Assignment answer for human resource management module
- 1. 1 CHOOSE ONE QUESTION FROM EACH CHAPTER GIVEN BELOW ANSWER FIVE QUESTIONS IN TOTAL CHAPTER 1: HUMAN RESOURCE MANAGEMENT: AN OVERVIEW Choose one question: • Define human resource management. What human resource management functions must be performed regardless of the organization’s size? • What are the environmental factors that affect HRM? Describe each. CHAPTER 2: BUSINESS ETHICS AND CORPORATE SOCIAL RESPONSIBILITY Choose one question: • What should be included in a code of ethics? • What is corporate social responsibility and define the three possible types of social audits that are currently being used. CHAPTER 4: STRATEGIC PLANNING, HUMAN RESOURCE PLANNING, AND JOB ANALYSIS Choose one question: • What are the tasks of a human resources specialist? • Define each of the following: (a) Mission, (b) Job description, (c) Objective settings, (d) Competencies, and (e) Reengineering. CHAPTER 5: RECRUITMENT Choose one question: • What are factors external to the organization that can significantly affect the firm’s recruitment efforts? • What online recruitment methods are available? CHAPTER 6: SELECTION Choose one question: • What are the typical steps in the selection process? • What are the basic characteristics of a properly designed selection test? End of Assignment Questions
- 2. 2 Assignment Answers CHAPTER 1: HUMAN RESOURCE MANAGEMENT: AN OVERVIEW Question: Define human resource management. What human resource management functions must be performed regardless of the organization’s size? Answer: Human resource management (HRM) is the proper use of people or managing individuals in an organization to achieve organizational objectives. Primarily, at all level of managers are required to aware themselves on HRM and consequently getting job done through the exertion of others. Indeed, people dealing with HRM matters normally faces with a multitude of challenges. There are common six functional area associated with effective HRM: (i) staffing, (ii) human resource development, (iii) performance management, (iv) compensation, (v) health & safety, and (vi) employee and labor relations. (Mondy, R.Wayne, Joseph j. Martocchio, 2016)
- 3. 3 (i) Staffing: is the process that are ensuring of organization has in always the right employees’ number, with appropriate skills, at the right timing in right jobs to accomplish the organizational goals or objectives. (ii) Human resource development (HRD): is the major function of HRM which consist of not only training and development, but also of individual’s career development activities & planning, performance appraisal & management and organizational development. (ii) Performance management: is a process of goal-oriented that directed the way to ensuring of organizational processes to be in placed in order to maximize productivity, teams’ spirit, and eventually the organization. (iv) Compensation: is all kind of rewards that employees should receive as a result of their employment and it would include (a) direct financial compensation (core compensation) such as wages, salary, commissions and bonuses, (b) indirect financial compensation (employee benefits) such as benefit which does not contained within direct financial and (c) non- financial compensations such as psychologically satisfaction of job performing in and/or physical environment of person’s work place. (v) Health & Safety: is involved employee’s freedom from physical or emotional illness and protection of employees from injures/serious accident caused by work-related. (vi) Employee and labor relations: it is legally required for recognizing a union and bargain, if the firm’s employees need union representation with the honest intention. When forming a labor union, the HR activities are sometime referring to the task as labor relation. CHAPTER 2: BUSINESS ETHICS AND CORPORATE SOCIAL RESPONSIBILITY Question: What should be included in a code of ethics? Answer: Code of Ethics (“CoE”), it is determined the establishing of rules to live by and ethical culture/values to behave within the organization. The statement of values should be adopted by company itself, its employees and company directors. This CoE is as a guide of organization and all employees to aware of and to follow “what is do & don’t” when there are no rules for something. To make the CoE really work, involvement by top management is essential and must sets officially tone of the top regarding expected behavior. Code of ethics typically should include value-based elements like universally unique of moral values (such
- 4. 4 as respect, trustworthy, fair, responsible, caring etc.), responsible/ethical business conduct, fair competition, compliance with national or international laws/rules/regulations, workplace condition or working conditions, restriction of employing underage labor and HR issues etc. To keep the code practically apply for employees and to be adopted in an organization, larger firms appoint an ethics officer to guide everyone in the company toward ethical actions. There is a reason to encourage industry associations to develop and promote codes of ethics. According to the “Corporate Executive Board in Arlington, Virginia”, “companies with weak ethical cultures experiences 10 times more misconduct than companies with strong ethical cultures”. (Mondy, R.Wayne, Joseph j. Martocchio, 2016, p. 52) CHAPTER 4: STRATEGIC PLANNING, HUMAN RESOURCE PLANNING, AND JOB ANALYSIS Question: Define each of the following: (a) Mission, (b) Job description, (c) Objective settings, (d) Competencies, and (e) Reengineering. Answers: (a) Mission: is determine as a company’s continuing of the purpose or reason for company’s being. The mission of corporate defined as the sum of organization’s total ongoing purpose. When coming into mission statement, it should consider of some questions such as: what are the management trying to do for whom? Should profit be maximize so shareholders are able to receive higher dividends or share price rise? And so on. (b) Job description: is a written statement which to present essential information of tasks, related duties, and responsibility of the job position. It may have the specify functionary of the position whom to report, skills or qualifications related to the job which required by person, etc. (c) Objective settings: Objectives are the desired end results of any activity. Objectives should have four basic characteristics, which are: they should be expressed in writing, they should be measurable, they should be specific as to time and they should be challenging but attainable.
- 5. 5 (d) Competencies: is the ability of an individual which able to organize well, and use knowledge combinations, skills, and able to work constantly in required situation of work until successful. (e) Re-Engineering: is the fundamental reconsidering and redesign the business process in order to attain significant improvements in serious, measures of up-to-date performance such as quality, speed, service and cost CHAPTER 5: RECRUITMENT Questions: What online recruitment methods are available? Answer: In the information technology era, online recruitment through internet is one of the well- known, popular, easy, and speedy method among others traditional. Online recruitment would involve mobile recruiting which used mobile technology, internet recruiter, social media, virtual job fair, corporate career website, web-blogs, niche sites, .jobs and contract workers’ sites etc. Mobile recruitment is a smart recruiting method through mobile devices or smart phones. Mobile smart phone is nowadays become a handiest devise in everyday used and many of online recruiter are developing their recruiting site into mobile applications to attract the wider range of talented job seekers. Recruiting may include seminars, webinars, e- newsletters, online groups and generated blogs. Online recruitment is the major change and revolutionized the way of company’s recruitments and job seekers to find the jobs. High-tech firms have the greatest needs of internet recruiter, the more they use internet, the greater number will need for internet recruiters. The online recruitment method like virtual job fair is aimed to attract the large scale of applicants may be by an employer or as a group. At virtual job fairs, recruiters make an initial screening of résumés and contact candidates who are a potential fit and recorded the email address. Corporate career recruitment are accessible for a job in some company website that they are posted their available vacant position in their corporate website homepage and opened for the apply specific job to interested applicants. Social media like LinkedIn, Facebook are also a channel for online recruiting, and it is also a useful method through social media network, indeed, it is part of mobile recruiting technology.
- 6. 6 CHAPTER 6: SELECTION Question: What are the typical steps in the selection process? Answer: The typical steps in the selection process can be vary from company to company and also depend on the type of job being replaced. Normally, the selection process starts with preliminary screening. After that taking step to review of application and/or résumés of applicants. Next, progressing through a series of selection tests, one or more employment interviews, and pre-employment screening to be conducted including background check and reference checks. The selection decision will then be made by hiring manger whether accept or reject over the use of multiple screening tools. A good selection decision will result one out of two outcomes. Once, job candidate who meet the standard for employment, and that person will accept the company’s employment offer. Typical employment selection process can be seen in the follow illustration: (Mondy, R.Wayne, Joseph j. Martocchio, 2016)
- 7. 7 Preliminary screening is basically for a review to eliminate those who significantly do not meet the position’s requirements and can be removed from selection processes. As a side benefit, applicant might be useful for another position in the firm. Review of applications and résumés may proceed follow by a successful preliminary screening. Application form that including essential information and presented in a standardized format can be helpful for a reviewing process. The résumés are to review on personal experience, education, training and development for use in selection process. Employer then evaluates the application and see the applicant is whether match or not between individual and its position. Selection tests are the essential components of employee selection. There are consist of many considerations, including advantages, disadvantages, property of test, validation approaches and test type. Employment interview is a goal-oriented conversation exchange information between interviewer and applicant. Employment interview may use various type and numerous available methods. Pre-employment screening and background checks: At this stage, an applicant has normally completed the step of submitting application form or résumés, necessary selection tests done, and employment interview also be completed. This stage is time to determine the accuracy of the information submitted or whether important information are missing. Selection decision is normally made by manager who will be responsible for the new employee’s performance or the direct line report of a prospect candidate. Management need inform to both successful and unsuccessful candidates soon possible after the selection decision are made. Finally, the successful candidate will be offered the company’s employment over the selection processes. References Mondy, R.Wayne, Joseph j. Martocchio. (2016). Human Resource Management (Vol. Fourteenth edition). pearson education limited.