REPUBLIC OF CAMEROON REPUBIIQUE DU CAMEROUN

PEACE – WORK - FATHERLAND PAIX–TRAVAIL-PATRIE

MINISTRY OF HIGHER MINISTERE DE L’ENSEIGNEMENT
EDUCATION SUPERIEUR
HIGHER INSTITUTE FOR PROFESSIONALISM
AND EXCELLENCE
P.O Box 8725, YAOUNDE– Cameroon, Tel: (+237) 678 41 36 12 / 691925501/ 682832207/ 654080441
AUTH No: 21-00601/N/MINESUP/SG/DDES/ESUP/SDA/aosb
Email: info@hiptex.Org Website: www.hiptex.org
MOTTO: Lighting the Path to Professionalism

PRE HND EXAM 2025 SESSION

Field: MANAGEMENT Time Allowed: 3 Hours

Specialty: HUMAN RESOURCE MANAGEMENT
Credit Value: 6
Paper: ORGANISATION AND MANAGEMENT
COURSE CODE: ???

Instruction: Answer all questions. You are reminded of the necessity of good language and orderly
presentation of your work.

SECTION A: INITIATION TO HUMAN RESOURCE MANAGEMENT (30%)

1. Compare and contrast personnel management and human resource management (10marks)

2. Explain the role of human resource as a strategic business partner (10marks)

3. What are the societal and functional objectives of human resource management?(10marks)

SECTION B: PYSCHOLOGY AND SOCIAL RELATIONS DYNAMICS (40%)

1. Johnson works at the ABC Company. He wants to create a dynamic and enthusiastic team but he has
little knowledge in team development. As a human resource consultant, help him with the steps he has
to follow for the development of a team (10marks)

2. There are three state of nature under decision making process. Explain these three states of nature
with examples where necessary.(10marks)
3. What are the strategies that organizations and individuals can use to manage stress in an organization?
(10marks)

4. Explain the four main types of personality with examples and discuss the factors that determine
personality (10marks)

SECTION C: HUMAN RESOURCE INFORMATION SYSTEM (30%)

1. What do you understand by the word outsourcing? Give reasons why companies carry out
outsourcing (10marks)

2. HRIS undergoes several processes for its realisation. Explain these processes.(10marks)

3. Compare the different forms of HRIS and state the administrative benefits of HRIS (10marks)

MARK GUIDE

MARKING GUIDE

SECTION A: INITIATION TO HUMAN RESOURCE MANAGEMENT

1. The differences exist between personnel management and human resource

management are:
- Personnel management is a traditional approach of managing people while human
resource management is a modern approach of managing people in the organization
- Under personnel management, job design is done on the basis of division of labor
while under HRM, job design is done on the basis of group work or team work
- PM is concern with personnel manager while HRM is concern with all level of
managers from top to bottom
- PM assumes people as input for achieving desired output while HRM assumes people
as important and valuable assets for achieving desired output.
The similarities between PM and HRM are;
 - PM strategies like HRM strategies flow from the business strategy
- Both approaches use payroll software packages and monitor employees time worked
- Both approaches are meant to resolve employees’ problems
- Both models focuses on the significance of integrating personnel / HRM techniques with
organizational objectives

2. HR is a unique position to impact key performance indicators including company culture and
employee engagement. But without a strategic HR partner to guide those efforts, the impact will
fall short.

- The role of HR as a strategic partner is to develop and direct an HR agenda that supports and
drives the overarching goals of the organization. It makes sure that the HR policy, procedures
and governance align with the big picture.

- It connects HR efforts and initiatives to business goal

- It collaborates with leadership to communicate the company mission and strategy.

- It determines and steers the objectives of the HR department of the organization, focusing more
on developing strategy rather than implementing policy.

3. Societal Objectives: it seeks to ensure that the organization becomes socially responsible to
the
needs and challenges of the society while minimizing the negative impact of such demands upon
the organization. The failure of the organizations to use their resources for the society’s benefit
in ethical ways may lead to restriction. The societal objectives include;

- Helping to establish and maintain a harmonious employer/employee relationship

- Helping to create and maintain a safe and healthy work environment

- To develop and maintain the quality of work life

- To help maintain ethical polices and behavior.

Functional Objectives: is to maintain the department’s contribution at a level appropriate to the

organization’s needs. Human resources are to be adjusted to suit the organization’s demands. The
department’s value should not become too expensive at the cost of the organization it serves. The
functional objectives include;
 - assist the organization in training the right number and types of employees to fulfill its
strategic and operational goals

- Helping to maintain performance standards and increase productivity through effective

job design;providing adequate orientation, training and development; providing
performance-related feedback; and ensuring effective two-way communication.

- To provide organization with well-trained and well-motivated employees

SECTION B: PYSCHOLOGY AND SOCIAL RELATIONS DYNAMICS

1. – A team is made up of individuals working together for a common purpose. Members who
constitute a team have common goals, objective and think on the same line. According to Bruce
Tuckman (1965), there are five steps in the development of a team. These steps are forming,
storming, and norming, performing and mourning.

In forming, team members familiarize themselves and gather information about each other. In
storming stage, it is characterized by conflict. In norming stage, team members respect one
another’s ideas, interest and focus on the mission of the organization. At the performing stage,
members get to work and they try to perform their tasks as expected. In the last stage which is
mourning, team members separate and may only come back if need be.

2. The three state of nature under decision making process are:

- Decision making under certainty. This in when the outcome of the decision taken is known
before the decision is taken. In such situation, there is perfect knowledge about alternatives
and their consequences.
- Decision making under risk. This in when the outcome of the decision taken are
probabilistic and doubtful. Decisions under conditions of risk are perhaps the most common.
- Decision making under uncertainty. This in when the outcome of the decision taken is
unknown. The decisions are unquestionable and the most difficult. In such a situation,
managers have no knowledge whatsoever on which to estimate the likely occurance of various
alternatives.

3. Organizational strategies
 - Encourage employees’ participation in decision making
- Create a just and safe working environment
- Promote job rotation and enrichment
- Encourage more of organizational communication with the employees so that there is no
role ambiguity.
- Have effective hiring and orientation procedure

Individual strategies
- Make a to do list daily
- Encouragement a healthy lifestyle
- Indulge in physical exercise
- Employees should have optimistic approach about their work
- Employees should have emotional intelligence at workplace

4. Personality is defined as those unique characteristics that make an individual different from
another individual. The four main types of personality are;

- Type A personality (choleric); these are always very independent, direct and to the point. They
don’t like routine and are focused on what they do. They are very decisive and persistent in
getting what they want and need. They are mostly leaders an example of type A is a manager.

- Type B personality (socializers or sanguine); this type like to travel, they love excitement and
like to be part of a group. Most people enjoy being around them and they easily make new
friends. They are extroverts in nature. An example of such persons is musicians

- Type C personality (Detailers or Melancholic); they like accuracy and details of everything.
They are very neat, dress fashionably and very calculated and precise in just about everything
they do. They are deep, thoughtful and usually very sensitive, loyal and patient. Examples of
such persons are accountant, computer programmers etc.

- Type D personality (Always available or Phlegmatic); these are people who don’t like change
and are dependent. They always want to be guided and are mostly motivated by security and
benefits. They are punctual, consistent and they add balance and support in the workplace.

SECTION C: HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

1. a) Outsourcing means hiring an expert outside the company to perform a task that the
company can’t do.
b) The reasons for outsourcing are:

- To reduce cost
- To improve customer service
- To decrease transactional activities
 - To Save time
2.Human Resource Information System refers to the system of collecting, recording, classifying,
presenting, processing, storing and disseminating various information, required for efficient and
effective management of human resources in an organization. The processes are;
.Planning: The planning phase includes both long-range or strategic planning and short-range
operational planning.
.Analysis: It is in the analysis phase that an organization’s current capabilities are documented,
new needs are identified, and the scope of an HRIS is determined.
.Design: In the design phase, the “blueprint” for the system is finalized.
.Implementation: During the implementation, the HRIS system is built, tested, and readied for
actual rollout or the “go live” stage—the point where the old system is turned off and the new
system is put into operation.
Maintenance: The maintenance phase, sometimes referred to as the “forgotten phase” (Smith,
2001), is that phase in the life of an HRIS where the primary objective is to prolong the useful
life of the HRIS, and it begins once the new system is put into operation.
In addition, maintenance serves four main purposes:
 corrective maintenance
 adaptive maintenance
 perfective maintenance
 preventative maintenance
3 a) The differences between manual and computerised HRIS are;

Computerized HRIS saves time while manual system is time consuming. Data can easily be
retrieve with the computerized HRIS while the manual cannot be retrieve easily. With the
manual system, duplication of reports leads to dual work and loss of papers while with
computerized system, many copies of reports can be printed without much paper work.

b) The administrative benefits are;

- It reduces administrative burden

- It creates and maintains employee records
- It ensures legal compliance
- It enables managers to forecast and plan future HR requirements
- It provides relevant data for decision making process.