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HOLMES INSTITUTE

FACULTY OF
HIGHER EDUCATION


    Assessment Details and Submission Guidelines

    Trimeste
    T1 2020
    Unit Code
    HC2101
    Unit Title
    Performance Management
    Assessment Type
    Individual Assignment
This is strictly required to be your own original work. Plagiarism will be penalised. Students are required to apply the theories and knowledge derived from the unit materials, demonstrate critical analysis and provide a considered and comprehensive evaluation. Students must use co
ect in-text citation conventions.
    Assessment Title

    Tutorial Question Assignment 2
    Purpose of
the assessment and linkage to ULO.

    Student is required to answer 5 questions come from the recorded tutorial questions every week from week 7 to week 11.
The following Unit Learning Outcomes is applicable to this assessment:
· Understanding different methods and levels of measuring performance in organisations
· Matching people to job requirements – understanding job demands, situational factors and successful recruitment
· Planning future HR needs taking into account new trends and changes in labour force demographics
· Managing poor performing staff and retaining high performing individuals and groups
· Complying with relevant legal requirements
· Demonstrating the capacity to express ideas, concepts and arguments in a logical and coherent written form conforming to relevant standards of academic writing.
· Developing team skills
    Weight

    25%
    Total Marks

    50 Marks
    Word limit

     The word limited is provided in each question
    Due Date

    Week 12 - Friday 11:59 PM (Midnight)
[Late submission penalties accrue at the rate of -5% per day]
    Submission Guidelines
    · All work must be submitted on Blackboard by the due date along with a completed Assignment Cover Page.
· The assignment must be in MS Word format, 1.5 spacing, 12-pt Arial font and 2 cm margins on all four sides of your page with appropriate section headings and page numbers.
· Reference sources must be cited in the text of the report, and listed appropriately at the end in a reference list, all using Harvard referencing style.
Please use Harvard Referencing.

Assignment Specifications
Purpose:
This individual assignment is an opportunity for students to demonstrate their understanding of marketing management

Details
Answer All FIVE (5) of the following questions. The questions come from the recorded tutorial questions from week 7 to week 11.
Question 1 Week 7: Tutorial 6 (10 marks)
‘HR planning should be cyclical and ongoing, with the review providing feedback for subsequent forecasts.’ Explain and Discuss. Answer this question in 300 words.
You must support your discussion by refe
ing to 3 additional academic sources e.g. ProQuest (Harvard referencing is required and ensure that you reference them co
ectly).
Question 2 Week 8: Tutorial 7 (10 marks)
‘A career development program should be viewed as a proactive and dynamic process that attempts to meet the needs of managers, their people and the organisation.’ Explain and Discuss. Answer this question in 300 words.
You must support your discussion by refe
ing to 3 additional academic sources e.g. ProQuest (Harvard referencing is required and ensure that you reference them co
ectly)
Question 3 Week 9: Tutorial 8 (10 marks)
‘Performance appraisal systems are used to attain a number of different objectives.’ Define what performance appraisal systems are and list a number of the objectives of the performance appraisal systems. Answer this question in 300 words.
You must support your discussion by refe
ing to 3 additional academic sources e.g. ProQuest (Harvard referencing is required and ensure that you reference them co
ectly).
Question 4 Week 10: Tutorial 9 (10 marks)
‘There are many reasons why an employee’s performance might not meet expected standards.’ Explain and Discuss. Answer this question in 300 words.
You must support your discussion by refe
ing to 3 additional academic sources from ProQuest (Harvard referencing is required and ensure that you reference them co
ectly).
Question 5 Week 11: Tutorial XXXXXXXXXXmarks)
Because of increased pressures on employees, legal precedents and a series of studies examining its causes, symptoms and effects, stress has become a significant WHS issue in Australian organisations in recent years. Discuss why this is the case. Answer this question in 300 words. You must support your discussion by refe
ing to 3 additional academic sources e.g. ProQuest (Harvard referencing is required and ensure that you reference them co
ectly).


HI5014 INTERNATIONAL BUSINESS ACROSS BORDERS

hc2101-tutorial-question-assigment-2-new-1-1lyuq5ji.docx

Abhinaba · Accepted Answer

QUESTIONS
Table of Contents
Human Resource Planning	3
Career Development Program	3
Performance Appraisal and Its Objectives	4
Inability of Employees to Attain Business Standards	5
Stress as a Major Factor for Work-Performance	6
References	7
Human Resource Planning
Human resource planning is considered an effective process that goes around in a recurring manner. It is designed to function in an unabated manner that will ensure company’s operational functioning with the appropriate number of employees. As opined by Ahmad (2019) the manager has to keep a continuous check on the planning system since it appears to run in a cyclical order. Therefore, the adjustments will be made as per the necessary gaps acknowledged. It is also used for performance management, which however does not depend upon the group size. It is all about creating a linkage in between the individual and that of the organization for the attainment of the objectives in a desired manner. It appears to function in a continuous process just for attainment of the optimum utilization of the valuable assets of the organizations. It involves the better quality employees who will be deemed fit for generation of adequate amount of surpluses. As observed by Baron (2016) since the business environment appears to function in a dynamic manner, which keeps changing with the changing market scenario. Therefore, the HRP needs to be flexible so that they are able to meet any kind of staffing challenges relating to the short-term. However, there can be situations when the employees might fall sick, or might go out on a vacation or might get promoted. Therefore, Human Resource Planning needs to keep a back up for with standing such situations that might otherwise result in the shortage of the surplus, and lead to consequent losses. HRP is instrumental in forecast of the supply and demand related to the human resource. Once they realize that there is a gap in labor, they can evaluate the situation by hiring new candidates just to overcome the deficit in the organizational framework (Berk et al., 2019). There can always be a situation where the demand is less than supply or situation of recession. Then the employees have to be either terminated or given a layoff, or remove them in form of transfer, retirement, so on and so forth. 
Career Development Program
Proactive companies tend to look tend to look at the recruitment drive and career development as nothing short of strategic imperatives, therefore it appears to exist as an ongoing process (Ismail & Nowalid, 2018). The Human Resource Managers do not wait for the time in consideration of the job openings; instead, they tend to study the strategies of the organization in relation to the organizational charts, any kind of information related job analytics, and external characteristic facets such as the competition and the labour market. It is only because of this reason the recruitment process appears to operate in a continuous and in a proactive manner. For Example- The Container Store in Texas, United States of America can be cited as a fine exemplar of the ongoing process of recruitment drive of the company. Here the HR managers individually spend almost 3-4 hours a week in terms of the recruitment drive, which is done internally as well as externally, even if there are no job openings in the store (Turban et al., 2017). Managers are instrumental in playing a key role involving the extension of talent pools concerning the organizational framework. HR managers are deemed well only when they evolve by hearing the aspirations of the employees. This is followed up by a situation where the managers act as guide, where they identify the strengths of the employees and tell them where they need to improve, by giving them feedback in a recurring order. They are also instrumental in ensuring that the employees get adequate amount of training in the form of tools of self-assessment.

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