Give short answers to the following questions:

i. What does Human Resource Department do?

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

iii. What are the benefits of clear recruitment process?

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

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

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

i. The Human Resource Department oversees various functions related to managing an

organization's workforce, including recruitment, hiring, training, performance evaluation,
employee relations, and ensuring compliance with employment laws and regulations.

ii. The objectives of Human Resource Management in an organization typically include: attracting
and retaining qualified employees, fostering employee development and career growth, ensuring
employee satisfaction and well-being, promoting diversity and inclusion, facilitating effective
communication, and aligning HR practices with the organization's strategic goals.

iii. The benefits of a clear recruitment process include: attracting a larger pool of qualified
candidates, reducing recruitment costs and time, enhancing the organization's reputation as an
employer of choice, improving employee retention rates, and ensuring a better fit between
candidates and job roles.

iv. Yes, there is a need for human resource management specialists who are equipped with the
knowledge and skills to handle various HR functions effectively. Their role involves strategic
workforce planning, talent acquisition and management, employee engagement and
development, performance management, compensation and benefits administration, HR
analytics, and ensuring compliance with labor laws and regulations. The role of HR specialists is
evolving to encompass a more strategic and data-driven approach to HR management, as well as
a focus on fostering a positive workplace culture and employee experience.

v. The ethics of HRM involve upholding principles of fairness, transparency, integrity, and respect
for both the organization and individual employees. This includes ensuring equal opportunities
for all employees, maintaining confidentiality of employee information, providing fair and
equitable treatment in all HR practices, avoiding discrimination and harassment, and adhering to
legal and ethical standards in all HR decisions and actions.

vi. Personal effectiveness and people management are closely intertwined as effective people
management involves leveraging the skills, abilities, and potential of individual employees to
achieve organizational goals. Personal effectiveness refers to an individual's ability to achieve
desired outcomes and goals in both personal and professional contexts. In the context of HRM,
personal effectiveness of managers and leaders plays a crucial role in building positive
relationships with employees, fostering open communication, providing effective feedback and
coaching, resolving conflicts, and motivating employees to perform at their best.

What are the main functions of Human Resource Management?

The main functions of Human Resource Management (HRM) typically include:

1. Recruitment and Selection: This involves attracting, sourcing, screening, and

selecting candidates to fill vacant positions within the organization. HRM is
responsible for creating job descriptions, advertising vacancies, conducting
interviews, and making hiring decisions.

2. Training and Development: HRM oversees the training and development programs
aimed at enhancing the skills, knowledge, and capabilities of employees. This
includes orientation for new hires, ongoing training to improve job performance, and
opportunities for career development and advancement.

3. Performance Management: HRM is involved in establishing performance standards,

evaluating employee performance, providing feedback, and facilitating performance
improvement plans when necessary. Performance management processes may include
performance appraisals, goal setting, and performance feedback sessions.

4. Compensation and Benefits Administration: HRM is responsible for designing and

managing compensation and benefits packages to attract and retain employees. This
includes salary and wage administration, bonus and incentive programs, employee
benefits such as health insurance and retirement plans, and compliance with
compensation-related laws and regulations.

5. Employee Relations: HRM oversees employee relations activities to promote a

positive work environment and address issues or conflicts that may arise between
employees or between employees and management. This includes handling
grievances, facilitating communication between employees and management, and
promoting employee engagement and satisfaction.

6. Compliance and Legal Requirements: HRM ensures compliance with labor laws,
regulations, and organizational policies to minimize legal risks and liabilities. This
involves staying up-to-date with changes in employment laws, maintaining accurate
employee records, and implementing policies and procedures to ensure fair and lawful
treatment of employees.

7. HR Planning and Strategy: HRM plays a strategic role in aligning HR practices

with the organization's overall goals and objectives. This includes workforce planning
to anticipate future staffing needs, succession planning to identify and develop future
leaders, and strategic HR initiatives to support organizational growth and success.

Overall, the functions of HRM are aimed at effectively managing the organization's most
valuable asset—its people—to achieve optimal performance and organizational success.
 How many opportunities of staff development can you think of? Here are some ideas. 
Refresher training (4)  Providing materialsfor self-study

Certainly! Here are some additional opportunities for staff development:

1. Professional certifications or qualifications: Supporting employees in obtaining industry-

recognized certifications or qualifications relevant to their role or career aspirations.
2. Cross-training and job rotation: Offering opportunities for employees to learn new skills
or gain experience by temporarily working in different roles or departments within the
organization.
3. Mentoring and coaching programs: Pairing employees with experienced mentors or
coaches who can provide guidance, support, and advice for career development and skill
enhancement.
4. Leadership development programs: Providing training and development opportunities
specifically designed to cultivate leadership skills and competencies among employees
who show potential for leadership roles.
5. Workshops and seminars: Organizing or sponsoring workshops, seminars, or conferences
where employees can learn from industry experts, network with peers, and gain insights
into emerging trends or best practices in their field.
6. Online courses and webinars: Offering access to online learning platforms, courses, and
webinars covering a wide range of topics relevant to employees' professional
development needs and interests.
7. Team-building activities and retreats: Organizing team-building exercises, retreats, or off-
site events that promote collaboration, communication, and relationship-building among
team members while also providing opportunities for skill development and personal
growth.
8. Project assignments and stretch goals: Assigning employees to challenging projects or
tasks that require them to stretch beyond their comfort zone, learn new skills, and
develop capabilities to tackle complex problems or initiatives.
9. Feedback and performance reviews: Providing regular feedback and performance reviews
to employees, highlighting areas for improvement and growth opportunities, and
working collaboratively to create personalized development plans.
10. Community involvement and volunteer opportunities: Encouraging employees to
participate in community service or volunteer activities that not only contribute to
societal well-being but also provide opportunities for personal and professional
development, such as leadership, teamwork, and empathy.

These opportunities for staff development can vary depending on the organization's industry,
culture, and goals, but they all contribute to fostering a culture of continuous learning and
growth within the workforce.
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 statementsuggest about the motivation of this hotel
worker?
Tony's statements suggest that his motivation may be low. He mentions two key factors
contributing to his dissatisfaction: poor pay and having to work on weekends. These
factors can undermine his motivation to perform well in his job. Low pay can make Tony
feel undervalued and unappreciated for his contributions, while having to work on
 weekends may interfere with his work-life balance and personal commitments, further
diminishing his motivation. Overall, Tony's statements indicate that his job does not meet
his expectations or fulfill his needs, leading to decreased motivation.

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

To improve Tony's motivation, the hotel could consider the following strategies:

1. Salary Increase or Additional Benefits: Addressing Tony's concern about poor pay
can significantly boost his motivation. The hotel management could conduct a salary
review and consider offering Tony a raise or additional benefits such as performance
bonuses, healthcare coverage, or retirement contributions. By providing competitive
compensation, the hotel demonstrates its recognition of Tony's contributions and
value, which can increase his job satisfaction and motivation.

2. Flexible Work Schedule or Rotating Shifts: Since Tony mentioned dissatisfaction

with having to work on weekends, offering a more flexible work schedule or
implementing rotating shifts could help improve his motivation. This could involve
allowing Tony to have weekends off occasionally or adjusting his work hours to
accommodate his personal preferences and commitments. Providing flexibility in
scheduling demonstrates the hotel's consideration for Tony's work-life balance and
allows him to have more control over his time, leading to increased job satisfaction
and motivation.

By implementing these strategies, the hotel can address Tony's concerns and create a more
conducive work environment that promotes his motivation and engagement.