LEAD CITY UNIVERSITY

Faculty of Communication and Information Sciences

Department of Information Management

NAME : AKINOLA OMOLOLA ELIZABETH

COURSE TITTLE : HUMAN RESOURCES

MANAGEMENT

COURSE CODE : OIM 703

COURSE OF STUDY : MASTER OF OFFICE

AND INFORMATION MANAGEMENT

QUESTION
ANSWER ALL THE TUTORIALS QUESTIONS

LECTURER : Dr. Tolulope Adenekan

1. The strategic manpower planning process is aboutdesigning th
e organization for the future. Whether the plan isfor one year,
five years, or longer, it will always include somefundamental st
ages, and they will be dynamically changing asthe organizatio
n's circumstances change. Review the stages,concepts for the c
reation and management of strategy andexpatiate on the HR’s
role in change management

a. Discussion on HR's role in each of the 4 basic stages

HR's role in strategic manpower planning can be divided into
four stages:
 Environmental Scanning and Analysis : HR can
assess the external labor market, workforce
demographics, and trends to ensure the organization is
prepared for future staffing needs.
 Strategy Formulation : HR plays a key role in
aligning HR policies and practices with the overall
strategic plan. This includes workforce planning, skills
development, and talent acquisition.
 Implementation : HR is responsible for executing the
HR-related aspects of the strategy, such as recruitment,
training, and performance management, to support the
strategic goals.
  Monitoring and Adaptation : HR continuously
monitors the workforce's performance and helps the
organization adjust its HR strategies as needed.

b. Four Concepts for the Creation and Management of

Strategy
 SWOT Analysis : Assessing an organization's
Strengths, Weaknesses, Opportunities, and Threats to
inform strategy.
 Balanced Scorecard : Using a balanced set of
performance metrics to measure and manage strategy
execution.
 Porter's Five Forces : Analyzing competitive forces
in the industry to make informed strategic decisions.
 Blue Ocean Strategy : Creating new markets and
opportunities by innovating and differentiating from
competitors.
 c. HR's Role in Change Management
HR's role in change management includes:
 Communicating Change : HR should effectively
communicate the reasons for change and how it
impacts employees.
 Training and Development : HR assists in providing
the necessary training and development programs for
employees to adapt to change.
 Managing Resistance : HR helps identify and address
employee resistance to change.
 Performance Management : HR aligns performance
management systems with the changed objectives to
ensure employees' efforts are in sync with the new
strategy.

2. Managing change is the largest driving force behindemployee

relations. HR is involved in managing the peopleissues resultin
g from change either planned change or reactivechange. Discu
ss the possibilities of neutral or negativereactions, some examp
les of positive reactions and conditionsthat
make change possible.
a. Discussion on Change Management and Role of HR

Change management involves the process of planning,

implementing, and guiding individuals and teams through
organizational changes. HR plays a crucial role in managing
people-related aspects during change

b. 7 Basic Steps in the Change Management Process :

The change management process typically includes
steps such as:
 Identifying the need for change.
 Setting objectives and planning the change.
 Communicating the change to employees.
 Involving employees in the change process.
 Providing training and support.
 Monitoring progress and adjusting as needed.
 Evaluating the outcomes of the change.
c. Four Neutral or Negative Reactions to Change
Employees may have various reactions to change,
including:

 Resistance : Some may resist change due to fear of

the unknown or concerns about how it will affect their
roles.
 Skepticism : Employees may be skeptical about the
reasons behind the change and its potential benefits.
 Anxiety : Change can lead to anxiety and stress as
individuals adapt to new processes or expectations.
 Hostility : In some cases, employees may express
hostility or frustration if they feel the change
negatively impacts them.

d. Three Examples of Positive Reactions

Positive reactions to change may include:

 Enthusiasm : Some employees embrace change with

enthusiasm, seeing it as an opportunity for growth.
 Adaptability : Employees who are adaptable may
quickly adjust to change and find new ways to excel.
 Team Collaboration : Change can foster teamwork as
employees work together to overcome challenges.
 e. Four Conditions that Make Change Possible

Successful change is more likely when the following

conditions are in place:

 Clear Communication : Transparent and consistent

communication about the change is essential.
 Leadership Support : Strong leadership support and
commitment to the change.
 Employee Involvement : Involving employees in the
change process and seeking their input.
 Resources and Training : Providing the necessary
resources and training to help employees adapt to the
change.

3. Today’s trend toward using “Big data” makes it essentialthat

employers are able to reach into those databases andextract on
ly those elements that will be useful in monitoringbusiness acti
vities and accomplishments. Talk through anyfive methods of
data analysis that can be adopted for thisprocess.
a. Discussion on Big Data

Big data refers to the vast amount of data, both structured and
unstructured, that is generated at a high velocity and must be
analyzed to extract valuable insights.

b. Data Analysis

Data analysis is the process of examining, cleaning,

transforming, and interpreting data to uncover meaningful
patterns, trends, and information. It is crucial for making
informed decisions based on available data.

c. Five Methods of Data Analytics

 Descriptive Analytics.
Descriptive analytics focuses on summarizing
historical data to provide a snapshot of what has
occurred. This method is used to create reports,
dashboards, and visualizations that help businesses
understand past trends and make data more
understandable.

 Predictive Analytics
 Predictive analytics leverages historical data and
statistical algorithms to make forecasts about future
events or trends. By analyzing patterns and
relationships within big data, organizations can make
predictions to guide their decision-making processes.

 Machine Learning
Machine learning is a subset of artificial intelligence
that employs algorithms to enable computers to learn
from data. In the context of big data, it can identify
complex patterns, make predictions, and automate
decision-making. This method is especially effective in
handling massive datasets.

 Text Mining/Natural Language Processing (NLP)

Text mining and NLP focus on extracting insights
from unstructured textual data, such as customer
reviews, social media content, or text documents. By
applying algorithms and linguistic analysis, these
methods can reveal sentiment, opinions, and trends
within the text.
  Cluster Analysis
Cluster analysis is a technique used to group similar
data points together based on certain characteristics. In
the realm of big data, it's employed to segment
customers or data points into clusters with shared
attributes. This helps businesses target specific
customer groups with tailored strategies.

4. Talent acquisition involves all the HR strategies andprocess th

at are involved in attracting, recruiting, andselecting talent tha
t has the skills, knowledge, and abilitiesneeded in the workforc
e to meet the organization’s needs.Debate the proficiency indic
ators for all HR professionals.

a. Discussion on Talent Acquisition

Talent acquisition refers to the set of HR strategies and

processes designed to attract, recruit, and select
individuals who possess the skills, knowledge, and
abilities required to meet an organization's workforce
needs.
b. Seven Key Concepts of Talent Acquisition

 Workforce Planning : Aligning talent acquisition

efforts with the organization's strategic goals and long-
term workforce requirements.
 Employer Branding : Creating a positive and
attractive image of the organization to attract top
talent.
 Sourcing Strategies : Identifying and utilizing
various channels, such as job boards, social media, and
employee referrals, to find potential candidates.
 Candidate Experience : Ensuring a positive and
respectful experience for candidates throughout the
recruitment process.
 Diversity and Inclusion : Promoting diversity and
creating an inclusive environment to attract a broader
range of talent.

 Talent Pipelining : Building relationships with

potential candidates for future hiring needs.
  Data-Driven Decision Making : Using data and
analytics to make informed recruitment decisions and
continuously improve the talent acquisition process.

c. Seven Proficiency Indicators for HR Professionals.

 Recruitment Expertise : Demonstrating a deep

understanding of recruitment strategies, tools, and best
practices to attract top talent.
 Communication Skills : Effectively communicating
with candidates, hiring managers, and colleagues to
ensure a seamless recruitment process.
 Technology Proficiency : Staying up-to-date with HR
technology, applicant tracking systems, and data
analytics tools.
 Legal and Ethical Compliance : Adhering to
employment laws, regulations, and ethical standards in
all recruitment activities.
 Cultural Fit Assessment : Being able to assess
whether candidates align with the organization's
culture and values.
  Data Analytics: Using data to measure and optimize
recruitment performance, such as time-to-fill and cost-
per-hire.

 Continuous Learning : Keeping pace with industry

trends and innovations in talent acquisition through
professional development and training.

5. Staffing is the lifeblood of an organization as people are

acquired to make any run. Ability to deal with staffing
challenges
that may appear to the dismay of HR professionalsis the mea
sure of a skilled HR manager. Discuss.

a. Discussion on Staffing
Staffing is a critical aspect of any organization, as it involves
the process of acquiring, deploying, and retaining the right talent to
ensure the business functions effectively and achieves its objectives.

b. Ten Staffing Challenges and Suggestions on How to

Overcome.

 Talent Shortages

Challenge: Difficulty in finding qualified candidates.

 Suggestion: Invest in employer branding, expand the
talent pool through diverse sourcing, and provide
training and development opportunities.

 High Turnover Rates

Challenge: Losing valuable employees to

competitors.

Suggestion: Implement retention strategies, conduct

exit interviews to identify issues, and offer competitive
compensation and benefits.

 Changing Labor Laws

Challenge: Adapting to evolving employment

legislation.

Suggestion: Stay informed about legal changes, seek

legal counsel, and regularly update policies and
practices.

 Diversity and Inclusion

Challenge: Promoting diversity and inclusion in the

workplace

Suggestion: Implement inclusive hiring practices,

provide diversity training, and create affinity groups.
 Global Talent Acquisition

Challenge: Attracting and managing a diverse global

workforce.

Suggestion: Develop a global recruitment strategy,

utilize technology for international hiring, and
understand cultural differences.

 Skills Mismatch

Challenge: Misalignment between the skills of job

candidates and the requirements of the job.

Suggestion: Conduct skills assessments, provide

training programs, and collaborate with educational
institutions.

 Aging Workforce

Challenge: Preparing for the retirement of

experienced employees.

Suggestion: Implement succession planning,

mentorship programs, and knowledge transfer
strategies.
 Technology Integration

Challenge: Adapting to digital tools and automation in

recruitment.

Suggestion: Embrace HR technology, automate

repetitive tasks, and train HR professionals in digital
tools.

 Remote Work and Hybrid Models

Challenge: Managing remote and hybrid teams

effectively.

Suggestion: Create remote work policies, offer

flexibility, and use collaboration tools.

 Candidate Experience

Challenge: Providing a positive experience to

candidates.

Suggestion: Streamline the application process, offer

feedback to applicants, and improve communication.
6. Equal employment opportunity while sourcing andrecruiting i
n diverse markets makes it illegally possible foremployers to di
scriminate under certain features. Reviewrights of potential e
mployee and advantages of EEO.

a. Discussion on EEO

EEO is a principle that ensures fair and equal

treatment of all individuals in the workplace,
regardless of their race, color, religion, sex, national
origin, age, disability, or other protected
characteristics. It prohibits discrimination in
employment and promotes diversity and inclusion.

b. Nine Rights of Potential Employees

 Right to Equal Treatment : Potential employees have

the right to be treated fairly and without discrimination
during the hiring process.

 Right to a Fair Recruitment Process : They should

experience a recruitment process that is free from bias,
prejudice, and unfair practices.
 Right to Privacy : Potential employees have the right
to the protection of their personal information and
privacy during the hiring process.

 Right to Non-Discrimination : They should not face

discrimination based on their race, color, religion, sex,
age, disability, or other protected characteristics.

 Right to Reasonable Accommodation : Individuals

with disabilities have the right to request reasonable
accommodations during the recruitment process.

 Right to Freedom from Retaliation : Potential

employees have the right to report discriminatory
practices without fear of retaliation.

 Right to Equal Access to Information : They should

have access to job-related information and
opportunities on an equal basis.
 Right to File Complaints : If they believe they have
experienced discrimination, they have the right to file
complaints with relevant authorities.

 Right to a Diverse and Inclusive Workplace :

Potential employees have the right to work in an
environment that values diversity and inclusion.

c. Three Advantages of EEO

 Promotion of Diversity : EEO promotes a diverse

workforce, which can lead to a variety of perspectives
and innovative solutions to business challenges.

 Compliance with Legal Requirements : EEO

ensures compliance with anti-discrimination laws and
regulations, protecting employers from legal liabilities.

 Enhanced Reputation and Employer Brand :

Employers that embrace EEO are seen as socially
responsible, which can enhance their reputation and
attractiveness to top talent.
7. As a leader in your workplace, involved in orientation and
onboarding to ensure retention, argue the content of a
strong orientation program.

a. Discussion on Orientation

Orientation is the foundation of a successful onboarding

process.It should include clear introductions to the company's
mission, values, and culture. This sets the tone for employees'
experiences within the organization, helping them align with its
goals and values.

b. Discussion on Onboarding

Onboarding extends beyond the first day or week. It should

cover the entire integration process, introducing employees to
their roles, responsibilities, and team dynamics. A strong
onboarding program provides ongoing support and guidance,
helping new hires adapt to their roles effectively..

c. Six Highlights of the Program (A strong orientation

program should include these key highlights:
 Comprehensive Welcome : Make new employees
feel valued with a warm welcome, including a
welcome packet, introduction to key team members,
and a company tour.

 Role-Specific Training : Tailor training to the specific

job role, ensuring that employees have the skills and
knowledge required to excel.

 Mentorship and Support : Pair new hires with

mentors or buddies who can provide guidance and
answer questions, enhancing their sense of belonging.

 Company Policies and Procedures : Ensure

employees understand company policies, benefits, and
procedures to promote compliance and a smooth
experience.

 Cultural Immersion : Help employees embrace the

company's culture by organizing cultural events, team-
building activities, and workshops.

 Feedback and Evaluation : Implement regular

feedback sessions and evaluations to gauge the
 effectiveness of the orientation program and make
necessary improvements.

d. Adequate description of activities in the above

Adequate Description of Activities within the orientation
program should include team-building exercises, workshops,
job shadowing, interactive training sessions, and
opportunities for employees to ask questions and seek
clarification. Encourage open communication and feedback
to ensure employees feel heard and supported.

A well-structured orientation program, as outlined above,

ensures that new employees are not only equipped with the
necessary knowledge and skills but also integrated into the
company culture, ultimately boosting retention and job
satisfaction.

 Now, let's explore ten training delivery methods to

meet these identified needs

i) Classroom Training : Traditional instructor-led training

sessions for in-depth learning.
ii) eLearning Modules : Interactive online courses accessible
anytime, anywhere.

iii) On-the-Job Training : Learning by doing, where employees

acquire skills in real work situations.

iv) Mentorship and Coaching : Pairing employees with

experienced mentors for one-on-one guidance.

v) Workshops and Seminars : Short, focused sessions on

specific topics or skills.

vi) Simulations and Gamification : Immersive experiences that

replicate real-world scenarios for hands-on learning.

vii) Job Rotation : Moving employees through different roles to

gain diverse experiences.

viii) Peer Learning : Collaborative learning through interactions

with colleagues and knowledge sharing.
ix) Self-Study and Resource Libraries : Providing access to
reference materials, books, and online resources for self-
paced learning.

x) Blended Learning : A combination of various methods, such

as eLearning, classroom training, and on-the-job experiences,
tailored to individual needs.

8. As one of the employees dedicated to training anddevelopment

in your organization, talk through theassessment that will iden
tify gaps in knowledge and skills,ensuring training meets the g
oals and objectives of theorganization, and the training deliver
y methods you mayadopt.

a. Discussion on Training

Training involves the process of imparting specific

knowledge and skills to employees to help them perform
their jobs effectively. It typically includes structured
learning experiences, both formal and informal, to build or
enhance job-related competencies.

b. Discussion on Development
 Development Development encompasses a broader
perspective, focusing on long-term growth and career
advancement. It includes activities and opportunities that
help employees acquire new capabilities, explore career
paths, and enhance their potential within the organization.

c. Assessment that will point to training needs.

Assessment for Training Needs To identify gaps in

knowledge and skills, assessment methods such as the
following can be employed:

- Performance appraisals

- Skill inventories and self-assessments

- Surveys and feedback from employees and

supervisors

- Observations of job performance

- Competency assessments

 Assessment for Identifying Gaps (To identify

knowledge and skills gaps effectively, employ various
assessment methods, including:
 i) Skills Assessments : Evaluate employees'
existing skills through practical tests or
demonstrations.

ii) Surveys and Feedback : Collect feedback from

employees regarding their training needs and
areas where they feel improvement is necessary.

iii) Performance Reviews : Analyze employees'

performance data to pinpoint areas requiring
enhancement.

iv) Competency Frameworks : Develop

competency frameworks that outline the skills
and knowledge required for each role.

v) Individual Development Plans (IDPs) : Create

IDPs for employees to collaboratively identify
their own learning and development needs.

d. Explain Of 10 Training delivery methods

 Now, let's explore ten training delivery methods to
meet these identified needs

 Classroom Training : Traditional instructor-led

training sessions for in-depth learning.

 eLearning Modules : Interactive online courses

accessible anytime, anywhere.

 On-the-Job Training : Learning by doing, where

employees acquire skills in real work situations.

 Mentorship and Coaching : Pairing employees with

experienced mentors for one-on-one guidance.

 Workshops and Seminars : Short, focused sessions

on specific topics or skills.

 Simulations and Gamification : Immersive

experiences that replicate real-world scenarios for
hands-on learning.
  Job Rotation : Moving employees through different
roles to gain diverse experiences.

 Peer Learning : Collaborative learning through

interactions with colleagues and knowledge sharing.

 Self-Study and Resource Libraries : Providing

access to reference materials, books, and online
resources for self-paced learning.

 Blended Learning : A combination of various

methods, such as eLearning, classroom training, and
on-the-job experiences, tailored to individual needs.

9. Human resources management is now a core course forall in

formation professionals, as they seem to be lacking inthe abil
ity to ensure effective employee performancemanagement sy
stems. As a participant in this course, educateyour colleague
s on the following:

a. Organization values and goals

Organization Values and Goals Every organization has its

unique values and goals. These values define the principles
 and culture of the organization, while goals set the direction
and objectives. Employee performance management
systems should align with these values and goals to ensure
that employees contribute effectively to the organization's
mission.

b. Performance standards

Performance Standards Performance standards are the

specific criteria and expectations that define what is
considered acceptable or exceptional performance in a job.
These standards should be clear, measurable, and linked to
the organization's objectives

c. Employee’s performance

Employee Performance Employee performance refers to

how well an employee is accomplishing their job tasks and
responsibilities. It's essential to monitor and evaluate
performance regularly to identify areas for improvement
and acknowledge strengths.

d. Appraisal methods
 Appraisal Methods * Appraisal methods are the techniques
used to assess employee performance. They can include
self-assessments, peer evaluations, supervisor assessments,
and 360-degree feedback. The choice of method should
align with the organization's culture and goals.

e. Measurement and feedback

Measurement and Feedback Measurement involves

quantifying an employee's performance against established
standards. Feedback is the communication of this
assessment to the employee. Constructive and regular
feedback is crucial for employee development and
motivation.

f. The overview of employee performance management

system

Overview of Employee Performance Management Systems

Employee Performance Management Systems are
comprehensive processes that include setting expectations,
monitoring performance, providing feedback, and offering
opportunities for improvement and growth. These systems
help align individual employee efforts with the
 organization's objectives and enable continuous
improvement.

10. Given that compensation and benefits are the lifeblood

ofthe employment relationship between the worker and thee
mployer. As postgraduate students in the Department ofInfo
rmation Management, advise management on totalrewards,
developing a total rewards strategy and itsobjectives.

a. Total rewards and all it encompass

Total rewards encompass all the compensation and

benefits an employee receives in exchange for their work.
This includes not only salary and traditional benefits but
also non-financial elements like career development
opportunities, work-life balance, and recognition.

b. Developing a Total Rewards Strategy – 4 Step Process

  Assessment Begin by assessing your organization's
current compensation and benefits structure.
Understand what is working and what needs
improvement. Collect data on industry benchmarks to
ensure competitiveness.

 Design Based on the assessment, design a total

rewards strategy that aligns with the organization's
goals and values. This involves deciding on the mix of
compensation, benefits, and non-financial rewards.

 Implement the strategy with clear communication to

employees. Ensure that all aspects of the strategy are
effectively put into action.

 Evaluation Regularly evaluate the strategy's

effectiveness by measuring its impact on employee

retention, satisfaction, and overall organizational

performance. Adjust the

c. Six Objectives of a Total Reward Strategy

 Attract and Retain Talent A key objective is to attract
high-caliber talent and retain existing employees by
offering competitive and attractive total rewards
packages.

 Motivate and Engage Employees Total rewards should

motivate and engage employees, aligning their efforts
with the organization's objectives. This can include
performance-based incentives.

 Support Organizational Goals The strategy should

support the achievement of organizational goals by
ensuring that rewards are tied to performance and
desired behaviors.

 Enhance Employee Well-being Total rewards should

promote employee well-being by providing benefits
like health insurance, wellness programs, and work-
life balance initiatives.
 Manage Costs Balancing the cost of total rewards with
the organization's financial capabilities is crucial. The
strategy should be cost-effective and sustainable.

 Foster a Positive Work Culture Total rewards should

contribute to a positive work culture by recognizing
and rewarding desired behaviors, fostering a sense of
belonging, and promoting inclusivity.