Staff Selection - Assignment Example

Running Head: Tutorial Student Name: Student Number: Tutor: Course Code: Date of Submission: Tutorial 6– Staff Selection 1. Strategic Selection This is the linking of selection activities to the organization’s strategic business objectives and culture to ensure that the right candidates are brought on board to efficiently achieve the organization’s goals and objectives. The main aim of strategic selection is to match an organization’s setobjectives with the correct skill set. 2. a) Compensatory approach Compensatory selection is an approach that applies the principle that all candidates must earn a certain score on each predictor to proceed to selection stage. The predictors in this case include preliminary interview, applicant forms, tests, interviews, background investigation, and medical examination. b) Successive hurdles approach In this approach, hurdles are created at every stage of selection process. Therefore, for applicants to pass to selection stage, they must passevery screening device in case of successive hurdles. Interview Interview is the best tool for selecting people because the approach is useful in obtaining detailed information on individual’s feelings and emotions. Additional, it is possible to clarify ambiguities and follow up incomplete questions. Tutorial Activity 2: Peer Review Activity Three Closed Questions 1. Can you work for long hours without supervision? The question is necessary since the store is in a busy city and at times, work may exceed normal working hours. 2. Have you ever worked in a coffee store before? This would determine the level of experience of the applicant and therefore efficiency in work. 3. Do you have any health problems or complications? Just like any food store, health status of staff is a serious issue. Three Open Questions 1. What is the purpose of continuous feedback for your manager? This will gauge the applicant’s understanding of feedback and its importance. 2. What do you understand of punctuality and will you keep it? The question is relevant as time management is very important for goal realization. 3. Considering the nature of the work, what are the possible occupational hazards? Safety is vital in workplaces and an applicant with prior knowledge of the possible occupational hazards in the workplace has high chances of selection. Tutorial activity 3 1. Do you think a strategy such as this adds value to the role of HRM? Not at all because there is no due process of selection to ensure that the cabinet misters are qualified for the jobs they took up. 2. Why employers are looking increasingly to employees with prior work experience, in HRM, as well as other jobs? Employees with prior work experience do not need any further training and if they do, then it is less expensive than training for those employees with little experience. 3. How should employers place more emphasis on academic performance in entry-level recruitment to HRM? It is vital for employers to understand the importance of academic qualifications such as the studying attitude of a candidate and their willingness to learn new ideas as this is available in the applicant’s transcripts. Academically qualified employees also have good networking and communication skills, and in most cases very attractive and professional personality. Tutorial 7 – Learning and Development Tutorial Activity 1: Student Facilitation Activity 1. Distinguish between training and development Training is a process that improves the performance of an employee on the employee’s present duty and prepares them for a future intended job througha learning a sequence of programmed behavior while development on the other hand not only improves employee performance but also ensures a positive result in growth of the personality. 2. Strategic HRD and its importance to the organization Strategic HRDrefers tostrategizingthe match between HRD with formulation and implementation of an organization’s HR policy to align HRD with the predefined objectives and goals. SHRD is important as it enables an organization to plan for its business and economic changes, technological changes, and socio, legal, and organizational changes. Practical application Leona would train her staff beyond the immediate training requirements through a systematic manner of assessment, training, and evaluation. This strategy of assessment, activity, and evaluation will ensure a low cost training for the organization. More so, on-the-job training strategy would be the most effective in terms of cost reduction. Tutorial Activity 2: Peer Review Activity Tutorial activity 3: 1. In most organizations, the percentage of physically challenged individuals and gender variance is quite outspoken. It is also worth noting that different employees come from different cultural backgrounds. It is therefore a common knowledge some sport activities do not include the physically challenged, the minority gender, and some may not be in accordance to various cultural activities. In this case, those individuals left out in the sports may feel discriminated and therefore not part of the team. 2. Sometimes, employees can carry rivalries arising from sports to workplaceswhile at the same time the morale of the losing team may be very low. 3. Employee recognition programs are useful in acknowledging exceptional employee productivity and dedication towards achievement of set goals and objectives. This improves employee’s morale and dedication to work. Tutorial 9 – Remuneration Management Tutorial Activity 1: Student Facilitation Activity 1. Explain the different components of employee remuneration Employee benefits- These are various non-wage compensations earned by employees in addition to their basic salary. They are also referred to as wage packaging when employees exchange them with non-cash commodities. Annual salary – payments to employees based on geographical areas and the value of an individual’scontinued performance and commitment to organizational objectives. Basic monthly salary- refers to all remuneration payable monthly to an employee and remains constant from one month to another. 2. Why is a remuneration policy important to an organization? The importance of having a remuneration policy is to ensure that different job sizes and worth attract a relatively proportional pay. Practical application 1. Difference between traditional pay scales and a broadband approach to remuneration and decide whether you think Leona is right in her approach. In a broadband pay structure, employers consolidate the number of payment ranges to few but broader, pay ranges thus little overlap. On the other hand, pay scale approach takes into consideration various factors such the market payments rates, job evaluation and pay grading, skill based payments, and variable pay among others. In this light, it can be justified that Leona is right with her approach since with promotions and the complications in the hospitality industry, a new remuneration approach is necessary. 2. What are the basic requirements under the Fair Work Act (Chapter 2) All employers must comply with terms and conditions of employment Employment standards must be adhered to Modern awards are mandatory Annual payments are guarantee Payment of wages is a right Tutorial Activity 2: Peer Review Activity 1. Define remuneration- this refers to payments made to employees in compensation of labor offered. 2. What is Strategic Remuneration? Remuneration activities aligned with organization’s set goals and objectives. 3. Discuss the major types of employee rewards. Employees are rewarded with either financial or non-financial rewards. Financial rewards include direct cash in the form of base pay, incentives, and allowances while indirect financial benefits include insurances and childcare among others. On the other hand, non-financial rewards include job benefits and environmental benefits as well. 4. Describe the basic principles of remuneration policy. The policy should provide foundation for designing and implanting benefit programs and must be communicated to all employees. 5. List two main objectives for a remuneration program to an organization. Drive and reinforce desired employee behavior Ensure remuneration is maintained at the desired competitive level Control remuneration costs Ensure optimum value for each remuneration dollar spent Tutorial activity 3: 1. Which is more effective for staff retention – the use of bonus or incentive-based pay? Incentive-based pay is better off in motivating employees than the use of bonus. 2. Other approaches of motivation Praising employees publicly Thinking staff for even the slightest achievement Connecting employees with happy clients Letting employees rewards other employees Recognition methods 3. Disadvantages in using money to incentive Cash incentives and bonus to employees may prove to be costly for an organization while at the same time increasing employee’s net tax payments. Money can also bring in issues of fairness and jealousy among employees because employees may not receive the same amount or percentage of bonuses. Tutorial 10 Evaluating Human Resource Management Tutorial Activity 1: Student Facilitation Activity Theory: 1. Why is evaluation of the HR function important in an organisation? The evaluation of HR function in an organization is important because it is used to determine if the HR is working towards delivering on organizational goals and objectives by identifying the existing gaps between performance and the predetermined targets. This is important in establishing the associated costs or benefits of HR function. 2. Describe a typical HR audit process The HR audit process entails six important steps starting with the organizational strategic objectives, designing of HRM objectives, determining the important HRM activities, determining the anticipated HRM outcomes, carrying out a HRM audit and finally analyzing and evaluating results. 3. What are the benefits and disadvantages of the auditing process? Benefits Determining the performance level of HR function Ensure compliance of different policies, laws and regulations as well as procedures used by the HR function. Ensure professionalism in the HR function Promoting the image of HR function Disadvantages Time consumption Giving more powers and special treatment to the HR function. High cost of running the audit process Practical application 1. What type of HR evaluation do you think would be most suited to measuring the effectiveness of proposed HR strategy changes for the hospitality staff? Customer satisfaction is the point of HR evaluation for its effectiveness 2. Do you think this will strengthen Leona’s presentation to the president? How? Yes. Because the hypothetical impact will provide for what the organization will expect in terms of performance the HR function and its workforce as a whole. Tutorial Activity 2: Peer Review Activity Advantages and disadvantages of using a balanced score card (BSC). The balanced scorecard is described as a methodological tool that is used by businesses in managing their future growth and objectives as well as plans. It is used like gauge to determine whether the set goals and objectives have been achieved or not. The balanced scorecard (BSC) brings both advantages and disadvantages to the business. Some of the associated with the use of the BSC by the business include: helping the company gauge its performance by looking at four important aspects which are financial, internal HR function processes, growth and learning and customer satisfaction the appeal to the market. In general, the BSC gives an overview whether the organization is on the right track to achieving its objectives. The main disadvantage of the BSC is that it’s based on the forethought. The other disadvantage is that it gives an overview of certain areas only without covering all aspects of the organization. In general terms, in HR function, BSC is used to determine if its objectives are achieved and are in line with organizational strategic goals. Tutorial activity 3: Questions 1. How can HR play a strategic role within the organisation? The HR function can play within an organization a strategic role by participating and advising accordingly, the management on the various policies, practices and regulations that should apply HR management. 2. Are there barriers that may limit HR’s ability to carry out these strategic roles? Yes there are barriers. The first barrier is lack of support and co-operation by the senior management. Second, there is the element of lack of appeal in terms of presentation by the HR professionals. Finally, it is the position of HR function and how it’s regarded in an organization. 3. What are the possible implications of introducing information system to handle repetitive HR functions? Change of the organizational structure Downsizing Extensive training High employee turnover TUTORIAL 11 Future Directions for HRM Tutorial Activity 1: Student Facilitation Activity Theory: 1. What is IHRM? IHRM is described as the set of different activities that are aimed at helping an organization manage its human resources at the global level in order to achieve its objectives by attaining certain competitive advantages over the rivals. 2. List the set of questions an organisation would need to consider to develop an IHRM policy What are the major political, social and economic trends? To what extent different markets are globalized? What is the demographic of labor in different markets? What is the level of technology use in different markets? What are the different labor laws and regulations governing different markets? How is knowledge economy assumed? Practical application 1. How can the organisation integrate ‘best fit’ and ‘best practice’ approaches? Because of the ever changing business contexts making employees one of the major assets in any business or company, ensuring integration between ‘best fit’ and ‘best practice’ has a become a challenging issue and one important to attaining this integration is through the strategic human resource management (SHRM). 2. What are some of the cultural difficulties that would be faced in operating in India or Vietnam? India Highly hierarchical culture, Team working, Communication styles The management of diversity and gender at workplace Vietnam Confucianism Face Collectivism Hierarchy Etiquette and customs 3. Compare the future challenges that HRM in Australia is predicted to face with those currently faced by Premium Hotels. Diversity Implementation of the Fair Work Act of 2009 Managing the aged workforce Technology and change Tutorial Activity 2: Peer Review Activity Glossary Develop a list of the key terms associated with this week’s tutorial topic. Include the definition and an explanation of why you think that particular term is important to understand. Aging workforce: The people who are about to retire from their jobs and are 50 years and above. It is an important terminology and helps in planning for future workforce. Strategy: The tact used by the business to attain its goals and objectives. This is important in ensuring that both efficiency and high performance are attained. Culture: Work practices that affect the business and they are important in informing the choice of the HR strategy. Tutorial activity 3: Questions 1. Why should employers be concerned about the workforce ageing? The continuity of skill and experience and also the issue of shortage of workforce is the major worry on employers about the aging workforce. 2. What are the potential benefits of retaining older workers? Experience Skill Expertise Professionalism Role modeling 3. Why might older workers be more interested in having satisfying jobs than in recognition for effort? Economic conditions Career level Professionalism Work life balance 4. What does the evidence presented in this piece imply for effective HR planning? The evidence presented in the case depicts that diversity management in the workforce is a very important aspect that requires strategic management. This is because age and gender have appeared to major issues for HR planning. While there is likely to be a gap in transition because of the aging workforce, gender is also affecting the placement of individuals into different roles. What this implies, is that there is need to enact different HR policies practices that will ensure justice, equity and fairness. 5. Can employers recognise age-based differences in workforce needs and expectations without violating anti-discrimination law? Yes. This is because the law provides for giving equal opportunities to all workers irrespective of cultural background, age and gender and therefore allow the anti-discrimination law to apply will allow for easy career growth based on merit and not age. TUTORIAL 12 Industrial Relations & Exam Revision Tutorial Activity 1: Industrial relations, is an important issue in the contemporary world of business as more than ever before employees are becoming aware of their rights and are taking no chance to have their rights deprived. It is with this regard that different legislations have been enacted by different governments with the aim ensuring that the culture where fairness and equality as well as inclusion is given priority so as to recognize different views and experiences held by people of different backgrounds. A good example of this kind of legislation is the Fair Work Australia Act 2009 that has outline on very industrial relations issues such as safety, enterprise bargaining, industrial action, dispute resolution, termination of employment and many other work related issues. This kind of Act is important in determining the most appropriate workload at workplace and solve many disputes that are likely to emerge as in the case of Australia now when workers expressing dissatisfaction with their workloads according to the “We're under the pump: poll.” Tutorial activity 2: Peer Review Activity Managing Diversity Employee training and development Staff diversity programs Staff internship programs Affirmative action Equal opportunity Reference Commonwealth Law 2010, Fair Work Act 2009. Australia, Accessed Feb, 05, 2013 From http://www.comlaw.gov.au/Details/C2010C00741 Read More