Past Paper On Job Design And Evalution For Revision
In the world of Human Resources, we often focus on the person, but the Job Design and Evaluation unit reminds us that the role itself is just as critical. If a job is poorly designed, even the most talented employee will burn out. If a job isn’t evaluated correctly, your pay structures will be unfair, leading to a disgruntled workforce and a revolving door of talent.
Below is the exam past paper download link
Above is the exam past paper download link
Whether you are studying for a diploma in HR or a business degree, this unit is the “engineering” side of management. It’s technical, it’s analytical, and it requires a sharp eye for detail. To help you move beyond the textbook and into the mindset of a practitioner, we’ve put together this Q&A guide and a direct link to download Job Design and Evaluation past papers for your revision.
Why Are Past Papers Vital for This Unit?
Job design and evaluation are highly structured processes. Exams don’t just ask for your opinion; they ask you to demonstrate a process. Using past papers helps you:
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Master the Methodologies: You’ll practice the difference between the Ranking Method, Classification, and the Point-Factor System.
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Identify Motivation Theories: You’ll see how concepts like Herzberg’s Two-Factor Theory translate into practical job enrichment.
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Refine Your Analysis: Past papers often provide a “Job Description” and ask you to evaluate its worth. Doing this under a time limit is the best way to prepare.
Job Design & Evaluation: Essential Q&A
Let’s tackle the “big questions” that form the heart of this unit.
Q1: What is the difference between Job Enlargement and Job Enrichment?
This is a classic exam favorite. Job Enlargement is a horizontal expansion—you give the employee more tasks of the same difficulty level. Think of it as “more of the same.” Job Enrichment is a vertical expansion—you give the employee more responsibility, autonomy, and control over how they do their work. Enlargement fights boredom; Enrichment builds motivation.
Q2: What is the primary purpose of ‘Job Evaluation’?
The goal of Job Evaluation is Internal Equity. It is a systematic process used to determine the relative worth of different jobs within an organization. It’s not about how well a specific person is doing; it’s about how much the job is worth compared to others. This ensures that a senior accountant is paid more than a junior clerk in a way that is fair and defensible.
Q3: How does the ‘Point-Factor Method’ work in practice?
This is the most “scientific” way to evaluate a job. The organization identifies “compensable factors”—like skill, effort, responsibility, and working conditions. Each factor is assigned a numerical weight. You then score the job against these factors, and the total “points” determine the pay grade. In an exam, emphasize that this method is the most objective and helps avoid bias.
Get Exam Ready: Download the Past Papers
Confidence comes from knowing what to expect. We have curated a library of Job Design and Evaluation past papers that cover everything from the Hackman and Oldham Job Characteristics Model to the legalities of equal pay for work of equal value.
[→ CLICK HERE TO DOWNLOAD JOB DESIGN & EVALUATION PAST PAPERS (PDF) ←]
3 “HR Expert” Tips for Your Exam
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Don’t Forget the Environment: When discussing Job Design, mention the Ergonomics. A job isn’t just about tasks; it’s about the physical layout and the tools used. Mentioning “Occupational Health” shows a holistic understanding.
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Focus on “The Gap”: If a question asks about the challenges of job evaluation, mention Subjectivity. Even with a point system, human bias can creep in. Discussing how to minimize this (e.g., using a committee) earns high marks.
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Link to Recruitment: Be ready to explain how a good Job Analysis leads to a better Job Description (JD) and Job Specification (JS), which in turn makes hiring easier. Everything in HR is connected!
