ANSWER SHEET - FINAL EXAM

SEMESTER 21.2A, ACADEMIC YEAR 2021 - 2022

COURSE NAME: Human Resource Management
COURSE CODE: NS207DE02

Class code: 33093420

Full name: Đặng Anh Trung
Student ID: 2198669
Exam Date: 11/1/2022 – 12/1/2022
Exam Code: 02
Number of pages:
Write your answers in this section.

Question 1:
Pay rates: refer to the amount of money that employees or workers are paid for working within an
hour, day, week or month. Equity refers to the equal treatment of people within a workplace.
External equity refers to a company's pay rate that is comparable to the pay rate in other companies.
As a manager, I will maintain external equity by carrying out a salary survey within the market to
determine the salaries offered by other companies.
Internal equity refers to offering fair wages to employees based on their value to the organization. So
as manager, I can ensure internal equity by carrying out job evaluations to determine the importance
of a particular job position to an organization.
Individual equity refers to the act of paying comparable pay rates to people who work at the same job
level within an organization. I can ensure individual equity within an organization by use of
performance appraisals when determining the employee’s pay rate as a HR manager.
Procedural equity refers to the act of ensuring that there is fairness in the organizational processes
and activities. So if I am a manager, I can ensure procedural fairness in the pay rate by using
employee participation and grievances mechanisms to determine employee pay rate.
Also as a manager, I might use the job evaluation method to determine pay rates as well.
Question 2:
2a:
Situational questions:

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 1. If a customer comes to complain about the dishes that are not up to the standard, what will
you do ?
2. When Grab employees come to take orders but there are too many orders, causing delays in
delivery, what will you do to ensure that the orders are delivered on time?

Behavioral questions:
1. Why do you want this job ?
2. How does this position compare to other places you are applying for?

2b:
The new staff should be trained in tasks such as:
- Advertising for the restaurant, including vouchers for customers who order special dishes etc.
- Posting articles about the restaurant on Facebook
- Taking orders online from Grab food and Baemin then reporting back to the manager so the
restaurant can prepare the orders.
- Also receive orders from customers who order online and reserve tables for customers.
- Receive customers feedback on the restaurant’s website and contribute to better service
development of the restaurant.

2c:
I suggest Graphic Rating Scale method for the new staff and below will be the detail evaluation
criteria:

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Question 3: Essay
Job analysis, the procedure for determining the duties and skill requirements of a job and the kind of
person who should be hired for it, is a crucial and fundamental acitivy for the human resource
management. The information of which a job analysis collect can be used by various mean for the
human resource management acitivity from a top tier purpose as evaluation employees or to create a
job description as a company needed, all will need the contribution of the job analysis activity
because the massive information that it can provide.

In order to hand out the most valuable information, the information that a job analysis must collect
have to included 5 main things: Skills, Work activities, Human requirements, Job context,
Performance standards through the observation, interview, participants diary, questionnaire methods
conduct by a job analysist thorough their research.These information will then being transcripted into
data that can be used in a Job description & Job specification, Recruiting and selection decisions,
Performance appraisal, Job evaluation wage and salary decisions, training requirements.
As an example for the job description, a school in HCM city need to hire a teacher to teach English
at their school, they need to write a job description to post on job–looking platform in order for their
candidates to see and apply. In this case, they need to conduct a job analysis to know all the
information about the job at that school and all the criteria that the school requires. From that, they
can build a fully comprehensive job description for the job.

In conclusion, job analysis is the core activity of a human resouce management system. With the lack
of it, company or HR department cannot conduct the recruit, evaluation, selecting, appraisal
activities.

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