Reference no: EM133011883
1. The Occupational market condition and Labour Market Condition is an important factor in HR planning. As the Director General of Malaysian Health Ministry discuss how would you advice Government Hospitals on forecasting manpower planning. With the situation of COVID-19 discuss your suggested plan on how the government can sort out manpower issues in the health industry.
2. Many HR Managers would claim that screening a job applicant is an easy but hard job. It is easy because the job candidates for important jobs are easily screened and can easily fulfil the required job description. On the other hand, applicant screening can also be frustratingly hard because of the nature of the qualities required for the job. For most companies, the major HR issues are employee turnover. Lower-level staff and executives can easily switch to another employer when there is an opportunity. However, this is a common issue face. Santos Pizza is a company that sells authentic Italian Pizza. After the success with one store, Santos Pizza would like to open two new stores and is considering franchising their business. However, the company is facing some HR challenges including high turnover and other staffing problems such as incompetent employees.
As a HR specialist, answers the following:
a) Suggest 2 suitable tests that can be used by Santos Pizza to assess potential candidates. Why do you think this selection test is suitable?
b) Using the selection process explain which step can the HR executives of Santos Pizza use to reduce incompetent employees working in their company? Justify your answer.
3. ASTRO Malaysia has a very extensive customer service department. As the HR Manager for ASTRO, you are required to ensure all the customer service executives undergo training on customer service work process and effective customer communication. However, the employees cannot do so due to high call traffic, cost problem and scheduling issues. Lately, the call centre has received complaints from customers about miscommunication and rude staff on the phone. These complaints were referred to the top management, and you have been asked to look into the training needs of these call-centre employees.
a) Suggest a training process that is required to rectify this problem. Justify why the training process you suggested can rectify the problem.
b) Suggest 3 appropriate training programs that may help to reduce customer's complaint. Each suggested program must be supported by reasons.
4. After spending 2 weeks on the job as the new HR manager for a convenience chain store, you are surprised to discover that your boss had not formally evaluated any employee's performance. He seems to have higher-priority things to attend to such as increasing sales and lowering costs. In addition, the turnover is high and employee appraisal exercise does not seem so crucial. Manual workers such as those doing the physical work do periodically get positive feedback in terms of praise from the boss for a job well done, or criticism if things did not look right.
Your boss informs his managers about store problems so that they will provide feedback on where they stand. This informal feedback is insufficient and you believe that a more formal appraisal approach is required. You feel that there are criteria such as quality, quantity, attendance, and punctuality that should be evaluated periodically. Furthermore, you believe that managers need to have a list of quality standards for matters such as store cleanliness, efficiency, safety and adherence to budget on which they know they are to be formally evaluated.
a) Why is there a need for a formal appraisal for the workers and managers?
b) Suggest THREE (3) performance appraisal methods for the workers and managers. Justify why the methods are appropriate for workers and managers.