BỘ GIÁO DỤC VÀ ĐÀO TẠO

TRƯỜNG ĐẠI HỌC KHOA HỌC XÃ HỘI VÀ NHÂN VĂN

ĐHQG TP.HCM

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Concept Test
Give a brief definition of the following concepts (not exceed 100 words each)
Word definition related to HRM
1. Human Resources
2. Staffing
3. Performance Appraisal
4. Compensation
5. Retention
 Human Resources: Human resources are the overall workforce in the company, in
which each of their skills, knowledge, and talents are contributed to creating success
for the organization. Anyone who puts effort, time, and knowledge to contribute to the
organization is a human resource, it doesn't matter whether they are a part-time, full-
time, intern, freelance, or contract employee.
 Staffing: Staffing is the function of recruiting, screening, and selecting employees
carried out in an organization or business, looking for potential employees, suitable
for the organization to fill the necessary positions, aiming overall development goals
of the organization. In addition, it can also be understood with the functions of
orientation, training, retention, and termination. Each organization goes through
different staffing cycles and the staffing function also has certain differences. Staffing
can be done by different levels of personnel depending on the company's goals and
direction.
 Performance Appraisal: A manager or direct supervisor conducts a performance
appraisal on an employee's character and performance based on established criteria
such as skills, knowledge, skills, role knowledge, attitude, and timeliness. This
method is used to identify an employee's credentials and competence to decide their
future development and growth, as well as the development and growth of the
company with which they are linked. Its goal is to assess an employee's worth and
commitment to the company. Managers and supervisors may use performance
assessments to place the appropriate people in the proper roles based on their skill
sets.
 Compensation: Compensation is an activity in which a company evaluates the
contribution of workers directly and indirectly for the distribution of financial and
non-financial recompense based on its capabilities and within the law. Non-financial
remuneration comprises prizes, rewards, citations, praise, and recognition, which can
drive individuals to reach their maximum production levels.
 Retention: Retention is a procedure in which employees are urged to stay with the
company for as long as possible or until the project is completed. Increasing retention
directly influences the performance and success of a company. Retention benefits
both the company and the employee.
Explain the effect of work motivation on one of the following outcomes
(Word limit: 1000; references excluded)
1. Employee productivity
 2. Employee commitment to tasks
3. Employee absenteeism
4. Employee satisfaction
Work motivation is one of the most essential variables that have a direct impact on the
business as a whole and each employee. In this essay, I'll discuss how work motivation
affects employee productivity.
First of all, we need to know the definition of work motivation and employee
productivity.
Work motivation refers to how dedicated an employee is to their job, how involved
they feel in the company's goals, and how empowered they feel in their daily work. Work
motivation can be extrinsic or intrinsic, which means that motivating elements for employees
can originate from both internal and external sources. Extrinsically driven employees aspire
to work effectively to receive praise, recognition, or monetary compensation from their
employer.
Employee productivity (also known as workforce productivity) is a measurement of a
worker's or a group of workers' efficiency. Productivity may be measured in terms of an
employee's production over a set period. Typically, a worker's productivity is measured in
comparison to the average for employees doing similar work. Employee productivity is an
essential factor for firms since the productivity of their workers is so vital to their success.
To feel good about their professions and perform at their best, most people require
motivation. Some employees are driven by money, while others are motivated by recognition
and awards. Employee productivity is directly influenced by motivation levels in the
workplace. Workers that are motivated and enthusiastic about their professions perform to the
best of their abilities, resulting in higher output levels.
An incentive is a motivating factor that is intended to affect employee behavior and
encourage them to generate high-quality work. Employers employ a variety of incentives to
encourage workers to produce more. Employee incentives include paid time off, bonuses,
cash, and travel privileges, among others. Employee motivation is boosted by incentives
since they provide employees with something more to aim for than a normal wage. Employee
productivity rises in direct proportion to their desire to obtain the benefits and incentives that
the company provides when they perform well (provided that the incentives are
commensurate with the productivity they put in).
Employee productivity is driven as much by the desire to be significant and valuable
as it is by rewards and incentives. Rewards are simply a secondary motivator for qualified
personnel who have solved their financial concerns. Rewards can only meet physiological,
safety, and social requirements, according to Maslow's hierarchy of needs. Their true motive
stems from a desire for esteem and self-actualization. Employees will endeavor to work with
all of their time, energy, expertise, and talents to express themselves and be valued by
everyone in the business. They even prefer to work alone, without the assistance of others.
That's when they're at their most productive. To create outstanding work, many employees
want recognition from their bosses. Employee recognition and reward programs recognize
employees who do excellent work. Recognizing a job well done makes employees feel good
and motivates them to continue doing outstanding work. Employers reward employees by
keeping track of their accomplishments and offering feedback on how they have progressed
over time. Some bosses encourage coworkers to give each other "shout-outs" for outstanding
work. When a person's productivity is great, not only does it help the employee, but it also
inspires other employees to follow in their footsteps, resulting in a significant increase in
collective production.
Workplace motivation, on the other hand, has a variety of negative consequences for
employee productivity. Each employee has a unique work drive, which can lead to workplace
unrest and problems, particularly in cooperation. When persons in a group have varying
motives and desires to contribute to the company, their job output will vary as well. And the
conflict arises from the fact that a group of people's work productivity does not meet the team
leader's requirements, despite the fact that that group of people believes they have completed
their work and the group leader is the one who is demanding too much, putting them under
work pressure.
Another detrimental effect is the drive to earn the organization's incentives and prizes
for employees. Employees will prefer to focus on working until a certain objective is met,
and a specific incentive will suffice to satisfy them; they will not seek to work any longer. In
other words, employees may become motivated by a desire to satisfy the firm and its clients
rather than by a desire to do a good job. Instead of competing to see who best service
customers, staff will compete in a "race" to see who can win the reward earliest. If you don't
attach customer pleasure to sales numbers when motivating your staff, they can get the
impression that you care more about sales than customer experience, and they'll go to any
length to meet the organization's sales goals, even faking sales. Focusing too much on sales
and ignoring the customer experience may harm an organization's image with consumers, and
recovering such losses can take a long time and a lot of money.
Employee motivation and productivity may be achieved in a variety of ways. Because
various factors have varied effects on employees, employ motivating solutions that combine
numerous techniques. For example, to sway money-motivated employees, an employer may
adopt a daily "spiff" that rewards cash to employees who fulfill short-term output targets. An
employer might design a program that stimulates friendly rivalry among workers to
accomplish production targets in order to meet long-term production goals. Employers can
publicly honor top achievers for a job well done at the end of the program.