Tutorial 3,4,5 PDF

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Tutorial 3 1. Explain the impact of workforce diversity on human resource management within organisation. Managers - track the long-term trends in the labor market that will indicate potential opportunities and difficulties in the acquisition of skills in the future. • Increased participation of women, minority ethnic groups and ageing population • Legal requirements in hiring, evaluation and promotion. Ensuring equal rights in cases for people based on age, race, ethnicity, religion, gender and disability. Fair hiring process. • Promoting diverse activities. Motivate others to value differences and respect others. Providing orientations and informal meetings allows employees to know background of coworkers. Participate in local events - promotes culture and diversity. • Training on cultural awareness, benefits of diversity and conflict resolution can help employees value different perspectives Explain workforce diversity : diff in terms of age, gender, race, skill level, expertise, cultural difference, foreign workers (legal requirement stimulates workforce diversity- G wants it) Impact to HR

- communication problem - solve - provide training on cultural awareness - directly affect employee-industrial rship.

- new ideas from ppl of diff age, race, background - affect R&S process(use diff method, modify process according to the people recruitment ie : Gen Y - use tech e-recruitment to attract them. Gen X - old- traditional method -news etc

- Gen X - more energetic, involved in managerial positions etc - Gen Y - tech steady, prefer flexible working hours - diff skills - allocation - ie : engineering - to diff department - Increase participation of ppl from diff groups - new ideas - affect T&D (need training on cultural awareness etc)

Case study: Electronic Monitoring to Make Sure That No One Steps Out of Line 2. Do you think that it is feasible to boil down human behaviour to numbers? What are the potential advantages and disadvantages of doing so? Explain. YES, feasible. Adv • Save time. Manager does not need to use extra time to supervise employees • Employee perform job well and reduce the number • Able to monitor (3000 employees from top level to lower level) Zynga : very advanced. • IBM - 50,000 consultant - deployment plan • Recruitment - 1000 potential hires - to qualified 20 candidates. • Disadv • Lack of freedom, stressful, continuous monitoring, affect performance - Motorola Arm-Mounted Terminal - (Tesco uses provide the example). • Security issues - IBM cases - increases cost - maintenance of data • System - buy, install, cost increment

3. Is it possible to use quantitative assessments of the organisation’s human resources to better link human resource management to firm strategy? Explain. Quantitative : $, %, Numbers, volumes - sales vol, prod. vol - achieve goals Qualitative : Behaviour - punctuality (being on time etc), motivation, leadership, integrity, satisfaction Quantitative (no.data) - better to achieve goals - No bias(100 units is 100 units not 1000), reduce ambiguous, easier to channel their effort, skill, time to achieve objective or goals ie : Objective to achieve 100,000 units. Performance mgt system- related to quantitative assessment ie evaluate performance. Issues : Never mention qualitative assessment - overlook - impact job satisfaction - low morale, high turnover rate, low motivation. How to answer, put yessss. then at the end, potential issue or disadv, qualitative also needs to be considers

Tutorial 4 1. What actions could a firm take if it had a worker surplus? What actions could a firm take if it forecasted a shortage of workers? Surplus (SSL > DDL) • Early retirement • Encourage - take vacations • Swapping employees Shortage (SSL < DDL) • Innovation recruitment (e-recruitment) • Modified selection standard (LR : Negligence hiring problem) • Training programme • Compensation

2. Discuss the relative THREE (3) merits of internal versus external recruiting each. Internal • Less work (admin work related to R&S) • Less risk (supervisor understand employee performance level, employee feels comfortable to be transferred because under the same B and culture) • Less cost External • New skills and ideas to the company • Opens the company to larger pool of applicants

3.

Explain with examples THREE (3) methods of attracting external applicants.

Electronic media, private employment agencies. 4.

Case discussion: Incident 2 Strategic HR? (pg 129 ,Mondy & Martocchio, 2016).

Tutorial 5

1. What is the distinction between a job and a position? Explain job analysis. Job : Collection of task to achieve O goals. Job can be performed by individual employee or group of employees. Position : Collection of task performed by individual employee. Size of the Co, and no. of employees : Will determine how many jobs and position. Ie how many sales executives etc Job Analysis : Systematic process -determine skills, knowledge and their ability to perform the job. Collect relevant information - skills, responsibility, ability needed to perform the job Job description : Title, summary of the job, responsibility needed to perform the job. (slide 6) JS : Min qualification to perform job -skill, personality, education etc

2. What would happen if a company decided not to use any job descriptions at all? • Affect R&S - not able to highlight job nature, not able to provide sufficient info to the applicants unqualified employees. • Affect T&D - don’t understand job requirement, not able to provide sufficient training program • W/o JD - not able to determine the value and worth of the job, not able to pay fairly to their employees (under pay/lower pay) • Safety precautions not implement in job. With JD - safety requirements is known • Performance mgt - JD highlights work standard - thus, good performance mgt system. W/o JD, work performance not accessible • With JD - legal requirements are known

3. Discuss the importance of job analysis to the organisational competitive advantages. JA with Competitor - able to do better

- reduce cost - Improve quality of product - Distinctive capability- human skill, tech, better system(distribution system ie, mkt system) JD and JS affect 1, 2, 3...