JAIBP Human Resource Management and Organizational Behavior Syllabus

Distinguish between Training and Development.

Training is short-term, job-specific skill improvement for the current role; Development is long-term, broad growth of the whole person for future roles and careers.

What are the main steps in the training process (systematic training cycle)?

Training needs assessment (TNA), setting objectives, designing the programme, implementing/delivering training, and evaluating its effectiveness.

Distinguish between On-the-Job and Off-the-Job training, with examples.

On-the-job is learning while doing the actual work (coaching, job rotation, apprenticeship); Off-the-job is training away from the workplace (lectures, seminars, e-learning, case studies).

What are Kirkpatrick's four levels of training evaluation?

Level 1 Reaction, Level 2 Learning, Level 3 Behaviour, and Level 4 Results.

Define Performance Management.

Performance management is a continuous process of setting objectives, assessing progress, and providing coaching and feedback to ensure employees meet organizational goals.

What is the difference between Performance Management and Performance Appraisal?

Performance management is a continuous, strategic, forward-looking process; performance appraisal is a periodic, formal evaluation of past performance and is one component of performance management.

What is 360-degree feedback?

A performance appraisal method in which feedback is gathered from multiple sources around the employee — superiors, subordinates, peers, self and sometimes customers.

Name common errors in performance appraisal.

Halo/horn effect, central tendency, leniency/strictness, recency effect, similar-to-me bias, and stereotyping.

Define Career Development.

Career development is the ongoing process by which individuals plan and progress through stages of their working life, supported by the organization through guidance, training and opportunities.

Distinguish between Career Planning and Career Management.

Career planning is the individual setting career goals and identifying means to achieve them; career management is the organizational process of selecting, developing and placing employees to provide qualified talent.

Define Job Evaluation.

Job evaluation is the systematic process of determining the relative worth/value of jobs within an organization to establish a rational and equitable pay structure.

Name the main methods of job evaluation.

Non-analytical: Ranking and Job Classification (grading); Analytical: Point-Rating (points) and Factor Comparison.

What is the difference between internal equity and external equity in pay?

Internal equity is fairness of pay between different jobs within the organization; external equity is fairness of the organization's pay compared with the external labour market.

What is a pay structure / salary grade?

A pay structure is the framework of pay grades and salary ranges that groups jobs of similar worth together and defines minimum and maximum pay for each grade.

Distinguish between financial and non-financial incentives.

Financial incentives are monetary rewards (bonus, commission, profit-sharing, allowances); non-financial incentives are non-monetary motivators (recognition, status, promotion, job enrichment).

Give examples of individual versus group financial incentive schemes.

Individual: piece-rate, commission, individual bonus; Group/organizational: profit-sharing, gain-sharing, team bonus, employee stock options (ESOPs).

What is the difference between an incentive and a fringe benefit?

An incentive is a reward directly tied to performance to motivate higher output; a fringe benefit is an indirect supplementary benefit given regardless of performance (medical, pension, leave).

Define Employee/Industrial Relations.

Employee relations is the management of the relationship between employer and employees (individually and collectively), including communication, negotiation, and handling grievances and disputes.

What is the difference between a grievance and a dispute?

A grievance is an individual employee's complaint of dissatisfaction; a dispute is a collective disagreement between management and a group of employees or a union.

Define Collective Bargaining.

Collective bargaining is the process of negotiation between employers and a group of employees (usually via a trade union) to determine wages, conditions and terms of employment.

What is Employee Welfare?

Employee welfare consists of services, facilities and amenities (intra-mural and extra-mural) provided to improve employees' working conditions, health, safety and quality of life.

Define Organizational Behaviour (OB).

OB is the systematic study of how individuals and groups behave within organizations, applied to make organizations work more effectively.

What is Personality, and name a key personality model.

Personality is the stable set of characteristics and traits that determine an individual's behaviour. A key model is the Big Five (OCEAN): Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism.

What is the difference between Type A and Type B personality?

Type A is competitive, impatient, time-conscious and stress-prone; Type B is relaxed, patient and easy-going with less competitive urgency.

Define Perception and name a common perceptual error.

Perception is the process by which individuals organize and interpret sensory impressions to give meaning to their environment. A common error is stereotyping (judging by group membership).

What are the three components of an Attitude?

Cognitive (beliefs), Affective (feelings/emotions), and Behavioural (intention to act).

What is the difference between Attitudes and Values?

Values are broad, enduring beliefs about what is right/desirable and form the basis of attitudes; attitudes are more specific evaluations of particular objects, people or situations.

State the five levels of Maslow's Hierarchy of Needs in order.

Physiological, Safety, Social (belonging), Esteem, and Self-actualization.

Explain Herzberg's Two-Factor Theory.

Hygiene factors (pay, conditions, policy, supervision) prevent dissatisfaction but do not motivate; Motivators (achievement, recognition, responsibility, growth) produce satisfaction and motivation.

What are the three needs in McClelland's Theory and what is Vroom's Expectancy Theory formula?

McClelland: need for Achievement, Affiliation and Power. Vroom: Motivation = Expectancy x Instrumentality x Valence.