:HRM3706 ASSIGNMENT 1
COMPLETE QUESTIONS AND
ANSWERS SEMESTER 2 2024
1. Review Course Material: Look at the course outline, textbook, and any provided lecture
notes. These will guide the key concepts and areas your assignments may cover.
2. Check Assignment Briefs: Look at the detailed instructions for each assignment,
including any questions or case studies provided.
3. Understand Key Concepts: Ensure you have a solid grasp of essential HRM concepts
such as recruitment and selection, performance management, employee relations, and
organizational behavior.
4. Use Case Studies: If your assignments involve case studies, analyze them by applying
theoretical concepts to real-world scenarios.
5. Reference Relevant Theories: Make sure to reference relevant HR theories and
models to support your answers.
6. Follow Formatting Guidelines: Adhere to any specific formatting and citation
guidelines provided by your course.
Question: Describe the key steps in the recruitment and selection process.
Answer: The recruitment and selection process typically includes the following steps:
○Job Analysis: Determine the requirements and responsibilities of the position.
○Job Description and Specification: Create a detailed job description and
specification outlining the skills and qualifications needed.
○ Sourcing Candidates: Use various methods such as job postings, recruitment
agencies, and social media to attract potential candidates.
○ Screening Applications: Review resumes and applications to shortlist
candidates who meet the criteria.
○ Conducting Interviews: Arrange and conduct interviews to assess candidates'
suitability.
○ Testing and Assessment: Use tests or assessments to further evaluate
candidates' skills and competencies.
○ Reference Checks: Contact references to verify candidates' background and
work history.
○ Making the Offer: Extend a job offer to the selected candidate.
○ Onboarding: Facilitate the new employee’s integration into the organization.
2. Question: What are the main components of a performance management system?
Answer: The main components of a performance management system typically include:
○ Goal Setting: Establishing clear, measurable, and achievable goals for
employees.
○ Performance Planning: Developing a plan to achieve these goals and outlining
the expectations.
○ Continuous Monitoring: Regularly reviewing and monitoring employee
performance against the set goals.
○ Feedback: Providing ongoing feedback to employees to help them improve and
stay on track.
, ○ Performance Appraisal: Conducting formal evaluations of employees’
performance at scheduled intervals.
○ Development and Training: Identifying areas for improvement and providing
training and development opportunities.
○ Reward and Recognition: Recognizing and rewarding employees for their
performance and achievements.
3. Question: Explain the concept of employee engagement and its importance.
Answer: Employee engagement refers to the emotional commitment and involvement
an employee has towards their organization and its goals. Engaged employees are
motivated, productive, and committed to their work. The importance of employee
engagement includes:
○ Increased Productivity: Engaged employees tend to be more productive and
efficient.
○ Lower Turnover Rates: High engagement levels often lead to lower employee
turnover.
○ Better Customer Service: Engaged employees are more likely to provide
excellent customer service.
○ Higher Job Satisfaction: Engaged employees generally experience higher job
satisfaction and morale.
○ Improved Organizational Performance: Overall, employee engagement
contributes to better organizational performance and achievement of goals.
4. Question: What strategies can be used to manage conflicts in the workplace?
Answer: Strategies to manage conflicts in the workplace include:
○ Open Communication: Encourage open and honest communication to address
issues early.
○ Active Listening: Listen to all parties involved to understand their perspectives
and concerns.
○ Mediation: Use a neutral third party to facilitate discussions and help resolve the
conflict.
○ Problem-Solving: Collaboratively work towards finding a solution that satisfies
all parties.
○ Setting Clear Expectations: Clearly define roles, responsibilities, and
expectations to prevent misunderstandings.
○ Training: Provide conflict resolution training to employees and managers.
○ Implementing Policies: Establish and enforce policies related to conflict
resolution and acceptable behavior.
1. Question: What is the purpose of an HR audit?
Answer: An HR audit assesses the effectiveness of HR practices, policies, and
procedures. It helps identify strengths, weaknesses, compliance issues, and areas for
improvement within the HR function.
2. Question: Explain the difference between intrinsic and extrinsic motivation.
Answer: Intrinsic motivation comes from within the individual, driven by personal
satisfaction or interest in the work itself. Extrinsic motivation is influenced by external
factors such as rewards, recognition, or avoiding punishment.
3. Question: What are the key elements of a compensation strategy?
Answer: Key elements of a compensation strategy include base salary, bonuses,
benefits, incentives, and non-monetary rewards. It should align with organizational goals
and market trends.
COMPLETE QUESTIONS AND
ANSWERS SEMESTER 2 2024
1. Review Course Material: Look at the course outline, textbook, and any provided lecture
notes. These will guide the key concepts and areas your assignments may cover.
2. Check Assignment Briefs: Look at the detailed instructions for each assignment,
including any questions or case studies provided.
3. Understand Key Concepts: Ensure you have a solid grasp of essential HRM concepts
such as recruitment and selection, performance management, employee relations, and
organizational behavior.
4. Use Case Studies: If your assignments involve case studies, analyze them by applying
theoretical concepts to real-world scenarios.
5. Reference Relevant Theories: Make sure to reference relevant HR theories and
models to support your answers.
6. Follow Formatting Guidelines: Adhere to any specific formatting and citation
guidelines provided by your course.
Question: Describe the key steps in the recruitment and selection process.
Answer: The recruitment and selection process typically includes the following steps:
○Job Analysis: Determine the requirements and responsibilities of the position.
○Job Description and Specification: Create a detailed job description and
specification outlining the skills and qualifications needed.
○ Sourcing Candidates: Use various methods such as job postings, recruitment
agencies, and social media to attract potential candidates.
○ Screening Applications: Review resumes and applications to shortlist
candidates who meet the criteria.
○ Conducting Interviews: Arrange and conduct interviews to assess candidates'
suitability.
○ Testing and Assessment: Use tests or assessments to further evaluate
candidates' skills and competencies.
○ Reference Checks: Contact references to verify candidates' background and
work history.
○ Making the Offer: Extend a job offer to the selected candidate.
○ Onboarding: Facilitate the new employee’s integration into the organization.
2. Question: What are the main components of a performance management system?
Answer: The main components of a performance management system typically include:
○ Goal Setting: Establishing clear, measurable, and achievable goals for
employees.
○ Performance Planning: Developing a plan to achieve these goals and outlining
the expectations.
○ Continuous Monitoring: Regularly reviewing and monitoring employee
performance against the set goals.
○ Feedback: Providing ongoing feedback to employees to help them improve and
stay on track.
, ○ Performance Appraisal: Conducting formal evaluations of employees’
performance at scheduled intervals.
○ Development and Training: Identifying areas for improvement and providing
training and development opportunities.
○ Reward and Recognition: Recognizing and rewarding employees for their
performance and achievements.
3. Question: Explain the concept of employee engagement and its importance.
Answer: Employee engagement refers to the emotional commitment and involvement
an employee has towards their organization and its goals. Engaged employees are
motivated, productive, and committed to their work. The importance of employee
engagement includes:
○ Increased Productivity: Engaged employees tend to be more productive and
efficient.
○ Lower Turnover Rates: High engagement levels often lead to lower employee
turnover.
○ Better Customer Service: Engaged employees are more likely to provide
excellent customer service.
○ Higher Job Satisfaction: Engaged employees generally experience higher job
satisfaction and morale.
○ Improved Organizational Performance: Overall, employee engagement
contributes to better organizational performance and achievement of goals.
4. Question: What strategies can be used to manage conflicts in the workplace?
Answer: Strategies to manage conflicts in the workplace include:
○ Open Communication: Encourage open and honest communication to address
issues early.
○ Active Listening: Listen to all parties involved to understand their perspectives
and concerns.
○ Mediation: Use a neutral third party to facilitate discussions and help resolve the
conflict.
○ Problem-Solving: Collaboratively work towards finding a solution that satisfies
all parties.
○ Setting Clear Expectations: Clearly define roles, responsibilities, and
expectations to prevent misunderstandings.
○ Training: Provide conflict resolution training to employees and managers.
○ Implementing Policies: Establish and enforce policies related to conflict
resolution and acceptable behavior.
1. Question: What is the purpose of an HR audit?
Answer: An HR audit assesses the effectiveness of HR practices, policies, and
procedures. It helps identify strengths, weaknesses, compliance issues, and areas for
improvement within the HR function.
2. Question: Explain the difference between intrinsic and extrinsic motivation.
Answer: Intrinsic motivation comes from within the individual, driven by personal
satisfaction or interest in the work itself. Extrinsic motivation is influenced by external
factors such as rewards, recognition, or avoiding punishment.
3. Question: What are the key elements of a compensation strategy?
Answer: Key elements of a compensation strategy include base salary, bonuses,
benefits, incentives, and non-monetary rewards. It should align with organizational goals
and market trends.
