INDIVIDUAL ASSIGNMENT

HUMAN RESOURCE MANAGEMENT

PROGRAMME :
DIPLOMA IN BUSINESS PSYCHIOLOGY

LECTURER BY
DIXON NG

VICTOR SANJAYA
SUDENT ID : 1002847

Thuesday, 29 March 2011

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 Contents

1. Case : Is There Need for a HR Departments ? 3

2. Case : Siemens Builds a Strategy – Oriented HR system 5

3. Case : The New Employee Testing Program 7

4. Case : The Out-of-Control Interview 8

5. References 10

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Case: Is There a Need for a HR Department?

Questions

1. What do you think is causing some of the problems in the bank’s main
office and branches?

In this case we can observe a problem between the bank’s main office and
branches, and between the supervisors and employee is “communication”, and
the effects are felt in the area of employee commitment. The supervisor already
knew something was wrong, there were problem with high turnover of the
employees. And the new employee started work, another one resigned. The bank
must set up Human Resource management department and hired HR manager,
The HR manager will focus and solve the main office and branches problems.
They need contributing the lack of consistency in the rules and procedures of
human resource functions. Because the bank did not have staffing the rules of
human resource with the supervisors and employees.

2. Do you think the problem would be solved by setting up an HR department

in the main office ?

Of course, The bank absolutely needs Human Resource Department to solve

their problems. Since there are problems with the main office and the branches.
It is clear, the main office and branches need Human resource to coordinate
activities in the branches. The HR department will perform basic functions of the
staffing. They need to recruiting, train, appraising, and rewarding the employees.

3. What specific functions should the HR department carry out? What HR

functions would then be carried out by supervisors and other line
managers?

In this case, The Bank would attach HRM function. They need carry out the
following :

1. conduct job analyses

2. Plan manpower needs, recruit, and select job applicants
3. Orient and train new employees, manage wage, incentives, and benefits
4. Appraise performance
5. Interview, counsel, and discipline employees
6. Build employee commitment
7. Understand employment laws
8. Know employee health and safety issues
9. Handle grievances and employment relations.

Between Supervisors and Other Line Managers, it is very important dealing with
people from the superior to subordinate. In this position, supervisors and other
line managers need to :

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 1. interviewing and selection of job candidates.
2. Place the right person on the right job.
3. Train new employees for jobs that are new to them.
4. Improve performance of each person.
5. Develop personal communications
6. Training & develop company’s policies.

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CASE : Siemens Builds a Strategy – Oriented HR System

Questions

1. Based on the information in this case, provide examples, for Siemens, of

at least four strategically required organizational outcomes, and four
required employee competencies and behaviors.

In this case, Siemens must produce strategic plant relevant to outcomes and
make a plan of workforces competencies and behaviors to achieve their goals .
They need at least 4 strategically outcomes :
a. New high tech products.
Siemens is a largest company in the world. They need to improve and
product high tech products. Although Siemens needs a skills employee to
continue the technology. The best thing for Siemens to do is provide training,
development, and education for the employees. This will improve Siemens
high tech products.
b. Expanding products and serves in different countries.
Globalization means more competition, and more competition means they
need to improve performance. Siemens needs to expand products and
services in different countries. However, Siemens must adjust employees to
adapt with different culture, languages, and nationalities. It is the best way for
Siemens to competitive in a global economy.
c. Services to customer
Siemens must commit to their customer not as a company. But as a
individuals and as a teams. Siemens must continue to innovate and improve
the way of services, become the best. This is a great challenge in implement
attitude of people to respect the organizations.
d. Productivity and quality management
Siemens must train a highly motivated employees to get a high productivity
and quality management. This included HR practices that improved the use
of resources.

4 required employee competencies and behaviors :

a. The employees must clearly understood the company strategic goals.
The managers should explain easily about the company vision and mission.
Although the company should improve the employee quality.
b. Provide employees more challenge and responsibility
It is important to to compete employees effectively. The company must
contribute the employees become a challenge and responsibility person
c. Help employees take personal responsibility for their own personal
development.
The HR must know what kinds of personality will develop employees and
take them to be responsibility person.
d. Remand the employees.
Remanding system will motivate the employees. If a person do a good job, no
matter how far he or she should be rewarded.

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2. Identify at least four strategically relevant HR policies and activities, that
Siemens has introduced for employees to contribute to achieve the
company’s goals.

This four strategically relevant HR policies and activities will help Siemens to
achive the company goals :
a. Attracting, identifying, and hiring the right person for the job.
One of most important to HRM, is ensuring that :
- It has right person in place.
- Employees display the right attitudes and behaviors.
- Employees developed in the right way
The company can not achieve the goals if they fail to mix talent person.
b. Providing employees education and management.
A successful company must develop their employees knowledge and skills.
Siemens should intended the employees to ambitious education programs.
c. Making potential environment a global teamwork
All employees are part of team work. It is the key to develop and using all
potential human resources.
d. Evaluate employees performance
Strategies may not succeed because internal factors. Siemens needs
evaluated the performance of the employees every month. However, the
company can learn new situation between the employees.

3. Write a brief outline of a HR scorecard for Siemens.

OVERVIEW OF SIEMENS
- 150 year old German Company
- Top focus on producing electrical products
- HRM plays a big role at Siemens

WORKFORCES COMPETENCIES
- Ability to learn on basis
- Ability to adapt different problems
- Pariticipate in training and development
- Approach goals through team work

STRATEGICALLY RELEVANT HR POLICIES AND ACTIVITIES

- Choosing mission or vision to follow
- Follow the strategically management process
- Pick the type of strategy to implement and follow
- Translating the company strategy into the HR policies and activities

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Case : The New Employee Testing Program

Questions

1. Provide a detailed example of the front desk work sample test.

The front desk is the most important for The Hotel. In the first, the guest will
interact with front desk. They must provide high quality front desk customer
service. The following is the front desk work sample :
- Take calls with a friendly manner
- Take calls by 3rd rings
- Greet guests with a smile
- Professional handling of questions
- Professional handling reservations
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2. Provide a detailed example of two possible personality test questions.

Because front desk employees usually handle transactions, like debit card, credit
card, hotel voucher, and cash payments., the hotel should consider the training
and evaluation approach. The approach can assumes the front desk to
demonstrate the job itself. We can set test applicants with actual samples of the
job with paper and pencil test. And other selection methods may include verifying
background information and reference check. We can use this methods to
discover the person motivation , technical competence, and ability to work with
others. It is a useful way to verify factual information about the applicant, such as
current and previous job, salary range, and education background

4. What other tests would you suggest to the HR Director and why?

Hotel International expects to receive guests from many countries, additional

tests would include knowing:
- the proper way to address guests by their names (family names, personal
names etc) and ensure that these names are properly entered in the guest
registration. For some eastern and western nationalities, it would be good
to know whether guests have titles (such as Datuk, Tun, Dr, Prof, etc )
- some simple greetings in “native languages” (especially how to say “thank
you”
- Give the employees to assign work accordingly. Let the front desk to self
handle some small cash payment for check in or check out.
- Encourage employees to make suggestions that improve either the work
place or service to guests

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Case: The Out-of-Control Interview

Questions

1. How do you explain the nature of the panel interview Maria had to endure?
Specifically, do you think it reflected a well-thought-out interviewing
strategy on the part of the firm, or carelessness on the part of the firm's
management? If it was carelessness, what would you do to improve the
interview process at Apex Environmental?

Maria had experienced the nature of the panel interview by Apex company. There
are several candidates ask over and over again. Some of the questions were
more stressful, so they may actually inhibit responses. The panel interview was a
stress interview and to see how well Maria could handle difficult situations.. In
this case, it seems to have been a well interviewing strategy, but there was a very
clear element of carelessness on the part of the firm's management. The panel
was obviously not well-trained and was careless in the choice of questions that
they used. Many of the questions were clearly discriminatory and could be used
against them in a gender-based discrimination suit.

2. Would you take the job offer if you were Maria? If you're not sure, is there
any additional information that would help you make your decision, and if
so, what is it?

Before accept the job, Maria needs find some information about the company.
What she does know is the nature of the job and the clear fit with her training and
skills. The additional information that she should seek involves the number of
women who work at the company, the levels of management which they have
attained, and the satisfaction of those women with their treatment by the Apex
management.

3. The job of applications engineer for which Maria was applying requires: (1)
excellent technical skills with respect to mechanical engineering; (2) a
commitment to working in the area of pollution control; (3) the ability to
deal well and confidently with customers who have engineering problems;
(4) a willingness to travel worldwide; and (5) a very intelligent and well-
balanced personality. What questions would you ask when interviewing
applicants for the job?

There are a wide variety of specific questions that could be posed to address
these issues. Questions need to be job-related, specifically to the requirements
listed above. They also need to clearly avoid any discriminatory areas.

4. List 10 questions that you would ask when interviewing applicants for the
job.

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 i) What did you enjoy most about your last job?
ii) What did you like least about your last job?
iii) Why did you leave your last job?
iv) Why should we be hiring you?
v) What do you expect from this company?
vi) What are your major strengths?
vii) What are your major weaknesses?
viii) What are your career goals for the next 3 to 5 years?
ix) What do you prefer, working alone or in a group?
x) Do you have any questions about the duties of this job you are applying?

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References

Garry Dessler and Tan Chwee Huat. 2009, Human Resource Management : An
Asian Perspective, 2nd edition, Pearson Education South Asia Pte Ltd, Singapore.
Inroduction to Human Resource Management 04-22, Strategic HRM and the HR
Scorecard 52-59, Employee Testing and Selection 136-150, Interviewing Candidates
158-171.

Brittany Calhoun, Marcus Pittman, Joey Taylor.”Siemes HR Strategy”.

http://www.slideshare.net/jttaylo/siemens-hr-strategy

Koshkarova Anastasiya. “Human Resource Strategy”

http://www.scribd.com/doc/51529064/HRS1

Dessler and Tan Companion Website. Human Resource Management: An Asian

Perspective (2nd edition).
http://www.pearsoned-asia.com/desslertan/.

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