HRM

1. Organizations use many methods to assess potential new employees. Are these
methods fair?

As each assessment method gives a different overview on the same employee so in order to
determine whether they are fair to applicants or not we should go into some analysis of each
form.

First, the application is the most widely used form and most useful to gather information and
predict potential job performance, all the advantages and disadvantages of the candidate will
be shown there so that the employers can have a general assessment of them so it is fair to the
candidates.

In terms of written tests, which must be job-related, there are many types of tests: intelligence
test, aptitude test, ability test, interest test,...However, most companies only offer one of these
tests. The applicants who do not have the advantages or knowledge that the test offers can
have some struggles so it is quite unfair to the candidates.

Moving to interviews that are almost universally used, different judges will have different
feelings and ideas on different candidates, also the candidates can prepare the question in the
interview in advance so it is unfair to the candidates.

Next, with the background investigations which are used for verifying application data and
reference checks, the jobs requiring this method need applicants to have a clear history and
no criminal record because it will directly affect the reputation of the organization and
applicants themselves. The occupation could be police, soldier or the education profession,
etc so it is fair to the candidates.

Lastly, regarding performance simulations - a very important method used in almost all
businesses for jobs that have certain physical requirements and for some insurance purposes.
As it helps businesses evaluate a person's actual working ability so it is fair to the candidates

2. With organizational cost-cutting the world over, orientation for new staff has
been cut short to just several days. How will this affect retention?

Orientation is a special course for new employees to get a deeper understanding of a

new organization so if this procedure is not provided sufficiently, it may have a
negative impact on employee retention.
 Orientation involves introducing a new employee to his or her job and the
organization. There are two types of orientation. The work unit orientation helps the
employee understand the goals of the unit, clarifies how the employee's job fits in
with the unit's objectives and introduces the employee to the co-workers. While
organization orientation provides new employees with information about the
company's history, philosophy, policies, procedures and includes a tour of the entire
facility.

Many organizations have formal orientation programs, while others use a more
informal approach in which new hires are assigned to senior members of the
workgroup who introduce them to their immediate co-workers and demonstrate where
important things are located. It is the responsibility of managers to integrate any new
employee into the organization effectively and efficiently. As a result of a successful
orientation, the new employee feels comfortable and generally well adjusted, which
reduces the probability of poor job performance and premature resignation.

On the other hand, employee retention is basically the strong employee commitment
towards his job. Several policies, practices, and factors allow employees to stay with
an organization for a long time. Without basic orientation sessions, new employees
cannot clearly define the goals, objectives, and regulations of the organization. In
addition, due to insufficient activities of this procedure, new and current employees
also do not have the opportunity to get to know each other and there is no time for the
new hires to exchange experiences with seniors, which enable them to create a
friendly working environment - the main factor contributing to employee retention.
Furthermore, without proper guidance from managers, employees may feel left
neglected, overwhelmed and find it difficult for them to cope up with their new work,
thereby employees will think about quitting the job if the job quality does not meet
the managers’ needs.

In conclusion, there will be a severe impact on employee retention if the number of

days that are required for the onboarding and orientation is being cut down.
Therefore, managers must provide sufficient orientation sessions for new employees
to increase productivity.

3. Describe the HRM process.

The HRM process includes three steps: identifying and selecting competent employees,
providing employees with needed skills and knowledge, and retaining competent, high-
performing employees.

The first phase of the HRM process involves three tasks: human resource planning,
recruitment and decruitment, and selection. Firstly, human resource planning refers to the
process by which managers ensure that they have the right people in the right places at the
right time, who are capable of accomplishing the tasks effectively and efficiently. By
planning ahead, organizations can prevent sudden talent shortages and surpluses. There are
two steps in HR planning: assessing current human resources and future needs for human
resources. In terms of the current assessment, HR planning begins with an inventory of the
current employees - this is a review of how the organization's current resource status presents
itself, whereas an organization's future HR needs are determined by its mission, goals, and
strategies, thereby the demand for an organization's products or services creates the need for
employees. After analyzing both current capabilities and future needs, managers can estimate
the areas of understaffing or overstaffing within their organizations, afterwards, they will be
ready to proceed to the next phase in the HRM process.

Turning to the second task which is recruitment and decruitment. While recruitment is the
process of identification, location, and attraction of qualified applicants to an organization, an
organization recruits employees to reduce the surplus of employees in the workforce. The
decruitment process is designed to reduce a surplus of employees in the workforce of an
organization. Finally, in the selection, job applications are screened to make sure only the
best candidates are hired. Managers use selection procedures that are both valid and reliable
to reduce the chances that mistakes are rejected or accepted thus increasing the likelihood of
making correct decisions. Moreover, there are some popular selection devices used by
managers such as application forms, written tests, performance simulations, interviews,
background investigations, and physical examinations.

Providing employees with needed skills and knowledge is the second step in the HRM
process which includes orientation and employee training. To begin with, an orientation,
which is transitioning a new employee into the organization, there are two types of
orientation: work-unit orientation and organization orientation. The work unit orientation
helps the employee understand the goals of the unit, clarifies how the employee's job fits in
with the unit's objectives and introduces the employee to the co-workers. While organization
orientation provides new employees with information about the company's history,
philosophy, policies, procedures and includes a tour of the entire facility.

Finally, retaining competent and high-performing employees is the last phase of the HRM
process which involves employee performance management, compensation and benefits, and
career development. Regarding the performance management system, it is a process that
involves setting performance standards and evaluating employee performance to reach
objective HR decisions and support these decisions with documentation. In terms of
compensation and benefits, a fair, effective, and appropriate compensation system contributes
not only to attracting and retaining high-performance employees but also enables a company
to achieve its strategic goals. There are some common types of compensation such as base
wage or salary, wage, and salary add-ons, incentive payments, other benefits, skill-based
pay , and variable pay. Lastly, in terms of career development, a career is defined as the
sequence of positions held by a person over the course of their lifetime. Additionally,
individuals, as opposed to organizations, define career progression and organizational loyalty
in the boundary career.

4. Describe the different selection devices and which work best for different jobs.

There are six popular devices in the selection process and each has its advantage enabling it
to work effectively in separate circumstances.

First, an application form is a means of collecting written information about an applicant's

education, work, and non-work experiences, both past, and present. It is the standardized
format and almost universally used so this form is appropriate for selecting every job’s
position.

In terms of a written test, a type of assessment which is commonly used for certification
purposes, including intelligence, aptitude, ability, personality tests. This form is considered
relatively a good predictor for supervisory positions.

Next, an interview is a selection procedure designed to predict future job performance by

applicants' oral responses to oral inquiries. This form is almost universally used and
appropriate for evaluating new candidates in organizations.

Moving to a background investigation, which is the process of looking up and compiling

criminal records, commercial records, and financial records of an individual or an
organization. This assessment form is often requested by managers for employment
screening, especially on candidates seeking a position that requires high security or a position
of trust, such as in a school, hospital, financial institution, airport, and government

In regards to a performance-simulation test, it is used in a simulated business environment in

which to test the impact of critical business decisions and gives individuals the opportunity to
practice making these decisions in a risk-free environment. This form of assessment is
suitable most for managerial positions.

Lastly, physical examination typically tests applicants on some physical requirement such as
lifting strength, rope climbing, or obstacle course completion, etc. This selection device goes
well for jobs requiring applicants to have certain physical requirements. (police, military,...)

5. Should an employer have the right to choose employees without governmental

interference? Support your conclusion

Yes, an employer should have the right to hire whomever they choose without any
interference whatsoever from the government.

The company will be the one to directly benefit or be harmed by their employees' work
performance. Hiring good talent is one of the critical ways that a company can separate itself
from others and become the best version of itself, which benefits all of the employees as well
as employers.

On the other hand, as there can be several incidences where this kind of liberty in the
selection process can result in the discrimination and selection of a certain individual based
on gender, nationality, ethnicity, race, or religion. Therefore, the selection of an individual
must be on the basis of merits and performance in order to adhere to all these norms, some
regulations from the government are quite important to avoid bias and other personal
preferences.

In our perspective, an individual's selection should be based on merit and performance, so

some government rules are inevitable to ensure that all of these standards are met fairly.