Name : Aufa Habibie

Student ID : 2110312310053
Class : International

MIDTERM TEST
HUMAN RESOURCE MANAGEMENT

1) If you managed a company with high absenteeism and high turnover, what actions would you
take to get those issues under control?
Answers:
• Recruit the right candidates. This is believed by recruitment experts as a powerful way to
reduce high turnover. Interview the remaining candidates and employees and ensure they
have the needed abilities. They must also be in line with the company's culture, managers,
and co-workers.
• Arranging compensation and benefits is very important. Dig into the data and update our
knowledge of the regulations and the amount of salary to be paid from each industry and
provide benefits to employees if needed, flexible work schedules and organized bonuses.
• Managing workflow and workload. Each person and team should have a reasonable
workload that is feasible and corresponds to their job descriptions. By controlling workload,
it can improve both the average absence cost and worker turnover rates.
• Invest in leadership development and training. The management team has a significant
influence on overall job satisfaction. Ensure that our line managers are well-versed in all
aspects of people management. Help them develop the social skills they need to prevent
conflicts and dissatisfaction.
• Communicate. Communication is the key to every relationship, but it is especially important
in the workplace. Some things, like feedback on how an employee is performing on the job,
must be given vocally and in person. Other communications can also be sent electronically.
Most small firms, for example, still handle time-off or shift trade requests on paper or orally,
which can easily be lost or forgotten. Putting technologies in place that increase the capacity
to interact with employees rapidly can have a significant influence on employee production.
Sources:
https://progressivegrocer.com/5-tips-reduce-employee-turnover-absenteeism
https://www.jobstreet.co.id/career-resources/work-life-wellbeing/bagaimana-mengurangi-
tingginya-turnover-karyawan/
https://peoplepointhr.co.uk/guides/causes-solutions-high-staff-turnover/

2) What would you need to consider if your employer asked you to review the decision not to
hire a certain ethnic applicant for a job?
Answers:
1. Need for a shared understanding of diversity and inclusion. Before effectively
implementing recruiting practices, clarify what diversity and inclusion mean to your
company. Place things in context and determine the scope. Gender, sex, and ethnicity can all
be considered typical foundations for workplace diversity. Other cultural differences to
consider, however, are often less evident but more distinctive to a company.
 2. Create inclusive job ads. Remove any rude remarks and use culturally sensitive wording.
Write in the language in which you intend to hire and localise the wording for your intended
job searchers. Avoid using titles and words that are gendered. Instead of 'she' or 'he,' use
'you' or 'them.' Jargon, technical, specialist, or industry-specific words should not be used.
Keep your phrases and paragraphs brief.
3. In the hiring process, we need to consider selecting a diverse group of candidates. An
interview panel comprised of people from various backgrounds — colour, gender, age,
talents, and experience — will ensure a more diverse approach to getting to know the
applicants and developing your company's inclusive image. Diverse viewpoints produce
deeper insights that may be used to make more informed hiring decisions. Assign each panel
a role and a specific area to evaluate.
Source:
https://www.jobstreet.co.id/en/cms/employer/7-ways-to-hire-for-diversity-and-inclusion-in-
the-workplace/

3) Describe some reasons for the changes of the nature of work and jobs! How they are affecting
HR management and organizations?
Answers:
There are some reasons for the changes of the nature of work and jobs. Technological
development, outsourcing, changing worker attitudes and values, demography and diversity,
and globalisation are among the trends.
• Technology. Smart devices that allow continuous connectivity continue to blur the line
between work life and personal life.
• Outsourcing. Companies have come to define which work is critical and which work
is not.
• Changing worker attitudes and values.
• Demographics and diversity.
• Globalization
One of the challenges in HR is determining how to have engaged staff without having them
work around the clock. Most firms, for the most part, haven't considered what that difference
should be. Telecommuting and flexible hours are only the first steps in addressing the
difficulties of continual connectivity and work/life balance.
Organizations will increasingly outsource non-core workplace capabilities in the future. As this
trend continues, HR will be forced to reconsider our organisational strategy and design HR
strategies based on how work is done in the business.
Source:
https://www.shrm.org/hr-today/news/hr-news/pages/5-trends-changing-the-nature-of-
work.aspx

4) Identify the contribution of HRIS in workforce planning, training & development, decision
making and aligning HR strategy to organization strategy!
Answers:
Human Resource Information System (HRIS) is one of the most important Management
Information Systems that add to an organization's human resource administration activities.
HRIS is a computer system that is used to gather, store, alter, analyse, retrieve, and disseminate
 human resource information. It encompasses, in addition to gear and software, people, forms,
rules, processes, and data. Modern HRIS may assist organisations by automating the majority
of HR planning processes. Because it collects, maintains, and delivers information for decision-
making, HRIS becomes an important strategic instrument.
Human resource information systems, or HRIS, are meant to simplify how a company handles
its core, important, and crucial human resource requirements. The purpose of installing HRIS
systems is to improve efficiency and productivity throughout the business or organisation by
automating and populating information throughout a system to eliminate the need for numerous
data entry points. It's also great for getting rid of the requirement for several apps and software
to manage HR duties.
HRIS system allows human resource analysis, which is the basis of HR planning and most
business decisions making. Organizations make many business decisions based on the
capabilities of their employees and many decisions to make their workforce happy and skillful.
Source:
https://www.researchgate.net/publication/262642236_Human_Resource_Information_Syst
ems_HRIS_in_HR_Planning_and_Development_in_Mid_to_Large_Sized_Organizations
https://empxtrack.com/blog/role-of-hris-systems-in-decision-making/

5) How would you do a complete background investigation on applicants to minimize concerns

about negligent hiring?
Answers:
Negligent hiring comes when an employer avoids or fails to undertake a proper background
check on the candidate during the recruiting process. Later, if the employee damages or injures
someone in the business due to his criminal inclinations, it will be the consequence of careless
hiring and will land the organisation in a legal quagmire, destroying both the working
environment and the firm's market brand.
If I were doing a background investigation on candidates, I would begin by having them fill out
a form authenticating their identity, including their address, name, date of birth, and SSN. I
would also need them to produce a copy of their photo ID so that I could verify that they are
whom they say they are. I would run a background investigation to discover whether the
candidate has any criminal past, previous employment history, and a reference list. Checking
all of these would verify that the person could be fit for the job. If a person has a long list of
criminal offences or jobs that were only held for a couple of weeks it could highlight that this
person may not be right for the job. Providing a reference list would allow other people to vouch
for the applicant.
Sources:
https://www.coursebb.com/2017/07/19/complete-background-investigation-applicants-
minimize-concerns-negligent-hiring/
https://www.chegg.com/homework-help/would-conduct-complete-background-
investigation-applicants-j-chapter-7-problem-5ctc-solution-9781305500709-exc
6) Why HR management has to transform itself from being primarily administrative and
operational to becoming a more strategic contributor?
Answers:
Because of the engagement of competitive advantages through a company's people, HR
Management needs to transform from being primarily administrative and operational to
becoming a more strategic contributor. Human resource management may be approached in
two different ways. Human resources staff can do primarily administrative jobs, such as
simplifying paperwork for things like employing new employees and managing workers'
compensation insurance. HR professionals may also become key contributors to the company's
success. Transforming the human resources department into a strategic contributor may elevate
your workforce strategy to the next level, enhancing the value of your human capital and
allowing you to gain distinct competitive advantages. Strategic HR managers must continue
their professional development by employing people with high potential and providing them
with opportunities to learn and gain knowledge from their job responsibilities where they may
access the brightest future in the business. Second, the executive succession, in which strategic
HR managers will hire possible successors and nurture them with experience and progress to
be ready to succeed the company's owner. A corporation might be on the right track if it
implements strategic succession planning. The third factor is labour cost efficiency. Strategic
HR departments mainly focus on their top performers who effort the most to organizational
goals and long-term company success.
Sources:
https://smallbusiness.chron.com/important-hr-management-transform-administrative-
strategic-contributors-10236.html
https://www.bartleby.com/essay/Why-Is-It-Important-For-HR-Management-PCJCGYUM3G

7) How HR professionals can overcome the view that what HR accomplishes is not measurable?
Answers:
Companies or HR professionals that accomplish with purpose have a better chance of
generating significant long-term value, which may lead to improved financial performance,
enhanced staff engagement, and increased consumer trust. Organizations that can reallocate
people through their strategic strategies outperform their counterparts more than twice as often.
To connect talent to value, the finest people should be placed in important value-creating jobs.
That entails abandoning the old paradigm, in which crucial jobs and skills are replaceable and
predicated on hierarchy. Create the best possible employee experience. HR professionals will
understand that a better employee experience leads to a higher bottom line. Successful firms
collaborate with their employees to create unique, real, and inspiring experiences that tap into
purpose to improve individual, team, and company performance. Work will increasingly be
characterised in terms of skills as many occupations become disaggregated and flexible. The
rapid speed of technological development is expanding skill gaps, making them more prevalent
and faster to develop. Over the next ten years, all businesses will need to reskill and upskill
major segments of their staff to survive and meet their strategic objectives.
Source:
https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-
insights/the-new-possible-how-hr-can-help-build-the-organization-of-the-future
8) How you would conduct a job analysis in a company that has never had job descriptions before?
Answers:
After reading chapter 5 in our class book, Human Resource Management by Mathis/Jackson
(2011), I have learned that there are several steps to conducting a job analysis. If I were given
the responsibility of doing a job analysis, I would begin by obtaining any documents related to
the employment role. Even if there isn't a formal job description, there should be some kind of
documentation. Previous job adverts, for example. I would also look at other job descriptions
for similar roles throughout the organisation, as well as opportunities within the same
department if they were available. I would also look for comparable job titles at other firms.
This would give me a general overview of the position's duties and requirements. To get a more
clear understanding of the job description, the next step would be to conduct interviews or
request questionnaires to be completed by workers currently linked with the position and the
direct supervisor of the position. Once all of the data has been obtained and analysed, a
preliminary copy of the job analysis and job descriptions may be created. I'd want to have the
rough copy examined by the managers and staff members involved with the employment
position to see if any changes are required. Once the study is complete, I would develop a
timetable for reviewing the job description again to maintain it up-to-date and current.