B Bùi thị vân quỳnh 11 HRM _ esay - Tài liệu tham khảo | Đại học Hoa Sen

ANSWER SHEET - FINAL EXAM
SEMESTER 21.2A, ACADEMIC YEAR 2021 - 2022
COURSE NAME: Human Resource Management COURSE CODE: NS207DE02 Class code: 0200
Full name: Bùi Thị Vân Quỳnh Student ID: 22002358 Exam Date: January 11th, 2022 Exam Code: 01 Number of pages: 05 Question 1 (2 marks)
1a. Define what total rewards is and explain why it is important in managing employees (0.5 mark)
"'Total rewards' encompasses not only compensation and benefits, but also opportunities for personal
and professional growth, as well as a motivating work environment." It includes not just traditional
financial rewards (wages and incentives plus benefits and perks) but also non-financial and
intangible rewards such as recognition, the nature of the job/quality of work, career development
opportunities, good relationships with managers and colleagues, organizational justice, trust in
employees, feeling of being valued and involved, opportunities for promotion, and a great work
climate. Total rewards also include recognition programs and redesigned jobs, telecommuting
programs, health and well-being programs, and training and career development.
Overall, it is crucial in employee management because it creates a motivating environment for
employees to develop and retain. It not only boosts performance and productivity, but it also enhances employee engagement.
1b. What are the factors determining compensation policy? (1.5 marks)
Employee compensation includes all forms of pay going to employees and arising from their
employment. It has two main components, direct financial payments (wages, salaries, incentives,
commissions, and bonuses) and indirect financial payments (financial benefits like employer-paid
insurance, vacatons, and fitness services). Page of 1 5
With respect to compensation, managers should address four forms of equity: external, internal, individual, and procedural.
External equity refers to how a job’s pay rate in one company compares to the job’s pay rate in other companies.
Internal equity refers to how fair a particular job’s pay rate is when compared to other jobs within the same company.
Individual equity refers to the fairness of an individual’s pay as compared with what his or
her coworkers are earning for the same or very similar jobs within the company, based on performance.
Procedural equity refers to the “perceived fairness of the processes and procedures used to
make decisions regarding the allocation of pay.”
Other factors that affect compensation policy include market rate, labor code/law, competitive
environment, financial capability of the organization, job analysis and comparison, and so on.
Question 2 (3 marks): RECRUITING CHALLENGES AT PANERA BREAD
2a. What are the advantages and disadvantages of Panera’s hiring part-time workers? (1.0 mark)
Advantages that can be occurred are given bellow:
Filling the permanent labor shortage
Maintaining a high level of running performance
Part-time workers are less expensive than full-time workers Greater flexibility
Disadvantages that can be occurred are given bellow: Increase training cost
Require extra time to train new part-time employees Have higher absenteeism rates Lack of devotion to work
2b. A good attitude and commitment are two important attributes that Panera looks for in its job
applicants. Is a job interview an effective method to assess these two attributes? Explain your answer.
What else can Panera do to get reliable information on these two attributes? (1.0 mark)
No, a job interview is not an effective way to assess workers' attitudes and commitment. While a job
interview is important, conducting a case test and an attitude test would help to assess the Page of 2 5
characteristic. Panera can apply the following methods to get reliable information on these two attributes:
Observation: An employee's commitment to work and attitude can be observed when they are working in the store.
Background analysis: We can also find reliable information by looking at one's previous employment history.
2c. Besides the two recruiting methods mentioned in the case, what are other source of candidates
that Panera can explore to improve its current recruiting process? (1.0 mark)
From the case Panera Bread, we can see that this company used the recruitment and selection process
through advertised through newspapers, as well as through recruitment notices at each Panera front
door. The main challenge Panera face in its recruitment efforts is finding employees with the right
attitude, because the technical food and beverage skills are relatively easy to learn. Other than that,
there are some applicants were unwilling to work shifts, making it difficult for Panera to hire them
because shift work is inevitable in the food and beverage retail industry. So, there are several
suggestions would I make thinks to source of candidates that Panera may consider in order to explore
its existing recruiting process.
Rehiring former employee to the full-time From internal sources From internee workers
Sources on social media: FB, Linkedin, Twitter, so on. Attend events
Question 3 (5 marks): In a 700-word essay (+/-10%), explain why the concepts and techniques of
Human Resource Management are important for any manager/supervisor. Support your answer with examples/evidence.
With the growth of businesses, there has been a demand for more specialized personnel with diverse
skill sets. This has necessitated the knowledge of HRM and its concepts and techniques by managers
and supervisors in order to successfully lead people and manage their resources.
Managers and supervisors have varying aims and duties. These objectives and duties can be achieved
by employing Human Resource Management concepts and techniques. To begin with, a manager can
design a smart strategy, give a clear organizational chart, set up contemporary production lines, and
apply advanced investment controls, but he or she may still fail due to personnel faults. Employees
not performing their best, recruiting the incorrect individual for the position, significant turnover, Page of 3 5
legal repercussions from discriminatory acts, risky workplace practices, lack of training hindering
performance, and unfair labor practices are all examples of personnel mistakes. Every manager will
have to deal with an unproductive employee at some time in their career. If certain members of the
team aren't doing at their best, it might impact morale and the company's overall goals. As a result,
any manager or supervisor must understand and use the concepts and techniques of human resource
management to keep their personnel motivated, happy, and efficient. At the same time, you would
never want to recruit the incorrect candidate for any job as a manager. Not only because of the extra
labor involved in finding a replacement, but also because bad employees waste a lot of time and
energy, negatively impacting your organization in a variety of ways. Again, knowing HRM strategies
will aid managers in dealing with this issue. Futhermore, it is foreseeable that leaders will experience
considerable turnover. In the context of human resources, turnover refers to the number of employees
who depart the organization. In most situations, these departing personnel must be replaced by new
hires. Poor recruiting decisions and poor management are frequently the causes of employee
turnover. Employee turnover is influenced by stress, demographic characteristics, and job-related
factors such as routine and promotional opportunities. For instance, after 8 months of tackling the
Covid-19 epidemic, Ho Chi Minh City - the city with some of the most manufacturers and
employees in Vietnam - is seeing considerable worker loss. The reason for this is that these people
leave the big city to return to their hometown to hunt for new employment, or they can't afford to live
in a big city with strict budgets, or they are no longer healthy enough to work. Businesses that are
both in the process of economic recovery and are suffering significant damage as a result of a higher
human resource shortage than ever before. In an environment where employee turnover is increasing
at an alarming pace, managers must adopt a variety of strategies to prevent high employee turnover,
such as adjusting your hiring approach, giving a competitive deal, and listening to your employees.
The techniques employed are intended to provide individuals with increased job satisfaction and
motivation on the job, as well as to improve organizational performance. The techniques employed
are intended to provide individuals with increased job satisfaction and motivation on the job, as well
as to improve organizational performance. Managers should have your company in court due to your
discriminatory actions, have your company cited for unsafe practices, let a lack of training
undermine your department's effectiveness, and commit any unfair labor practices in order to create a
healthy, dynamic, effective, happy, motivated environment with energetic, experienced employees.
Employees' health, particularly female employees, must be protected in the workplace. Employees
cannot achieve good performance in an office that lacks light and air, or in a factory that has many
dangerous compounds that are not adequately handled. Employees are more than just that. They are
people with hopes, aspirations, ambitions, and ethics. Doubtless, HR leaders must guarantee that
their rights are properly owned and handled equitably. Page of 4 5
Human Resource Management concepts and techniques are necessary for every manager or
supervisor who is accountable for the employees in their organization. They must be aware of what it
takes to lead a group of individuals. HRM is all about managing people and assisting them in
reaching their maximum potential. Page of 5 5