Question 1: Question 1: MultiColor Vietnam Co., Ltd (MCC) a packaging label printing company that is facing staff turnover rate greater than 20% from the beginning of 2021 up to now. Through investigation, the factors and causes of personnel changes are revealed such as: (1) new employees do not take on their assigned jobs well, they feel out of place; (2) average salary is unattractive as compared to competitors in the same industry, and employees have not received a new salary adjustment since January 2020; (3) harsh working conditions (e.g. noise pollution). The General Manager, Mr. John is worried and find a way to fix these problems soon. Requirement: Suppose that you are HR Manager, how would you advise Mr. John to reduce the employee turnover for stable production?
Trang 1FINAL EXAM SEMESTER 20.2A, ACADEMIC YEAR 2020 - 2021 COURSE NAME: Human Resource Management
Declaration of Academic Integrity:
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(ii) I have not engaged in plagiarism and in all cases materials from books, articles, the internet or other sources have been acknowledged I accept that lecturer(s) may conduct random checks and refer me to a disciplinary committee for considerations and possible sanctions in breach of HSU plagiarism regulations
Question 1: Question 1: Multi-Color Vietnam Co., Ltd (MCC) a packaging label printing company
that is facing staff turnover rate greater than 20% from the beginning of 2021 up to now Through investigation, the factors and causes of personnel changes are revealed such as: (1) new employees
do not take on their assigned jobs well, they feel out of place; (2) average salary is unattractive as compared to competitors in the same industry, and employees have not received a new salary
adjustment since January 2020; (3) harsh working conditions (e.g noise pollution) The General Manager, Mr John is worried and find a way to fix these problems soon Requirement: Suppose that you are HR Manager, how would you advise Mr John to reduce the employee turnover for stable production? (2 marks)
Answer
Here is my advice to Mr John:
1 Maintain competitive pay and perks.
Workers still consider salary to be one of the most important factors when looking for a job Employees also attach great importance to special benefits and discounts, including unconventional ones, such as fitness studio memberships, home office options and flexible working hours also to reduce employee turnover Due to the harsh environment, the company had to offer an attractive, competitive and comprehensive service package with components such as life insurance, occupational disability insurance and flexible working hours
2 Promote Personal Development
Trang 2Have a plan, that’s essentially in which it comes right all the way down to here Create a profession direction for each one in all personnel so that they recognize precisely in which they’re going Don’t make it too clean for them, demanding situations may be an excellent thing, however ensure it’s clean how they get in which they need to be
3 Communication
Far too regularly still, the verbal exchange inside an employer is restricted to a month-to-month e-newsletter and a quarterly city hall This is why, whilst asked, many unhappy personnel whinge approximately a loss of verbal exchange Communication wishes to be embedded in each a part of the company, it wishes to be a constant, herbal thing
Question 2: As you may know, Hoa Sen University has recruited some expatriates and may continue
to increase the percentage of this group in its workforce to realize its vision to become a university of international standards Discuss at least 4 issues that the HR manager should consider when hiring this group of workers Support your answer with examples (2 marks)
Answer
Hiring expatriates offers Hoa Sen University the possibility to attain minds throughout the world With that comes innovation, new skills, ideas, and cultures But in running with expats necessarily comes specific demanding situations that HR supervisor wishes to pay attention
1 Culture Shock
The number one undertaking of dealing with expatriates is subculture shock It’s not possible to assume expatriates to acclimate quickly Moving internationally and desiring to alter to a brand new subculture, paintings environment, and social shape and not using a on the spot guide gadget isn't anyt any small task
Example:
Accordingly, the top three causes of culture shock among foreign workers are language barriers (29%), a disparity between expectations and reality (including environment, local culture, and
relationships) (27%), and a lack of understanding (18%)
Respondents additionally mentioned trouble interacting with others, a loss of guide and cohesiveness with the nearby social community, troubles integrating with the brand new environment and culture, and emotions of loneliness and isolation due to the shortage of engagement
2 Cross-Cultural Training
Trang 3HR's involvement in work training entails comprehensive covering of labor relations legislation in the host nation, as well as successful leadership styles in the new culture Furthermore, the expatriate must learn about the new location's productivity requirements, recruiting processes, disciplinary techniques, and local legislation HR must do research and address all essential work subjects that may have an impact on the expatriate's performance
3 Expatriation expenses
The high priced demanding situations of dealing with expatriates can seem in different forms Visa and medical insurance expenses have to additionally be taken into consideration With this comes the price of time and relying at the country, the procedure of acquiring a piece visa may be lengthy and unforeseeable Other expatriation expenses to evaluate consist of lodging for the expat and feasible family, transportation, residing expenses, and taxation These, amongst different unanticipated expenses, may be high priced
4 Legal Risks
Some businesses were penalized or prohibited from operating in a particular nation because they did not comply with the country's immigration and permit regulations The situation might deteriorate much more for the expat
Example:
Working in a nation after your permission has expired may result in jail According to a Global Mobility Effectiveness Study, about 64% of multinational firms experienced unnecessary non-compliance fines when sending expats
Question 3: Academic Essay (6 marks) Performance appraisal is a useful tool in HR management
and contributes to the overall effectiveness of organizations However, many think that performance appraisal is troublesome In a 1000 (+/-10%) Page 2 of 2 word essay, discuss both views and give recommendations on how to conduct performance appraisal effectively
Answer
There is a lot of controversy about whether companies should use performance appraisal to manage people But in my opinion it has a good side and a bad side
Firstly, overall performance appraisal facilitates the supervisors to chalk out the merchandising programmes for green employees, inefficient employees may be disregarded or demoted in case
Trang 4Secondly, overall performance appraisal additionally facilitates in chalking out reimbursement applications for employees
The systematic technique of overall performance appraisal enables the supervisors to border schooling rules and programmes It enables to examine strengths and weaknesses of personnel in order that new jobs may be designed for green personnel The supervisors come to realize the validity and thereby the strengths and weaknesses of choice technique Future modifications in choice techniques may be made on this regard For an organization, powerful conversation among personnel and employers could be very important Through overall performance appraisal, conversation may be hunted for withinside the following ways
But for many, the concept of getting to go through annual overall performance evaluations fills them with dread So overall performance appraisal shouldn’t be visible as an annual or bi-annual interest that’s entirely accomplished to assess the employee’s possibilities of promotion The dreams of overall performance appraisal must be broader, extra consistent, and rooted withinside the key concepts of skills management
In conclusion, an powerful overall performance appraisal is a two-way, personalized verbal exchange among appraiser and appraisee It must incorporate: feedback at the employee’s contribution to individual, group and company goals, dialogue on education desires and ability improvement possibilities for the future To keep away from overall performance value determinations being primarily based totally at the subjective opinion of 1 manager, recollect amassing 360 diploma comments previous to the appraisal meeting The 360 degree assessment quick and without difficulty permits human beings to collect overall performance comments from their managers, colleagues, group individuals and customers They can then evaluate this with their personal notion in their paintings overall performance