FACULTY OF BUSINESS AND MANAGEMENT

DIPLOMA IN OFFICE MANAGEMENT AND TECHNOLOGY

COURSE:
OBM 345: ADMINISTRATIVE OFFICE MANAGEMENT

INDIVIDUAL ASSIGNMENT

WRITTEN BY:
NURUL SYAHIRAH BINTI MUSTAFA (2019258328)

GROUP:
MBA 1185E

PREPARED FOR:
MADAM SITI NORASHIKIN BINTI BASHIRUN

SUBMISSION DATE:
7 FEBRUARY 2022
ANSWER FOR ALL QUESTION

QUESTION 1
The two curial documents created during the job analysis process at JJ Grocer are job
description and person specification that has been posted at the website of JJ Grocer. First
is job description being a one of the conditions or tasks that need to be done by the
candidate to work when accepted to work such as job description will talk about the duties,
tasks, functions and responsibilities of a specific person. Next, the person specification is for
candidates to introduce themselves and their strengths and weaknesses. For example,
candidate describes about qualification, skills, experiences, and knowledge to candidate
process to the job.

QUESTION 2
a) Four other external sources of recruitment to JJ Grocer in order to find the best
potential employee for the Admin and Sales Executive positions is advertising,
unsolicited, educational institution placement service and employee leasing. First is
advertising being to involve the use of electronic, print and broadcast media and also
often produces a significant number of marginally or unqualified applicants.
Secondly, unsolicited is used when applicants apply for a position not knowing
whether an opening is available or exist. Next, educational institution placement
service is often viewed a costly recruiting source or is more likely to be used for filing
salaries and hourly positions. Educational provide important services for both the
employer and the job seeker. Lastly, employee leasing is also known as contract
staffing. Employees of the leasing company are “leased” to various community
employers.

b) Two types of tests being applied for Sales Executive candidates is abilities of the
candidates and to verify the characteristics of the candidates. First is to abilities of
the candidates as we known the JJ Grocer have been given the test on language
proficiency and computer usage to the candidates to check the abilities that has
candidate said in the resume. Second is to verity the characteristics of the candidates
to make sure that the characteristics is suitable for the job. For example, is the HR
given the question about the job and the candidates must answer to success the job.

QUESTION 3
a) Referring to this statement, checklist plan for Yasin’s first day of work at JJ Grocer as
a new employee in this company here is my suggestion to him use. First is as a new
employee he must to wear a proper attire to make sure that the neat attire brings a
positive image of the head of the other staff. Next, he needs to introduce himself to
all staff at the company and he need to ask if you do not know what to do to the staff
and do not remain silent until told. After that, as a HR teams must to make sure that
to show him all the places that are in JJ Grocer to him so that he knows and so that
he does not go astray.
 b) Four (4) simulation training methods that could replace the method used in the case
is simulation employee training, role-playing, case studies or other required reading
and hands- on training. Firstly, simulation employee training is the most common
method of simulation training is to use a computer, augmented reality, or virtual
reality equipment. Regardless of the upfront expenditures of developing that software
or technology, simulation training might be a vital alternative for individuals working in
high-risk or high-stakes environments. Simulator training is commonly used for pilots
and doctors, but it can also be beneficial for other employees. Secondly, role-playing
is Role-playing, like group talks, asks employees to work through one part of their
responsibilities in a controlled environment. As students work through the role-
playing activity, they will be asked to evaluate various points of view and think on
their feet. Next, case studies or other required reading is required readings make
some staff training topics easily accessible. Case studies can help employees learn
about real-world difficulties in the workplace quickly. Employees can read these at
their own pace or as part of a team-building activity with their co-workers. Lastly, any
experiential training that is focused on the unique needs of the employee is
considered hands-on training. It takes place right on the job. Hands-on training can
help individuals transition smoothly into new or existing roles while also boosting their
existing skills.

QUESTION 4
Four purpose of performance appraisal is to identify area of weakness of employees. Not
every employee is an all-arounder. Some personnel may have flaws that, if not addressed in
a timely manner, may become a burden to the firm. Performance evaluation aids in finding
such flaws. Next, determine training and developmental needs is identifying weak points
alone is insufficient. A corporation should also try to eliminate them. A well-executed
performance appraisal is a tool for determining what efforts must be made to assist
employees in improving their performance. Increases in skills and knowledge help
employees grow their whole personality, attitude, and behaviour. After that, determine
promotion of employees is employee progress can be tracked with the use of performance
appraisal. Employers can use such charts to assess whether to promote their staff. They
also aid in recognising personnel who are deserving of advancement. Lastly, take corrective
actions is employees who perform well are distinguished from those who perform poorly.
The outcomes of performance appraisals assist employers in taking corrective action. Such
steps may include advising or warning weak performers to enhance performance and
prevent the occurrence of unfavourable outcomes.

SUMMARY
In my understanding of HR function is about managing the recruitment of new employees to
the company and looking after the welfare and interests of the existing employees in the
company.