ATTEMPT ALL QUESSTIONS QUESTION ONE (20MARKS) CASE 1: JUST-IN-TIME SECURITY SERVICES Just-In-Time, a security agency outsourcing services to about 100 organisations in community has been adjudged the most reliable and effective source of security over the yea It was therefore no surprise when it won the 'Remigius Peace Award in 2018. Ever since has chalked more successes because new organisations as well as private individuals enga their services. In the wake of 2020, Just-In-Time saw a downturn in its operations and it seemed that saying, 'when trouble comes, it comes in a battalion had caught up with the Security ager In the first quarter of the year 2020, they recorded a ten percent (10%) decrease in t customer base, five percent (5%) reduction in profits and so many complaints from i customers. Management has been doing well finding solutions that seems to be helping resc the situation but hasn't been enough. When management felt that things were get normalised, five of their best talents quit the firm and joined with a major competitor of agency that were perceived to offer better conditions of service. As if that wasn't a L enough, the organisation began to record higher accident levels on the job as wel absenteeism. To curb the current state of affairs, a meeting of heads of department, chaired by Ms. N was called. After numerous deliberations, a proposal by Mr. Affum, the production man that all employees be made to undergo a training and development program dubbed Tu. things Around 2021' was voted. As a result, two hundred and fifty (250) employees were to undergo training in production skills that utilised specifically, the Lecture me Unfortunately, after two weeks of training things had not gone back to normal so Mr. Bo an HR consultant, was invited to assess the situation. A careful assessment by the consultant revealed the following: Supervisors within departments are autocratic and so employees are afraid to mistakes and even ask questions to an extent that some have completely lost conf in their ability to perform Three people from the IT department are new hires who had not yet und ii. orientation iii. iv. 7 7. Performance evaluation has not been conducted for the past 5 years And the production department was yet to receive the tools they had from the procurement department two months ago. Prior to the training, two people from the finance department had lost loved ones and requested V. were in mourningit vi. Salaries and bonuses had not been paid for the past four months. were amono sconto whole Required: Esited throun the hits screening stage at the a) Assess the process that led to the decision to send Just-In-Time's employees for training and explain three (3) problems associated with such a decision. (4marks) b) Describe in detail, what you would have done differently. (6marks) c) In your opinion, was training the best solution to Just-In-Time's problem? Defend your answer. (2 marks) d) Identify four (4) factors that may have affected their learning and performance. (2 marks) Illino e) Considering the training that the employees were made to undergo, in your opinion, would transfer occur? (2marks) X Com Duy Llyn Equal Employment f) Mention any two (2) assumptions of Knowles' adult learning theory and explain its implications for training and development to the management of Just-In-Time Security Agency. (4marks) you would have used in mormining applicants erigiuility you. DOUESTION QUESTION TWO (20MARKS) () strategies an organisation could adopt to quality as EDOC CASE 2: XY COMPANY LTD ADVERTISES ITS HR POSITION (20MARKS) XY, a reputable company is seeking to hire a dedicated and affable Human resource professional with five years working experience; who will work as part of a diverse team, forging close relationships with clients and colleagues to develop and implement human capital management strategies in a collaborative professional environment) Specific Responsibilities: Support line managers in attracting the best of talents; Assist in developing and improving the firm's internal knowledge management and appraisal systems; Provide counsel on compensation management standards and develop attractive compensation Victor of humans al rony =ystems. management as an added advantage; Excellent verbal and written communication skills and ability to u Qualifications: The candidate must have an MBA in HRM with a professional qualificati 4. Other Requirements: The applicant must be an Ashanti, a seventh-day Adventist, marri Human resource information systems. with four children and must be physically fit. Isaac and Ruth were among the hundreds of people who responded to this advert and appli "Luckily, they sailed through the initial screening stage, went through the pre-interview sta took a test and the rest of the processes followed but unfortunately, Isaac was dropped before the final interview stage because his score on the test fell below the pass mark. became so restless since he had banked all his hopes on this job. Frustrated, Isaac wall straight to the Equal Employment Opportunity Commission and filed a case of discriminat against XY company Ltd. Required: i. Would you consider Isaac's case/claim of discrimination as having any merit? Exp your position. (3marks) ii. Would you consider XY Company Ltd an Equal Employment Opportunity Compl (EEO) company? Explain your position. (4marks) sii. Apart from the devices used by XY Company Ltd, discuss any other two (2) selec devices you would have used in determining applicants' eligibility for the (4marks) iv. Explain two (2) strategies an organisation could adopt to qualify as EEO compl= (3 marks) V. State two (2) benefits an organisation can derive from being EEO complaint. (2ma Assuming that XY could not bear the high costs of a rigorous recruitment and sele- process, what other alternatives could they have considered other than going thr the process? Explain two (2) of them. (4marks) Vi. QUESTION 3 Debby, the Director of human resources at MBA Group of Companies' has had a harc trying to get management to support her idea of investing in human resources. Members board have on numerous occasions "teased' her that her office contributes nothing to performance other than just being a drain on fim resources. Owing to this, Debt submitted proposals proposals upon returns when attention is paid to them. Today, the board chair has given her 'a last opportunity to drive home her point that human resources have greater to present to the board, practical ways to convince members that human resources but have an economic value which should compel every organisation to pay utmost attention to them. Tesources are not merely a burden on Organisational Required: With the aid of Barney and Hesterly's (2006) framework, help Debby with a proposal that QUESTION FOUR (20MARKS) his ro explains to management why human resources in any sector/industry should be considered a source of competitive advantage. (20marks) Timebom OG 10 NOTE by its into the yta 2020, y de echt deres 65% a) One school of thought has it that training and development helps to solve organisational problems. Can training and development be used to solve all organisational problems? Defend your stance, clearly explaining one (1) reason for your position(3marks) . b) Employees, at different stages of their careers, need different kinds of training and development experiences. Explain two (2) ways by which job experiences could be love used for employee development (Binarks) c) Examine the notion of 'Person-Job Fit' and 'Person-organisation' Fit, and clearly explain one (1) implication each of both to the survival of organisations. (3marks). d) Briefly, explain the assertion that 'No organisation can be better than the calibre of its employees'. (4marks) que deliberations, a proposal by the product e to undepo a training aid development program dat voted. As a result two hundred and fit (250 employs