By: rumassy • 2 year ago
By: HRcorner • 2 year ago
Hi, thank you for the rating. However, please let me know on what I missed.
By: omqele • 2 year ago
By: HRcorner • 2 year ago
Hi there, Thanks for the rating, however I'd like to know how I can improve the paper.
By: tylosmith • 3 year ago
By: HRcorner • 3 year ago
By: chihobsp • 5 year ago
By: HRcorner • 4 year ago
I'm glad you're happy about the notes
Some examples from this set of practice questions
1.
What are the 6 Human Resources functions?
Answer: 1. Human Resources, Sourcing and Maintenance. 2. Organisational Development. 3. Performance Management. 4. Talent Management. 5. Special Programmes. 6. Employee Relations.
2.
What is (are) the Recruitment Processe(s)?
Answer: - Firstly, there has to be a NEED for a vacancy. - Liaise with the relevant stakeholders of the position details and requirements. - Draft and quality assure a job advertisement. - Post job ad on any media (company website or recruitment email, social media, newspaper, radio and so on) with a closing date. - Save and screen applications. - Have a shortlisting meeting with the relevant stakeholders (personnel above the advertised post). HR will be there to monitor compliance and provide guidance. The stakeholders will be there to analyze the needs of the post against screened applications. - Interview meetings. HR and a Union rep will be present to facilitate compliance and the stakeholders will conduct the interviews. - The interguewed candidates will be assessed by rating them against possible needed answers per question/scenario. - The one with the highest score will be considered. - On boarding of new employee. NB: Make sure to continually liaise with the relevant stakeholders, colleagues or senior(s) to keep them abreast of information.
3.
What is the Organisational Development process?
Answer: - Quality assure job descriptions and its requirements with the relevant stakeholders. - Conduct job evaluations when necessary.
4.
What is the Performance Management process?
Answer: - Issue new employees with the Performance Management and Development System (PMDS) documentation. - Set Performance Management (PM) targets (Performance review due dates). - Hold moderation meetings with senior personnel for line and junior managers. - Hold moderation meetings with the executive for moderating senior personnel. - Identify personnel qualifying for incentives. - Identify personnel not qualifying for incentives. - Identify personnel and liaise with them to find it there are Development challenges that may need to be addressed. - Provide training courses to Management or for the whole department, depending on the need.
5.
Typical Special Programmes duties.
Answer: - Rendering wellness services to the company. - Counselling of all types included. - Providing wellness services through external or internal stakeholders.
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