Name: Tayin Jok Mok Registration Number: 613089

ASSESSMENT
Total Marks: 30

1. Give short answers to the following questions: (12)

i. What does Human Resource Department do?

Human resources management must plan, develop and administer policies and programme that
can make the best use of an organization's human resources. This part of management’s role deals
with people at work and their relationships within the organization. Its aims are:

✓ To use human resources as effectively as possible;

✓ To ensure the best possible working relationships among all members of the organization;
and

✓ To assist individuals to reach their highest potential.

Human Resource Management comprises four major areas:

✓ Planning

✓ Staffing

✓ Employee development

✓ Employee maintenance.

ii. Outline the objectives of Human Resource Management in an organization.

➢ To establish and use a workforce that is able and motivated in order to achieve the goals of
an organization.

➢ To create the desired organizational structure and working relationships among all the
members of the organization.

➢ To integrate individuals and/or groups within the company by matching their goals with
those of the company.

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➢ To ensure individuals and groups have the right opportunities to develop and grow with the
organization.

➢ To use the company’s human resources in the most effective way to achieve organization
goals.

➢ To ensure wages are fair and adequate and provide incentives and benefits, thereby satisfying
both individuals and groups; also, to develop ways of allowing recognition for challenging
work, prestige, security and status.

➢ To maintain continuous high employee morale and good human relations by establishing and
improving conditions and facilities within the organization.

➢ To improve the human assets by providing appropriate training programme on a continuous

basis.

➢ To try to effect sociolect-economic change in areas such as unemployment,

under-employment and inequality by distributing income and wealth. In this way, society
might benefit. Additional employment opportunities for women and the disadvantaged will
also have a positive impact.

➢ To offer opportunities for expression.

➢ To ensure that the organizational leadership works in a fair, acceptable and efficient manner.

➢ To ensure a good working atmosphere and employment stability by having proper facilities
and working conditions.

iii. What are the benefits of clear recruitment process?

A clear recruitment process can help you:

✓ Optimize your recruitment strategy

✓ Speed up the hiring process

✓ Save money for your organization

✓ Attract the best candidates with effective job descriptions

✓ Increase employee retention and engagement

✓ Build a stronger team

✓ Cut the time involved in the searching, interviewing, hiring and training process

✓ Streamline these processes and make your search for viable candidates more efficient

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iv. Is there a need for human resource managements specialists and if so, what
should their role be? How is this role evolving?

Yes, there is a definite need for human resource management specialists in organizations. Their
role is crucial in managing and developing the most valuable asset of any organization - its
people. The role of HR specialists has evolved over time and continues to do so in response to
changing business dynamics and workforce trends.

Traditionally, HR specialists were primarily responsible for administrative tasks such as

recruitment, payroll, benefits administration, and compliance with labor laws. However, their role
has expanded to encompass strategic functions that align with organizational goals and contribute
to overall business success.

In today's dynamic business environment, HR specialists are increasingly involved in talent

management, employee engagement, performance management, organizational development, and
change management. They play a vital role in attracting and retaining top talent, fostering a
positive work culture, and ensuring employee well-being.

Moreover, HR specialists are now expected to be strategic partners and advisors to senior
management. They provide insights and recommendations on workforce planning, succession
planning, and talent development strategies. They also contribute to shaping organizational
policies and practices that promote diversity, inclusion, and ethical behavior. The role of HR
specialists is evolving further with the advent of technology and data analytic s. They are
leveraging HR technology platforms to streamline processes, automate routine tasks, and gain
insights into workforce trends. This enables them to make data-driven decisions and contribute to
evidence-based HR practices.

In summary, the role of HR specialists has shifted from administrative tasks to strategic functions
that drive organizational success. They are now seen as key contributors to talent management,
employee engagement, and organizational development. With the integration of technology and
data analytic, their role is becoming more data-driven and focused on leveraging insights to make
informed decisions.

v. Outline the ethics of HRM as relating to the organization and the individual
employee.

Ethics in Human Resource Management (HRM) is crucial for maintaining a fair and
equitable work environment that respects the rights and well-being of both the organization
and individual employees.

Here is an outline of the ethics of HRM as it relates to both parties:

1. Organization:

a. Fairness and Equal Opportunity: HRM should ensure that all employees are treated
fairly and have equal opportunities for recruitment, selection, promotion, and training,
regardless of their race, gender, age, religion, or any other protected characteristic.

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b. Transparency and Honesty: HRM should maintain transparency in communication,
policies, and procedures, ensuring that employees have access to accurate and timely
information about their employment, benefits, and performance expectations.

c. Confidentiality and Privacy: HRM should respect the confidentiality and privacy of
employee information, ensuring that personal and sensitive data is handled securely and
only used for legitimate business purposes.

d. Compliance with Laws and Regulations: HRM should adhere to all applicable labor
laws, regulations, and industry standards, ensuring that the organization operates within
legal boundaries and avoids discriminatory practices.

e. Ethical Recruitment and Selection: HRM should conduct recruitment and selection
processes that are free from bias, favoritism, or any form of discrimination, ensuring that
candidates are evaluated based on their qualifications and merit.

2. Individual Employee:

a. Respect and Dignity: HRM should promote a work environment that respects the
dignity, autonomy, and rights of individual employees, fostering a culture of mutual
respect and exclusivity.

b. Employee Well-being: HRM should prioritize the physical, mental, and emotional
well-being of employees, providing a safe and healthy work environment, promoting
work-life balance, and offering support programs.

c. Fair Compensation and Benefits: HRM should ensure that employees receive fair and
competitive compensation and benefits packages that align with industry standards and
recognize their contributions.

d. Training and Development: HRM should provide opportunities for employee growth
and development through training programs, mentoring, and career advancement
initiatives, enabling employees to reach their full potential.

e. Performance Management and Feedback: HRM should establish fair and transparent
performance management systems that provide regular feedback, recognition, and
opportunities for improvement, ensuring that employees have a clear understanding of
their performance expectations.

Overall, the ethics of HRM involve upholding fairness, transparency, respect, and
compliance with laws and regulations, both for the organization and individual
employees. By adhering to ethical principles, HRM can contribute to a positive work
environment, employee satisfaction.

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vi. What is the relationship between personal effectiveness and people management?

The relationship between personal effectiveness and people management is closely intertwined.

Personal effectiveness refers to an individual's ability to achieve desired outcomes and goals,
while people management involves effectively leading, motivating, and developing individuals
within an organization.

Here are some key points that highlight the relationship between personal effectiveness and
people management:

1. Self-awareness: Personal effectiveness starts with self-awareness, understanding one's

strengths, weaknesses, values, and goals. People management requires leaders to be self-aware,
recognizing their own biases, emotions, and behaviors, which can impact their interactions with
others.

2. Communication: Personal effectiveness relies on effective communication skills, including

active listening, clear articulation, and empathy. People management involves communicating
with employees, understanding their needs, providing feedback, and resolving conflicts. Effective
communication is essential for building trust and fostering positive relationships.

3. Emotional Intelligence: Personal effectiveness involves managing one's emotions and

understanding the emotions of others. People management requires leaders to have high
emotional intelligence, being able to empathize with employees, manage conflicts, and motivate
individuals based on their emotional needs.

4. Influence and Motivation: Personal effectiveness includes the ability to influence and
motivate oneself to achieve goals. People management involves motivating and inspiring
employees to perform at their best, aligning their individual goals with organizational objectives.
Effective people management requires leaders to understand what motivates each individual and
provide the necessary support and recognition.

5. Time Management and Prioritization: Personal effectiveness involves managing time

efficiently, setting priorities, and being organized. People management requires leaders to allocate
time effectively, balancing their own tasks with supporting and guiding employees. Effective time
management ensures that leaders can provide the necessary guidance and support to their team
members.

6. Continuous Learning and Development: Personal effectiveness involves a commitment to

continuous learning and self-improvement. People management requires leaders to facilitate the
learning and development of their employees, identifying their strengths and areas for growth,
and providing opportunities for skill enhancement and career advancement.

In summary, personal effectiveness and people management are interconnected. Leaders who are
personally effective are better equipped to manage and lead others effectively. By developing
personal effectiveness skills, leaders can create a positive work environment, foster employee
engagement, and drive organizational success.

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2. What are the main functions of Human Resource Management? (6)

The main functions of Human Resource Management (HRM) can be categorized into six
key areas:

1. Recruitment and Selection: HRM is responsible for attracting and selecting qualified
candidates to fill job vacancies within the organization. This involves developing job
descriptions, advertising job openings, screening resumes, conducting interviews, and
making hiring decisions.

2. Training and Development: HRM is responsible for identifying the training and
development needs of employees and designing programs to enhance their skills and
knowledge. This includes conducting training sessions, organizing workshops,
implementing mentoring programs, and providing opportunities for career development.

3. Compensation and Benefits: HRM is responsible for designing and administering

compensation and benefits programs that attract, motivate, and retain employees. This
involves conducting salary surveys, developing pay structures, managing employee
benefits such as health insurance and retirement plans, and ensuring compliance with
legal requirements.

4. Performance Management: HRM is responsible for establishing performance

management systems that set clear performance expectations, provide regular feedback,
and evaluate employee performance. This includes conducting performance appraisals,
identifying areas for improvement, and recognizing and rewarding high performers.

5. Employee Relations: HRM is responsible for managing employee relations and

maintaining a positive work environment. This involves handling employee grievances,
mediating conflicts, promoting employee engagement, and ensuring compliance with
labor laws and regulations.

6. HR Planning and Strategy: HRM is responsible for aligning HR practices with the
overall strategic goals of the organization. This includes workforce planning, succession
planning, talent management, and developing HR strategies that support organizational
objectives.

These functions are essential for effectively managing the organization's human capital,
ensuring the right people are in the right roles, and creating a positive work environment
that fosters employee engagement and productivity.

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3. How many opportunities of staff development can you think of? Here are some
ideas.

Refresher training (4)

Providing materials for self-study

Certainly! Here are a few more opportunities for staff development:

1. Coaching and Feedback: Providing regular coaching and feedback sessions to help employees
identify areas for improvement and develop their skills.

2. Performance Assessments: Conducting performance assessments to evaluate employees'

strengths and areas for development, and creating personalized development plans based on the
assessment results.

3. Job Shadowing: Allowing employees to shadow and observe colleagues in different roles or
departments to gain insights into different job functions and learn from experienced professionals.

4. Conferences and Workshops: Sending employees to industry conferences, workshops, or

seminars where they can learn from experts, gain new knowledge, and network with professionals
in their field.

5. Online Learning Communities: Encouraging employees to join online learning communities or

forums where they can engage in discussions, share knowledge, and learn from peers in their
industry.

6. Stretch Assignments: Assigning employees to challenging projects or tasks that push them
outside their comfort zones and provide opportunities for growth and development.

7. Leadership Development Programs: Offering leadership development programs that focus on

developing leadership skills, such as decision-making, strategic thinking, and team management.

8. Soft Skills Training: Providing training on essential soft skills such as communication,
teamwork, problem-solving, and time management, which are crucial for professional growth and
success.

9. Industry Certifications: Supporting employees in obtaining industry-specific certifications or

qualifications that enhance their professional credibility and open up new career opportunities.

10. Networking Events: Organizing networking events or facilitating networking opportunities

for employees to connect with professionals in their industry, exchange ideas, and build
relationships.

11. Internal Job Postings: Promoting internal job postings and encouraging employees to apply
for positions within the organization to facilitate career progression and growth.

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 12. Employee-Led Workshops: Encouraging employees to share their expertise and knowledge
by leading workshops or training sessions for their colleagues, fostering a culture of continuous
learning and knowledge sharing.

These additional opportunities for staff development can further contribute to the growth and
professional development of employees within the organization.

Case Study (8)

Tony works in Big Star, a city hotel. He is a full- time employee and has been
working there for

the last three years. But he is not happy with his job. He says that his pay is poor
and he has to

work on the weekends.

1. What does his statement suggest about the motivation of this hotel worker?

Tony's statement suggests that his motivation as a hotel worker is low. He is dissatisfied with his
job due to two main factors: poor pay and having to work on weekends. These factors indicate
that Tony does not feel adequately rewarded for his work and that his work-life balance is
negatively affected. This dissatisfaction can significantly impact his motivation to perform well
and engage fully in his job.

2. Identify and explain two possible ways in Tony’s his motivation could be
improved?

Two possible ways to improve Tony's motivation could be:

a. Fair Compensation: The hotel management should review Tony's pay and ensure that it is fair
and competitive compared to industry standards. Conducting salary surveys and bench marking
can help determine appropriate compensation levels. Offering a salary increase or
performance-based incentives can motivate Tony by recognizing his contributions and providing
a sense of financial security.

b. Flexible Scheduling: To address Tony's concern about working on weekends, the hotel
management could consider implementing a more flexible scheduling system. This could involve
rotating weekend shifts among employees or providing options for shift swaps or time-off
requests.

By accommodating Tony's need for a better work-life balance, he may feel more valued and
motivated to perform well. Additionally, it would be beneficial for the hotel management to
engage in open communication with Tony to understand his specific concerns and explore other
potential areas for improvement. This could involve addressing any other underlying issues,
providing opportunities for professional development, or creating a supportive work environment
that fosters employee engagement and satisfaction.

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