HRM Monopoly! USER’S GUIDE Hanizah Farhani binti Jaafar Iman binti Mohamad Fawzi Siti Yummy Faridatul Akmar binti Mohamad + Q&A
Managing Editor Norleza binti Lehat Editor Siti Hajar binti Khazali Writer Hanizah Farhani binti Jaafar Iman binti Mohamad Fawzi Siti Yummy Faridatul Akmar binti Mohamad Designer Hanizah Farhani binti Jaafar Iman binti Mohamad Fawzi Siti Yummy Faridatul Akmar binti Mohamad Application Publishers and Developers Hanizah Farhani binti Jaafar Iman binti Mohamad Fawzi Siti Yummy Faridatul Akmar binti Mohamad 1st Edition 2023 All rights reserved. No part of this work may be reproduced, stored in any form or by any means without the written permission of the publisher. Published by: Politeknik Muadzam Shah, Lebuhraya Tun Abdul Razak, 26700 Muadzam Shah, Pahang Darul Makmur EDITOR COMMITEES i
We would like to record our warm appreciation and thanks to the many parties who have provided encouragement and helpful comments towards the arrangement of this HRM MONOPOLY USER’S GUIDE. It is our hope that this user’s guide would help students to gain better understanding of this course. HANIZAH FARHANI BINTI JAAFAR IMAN BINTI MOHAMAD FAWZI SITI YUMMY FARIDATUL AKMAR BINTI MOHAMAD Lecturer Department of Commerce Politeknik Muadzam Shah ACKNOWLEDGEMENT ii
The education industry in this 21st century era has changed significantly, whereby creativity and entertainment are used in aiding teaching and learning. Thus, it is vital to innovate a creative tool especially the subject which involve theory and practices. Despite doing a lot of reading and memorizing, innovating an effective tool which promote fun and natural learning is undeniably crucial so the learning is more fascinating. Students’ understanding of their subject has an impact on the achievement of their continuous and final semester assessments. Taking into consideration, HR Monopoly was developed to encourage students to learn in an attractive way of learning and fun environment. Games are beneficial in many ways such as motivating, interesting, enhance soft skills of learners and most importantly, it improves learning. When learners are in a relaxed setting, their attention span will be longer, which allows them to absorb more input and improve their learning. HR Monopoly is a game-based learning which focuses on the understanding of human resource management theory and practices. This game was designed for fewer than 8 players who need to answer correctly then they will receive point and sample of money according to the questions. As game-based learning is able to provide a fun and natural learning context, it is much preferred by learners nowadays. It is hoped that teachers could incorporate entertainment in education as it will be fruitful for learners. In the future, teachers can explore different game to cater to different proficiency learners. Hence, game-based learning can be one of the panaceas to solve memorizing and understanding issues of theory. PREFACE iii
TABLE OF CONTENTS Editor Commitees i Acknowledgements ii Preface iii Contents iv Game Components The Role of HR Manager Here how to play Questions and Answer TOPIC 1: INTRODUCTION TO HRM TOPIC 2: JOB ANALYSIS AND HUMAN RESOURCE STRATEGIC PLANNING TOPIC 3: RECRUITMENT AND SELECTION TOPIC 4: TRAINING AND DEVELOPMENT TOPIC 5: PERFORMANCE APPRAISALS TOPIC 6: COMPENSATION MANAGEMENT TOPIC 7: INDUSTRIAL RELATIONS 1 2 3 4 9 14 18 21 25 28 Bibliographical References V iv
Components A board Two dice Tokens for each player 16 Chance and 16 Reward cards 28 Question cards for each space on the board Money Setup 1. Place the board on a table. 2. The Penalty and Reward cards face down on their allotted spaces on the board. 3. The Question cards face down on the game board. 4. Each participant selects a token to represent them as they move around the board. 5. Each player receives RM 1200 as a the 1st salary divided as follows: 5 x RM100’s, 6 x RM50's, 10 x RM20’s, 10 x RM10's, 16 x RM5's, and 20 x RM1's. GAME COMPONENTS 1
Select someone as a HR Manager. HR Manager responsible: 1. To pay salaries and bonuses. 2. To collect taxes, fees and penalty. 3. To check whether the players answer questions right or wrong based on the user’s guide. 4. HR Manager has the right to decide how much money to give the player if the player answer question half correct or half wrong. 5. If the HR Manager runs out of cash, he/she may write out as much as required by writing on any ordinary paper. ROLE OF HR MANAGER 2
1. The dice are thrown by each player. The game is initiated by the player with the greatest score. 2. After each player has placed his or her token in the "Welcome on board" corner, the dice are thrown, and each player then moves their token the number of spaces indicated by the dice. 3. On the player's subsequent turn, the tokens continue from the positions they currently occupy. 4. Two or more tokens may be positioned on the same area simultaneously. 5. If the token rests at the question space, the player need to select question card based on the topic and answer the question. 6. HR Manager will check the answer by referring the user’s guide. 7. If the answer is correct, HR Manager need to pay money to the player according to the value on the question space. 8. If the answer is wrong, HR Manager need to collect money from the player according to the value on the question space. 9. The roll is void if one or both dice land on, lean against, or roll off the playing surface. Re-roll them. 10.The player may draw either a Penalty Card or a Reward Card depending on the space the token reaches. 11.If a player throws two consecutive doubles, they must move the token and are subject to any advantages or penalties applicable to the spot they land on. The player can then attempt another throw and advance the token as before. 12.But be careful; if a player throws a double three times in a row, they will be arrested right away. HERE IS HOW TO PLAY! 3
QUESTIONS AND ANSWERS TOPIC 1: INTRODUCTION TO HRM QUESTION Give the definition of Human Resource Management. ANSWER: ▪ The development and implementation of processes in an organization which is designed to attract, develop and retain a high-performing staff. QUESTION: Discuss TWO (2) goals for Human Resource Management. ANSWER: ▪ To overcome the problems in workplace ▪ To overcome the issues of labor force ▪ To control the manager’s action ▪ To overcome the changes of internal and external working environment ▪ To identify the current needs of knowledge and skills ▪ To solve problems in the working environment QUESTION: Discuss TWO (2) variables that influence the establishment of human resource department. ANSWER: ▪ The organization’s size ▪ Top management's philosophies ▪ Unionization of the employee ownership of the company QUESTION: Give TWO (2) reasons why managing human resources is essential to the success of the organisation. ANSWER: ▪ To overcome the problems in workplace ▪ To overcome the issues of labor force ▪ To control the manager’s action ▪ To overcome the changes of internal and external working environment ▪ To identify the current needs of knowledge and skills ▪ To solve problems in the working environment ▪ The stability of human resource management is greatly influenced by the environment factors. 4
QUESTIONS AND ANSWERS TOPIC 1: INTRODUCTION TO HRM QUESTION: Discuss TWO (2) internal environmental factors that influenced the human resource activity. ANSWER: ▪ Organization’s mission ▪ Physical (Ventilation, Noise, OSH) ▪ Organization’s policies Resources ▪ Corporate Culture QUESTION: List TWO (2) importance of human resource management. ANSWER: ▪ Society ▪ Political Parties ▪ Unions ▪ Competition ▪ Customers ▪ HR Technology ▪ Economy ▪ Labor Market ▪ Legal Considerations QUESTION: Give TWO (2) examples of what human resource management does. ANSWER: ▪ Job Analysis and Planning for Human Resources ▪ Recruitment and Selection ▪ Training and Development ▪ Performance Evaluation ▪ Management of Compensation ▪ Industrial Relations 5
QUESTIONS AND ANSWERS TOPIC 1: INTRODUCTION TO HRM QUESTION: Describe ONE (1) internal and ONE (1) external factors that affect human resource management activities. ANSWER: External factors ▪ Society ▪ Competition Economy ▪ Political Parties ▪ Customers ▪ Labor Market ▪ Unions ▪ HR Technology ▪ Legal Considerations QUESTION: A high-performing workforce's recruitment, development, and retention within an organisation are referred to as ___________________________. A. Financial management B. Operation management C. Personnel management D. Human resource management ANSWER: D QUESTION: Human resource management refers to _________________. A. The process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives. B. The development and implementation of systems in organization designed to attract, develop and retain a high-performing workforce. ANSWER: B Internal factors ▪ Organization’s mission ▪ Physical (Ventilation, Noise, OSH) ▪ Organization’s policies ▪ Resources ▪ Corporate Culture 6
QUESTIONS AND ANSWERS TOPIC 1: INTRODUCTION TO HRM QUESTION: Function of Human Resource Management includes all of the following EXCEPT ________________. A. Training and Development B. Performance Evaluation C. Life Management D. Industrial Relations ANSWER: C QUESTION: Which of the following is NOT an external factor that influencing human resource management activities? A. The Culture B. The Economy C. The Legislation D. The Competition ANSWER: A QUESTION: To _______________ is one of human resource management's objectives. A. Overcome the changes of internal and external competitor’s environment B. Overcome the issues of private life of their employees C. Overcome the changes of internal and external working environment D. Overcome the issues of private life of their customer ANSWER: C QUESTION: Which of the following is the factors determine the establishment of human resource department? A. Ownership of the company B. Unionization of the supplier C. The size of the competitor D. The philosophy of the product management ANSWER: A 7
QUESTIONS AND ANSWERS TOPIC 1: INTRODUCTION TO HRM QUESTION: The following is the internal factors affecting human resource management EXCEPT A. Resources B. Customer culture C. Physical D. Organization’s mission ANSWER: B QUESTION: Corporate culture is categorized under _____________ . A. Internal factors affecting the human resource management B. External factors affecting the human resource management C. Internal objectives of the human resource management D. External objectives of the human resource management ANSWER: A 8
QUESTIONS AND ANSWERS TOPIC 2: JOB ANALYSIS AND HUMAN RESOURCE STRATEGIC PLANNING QUESTION: Define Strategic Planning for Human Resource. ANSWER: ▪ The process of analysing and determining the availability and demand for human resources so that the organization can achieve its goals. QUESTION: Define Job Analysis. ANSWER: ▪ Job analysis is a technique of identifying the skills, knowledge, experience and other requirements necessary to perform a job. ▪ Job analysis is a systematic process of determining the skills, duties, and knowledge needed to carry out jobs within an organization. QUESTION: Explain TWO (2) methods used to gather information for a job analysis. ANSWER: ▪ Interviews ▪ Surveys (Questionnaire) ▪ Observations ▪ Journals and Records/Diaries QUESTION: Give TWO (2) examples of how job analysis data is used in HRM functions. ANSWER: ▪ Human Resource Planning ▪ Recruitment and Selection ▪ Training and Development ▪ Performance Evaluation ▪ Benefits and Compensation ▪ Safety and Health ▪ Employee or Industrial Relations 9
QUESTIONS AND ANSWERS TOPIC 2: JOB ANALYSIS AND HUMAN RESOURCE STRATEGIC PLANNING QUESTION: Describe Job Description and Job Specification. ANSWER: ▪ Job Description is a set of documents providing information regarding tasks, duties, and responsibilities of a job. ▪ Job Specification is a set of documents used to ensure the specific skills and qualifications needed by an employee to perform duties. QUESTION: List TWO (2) importance of human resource planning. ANSWER: ▪ Focuses on the demand and supply of labor and involves the acquisition, development and departure of people. ▪ To ensure that a predetermined number of persons with the right skills are available at a specified time in the future. ▪ The organization’s success relies on its employees. ▪ It must be connected to the organization’s overall business strategy, and focused on the organization’s long-range human resource needs. ▪ Determining current and future needs to achieve organization goals. ▪ Facilitating the organization to respond to the needs of the current environment. ▪ Ensuring the distribution of manpower in organization. Ensuring the employee activity planning is at the desired level QUESTION: Describe TWO (2) activities involved in human resource planning process. ANSWER: ▪ Projecting the future need for human resources ▪ Predicting when people will be available ▪ Comparing the availability and the requirements ▪ Develop and implement the strategies of human resources ▪ Assess the implementation of strategies 10
QUESTIONS AND ANSWERS TOPIC 2: JOB ANALYSIS AND HUMAN RESOURCE STRATEGIC PLANNING QUESTION: Describe TWO (2) methods that can be used by the organization to reduce the surplus of workers. ANSWER: ▪ Salary reduction ▪ Reduce working time ▪ Job sharing ▪ Early retirement ▪ Encouraging of retirement ▪ Freezing job vacancy Termination or lay off worker QUESTION: A methodical approach to identifying the skills, duties, and expertise needed to carry out certain tasks within an organisation. This statement refers to _________________. A. Job analysis B. Interview of Job C. Description of Job D. Specification of Job ANSWER: A QUESTION: The following is the method used to gather information when performing a job analysis EXCEPT A. Observation B. Journals and records C. Performance appraisal D. Survey (Questionnaire) ANSWER: C QUESTION: The ______________ is the fourth step in the human resource planning process. A. Forecasting HR availability B. Develop and implement HR strategies C. Comparing HR requirements and availability D. Evaluation the implementation of strategies ANSWER: B 11
QUESTIONS AND ANSWERS TOPIC 2: JOB ANALYSIS AND HUMAN RESOURCE STRATEGIC PLANNING QUESTION: The documents of job analysis information include ______________. A. Job analysis and job chart B. Description of job and specification of job C. Job analysis and specification of job D. Description of job and job chart ANSWER: B QUESTION: The following is the purpose of job analysis EXCEPT A. Select the right candidate who is suitable with the working environment B. Place the employees in job that use their skill and expertise C. Determine the needs for new and experienced employees D. Prepare for future needs of human resources ANSWER: B QUESTION: “Effort to attract people that meet requirements”. This statement refers to __________. A. Human resource planning B. Selection C. Recruitment D. Training ANSWER: C QUESTION: The following is the steps involved in human resource planning process. Identify the following process based on its flow. i. Forecasting HR availability ii. Comparing requirement and availability iii. Evaluate the implementation of strategies iv. Forecasting HR requirements v. Develop and implement HR strategies ANSWER: D A. iii, i, iv, ii and v B. iv, iii, i, iv and ii C. i, iv, ii, v and iii D. iv, i, ii, v and iv 12
QUESTIONS AND ANSWERS TOPIC 2: JOB ANALYSIS AND HUMAN RESOURCE STRATEGIC PLANNING QUESTION: Human resource strategic planning refers to __________________. A. The process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives. B. The development and implementation of organisational procedures intended to recruit, train, and keep high-performing personnel. C. The procedure to guarantee that a specific quantity of people with the necessary abilities will be accessible at a future time. D. The development of the employee activity planning is at the desired level. ANSWER: A 13
QUESTIONS AND ANSWERS TOPIC 3: RECRUITMENT AND SELECTION QUESTION: Define Recruitment. ANSWER: ▪ The process of recruiting involves attracting people to apply for jobs with an organisation at the right time, in sufficient numbers, and with the right qualifications. QUESTION: List TWO (2) types of selection test in selecting the best applicant as a new employee. ANSWER: ▪ Physical Test ▪ Cognitive Ability Test ▪ Personality Test Work Samples Test QUESTION: Explain TWO (2) sources of external recruitment. ANSWER: ▪ College and university recruiting ▪ Advertisement and job fairs ▪ E-recruitment ▪ Employee referrals ▪ Unsolicited applicants ▪ Employment agencies and consultants QUESTION: Describe TWO (2) disadvantages of external recruitment. ANSWER: ▪ The company might not choose a candidate who is suit for the position or the organisation ▪ Internal applicants who are unsuccessful in the process may experience morale issues ▪ The new hire might need more time for orientation or adjustment 14
QUESTIONS AND ANSWERS TOPIC 3: RECRUITMENT AND SELECTION QUESTION: State TWO (2) advantages of internal recruitment. ANSWER: ▪ The promoted employee typically has a high level of morale ▪ The company can more accurately evaluate a candidate’s abilities ▪ Recruiting expenses are lower for some jobs ▪ The procedure encourages good performance ▪ The procedure results in a string of promotions ▪ The company can only hire entry-level employees QUESTION: State TWO (2) alternatives to recruitment. ANSWER: ▪ Outsourcing and offshoring ▪ Contingent workers ▪ Professional employer organization (Employee Leasing) ▪ Overtime QUESTION: Explain the differences between Structured Interview and Unstructured Interview. ANSWER: ▪ Structured Interview is an interview which the interviewer asks each applicant for a particular job the same series of job-related questions. ▪ Unstructured Interview is an interview in which the job applicant is asked probing, openended questions. QUESTION: List TWO (2) methods of interviewing. ANSWER: ▪ One to one interview ▪ Group interview ▪ Board interview ▪ Multiple interviews ▪ Video interview ▪ Stress interview 15
QUESTIONS AND ANSWERS TOPIC 3: RECRUITMENT AND SELECTION QUESTION: If the company has surplus of employees, what the company should do to overcome this problem. A. Promotion B. External recruitment C. Freezing job vacancy D. Part time or temporary worker ANSWER: C QUESTION: The following is the steps involved in recruitment process. Identify the following process in order. i. Recruited individual ii. Evaluate alternatives to recruitment iii. Determine sources and methods of recruitment iv. Requirement from HRP and managers’ requisition ANSWER: D QUESTION: Which of the following is NOT internal sources of recruitment? A. Transfer B. Employee referrals C. Promotion D. Retirement ANSWER: B QUESTION: External sources and methods of recruitment includes all of the following EXCEPT _________. A. College and university recruiting B. Unsolicited applicants C. E-recruitment D. Internal advertisement ANSWER: D A. i, ii, iii and iv B. ii, iv, i and iii C. iii, I, iv and ii D. iv, ii, iii and i 16
QUESTIONS AND ANSWERS TOPIC 3: RECRUITMENT AND SELECTION QUESTION: Selection refers to ______________. A. Properly match people with jobs and organization B. Choosing the most suitable candidate from amongst a group of applicants C. Process of choosing the individual best suited for particular position and organization from a group of applicants D. All of the above ANSWER: B QUESTION: Cognitive ability test is one the selection test which refers to ________________. A. Test that require candidates to complete a task or series of tasks representative of the job B. Test that determine general reasoning ability, memory, vocabulary, verbal fluency and numerical ability C. Self-reported measures of traits, temperaments or disposition D. Test on muscular tension, power and endurance ANSWER: B QUESTION: ______________ interview is behavioral questions prompt applicants to relate actual incidents relevant to target job. A. Structure interview B. Behavioral interview C. Situational interview D. Unstructured interview ANSWER: B QUESTION: All of the following below is the methods of interviewing EXCEPT A. Spontaneous interview B. Board interview C. One to one interview D. Stress interview ANSWER: A 17
QUESTIONS AND ANSWERS TOPIC 4: TRAINING AND DEVELOPMENT QUESTION: State TWO (2) advantages of training and development for the company. ANSWER: ▪ Training opportunities draw and retain skilled employees. ▪ Keeps staff members informed. ▪ Boosts employee productivity. ▪ Aids in inspiring workers boosts employees' job happiness. QUESTION: An examination of the training requirements should be done before organising the training programme. Improve training and development for an organisation by implementing THREE (3) levels of training requirement analysis. ANSWER: ▪ Organizational analysis ▪ Individual analysis ▪ Task analysis QUESTION: Determine TWO (2) levels of formal orientation to introduce new employee to the organization. ANSWER: ▪ Organizational level ▪ Departmental level QUESTION: You are in charge of organising employee training at Daisy Oil & Gas Company as the human resource manager. The purpose of this training is to help people overcome challenges with knowledge and skill deficiencies. Describe any TWO (2) "On the Job Training" techniques that could be used in the scenario. ANSWER: ▪ Coaching ▪ Mentoring ▪ Job rotation ▪ Apprenticeship 18
QUESTIONS AND ANSWERS TOPIC 4: TRAINING AND DEVELOPMENT QUESTION: Describe TWO (2) purposes of employee orientation to the organization. ANSWER: ▪ Lowering anxiety and assisting new hires in overcoming issues with worry, anxiety, and embarrassment. ▪ Decrease employee turnover ▪ Save the manager's time ▪ Providing details on the duties and performance standards. ▪ Facilitating new hires’ adjustment to the organization ▪ Introduce the company to the staff ▪ Increasing the organization's acceptance among new hires increasing the dedication of new employees QUESTION: Relate TWO (2) methods of ‘Off the Job Training’ that can be applied by Human Resource Manager in improving the employees’ knowledge and skills. ANSWER: ▪ Lectures and conferences ▪ Simulation exercise ▪ In basket training ▪ Vestibule training QUESTION: State TWO (2) components of training needs analysis. ANSWER: ▪ Organizational analysis ▪ Individual analysis ▪ Task analysis QUESTION: Training refers to ______________. A. A long-term investment in human resources B. Acquisition of knowledge, skills and abilities C. Initiated by a person in the area of his/her interest D. All of the above ANSWER: B 19
QUESTIONS AND ANSWERS TOPIC 4: TRAINING AND DEVELOPMENT QUESTION: Apprenticeship is defined as _______________. A. A corrective method for inadequate performance B. A formal training program which combines classroom lessons and practical, on-the-job experience C. Employees are transferred to other roles within the company to develop their skills, knowledge, and abilities. D. All of the above ANSWER: B QUESTION: Which of the following is NOT the component of training needs analysis? A. Task analysis B. Financial analysis C. Individual analysis D. Organizational analysis ANSWER: B QUESTION: Job rotation is defined as _______________. A. A corrective method for inadequate performance B. A formal training course that blends in-class instruction with real-world experience C. Employees are transferred to other roles within the company to develop their skills, knowledge, and talents. D. All of the above ANSWER: C QUESTION: Which of the following is the method of ‘Off the Job Training’? A. Coaching B. Mentoring C. Vestibule training D. Lecture and conferences ANSWER: D 20
QUESTIONS AND ANSWERS TOPIC 5: PERFORMANCE APPRAISAL QUESTION: Define performance appraisal. ANSWER: ▪ The process through which a company determines how well a person is carrying out their tasks. QUESTION: Discuss TWO (2) objectives of performance appraisal. ANSWER: ▪ Strategic purpose ▪ Administrative purpose ▪ Developmental purpose QUESTION: List down TWO (2) common methods of performance appraisal. ANSWER: ▪ Forced Distribution ▪ Graphic Rating Scale ▪ Critical Incidents Method ▪ Behavior Anchored Rating Scale (BARS) ▪ 360-Degree Feedback Evaluation Method QUESTION: Describe TWO (2) source of performance appraisal. ANSWER: ▪ Supervisor/manager ▪ Peers ▪ Subordinates ▪ Self-evaluation ▪ Customer 21
QUESTIONS AND ANSWERS TOPIC 5: PERFORMANCE APPRAISAL QUESTION: Briefly explain Recency Effect. ANSWER: ▪ Managers only consider recent performance of subordinates; they neglect prior work, which may have been more or less effective than the work produced more recently before the assessment period. QUESTION: Identify TWO (2) common errors made during performance appraisal. ANSWER: ▪ Recency effect ▪ Central, Leniency and Strictness Tendency ▪ Stereotyping, Prejudice and Discrimination ▪ Halo and Horns Effects ▪ Similar-to-me Error QUESTION: Which of the following is TRUE about Behaviorally Anchored Rating Scales (BARS)? A. A list of traits is evaluated by a five-point rating scale B. All group members are ranked according to their overall performance by a rater. C. A method that combines elements of the traditional rating scales and critical incident methods D. A set of procedures used for collecting direct observations of human behavior that have critical significance and meet methodically defined criteria ANSWER: C QUESTION: Critical Incidents Method refers to ________________ . A. A five-point rating scale is used to assess a list of characteristics. B. A rater assigns a score to each group member based on their overall performance. C. A technique that incorporates components of critical incident procedures and conventional grading scales D. A collection of techniques for gathering first-hand accounts of human behaviour that are both critically important and satisfy rigorously specified requirements. ANSWER: D 22
QUESTIONS AND ANSWERS TOPIC 5: PERFORMANCE APPRAISAL QUESTION: Graphic rating scale is _________________ . A. A five-point rating scale is used to assess a list of characteristics. B. A rater assigns a score to each group member based on their overall performance. C. A technique that incorporates components of critical incident procedures and conventional grading scales D. A collection of techniques for gathering first-hand accounts of human behaviour that are both critically important and satisfy rigorously specified requirements. ANSWER: A QUESTION: Halo and horn effects refer to _________________ . A. When an appraiser rates a subordinate as being average across all evaluation categories, error has occurred; B. Occurs when managers evaluate employees based solely on a positive and negative element highlighted by the employee; C. Many people harbour prejudices towards certain groups of people, whether consciously or unconsciously; D. Only recent performance of subordinates is taken into account by managers; older work, which may have been more or less effective than the work completed closer to the appraisal time, is ignored. ANSWER: B QUESTION: Central tendency refers to _______________ . A. When an appraiser rates a subordinate as being average across all evaluation categories, error has occurred; B. Occurs when managers evaluate employees based solely on a positive and negative element highlighted by the employee; C. Many people harbour prejudices towards certain groups of people, whether consciously or unconsciously; D. Only recent performance of subordinates is taken into account by managers; older work, which may have been more or less effective than the work completed closer to the appraisal time, is ignored. ANSWER: A 23
QUESTIONS AND ANSWERS TOPIC 5: PERFORMANCE APPRAISAL QUESTION: An employee's performance rating is inflated by an appraiser due to a personal relationship refers to ____________________ . A. Recency effect B. Similar-to-me error C. Halo and horns effects D. Stereotyping, prejudice and discrimination ANSWER: B 24
QUESTIONS AND ANSWERS TOPIC 6: COMPENSATION MANAGEMENT QUESTION: Interpret TWO (2) non-statutory benefits given to the employee. ANSWER: ▪ Time-Off Payments ▪ Health care ▪ Insurance ▪ Financial services ▪ Allowances QUESTION: Choose TWO (2) types of statutory benefits. ANSWER: ▪ Employee Provident Fund Act 1991 ▪ Employee Social Security Act 1969 ▪ Employment Act 1955: Maternity Protection ▪ Employment Act 1955: Gazetted Paid Leaves QUESTION: Determine TWO (2) common financial rewards. ANSWER: ▪ Salary increment ▪ Bonus ▪ Profit sharing ▪ Commission ▪ Shares QUESTION: State TWO (2) components of compensation. ANSWER: ▪ Financial compensation ▪ Non-financial compensation 25
QUESTIONS AND ANSWERS TOPIC 6: COMPENSATION MANAGEMENT QUESTION: Describe TWO (2) common non-financial rewards. ANSWER: ▪ Performance awards ▪ Letters of appreciation ▪ Sponsorship to seminars, conference and overseas tours ▪ Rewards for long service QUESTION: Interpret TWO (2) types of gazetted paid leaves that are entitled under the Employment Act 1955. ANSWER: ▪ A weekly Rest Day ▪ Public holidays ▪ Annual leaves ▪ Sick leaves QUESTION: The following is statutory benefit EXCEPT A. Employee Social Security Act 1969 B. Employee Provident Fund Act 1991 C. Occupational Safety and Health Act 1994 D. Employment Act 1955 (Maternity Protection) ANSWER: C QUESTION: Commission is categorized under _______________ . A. Statutory benefits B. Financial rewards C. Non-financial rewards D. Non-statutory benefits ANSWER: B 26
QUESTIONS AND ANSWERS TOPIC 6: COMPENSATION MANAGEMENT QUESTION: The following is the non-financial rewards EXCEPT A. Allowances B. Performance award C. Letters of appreciation D. Rewards for long service ANSWER: A QUESTION: Which is the common non-statutory benefit? A. Health care B. Profit sharing C. Performance award D. Gazetted paid leave ANSWER: A QUESTION: Which is NOT gazetted paid leave under Employment Act 1955? A. Sick leave B. Annual leave C. Weekly rest day D. Emergency leave ANSWER: D QUESTION: Which of the following is the financial reward? A. Insurance B. Salary increment C. Financial services D. Performance award ANSWER: B 27
QUESTIONS AND ANSWERS TOPIC 7: INDUSTRIAL RELATIONS QUESTION: Define Industrial Relations. ANSWER: ▪ A company's connection with the union that represents its employees OR ▪ The interaction between employees and employers that exist as they work together to achieve organizational objectives QUESTION: The relationship between management and workers in an industry are not harmonized. Determine TWO (2) methods of industrial actions that can be used by employees. ANSWER: ▪ Picket ▪ Strike QUESTION: Determine TWO (2) techniques for resolving a labour dispute, such as wages and working conditions. ANSWER: ▪ Direct negotiation ▪ Conciliation ▪ Mediation ▪ Arbitration QUESTION: State TWO (2) reason why employees join Trade Union. ANSWER: ▪ To have the right to raise opinions ▪ To increase one's negotiating power and pursue more pay, better benefits, and less labour ▪ To guarantee the protection of their work rights ▪ To demonstrate their support for other workers ▪ To get a chance to interact with other employees 28
QUESTIONS AND ANSWERS TOPIC 7: INDUSTRIAL RELATIONS QUESTION: Figure out TWO (2) types of industrial actions to solve conflict. ANSWER: ▪ Picket ▪ Strike ▪ Lock-out QUESTION: List down TWO (2) trade union in Malaysia ANSWER: ▪ National Union of the Teaching Profession ▪ National Union of Bank Employees ▪ Kereta Tanah Melayu Bhd. Employee Unions ▪ Tenaga National Employees Union ▪ Telekom Trade Union QUESTION: Industrial relation refers to ______________ . A. The relationship between a company and the union that represents its employees. B. The relationship a business has with the union that works for his company. C. The relationship between a worker and the labour union that stands up for his employer. D. The relationship between a company and the union that represents its clients. ANSWER: A QUESTION: Which group of employees who are prohibited becoming trade union members? A. Public sector workers B. Statutory body of employees C. Members of any prison services D. Employees working in the relevant trade, occupation or industry ANSWER: C 29
QUESTIONS AND ANSWERS TOPIC 7: INDUSTRIAL RELATIONS QUESTION: Strike refers to _________________________________________ A. Workers stop working for temporary until a disagreement is resolved or a contract is signed B. Workers demonstrating against a management practise by marching at the employer's establishment's entrances C. Employer may close a location of employment, suspend operations, or decide not to continue hiring new staff with the aim of forcing employees to accept certain conditions of employment D. All of the above ANSWER: A QUESTION: Which is NOT the method of industrial action? A. Strike B. Picket C. Lock-out D. Trade union ANSWER: D QUESTION: Discussion between employer and the union until a satisfactory compromise is reached refers to _______________. A. Mediation B. Arbitration C. Conciliation D. Direct negotiation ANSWER: D QUESTION: Which court has the power to arbitrate labour disputes? A. High court B. Federal court C. Industrial court D. Court of Appeal ANSWER: C 30
Bohlander, G.W. and Snell, S.A. (2013). Principle of Human Resource Management. 16th Edition. USA: South Western. Dessler, G. (2012). Human Resource Management. 13th Edition. Pearson Singapore: Prentice Hall. Employment Act 1955 (Act 265), Regulation and Orders & Selected Legislation. (2020). International Law Book Services. Industrial Relations Act 1967 (Act 177), Rules & Regulations. (2021). International Law Book Services. Maimunah Aminuddin (2014). Human Resource Management, Principles and Practices 3rd Edition. USA: Oxford. Martocchio, J. J. (2018). Human Resource Management 15th Edition. USA: Pearson. Mondy, R.W. and Martocchio, J.J. (2016). Human Resource Management. 14th Edition. Pearson. Trade Union Act 1959 (Act 262) & Regulations. (2019). International Law Book Services. Bibliographical References v
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