~~MN3075_ZA_2016_d0

This paper is not to be removed from the Examination Halls

UNIVERSITY OF LONDON MN3075 ZA

BSc degrees and Diplomas for Graduates in Economics, Management, Finance

and the Social Sciences, the Diplomas in Economics and Social Sciences

Human Resource Management

Monday, 9 May 2016 : 14:30 to 17:30

Candidates should answer FOUR of the following EIGHT questions. All questions carry
equal marks.

PLEASE TURN OVER

© University of London 2016

UL16/0419 Page 1 of 2 D1
1. (a) What is the difference between a ‘job specification’ and a ‘person specification’?
(10 marks)
(b) ‘Effective employee resourcing rests on the organisation following ‘best practice’
guidelines on recruitment and selection.’ Critically evaluate this statement.
(15 marks)

2. (a) Define ‘reneging’ and ‘incongruence’ in the context of psychological contract violation
and discuss what factors explain their occurrence. (10 marks)
(b) What advice would you give organisations wishing to avoid or minimise perceptions of
psychological contract breach amongst their employees? (15 marks)

3. (a) What managerial objectives can be pursued using a reward system? Give examples to
support your answer. (10 marks)
(b) Using the process theories of motivation, critically evaluate the circumstances under
which performance related pay is likely to fail in motivating employees. (15 marks)

4. (a) Distinguish between ‘judgemental’ and ‘developmental’ appraisals. (5 marks)

(b) When setting performance targets for appraisal purposes, what indicators can
managers use? (5 marks)
(c) How would goal-setting theory help a manager design an efficient and effective
appraisal system? (15 marks)

5. (a) What are the advantages of team-working as a work organisation method?

(10 marks)
(b) Under what circumstances is team-working likely to be effective? (15 marks)

6. (a) Compare and contrast ‘person-centered’ and ‘situation-centered’ explanations of

womens’ disadvantage in the labour market. (15 marks)
(b) Discuss the limitations of the ‘business argument’ in relation to improving the position of
women in the labour market. (10 marks)

7. (a) Human resource strategy can be understood as a combination of ‘analysis’ and ‘action’.
What elements do these two components address? (10 marks)
(b) Is HR strategy of any significance to organisations? Justify your answer. (15 marks)

8. (a) The employment relationship is an unusually complex social relationship. Why is this
the case? (10 marks)
(b) How does social exchange theory differ from agency theory in its approach to
understanding the employment relationship? (15 marks)

END OF PAPER

© University of London 2016

UL16/0419 Page 2 of 2 D1