0413-225 | Human Resource Management | Spring 2025 | Final
0413-225 | Human Resource Management | Spring 2025 | FinalIntroductionFinal exam for Human Resource Management (0413-225) at DIU, Spring 2025. Covers appraisal ...
0413-225 | Human Resource Management | Spring 2025 | Final
Introduction
Final exam for Human Resource Management (0413-225) at DIU, Spring 2025. Covers appraisal systems, labor law compliance, training methods, and conflict resolution.
Solutions are concise, practical, and aligned with CLOs.
Question Solutions
Q1: Key Appraisers in Performance Evaluation
- Immediate Supervisor: Directly observes daily performance (e.g., team leader evaluating a sales executive’s targets).
- Peers: Colleagues provide feedback on collaboration (e.g., developers reviewing a peer’s code contributions).
- Subordinates: Junior staff assess leadership (e.g., interns rating a manager’s guidance).
- Self-Appraisal: Employee reflects on strengths/weaknesses (e.g., annual self-review form).
- Customers/Clients: External feedback on service quality (e.g., client surveys for a consultant).
Q2: Compliance with Bangladesh Labor Act, 2006
- Leave Policies: Ensure 10 days sick leave, 14 days festival leave, and maternity leave (16 weeks) as per Act.
- Workplace Safety: Conduct audits, provide PPE, and train staff on hazard protocols (e.g., fire drills in garment factories).
- Documentation: Maintain records of leave balances and safety inspections for legal proof.
- Employee Communication: Hold workshops to explain rights (e.g., overtime pay rules).
Q3: Training Methods Comparison
| Training Method | Type | Purpose | Duration | Delivery Method | Example |
|---|---|---|---|---|---|
| Apprenticeship Training | On-the-Job | Skill development | Long-term | Hands-on | Electrician in construction |
| Video Conferencing | Off-the-Job | Remote learning | Short-term | Virtual | IT certification webinars |
| Cross Training | On-the-Job | Role flexibility | Medium-term | Job rotation | Retail staff in cashier/stock |
| Case Study | Off-the-Job | Problem-solving | Short-term | Classroom | MBA students analyzing mergers |
| Role-playing | Off-the-Job | Soft skills (e.g., sales) | Short-term | Interactive | Call center conflict resolution |
Q4: Conflict Handling in Manufacturing
- Methods:
- Negotiation: Union-management discussions to adjust shift hours.
- Mediation: Neutral third party facilitates safety gear disputes.
- Arbitration: Binding decision on wage disputes via labor court.
- Negotiation Process:
1. Identify issues (e.g., 12-hour shifts).
2. Propose solutions (e.g., 8-hour shifts + overtime pay).
3. Bargain (trade-offs like productivity bonuses).
4. Formalize agreement in writing.
Key Concepts
- 360-Degree Feedback: Multi-source appraisal for holistic performance review.
- Labor Law Compliance: Mandatory adherence to national regulations (e.g., leave, safety).
- Training Classification: On-the-job (practical) vs. off-the-job (theoretical).
- Conflict Resolution: Collaborative (win-win) vs. competitive (win-lose) approaches.
FAQs
- Q: What is the role of peers in performance appraisal?
A: Peers provide insights on teamwork and collaboration, complementing supervisor feedback.
- Q: How does role-playing help in training?
A: Simulates real-world scenarios (e.g., customer complaints) to practice responses.