MS6521 Human Resource Management 2/2018

Assignment 1
1. What is the staffing function of HRM? Identify and discuss what staffing involves.

The Staffing is one of major five HR functions (which are staffing, human resource
development, compensation and benefits, safety and health, and employee and labor
relations).

Staffing is the process that organization ensure that there are always have people to do
the job as per organization objective, those people need to have matching skill which
required for their task, and they need to fulfilled with those people in the right time as
well. Staffing is the fundamental driver of organization performance, if we put the right
people in the right job at the right time, they can help to taking organization to achieve
the goal. Vice versa, the wrong people may break organization’s business.

In small organizations, the staffing process may handle for case-by-case basis while large
organizations may go through multiple cycles in a year.

Staffing process consist of Job Analysis, Human Resource Planning, Recruitment and
Selection.

 Job Analysis – is a systematic process to identify the tasks, duties, responsibilities

and working conditions associated with a job and the knowledge, skill, abilities,
and other characteristic required to perform that job. (According to ‘Testing and
Assessment: An employee’s Guile to Good Practices’ by U.S. Department of Labor
Employment and Training Administration, 1999). The job analysis will help
organization have more understanding about the job to optimize. It also helps
the organization for hire skilled workforce. As the job analysis provide deep
visionary of the job, so that the recruiter can easily find out candidates who are
qualified to perform the job. Moreover, it also identifies area of training and
development for employee who handle the job. Job analysis can be used in
performance review to identify goals and objective, performance standard,
evaluation criteria and duties to be evaluated. The job analysis can be done by
HR person for small organization, but for the large organization which has more
complexity, the job analysis tasks can be done by external consultant and
specialize person.
 Human Resource Planning – is a process to forecasting manpower requirement
of the organization and determine how to properly staff can meet business
needs. In simply term, the human resource planning is the process to ensure
adequate staffing to meeting organization goals, matching the right people, with
the right skills at the right time. This process provide visionary to management
for future demand of human resource to support organization in the future. The
process can start with an assessment of current staffing, whether if it fits to
organization’s needs? And then move forward on to forecasting the future needs
based on business goals. It isn’t always mean that only hiring new people can
 fulfill organization’s need, but it can help manager to focus on developing the
skills of an existing employee through development program as well. The main
purpose of human resource planning is the balance between demand and supply
of the organization.
 Recruitment – is the process to seeking out the qualified candidate to fill-in
vacancy position in timely manner. The candidate may come from both internal
and external people. Recruitment is concerned with tapping the sourcing of
human resource and try to encourage more and more people to apply for the
current and future position. Or we can simply be said that the recruitment is to
create a talent pool of the candidates to enable the selection of the best
candidate for organization. The recruitment process can take the input from
Human Resource Planning, together with Job Analysis so that recruiter can know
the specification/qualification of the vacant position that they are looking for. To
get the candidates, the recruiter may advertise the open position in newspaper,
job boards, social media or even ask from reference people.
 Selection – is the process of choosing a right people among candidate’s pool for
the current or future position. The lengthy and complexity of this screening
process may depend on size of organization. Small organization may have a few
steps while the large organization may have a lot of tests and interviews to go
through. As well as, selection process can be varying from industry to industry,
company to company and even amongst department of the same company.
Usually the managers or supervisors will be responsible for decision to select the
candidate but HR still need to define and guide them in this process as well.

2. What is the difference between ethics and corporate social responsibility as each
concept applied to corporations?

The corporate social responsibility focus on the behavior of organization in term of

responding to stakeholders which consisted of customers, neighbors, charitable
organizations, sole owner, employee, potential employees, Lender, Suppliers,
Prospective lenders, local businesses, local government agency, government and
competitors. The organization would need to be more aware of the impact of their
business on society, stakeholder and environment. The main purpose of CSR is to drive
change towards sustainability.

While the business ethics focus on Good and Bad, Right and Wrong behavior of people
in the organization while dealing with context of doing business or issue such as
honesty, rights, equity, interest, fairness etc. Even the most important thing for business
is making the profit, but having business ethics will also needed. Unethical business
practices can lead to the opposite effect on customers/employee or even penalized by
law. For example, discriminate of hiring, ignoring safety in workplace, may lead
organization into lawsuit.

Thus, we can see that the business ethics is difference from corporate social
responsibility in term of
  corporate social responsibility is the activity that organization give the benefit to
social, environmental, community, etc.
 corporate social responsibility is not obligated by law.

3. What is diversity management?

The diversity management refers to actions of organization that aim to include

employee from various background, age, race, religion, functional specialty, profession,
sexual orientation, geographic origin, lifestyle, tenure with the organization or position,
as well as other distinct difference between people. Diversity is not only including how
they identify themselves but how others perceived them as well. Diversity management
is not only getting number of various people but rather how an organization intend to
foster appreciation for diverse ideas and personal histories. When employees value each
other’s, they can feel safe sharing their distinctive ideas.

There are many benefit to organization when having diversity workplace such as
 HR has larger candidates pool so that organization can find the best qualified
candidates for the required position, as well as reduce time to fill in vacant
positions.
 Expand or improve organization’s operation. For example, the firm which has
diverse with multi-lingual employees or employee from various location/country,
they can help when company has plan to expand to international, national
regional or other market.
 Employees from diverse background, specialty or profession can instill
organization with creative idea, innovation or difference perspective based on
their experience or cultural.
 Help organization to have better understanding on target demographics and
decide what move them.
 Increase customer satisfaction by improving how employees interact with a
diverse client and public.
 Other benefits in term of improved employee morale, outside-the-box thinking,
greater teamwork, and atmosphere of mutual understanding and respect.

Management need to adopt or create strategy to handle workplace diversity and ensure its
effectiveness such as

 Cross-cultural training which enable employee to be sensitive on culture

difference and how to work together as a team
 Provide foreign language training to remove language barrier
 Collaboration project between cross functional / locations
 Encourage employee to accept overseas assignments
 Removing barriers and provide equality promotion for all job applicants