.
iii. Measure actual performance: Assess how well employees are performing against the established expectations and goals.
iv. Compare actual performance with standards: Compare employees’ actual performance to predetermined standards or benchmarks.
v. Discuss the appraisal with the employee: Engage in a dialogue with employees to review their performance, provide feedback, and address any concerns or areas for improvement.
vi. Initiate corrective action if needed: Take appropriate steps to address any performance deficiencies or gaps identified during the appraisal process. - Write notes on disciplinary problems, and how it may effect in any hospitality organization?
→ When employees in an organization engage in misbehavior, violate business policy, or have performance problems, these are referred to as disciplinary problems. These issues can include more major violations like disobedience harassment, or theft, as well as more minor ones like carelessness or absenteeism. Maintaining a positive and productive work environment requires effective handling of disciplinary issues.
It may effect in any hospitality organization on several basis, like:
a. Customer Experience: Any minor to major conflicts or poor customer service can result in unhappy clients, negative publicity or feedbacks, and a tarnished reputation for any type of firm or business.
b. Employee Morale: Persistent problems can lower morale and motivation among staff, impacting overall job satisfaction and productivity which hampers to achieve the organizational goals and objectives.
c. Employee Turnover: Unaddressed issues may prompt employees to seek employment elsewhere, leading to higher turnover rates and increased recruitment costs. Hence, it may create the scarce of capable or talent human resources in the workplace.
d. Legal and Reputational Risks: Failure to handle problems appropriately can result in legal liabilities, fines, and damage to the organization’s reputation.
e. Operational Efficiency: Constantly addressing issues can disrupt operations, affecting service quality and overall efficiency.
f. Training and Development: Additional training may be required to address behavior or performance problems, adding to operational costs.
g. Employee Relations: Poorly handled disciplinary issues can create tension and distrust among staff, negatively impacting workplace culture and relations. - Define the term socialization and its various process.
→ Socialization refers to the process of newly hired employees acclimating to the organizational culture and norms, assimilating into the work environment, and aligning with the company’s values and goals.
The various process of socialization are:
a. Pre-arrival stage: This stage occurs before an individual joins the organization and involves the formation of expectations about the organization based on prior experiences, information from various sources, and personal perceptions. Every person arrives with a unique set of values, attitudes, and expectations, which is acknowledged in the pre-arrival stage.
b. Encounter: The encounter stage begins when an individual joins the organization and interacts with the organizational culture, structure, and members. It is the stage of socialization which involves experiencing the reality of the organization knowing what organization is really like and adjusting to the new environment, roles, and expectations.
c. Metamorphosis: This is the phase of transition where the new hire or staff member adapts to the work, organization, and job. The person completely integrates into the company and absorbs its norms, values, and practices throughout the transformation stage. This phase includes becoming familiar with the organization’s aims and objectives, assimilating into the organizational culture, and creating a sense of belonging.
Group C
- Mention the various challenges and issues of human resource management that are facing by hospitality industry.
→ Repeated from Year 2016, Question 11 (Please refer back to that year) - Describing the need of training explain advantages and disadvantages of on-the-job training and off-the-job training.
→ The need of training are listed below:
a. Employee Development: By providing possibilities for career advancement, training promotes growth, engagement, and retention.
b. Organizational Change: Training guarantees easy adjustments when procedures, arrangements, or tactics change.
c. Enhanced Performance: Skill development, productivity, and organizational efficacy are all improved by focused training.
d. Safety and Risk Management: Training in safety reduces the likelihood of accidents and guarantees a safe working environment.
e. Innovation and Adaptability: Critical thinking and problem-solving skills are developed through training.
f. Employee Morale: Investing in training shows appreciation, boosting morale, engagement, and satisfaction.
The advantages and disadvantages of on-the-job training and off-the-job-training are:
On-the-job training
| Advantages of on-the-job training | Disadvantages of on-the-job training |
|---|---|
| It is practical learning as it involves hands-on experience. | It offers limited theoretical knowledge. |
| It is cost-effective as it utilizes existing resources. | Quality may vary due to inconsistent training. |
| It is customized to specific job roles. | It may disrupt regular work processes. |
Off-the-job training
| Advantages of off-the-job training | Disadvantages of off-the-job training |
|---|---|
| It helps to enhance self awareness of trainees. | Higher expenses linked to outside training programs and courses. |
| Helps to change interpersonal behavior | Limited use of recently learned abilities in jobs promptly. |
| Enhances one’s perception of oneself and lessens prejudice | Sometimes it may not relate to the real work scenario. |
Solution of Year 2022
Group A
Group B
Group C
Solution of Year 2023
Group A
- Write two features of HRM.
→ The two features of HRM are:
a. Training and Development
b. Employee recruitment and Selection - What is HR inventory?
→ The term “HR inventors” refers to the centralized database used for workforce planning and talent management that holds comprehensive data about employees’ experiences, education, training, and performance reviews. - Mention two elements of job specification.
→ The two elements of job specification are:
a. Job title
b. Job summary / objective
c. Job Duties / responsibilities
d. Key competencies - Define the term job.
→ A “job” is a designated position inside an organization that comes with a set of obligations, responsibilities, tasks, and requirements that are given to staff members in order to achieve organizational goals. - Write two objectives of training need assessment.
→ The two objectives of training need assessment are:
a. Enhancing performance
b. Maximizing Return on Investment (ROI) - Suggest any two techniques of employee motivation.
→ The two techniques of employee motivation are:
a. Recognition and rewards
b. Clear goal setting, and feedbacks - Write two context related factors of job satisfaction.
→ The two context related factors of job satisfaction are:
a. Organizational culture
b. Job security and Stability - What do you mean by employee grievance?
→ Repeated from Year 2019, Question 10 (Please, refer back to that year) - Define socialization.
→ Socialization refers to the process of newly hired employees acclimating to the organizational culture and norms, assimilating into the work environment, and aligning with the company’s values and goals. - Make a list of causes of disciplinary problems in Organization.
→ A list of causes of disciplinary problems in organization are :
a. Micromanagement
b. Inadequate training
c. Unfair treatment
d. Poor communication
Group B
- Describe HR planning process in hospitality industry.
→ The HR planning process in hospitality industry includes:
Know Goals and Plans of Organization
Strategic planning: public policy, social trends, economic conditions, technology, market conditions, strengths and weaknesses of organization, projected outputs for planning periods
Current Human Resource Situation
Skills inventory: numbers of people grouped by job, department, organizational levels, location, age, education, in-service training completed, performance
Human Resource Forecast
a. Present workforce: project retirements, layoffs, promotions, and quits for planning period.
b. Demand for people: translate plans and forecast for organization into demand for employees for planning periods.
c. Comparison of demand with supply: Net additions or subtractions found by comparing (a) with (b).
Implementation Programs
Recruitment, selection and placement; performance appraisal; career planning; transfer, promotion, layoff; training and development; motivation and compensation.
Audit and Adjustments
Measure implementation progess, compare with plan, take corrective action. Change human resources plans if enterprise plans are altered, periodically update skills inventory, forecast and implantation programs
- What do you mean by succession planning? Explain its importance for hospitality industry.
→ Repeated from Year 2017, Question 12 (Please refer back to that year) - Explain the external sources of recruitment.
→ The external sources of recruitment are:
a. Educational institutes: Hiring fresh graduates or interns from universities and colleges like hospitality management programs or culinary schools. For example, a hotel may recruit recent graduates as interns from a local hotel management college to fill vacant positions in various departments like housekeeping , F&B, Food production, etc.
b. Poaching / Raiding : Actively recruiting skilled employees from competitor organizations. For example, any restaurant can approach highly skilled chefs from other neighboring restaurants and present them with greater benefits like higher pays, bonuses, etc. or career options like higher positions.
c. Executive searching / Headhunting : Hiring agencies to identify and approach top talent for senior roles. For example, an executive search agency may be hired by a chain of luxurious hotels to locate an experienced general manager to handle operations at one of its flagship facilities.
d. Casual applicants : Individuals applying through job ads, online portals, or career fairs. For example: Jobs for housekeeping department may be posted by a resort hotel in various social medias like LinkedIn, Facebook, etc. or websites, and interested candidates can apply via the hotel’s employment website, social media or other sources.
e. Employment agencies : Using recruitment firms to find candidates for various positions. For example, a hotel may collaborate with a staffing agency to hire temporary or permanent employee for various events during peak seasons. - Prepare job description for a ‘Bar Tender’ job.
→ The job description for a bar tender job is written below:
Our growing company BhmAims Hotel is seeking a a skilled and enthusiastic Bartender to join our dynamic team. If you are looking for an exciting place to work, have a passion for mixology, a flair for customer service, and thrive in a fast-paced hospitality environment, please take a list of qualifications below:
Job Title: Bartender
Summary:
Responsible for preparing and serving beverages and cocktails, guaranteeing top-notch client care, and upholding safety regulations.
Responsibilities:
– Maintain a smooth bar operation on a daily basis.
– Prepare and serve drinks according to recipes.
– Maintain cleanliness and stock of bar supplies.
– Handle transactions and engage with guests.
– Ensure responsible alcohol service.
– Collaborate with staff for efficient service.
Qualifications:
– Flexibility in availability
– Previous experience in bartending is required.
– 2 years previous experience leading a bar.
– Knowledge of mixology and customer service.
– Strong multitasking and communication skills both verbal and written.
– Ability to work flexible hours.
Education/Certifications: High school diploma; or any CTEVT training of mixology preferred. - Describe common methods of reward management.
→ The common methods of reward management are:
(A) Financial Rewards
i. Wages and Salaries: Regular payment for the work performed, typically based on hours worked, job responsibilities, and market rates.
ii. Bonuses: Additional monetary rewards given to employees for achieving specific goals, meeting performance targets, or exceptional contributions.
iii. Stock Options or Equity: Providing employees with the opportunity to purchase company shares at a discounted price or as part of their compensation package.
(B) Non Financial Rewards
i. Promotion: Advancing employees to higher-level positions with increased responsibilities, authority, and often higher pay.
ii. Recognition and Appreciation: Acknowledging employees’ contributions through verbal praise, awards, certificates, or public recognition programs.
iii. Workplace Benefits: Offering benefits such as healthcare, retirement plans, vacation time, and employee discounts.
(C) Both
a. Promotion: Offers both financial rewards (increased salary) and non-financial rewards (elevated status, recognition).
b. Recognition for Merit: Combines financial rewards (bonuses) with non-financial rewards (public acknowledgment, appreciation).
c. Designation as a Permanent Employee: Provides job security (financial reward) along with a sense of stability and belonging (non-financial reward). - Describe any five techniques for improving employee job satisfaction.
→ Repeated from Year 2016, Question 16 (Please refer back to that year)
Group C
- Management development is a technique to improve organizational performance. Discuss.
→Management development is a technique to improve organizational performance as it tries to enhance:
a. Job skills (basic job skills, interpersonal skills and conceptual skills)
b. Level of motivation and confidence
c. Opportunity to move up in the hierarchy
d. Level of job performance / rewards
e. Team work, mentoring and empowerment
f. Managerial decision making and implementation
It can be done by two technique which are:
a. On the job training
b. Off the job training - Explain, with features and advantages, the alternative ranking and paired comparison methods of performance appraisal in organization.
→
Alternative Ranking Method:
Features:
a. Employees are ranked from best to worst based on their performance.
b. Each employee is compared directly against every other employee.
c. Requires managers to assign a rank to each employee relative to others.
d. Rankings are typically based on overall performance or specific criteria.
Advantages:
a. Simple and easy to understand.
b. Provides a clear hierarchy of employees’ performance.
c. Useful for identifying top performers and low performers within the organization.
d. Can facilitate reward allocation and succession planning decisions.
Paired comparison methods of performance appraisal:
Features:
a. Employees are evaluated by comparing them in pairs.
b. Managers compare each employee with every other employee.
c. Managers select the better performer in each pair.
d. The number of times an employee is chosen as the better performer determines their overall ranking.
Advantages:
a. Rating errors can be minimized.
b. More systematic and comprehensive than individual ranking.
c. Helps to know overall performance of each manpower.