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Department of Public Administration,
Faculty of Management Sciences
Lagos State University, Ojo
MARKING SCHEME FOR MID-SEMESTER EXAMINATION
PAD 301- PRINCIPLES OF PERSONNEL ADMINISTRATION
Question: How relevant is Human Resource Planning to the programme of an organization? What are the problems commonly associated with human resource planning in Nigeria?
Solution:
1. Importance of Human Resource Planning.
a. It allows for the estimating the cost of human resources.
b. It makes the best use of human resources
c. It helps to assess the surplus and shortage of human resources and take appropriate measures accordingly.
d. It enhances the standards, skills, knowledge, ability and discipline of workers
e. It helps to minimize imbalances due to non-availability of human resources of the right kind, right number in the right time and right place.
f. It enables organization to meet the needs of the programme of diversification etc.
g. It helps to recruit and retain human resources of needed quantity and quality.
h. It helps to foresee employee turnover and make the arrangement for minimizing the attendant vacancies
i. It helps to maintain congenial industrial relations by sustaining optimal level and structure of human resources.
j. It enables the organization to foresee the impact of technology on work, existing employees and future human resource requirement.
Mark Allocation: Award maximum of 2 marks each for any 5 points mentioned and explained (2x5= 10 marks). Award 1 mark each for mere mentioning.
Problems of Human Resource Planning
a. Lack of Consensus: A common problem is that management team members are not always in agreement as to the value of manpower planning.
b. Forecasting: Problem of making accurate forecast due to economic changes
c. Difference between plan and execution: Sometimes what is planned is quite different from what is executed.
d. Inadequate records: Successful manpower planning depends on accurate records, but the reverse is the case in most existing organization.
e. The nature of industry- Organization differ from each other, therefore the objectives of these companies will be different.
Mark Allocation: Award maximum of 2 marks each for any 5 points mentioned and explained (2x5= 10 marks). Award 1 mark each for mere mentioning.
TOTAL MARKS ALLOTED=10+10= 20 MARKS
2. Identify two main sources of recruitment. What are the strengths and weaknesses of each recruitment source?
Solution:
Internal Source: Best employees can be found within the organization. When a vacancy arises in the organisation, it may be given to an employee who is already on the pay-roll. Internal sources include promotion, transfer and in certain cases demotion. When a higher post is given to a deserving employee, it motivates all other employees of the organisation to work hard. The employees can be informed of such a vacancy by internal advertisement.
Internal Source: Best employees can be found within the organization. When a vacancy arises in the organisation, it may be given to an employee who is already on the pay-roll. Internal sources include promotion, transfer and in certain cases demotion. When a higher post is given to a deserving employee, it motivates all other employees of the organisation to work hard. The employees can be informed of such a vacancy by internal advertisement.
Marks Allocation: Maximum of 2 marks
Marks Allocation: Maximum of 2 marks
External Source: This is a form of outside recruitment in which applicants are expected to apply from outside. E.g. Private Employment Agencies or consulting firms, employee, Professional organizations, Adverts, Labour Union etc.
External Source: This is a form of outside recruitment in which applicants are expected to apply from outside. E.g. Private Employment Agencies or consulting firms, employee, Professional organizations, Adverts, Labour Union etc.
Marks Allocation: Maximum of 2 marks
Marks Allocation: Maximum of 2 marks
Merits of Internal Source
a. It motivates current employees
b. It reduces cost
c. It saves time
d. The risk of selecting wrong person is reduced
e. Successive promotion are created within the organization
f. It encourages full returns on investment incurred on employee training and experience.
Marks Allocation: Award maximum of 1 marks each for 4 points mentioned and explained (1x4= 4 marks).
Demerits of Internal Source
a. It tends to encourage political “infighting”, bickering and excessive lobbying for the vacant posts
b. The concept of Peter Principle may also creep-in
c. It encourages inbreeding
d. It breeds “god fatherism”
e. It encourages formation of cliques in the work place
f. It limits the number of job applicants to be considered for the vacancies
Marks Allocation: Award maximum of 1 marks each for 4 points mentioned and explained (1x4= 4 marks).
Merits of External Source
a. New blood and creativity may be injected into the organization
b. It encourages the recruitment of the who have acquired wealth of experience over the years from other organization.
c. External recruitment is usually free of politics and bickering that is usually the case in internal recruitment.
d. It saves management training cost
e. Where the newly hired employee is from a rival organization, competitors’ secret could be tapped.
f. The chances of committing selection error are remote.
g. It brings seriousness to employees
Marks Allocation: Award maximum of 1 mark each for 4 points mentioned and explained (1x4= 4 marks).
Demerits of External Source
a. It is expensive
b. It is time wasting
c. Present employees who have been oversighted may feel cheated and develop serious morale.
Marks Allocation: Award maximum of 2 marks each for 2 points mentioned and explained (2x2= 4 marks). Award 1 mark each for mere mentioning.
TOTAL MARKS ALLOTED=2+2+4+4+4+4= 20 MARKS
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