Introduction to HRM [Topic 1]

Human resource management is essential in both public and private organizations. Public sector organizations may distinguish from private sector in 3 aspects, which are ownership, control, and ___.

• Organizational chart

• Department

• Vision, mission, and objectives

• Source of funding

Which of the following most likely depends on a job's required skills, education level, safety hazards, and degree of responsibility?

• Organizational culture

• Employee compensation

• Annual training requirement

• OSHA and EEO compliance

Which of the following is probably NOT an issue in the human resource management (HRM) in public sector organization?

• Identify ways to foster innovation

• To improvise the current pay structure of employees

• Negotiate new terms and conditions of employment

• To manage and communicate effectively, and involve employees through consultation

Plan implementation is the fifth step in the strategic HRM process. When implementing strategies, it is essential to monitor various factors that may affect the composition of a workforce. Which of the following most likely is NOT a factor?

• Leadership style

• Age

• Gender

• Race

Atief, a new member in the fashion department at Hanya Fashion, is learning the job by actually doing job-related tasks such as coming up with fashion plans. Atief is most likely participating in ____.

• Hands-on simulation

• Case study

• On-the-job training

• Orientation activities

____ refers to the hiring of a party outside the company to perform services or produce goods that were traditionally performed by the company's own employees. It is a method to improve productivity as well as one of ways to cut costs.

Wong has been a sales assistant at a local retail company for 3 months. Recently, he got sick after having to work for a week straight without any rest days. His employer referred him to a clinic who has been a ____ of the company for a long time. All the treatment and medicine were borne by the company.

Answer explanation

Panel clinic is one the few benefits that a company can offer to its employees. It is an incentive under SOCSO employment injury scheme.

What are some of the biggest impact modern technology has brought to human resource management in managing its workforce?

Answer explanation

Human resource information system (HRIS) itself is the biggest impact that modern technology has brought to HRM.

HRMIS provides current and accurate data for controlling and decision-making purposes.

Some of the benefits of HRIS include:

1. 1. Automate payroll

2. 2. Access employee records online
   3. Recruit, screen, and pretest applicants online
   4. Train, track, and select employees

Productivity, workforce, and costs are some of the few challenges of HRM. Briefly explain about the options to overcome labour surplus.

Evaluate responses using AI:

OFF

Answer explanation

1) Downsizing. Refers to the planned elimination of jobs. Fast speed, High human suffering. (Any suitable explanations)
2 ) Transfers. Relocate excess workforce to other department/branch/location. Fast speed, moderate human suffering. (Any suitable explanations)
3) Retraining. Learn new skills/jobs within department. Slow speed, low human suffering
(Any suitable explanations)

4) Early retirement.
- (Any suitable explanations)

5) Demotions/Pay reductions/Work sharing/Hiring freeze/National attrition/(Any suitable answers)

Amirul, a team leader of HRM department in a private firm along with his members has been asked to collaborate with the government by providing some of the approaches his company has adopted to resolve contemporary HRM issues. What could be some of the approaches he can suggest to the government as well as the public sector organizations?

Evaluate responses using AI:

OFF

Answer explanation

1. Fair competition in selection. Selecting employees based on merit, fairness, and organizational goals rather than political considerations and personal connections.
2. Enhance employee engagement. Foster a positive work environment among employees through open communication, recognize and reward accomplishment, and involve employees in decision-making.
3. Collaborate with work unions. Negotiate with unions on the balance of interest between employees and organization. Develop positive relationship with unions to address employee concerns.

4. Transparency. Communicate clearly on the rationale behind decisions, especially those subject to public scrutiny to build trust.

5. Succession planning. Come with up clear succession plans to address the aging workforce, to ensure smooth transition of knowledge and skills.

(Any suitable answers)