This Human Resource Management module assignment is intended for student as a sample reference.

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CHOOSE ONE QUESTION FROM EACH CHAPTER GIVEN BELOW
ANSWER FIVE QUESTIONS IN TOTAL
CHAPTER 1: HUMAN RESOURCE MANAGEMENT: AN OVERVIEW
Choose one question:
• Define human resource management. What human resource management functions
must be performed regardless of the organization’s size?
• What are the environmental factors that affect HRM? Describe each.
CHAPTER 2: BUSINESS ETHICS AND CORPORATE SOCIAL RESPONSIBILITY
Choose one question:
• What should be included in a code of ethics?
• What is corporate social responsibility and define the three possible types of social
audits that are currently being used.
CHAPTER 4: STRATEGIC PLANNING, HUMAN RESOURCE PLANNING, AND JOB
ANALYSIS
Choose one question:
• What are the tasks of a human resources specialist?
• Define each of the following: (a) Mission, (b) Job description, (c) Objective settings,
(d) Competencies, and (e) Reengineering.
CHAPTER 5: RECRUITMENT
Choose one question:
• What are factors external to the organization that can significantly affect the firm’s
recruitment efforts?
• What online recruitment methods are available?
CHAPTER 6: SELECTION
Choose one question:
• What are the typical steps in the selection process?
• What are the basic characteristics of a properly designed selection test?
End of Assignment Questions

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Assignment Answers
CHAPTER 1:
HUMAN RESOURCE MANAGEMENT: AN OVERVIEW
Question: Define human resource management. What human resource management
functions must be performed regardless of the organization’s size?
Answer:
Human resource management (HRM) is the proper use of people or managing individuals
in an organization to achieve organizational objectives. Primarily, at all level of managers are
required to aware themselves on HRM and consequently getting job done through the
exertion of others. Indeed, people dealing with HRM matters normally faces with a multitude
of challenges. There are common six functional area associated with effective HRM: (i)
staffing, (ii) human resource development, (iii) performance management, (iv) compensation,
(v) health & safety, and (vi) employee and labor relations.
(Mondy, R.Wayne, Joseph j. Martocchio, 2016)

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(i) Staffing: is the process that are ensuring of organization has in always the right
employees’ number, with appropriate skills, at the right timing in right jobs to accomplish the
organizational goals or objectives.
(ii) Human resource development (HRD): is the major function of HRM which consist of
not only training and development, but also of individual’s career development activities &
planning, performance appraisal & management and organizational development.
(ii) Performance management: is a process of goal-oriented that directed the way to
ensuring of organizational processes to be in placed in order to maximize productivity, teams’
spirit, and eventually the organization.
(iv) Compensation: is all kind of rewards that employees should receive as a result of their
employment and it would include (a) direct financial compensation (core compensation) such
as wages, salary, commissions and bonuses, (b) indirect financial compensation (employee
benefits) such as benefit which does not contained within direct financial and (c) non-
financial compensations such as psychologically satisfaction of job performing in and/or
physical environment of person’s work place.
(v) Health & Safety: is involved employee’s freedom from physical or emotional illness and
protection of employees from injures/serious accident caused by work-related.
(vi) Employee and labor relations: it is legally required for recognizing a union and
bargain, if the firm’s employees need union representation with the honest intention. When
forming a labor union, the HR activities are sometime referring to the task as labor relation.
CHAPTER 2:
BUSINESS ETHICS AND CORPORATE SOCIAL RESPONSIBILITY
Question: What should be included in a code of ethics?
Answer:
Code of Ethics (“CoE”), it is determined the establishing of rules to live by and ethical
culture/values to behave within the organization. The statement of values should be adopted
by company itself, its employees and company directors. This CoE is as a guide of
organization and all employees to aware of and to follow “what is do & don’t” when there are
no rules for something. To make the CoE really work, involvement by top management is
essential and must sets officially tone of the top regarding expected behavior. Code of ethics
typically should include value-based elements like universally unique of moral values (such

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as respect, trustworthy, fair, responsible, caring etc.), responsible/ethical business conduct,
fair competition, compliance with national or international laws/rules/regulations, workplace
condition or working conditions, restriction of employing underage labor and HR issues etc.
To keep the code practically apply for employees and to be adopted in an organization, larger
firms appoint an ethics officer to guide everyone in the company toward ethical actions.
There is a reason to encourage industry associations to develop and promote codes of ethics.
According to the “Corporate Executive Board in Arlington, Virginia”, “companies
with weak ethical cultures experiences 10 times more misconduct than companies with
strong ethical cultures”. (Mondy, R.Wayne, Joseph j. Martocchio, 2016, p. 52)
CHAPTER 4:
STRATEGIC PLANNING, HUMAN RESOURCE PLANNING, AND JOB ANALYSIS
Question: Define each of the following:
(a) Mission,
(b) Job description,
(c) Objective settings,
(d) Competencies, and
(e) Reengineering.
Answers:
(a) Mission: is determine as a company’s continuing of the purpose or reason for
company’s being. The mission of corporate defined as the sum of organization’s total
ongoing purpose. When coming into mission statement, it should consider of some questions
such as: what are the management trying to do for whom? Should profit be maximize so
shareholders are able to receive higher dividends or share price rise? And so on.
(b) Job description: is a written statement which to present essential information of
tasks, related duties, and responsibility of the job position. It may have the specify
functionary of the position whom to report, skills or qualifications related to the job which
required by person, etc.
(c) Objective settings: Objectives are the desired end results of any activity.
Objectives should have four basic characteristics, which are: they should be expressed in
writing, they should be measurable, they should be specific as to time and they should be
challenging but attainable.

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(d) Competencies: is the ability of an individual which able to organize well, and use
knowledge combinations, skills, and able to work constantly in required situation of work
until successful.
(e) Re-Engineering: is the fundamental reconsidering and redesign the business
process in order to attain significant improvements in serious, measures of up-to-date
performance such as quality, speed, service and cost
CHAPTER 5:
RECRUITMENT
Questions: What online recruitment methods are available?
Answer:
In the information technology era, online recruitment through internet is one of the well-
known, popular, easy, and speedy method among others traditional. Online recruitment
would involve mobile recruiting which used mobile technology, internet recruiter, social
media, virtual job fair, corporate career website, web-blogs, niche sites, .jobs and contract
workers’ sites etc. Mobile recruitment is a smart recruiting method through mobile devices or
smart phones. Mobile smart phone is nowadays become a handiest devise in everyday used
and many of online recruiter are developing their recruiting site into mobile applications to
attract the wider range of talented job seekers. Recruiting may include seminars, webinars, e-
newsletters, online groups and generated blogs. Online recruitment is the major change and
revolutionized the way of company’s recruitments and job seekers to find the jobs. High-tech
firms have the greatest needs of internet recruiter, the more they use internet, the greater
number will need for internet recruiters. The online recruitment method like virtual job fair is
aimed to attract the large scale of applicants may be by an employer or as a group. At virtual
job fairs, recruiters make an initial screening of résumés and contact candidates who are a
potential fit and recorded the email address. Corporate career recruitment are accessible for a
job in some company website that they are posted their available vacant position in their
corporate website homepage and opened for the apply specific job to interested applicants.
Social media like LinkedIn, Facebook are also a channel for online recruiting, and it is also a
useful method through social media network, indeed, it is part of mobile recruiting
technology.

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CHAPTER 6:
SELECTION
Question: What are the typical steps in the selection process?
Answer:
The typical steps in the selection process can be vary from company to company and also
depend on the type of job being replaced. Normally, the selection process starts with
preliminary screening. After that taking step to review of application and/or résumés of
applicants. Next, progressing through a series of selection tests, one or more employment
interviews, and pre-employment screening to be conducted including background check and
reference checks. The selection decision will then be made by hiring manger whether accept
or reject over the use of multiple screening tools. A good selection decision will result one
out of two outcomes. Once, job candidate who meet the standard for employment, and that
person will accept the company’s employment offer.
Typical employment selection process can be seen in the follow illustration:
(Mondy, R.Wayne, Joseph j. Martocchio, 2016)

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Preliminary screening is basically for a review to eliminate those who significantly
do not meet the position’s requirements and can be removed from selection processes. As a
side benefit, applicant might be useful for another position in the firm.
Review of applications and résumés may proceed follow by a successful
preliminary screening. Application form that including essential information and presented in
a standardized format can be helpful for a reviewing process. The résumés are to review on
personal experience, education, training and development for use in selection process.
Employer then evaluates the application and see the applicant is whether match or not
between individual and its position.
Selection tests are the essential components of employee selection. There are consist
of many considerations, including advantages, disadvantages, property of test, validation
approaches and test type.
Employment interview is a goal-oriented conversation exchange information
between interviewer and applicant. Employment interview may use various type and
numerous available methods.
Pre-employment screening and background checks: At this stage, an applicant has
normally completed the step of submitting application form or résumés, necessary selection
tests done, and employment interview also be completed. This stage is time to determine the
accuracy of the information submitted or whether important information are missing.
Selection decision is normally made by manager who will be responsible for the new
employee’s performance or the direct line report of a prospect candidate. Management need
inform to both successful and unsuccessful candidates soon possible after the selection
decision are made.
Finally, the successful candidate will be offered the company’s employment over the
selection processes.
References
Mondy, R.Wayne, Joseph j. Martocchio. (2016). Human Resource Management (Vol. Fourteenth
edition). pearson education limited.