®FSPPP/2019/2020

UNIVERSITI TEKNOLOGI MARA

FACULTY OF ADMINISTRATIVE SCIENCE AND POLICY STUDIES
Bachelor of Corporate Administration (Hons)
Bachelor of Administrative Science (Hons)

Course: Human Resource Management Code: ADM551

Lectures: Dr Aida Abdullah
Tutorials: Dr Nor Azira Ayob (norazira@uitm.edu.my), Dr Aida Abdullah (aida547@uitm.edu.my), Pn May Sapura Mohd Shazilli (may_sapura@uitm.edu.my).

Course Outcome:
Upon completion of the course, students should be able to:

TEACHING & LEARNING

No COURSE LEARNING OUTCOMES (CLO) PLO MOHE MQF TAXONOMY DOMAIN
ACTIVITY
Illustrate effective human resource practices of organization for C3
1 1 1 1 Mid Term Test, Final Test
sustainable competitive advantage.
Present verbally the ethical values and professional practices of A2
2 11 6 11 Presentation
human resource management in organization.
Demonstrate managerial skills in reporting the local and global A3
3 9 8 9 Report
challenges of human resource practices in organization.
List of PLO/MQF:

PLO MQF

PLO1: To acquire and apply basic knowledge of management and administration MQF1: Knowledge

PLO2: To acquire and clarify administrative issues MQF2: Cognitve

PLO3: To gather information for sound decision making in solving administrative issues and challenges MQF3: Practical Skills
PLO4: To acquire and interact with people at all levels in promoting social responsibility MQF4: Interpersonal Skills
PLO5: To communicate effectively with clients and statekholders MQF5: Communication Skills
PLO6: To continously improve knowledge through technology applications MQF6: Digital Skills
PLO7: To acquire and formulate strategies in solving administrative problems by using scientific and statistical package MQF7: Numeracy Skills
PLO8: To act as a leader and a team member effectively MQF8: Leadership, autonomy and responsibility
PLO9: To engage with different organizational constituents in handling adminitrative issues and challenges MQF9: Personal Skills
PLO10: To apply managerial and entrepneurial skills with administrative responsibility MQF10: Entrepreneurial Skills
PLO11: To apply profesional standards and ethics in the context of administratiion. MQF11: Ethics and Professionalism

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Student Learning Time (SLT)

This course requires about 120 hrs of student’s learning time over the course of the semester. The 120 hours include the 46 hrs of meeting or in class/iLearn interaction. You must allocate and
manage the balance of the hours in searching and reading the literature in the process of answering the test question/s, preparing and presenting the assignment. Your personal SLT may be
higher or lower than one stated here. Understand your own capacity and organize accordingly.

SCHEME OF WORK
SEMESTER OCTOBER 2021 – FEBRUARY 2022

Week Week Lecture topic Learning Outcomes Reading Lists Hours Tutorial
No. Beg. (At the end of the session, Supplementary problem / past year questions Assignments
students should be able to: )
1 11th – Introduction to  Explain the definition of Snell, S., Morris, S. and 3 1. Identify Human Resource Management Policy in Briefing on the course
15th Human human resource Bohlander, G. (2016). Managing Malaysia/ assessment.
Oct Resource management (HRM) and Human Resource Management 2. Explain the relationship between technology and
2021 Management its importance (17 ed.). Singapore: Cengage human resource management. Tutorial Discussion.
 HRM and the Learning.
environmental factors
 HRM and the current Kshetri, N. (2021). Evolving uses
global challenges of artificial intelligence in human
resource management in
emerging economies in the
global South: some preliminary
evidence. Management
Research Review.
2 18th – Human  Elaborate on the Snell, S., Morris, S. and 3 1. Explain workforce mobilization and identify any Tutorial Discussion.
22nd Resource concept of HRP and its Bohlander, G. (2016). Managing examples of workforce mobilization.
Oct Planning and importance Human Resource Management 2. What external factors that influence an organisation’s
2021 Job Analysis  Benefits of conducting (17 ed.). Singapore: Cengage strategy?
HRP Learning.
 Steps in HRP
Amir, A. R. M. N., Nordin, A. B.
A., Lim, Y. C., Shauki, N. I. B.
A., & Ibrahim, N. H. B. (2021).
Workforce Mobilization From the
National Institutes of Health for
the Ministry of Health Malaysia:

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A COVID-19 Pandemic
Response. Frontiers in Public
Health, 9.

3 25th – Human  Discuss the Snell, S., Morris, S. and 3 1. Explain on how job design influence individual Tutorial Discussion.
29th Resource benefits of conducting Bohlander, G. (2016). Managing motivation at work.
Oct Planning and JA Human Resource Management 2. The flexible work schedules nowadays are becoming
2021 Job Analysis  Steps in JA (17 ed.). Singapore: Cengage more popular due to the demand of individual, tight
(Cont.)  The relevance of Learning. responsibilities and modern lifestyle. Elaborate on the
HRP and JA to other pros and cons of this system.
HR activities Ahmad, Z., Fuad, N., Ramlee,
 Job Design and M. F. N., Noor, A. N. M., & Ya,
Job Characteristics S. (2021). Increasing thriving at
work through workplace
spirituality among government
servant in Penang, Malaysia,
International Journal of Politics,
Public Policy and Social Work.
4 1st – Recruitment  Explain the concept of Snell, S., Morris, S. and 3 1. Think of a new type of business you would like to start Presentation (20%)
5th and Selection recruitments and its Bohlander, G. (2016). Managing up or manage. Which sources would you use to recruit Starting from Week 4
Nov importance Human Resource Management employees who could help you to make it a success? – Week 8.
2021  Alternatives to (17 ed.). Singapore: Cengage
recruitment Learning. Task:
 Benefits of recruitment Prepare the
 Methods in conducting Nikolaou, I. (2021). What is the presentation slides/
internal and external Role of Technology in video presentation
recruitment Recruitment and Selection?. The
Spanish Journal of Refer to:
Psychology, 24. Rubric for
presentation.

5 8th – Recruitment  Explain the Snell, S., Morris, S. and 3 1. Is there a “best” employment process stepwise? What Presentation (20%)
12th and Selection concept of employment Bohlander, G. (2016). Managing steps must come first and last? Starting from Week 4
Nov (Cont.) tests and interviews Human Resource Management – Week 8.
2021  Benefits of (17 ed.). Singapore: Cengage
selection Learning. Task:
Prepare the

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 Steps in Kolman, D.A. (April 2015). presentation slides/

conducting selection Proven strategies for video presentation
 Interview process establishing the most effective
 The relevance of hiring practices, Fleet Refer to:
selection to other HR Maintenance, pg. 8-13. Rubric for
activities presentation.

6 15th – Training and  Discuss the Snell, S., Morris, S. and 3 1. Define the term ‘training needs analysis’. Presentation (20%)
19th Development definition and Bohlander, G. (2016). Managing Starting from Week 4
2. Describe the three ways of conducting Training Needs
Nov importance of T&D Human Resource Management – Week 8.
Analysis (TNA).
2021  Employee (17 ed.). Singapore: Cengage
orientation/ induction Learning 3. Define management development. Task:
and socialization Prepare the
4. Discuss any FOUR (4) methods used for management
methods and materials Alwedyan, A. M. (2021). The presentation slides/
development training.
 Benefits of Impact of Training Sessions on video presentation
conducting T&D Job Performance of Employees 5. Propose any FIVE (5) suitable training programs which
 Steps in T&D at Income Tax and Sales are suitable for the non-managerial level and Refer to:
Department in Irbid managerial level. Rubric for
Province. Academic Journal of presentation.
Interdisciplinary Studies, 10(1), 6. Analyse the methods of training which can be used to
22-22. give new or current employees the skills they need to
perform their jobs.
7. Propose any three factors that should be considered in
deciding whether to implement on the job training or off
the job training programme.
8. Evaluate any three factors on how the training and
development programme can increase the skills,
knowledge and abilities of employees at the workplace.
9. Explain the four criteria for evaluating the effectiveness
of the training programme.
10. Discuss ways on how to evaluate training effectiveness
among the trainees.
11. Many companies buy into the idea that employee
orientation is important to make the employee feel
welcome and become valuable to the company.
Analyse the importance of having an orientation

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program.
12. Identify any FIVE (5) benefits of having an orientation
program.
SEMESTER BREAK
22nd – 26th Nov 2021
7 29th Training and  Elaborate career Snell, S., Morris, S. and 3 1. Describe career management. Presentation (20%)
Nov – Development path, planning and Bohlander, G. (2016). Managing 2. Differentiate between career planning and career Starting from Week 4
3rd (Cont.) career development Human Resource Management management. – Week 8.
Dec process (17 ed.). Singapore: Cengage 3. Explain any four basic conditions for a career
2021  The relevance of Learning development program to be successful. Task:
T&D to other HR 4. Explain THREE (3) internal barriers that limit Prepare the
activities Baran, M., & Zarzycki, R. (2021). employees’ career advancement. presentation slides/
Key effects of mentoring 5. Explain FOUR (4) different paths of career video presentation
processes—multi-tool advancement in an organization.
comparative analysis of the 6. Distinguish ‘career path’ and ‘career plateau’. Refer to:
career paths of mentored 7. Illustrate any THREE (3) roles of the employer in Rubric for
employees with non-mentored career management. presentation.
employees. Journal of Business 8. Employers are responsible for managing the career
Research, 124, 1-11. progression of good employees and to retain them by
providing various career opportunity to enhance
upward mobility.
a. Explain how a promotion exercise can
benefit employers.
b. Appraise any THREE (3) possible problems
associated with promotion exercise.
9. Describe FOUR (4) employees’ roles in achieving
effective career management.
8 6th – Performance  Discuss the definitions Snell, S., Morris, S. and 3 1. Individual of equal rank who works together is Presentation (20%)
10th Appraisal and importance of PA Bohlander, G. (2016). Managing increasingly asked to evaluate each other. Starting from Week 4
Dec  Benefits of conducting Human Resource Management a. Describe any two administrative purposes of – Week 8.
2021 PA (17 ed.). Singapore: Cengage performance appraisal.
 Steps in PA Learning. b. Identify any three reasons for peer appraisal Task:
 Problems associated rarely being used in organisation appraisal Prepare the
with PA and suggested Jamaiudin, N. (2021). system. presentation slides/
solutions Determinants of Integrity in the 2. Employees are responsible for managing the career video presentation
 The relevance of PA to Implementation of Performance progression of good employees and to retain them by
Appraisal System (PAS): The providing various career opportunities to enhance Refer to:

5

other HR activities Case of Malaysia Enforcement
Agency. Management Research
Journal, 10(1), 24-41.
https://www.youtube.com/
watch?v=3AAvj8WMaXc
https://www.youtube.com/
watch?v=2Ww4KEnUhec
®FSPPP/2019/2020
upward mobility. Rubric for
a. Explain how a promotion exercise can presentation.
benefit employers.
b. Appraise three possible problems associated Mid-term Test:
with promotion exercise. Consists of 25 multiple
3. If recruitment and selection are conducted rigorously, choice questions and
then is it necessary to also have a system of 25 true false
performance appraisal? What arguments would you questions.
have?
4. What difficulties do organization face when trying to
develop an effective system of performance appraisal?
5. Discuss THREE (3) methods for appraising
employees’ performance.
6. The success of an organization depends largely on the
performance of its human resources. Given the above
statement:
a. Describe FIVE (5) characteristics of an
effective performance appraisal system.
b. Elaborate any TWO (2) errors that might
occur in appraising employee’s performance.
7. Analyse whether 360-degree performance appraisal
benefits the employee.
8. Describe TWO (2) types of interview for appraising
employees’ performance.
9. Discuss any THREE (3) guidelines in the appraisal
interview to bring about constructive change in an
employee’s behaviour.
10. Discuss the importance of appraisal interview to both
employee and employer.
11. Peer appraisal provides a unique perspective on
performance. While managers are best able to assess
an individual’s outcomes and results, peers provide
insight into an individual’s interpersonal interactions
and skills. Discuss any FOUR (4) reasons of using
peer appraisal in performance evaluation.
12. Discuss the advantages and disadvantages of
performance appraisal.
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9 13th – Rewards,  Examine the definition Snell, S., Morris, S. and 3 1. Describe any FOUR (4) external considerations in Tutorial Discussion
17th Benefits and and importance of Bohlander, G. (2016). Managing determining the wage rate of employees.
Dec Services employee rewards Human Resource Management Reprt (30%)
2. Identify any FIVE (5) wage mix factors that influence
2021  Direct and indirect (17 ed.). Singapore: Cengage Submission of report
an employee’s remuneration system.
compensations Learning starting from Week 9 –
 Monetary rewards and 3. To what extent do you agree that rewards can drive Week 12.
non-monetary rewards employee behaviour?
 Steps in establishing Refer to:
4. Illustrate with examples FOUR (4) employer’s
wage mix Rubric for report
compensation strategies in determining the employees’ writing.
wage level.
10 20th – Rewards,  Explain the importance Snell, S., Morris, S. and 3 1. Benefits are commitments which may or may not be Tutorial Discussion
24th Benefits and and types of benefits Bohlander, G. (2016). Managing compelled by the law to be given to an employee.
Dec Services and services Human Resource Management Generally, they are given by an employer to Reprt (30%)
2021  The job and the working (17 ed.). Singapore: Cengage demonstrate employment goodwill (kindness or Submission of report
environment Learning. concern) and to meet employee’s expectations. starting from Week 9 –
 The relevance of a. Compare mandatory and non-mandatory Week 12.
employee rewards to Shaffer, Richard (2017), 4 Tips benefits
other HR activities for a Stronger Employee b. Recalls any five types of non-mandatory Refer to:
Benefits Program in a benefits employer may offer to their Rubric for report
Multigenerational Workplace, employees. writing.
Entrepreneur, July 24, 2017 2. Discuss any FOUR (4) the importance of providing
(https://www.entrepreneur.com/a benefits to employees.
rticle/297125, 26/2/2018, 3. Identify FOUR (4) types of mandatory benefits to be
2.50pm). given to employees.
4. Explain any FIVE (5) requirements of effective
employee benefits and services plan.
5. Analyse the four types of benefits which are legally
required to be given to an employee of an organization.
6. When allowed to choose, employees generally prefer
flexibility in their benefits plan. Based on this
statement, demonstrate the advantages and
disadvantages of flexible benefits.
7. In addition to fringe benefits, employees were also
offered with ranges of services provided at the
discretion of the management. Illustrate with example
any FIVE (5) services offered to employees.

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SPECIAL BREAK
25th Dec 2021 – 2nd Jan 2022
11 3rd – Occupational  Discuss the general Snell, S., Morris, S. and 3 1. Outline briefly the rights and responsibilities for Tutorial Discussion
7th Jan Safety and provisions of the Bohlander, G. (2016). Managing employee and employer in accordance with
2022 Health Occupational Safety Human Resource Management occupational safety and health standard. Reprt (30%)
and Health Act (OSHA) (17 ed.). Singapore: Cengage Submission of report
2. Evaluate any four strategies that can be adopted
 Creating a safe work Learning. starting from Week 9 –
towards creating a safe working environment in Week 12.
environment
Khairuddin, M. Z. F., & Rosleea, organization.
 Building better health
among workforces N. A. M. (June 2020). The Refer to:
Relationship between Safety Rubric for report
Behaviour and Safety Climate writing.
among Firemen. Journal of
Occupational Safety and Health,
17(1), pg. 29 – 38.
12 10th – Employee  Examine the definition Snell, S., Morris, S. and 3 1. Define the concept of employee’s discipline. Tutorial Discussion
14th Discipline and importance of Bohlander, G. (2016). Managing
2. Elaborate FOUR (4) methods for terminating
Jan Management employee’s discipline Human Resource Management Reprt (30%)
employees’ service.
2022 management (17 ed.). Singapore: Cengage Submission of report
 Employee Rights and Learning. 3. Briefly discuss hot-stove rule. starting from Week 9 –
Discipline Week 12.
4. Elaborate FIVE (5) types of disciplinary problems by
 Employee Rights and Nawawi, A., & Salin, A. S. A. P.
citing relevant examples.
Employer (2018). Employee fraud and Refer to:
Responsibilities misconduct: empirical evidence 5. The setting of organization rules is the foundation for Rubric for report
 Disciplinary Policies and from a telecommunication an effective disciplinary system. These rules govern writing.
Procedures company. Information & the type of behaviour expected of employees.
 Approaches to Computer Security. Reproduce any five effective guidelines in
Disciplinary Action implementing organization rules.
 Alternative Dispute 6. The problem of poor performance is different from
Resolution Procedure those created by employees to commit misconduct.
 The relevance of Based on this statement, explain the progressive
employee’s discipline approach steps in handling the dismissal of an
management to other employee, who is guilty of misconduct.
HR activities
7. Analyse any FOUR (4) reasons given by supervisors
for their failure to impose a disciplinary penalty.
8. Examine FOUR (4) duties and responsibilities of

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employers to protect the rights of employees.

9. State any five of the job behavior problems in
organization.
10. Explain with examples the four stages of progressive
disciplinary procedures in an organization.
13 17th – Discussion, All topics included in the final 3 Preparation for final
21st Revision and test. test
Jan Conclusion
2022
14 24th – Final Test 30%
28th
Jan
2022
REVISION WEEK
FINAL ASSESSMENT
SEMESTER BREAK
24th Feb – 27th Mar 2022

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REFERENCES

Recommended Text

Snell, S.A. & Morris, S.S. (2019). Managing human resources (18th Edition). Singapore: Cengage Learning Asia
Pte Ltd.

References

Maimunah Aminuddin (2014). Human Resource Management Principles and Practices (3rd ed.). Oxford University
Press
Noe. R.S., Hollenbeck, J.H., Gerhart, B., and Wrights, P.M. (2012). Fundamentals of Human Resource
Management (4th ed.). US: McGraw Hill
Gomez-Mejia, L.R., Balkin, D.B. and Cardy, R.L. (2016). Managing Human Resources (8th ed.). Pearson
Tan Kwang How (2011). Human Resource Management in Malaysia: Theory and Practices. US: McGraw Hill
Lussier, R.N. (2013). Human Relations in Organizations: Application and Skill Development (2nd ed.). Sage
Publication
Mathis, R.L. and Jackson, J.H. (2006). Human Resource Management. Thomson
Dessler, G. (2011). Human Resource Management. Pearson

ASSESSMENTS

Continuous Assessment: 100%

 Mid term test 20%
 Presentation 20%
 Report 30%
 Final Test 30%

A. Mid Term Test (20%)

The mid-term test consists of two parts; Part A - Multiple choice questions (25 questions) and Part B - True or
False Statements (25 questions). Students are required to answer ALL questions within one hour. The mid-term
test includes chapters on Introduction to Human Resource Management, Human Resource Planning & Job
Analysis, Recruitment & Selection and, Training & Development. The test is scheduled on Week 8 and conducted
via UFuture/iLearn.

B. Presentation (20%)

By taking an example from any local or international organisation, present the company/organisation’s best
practices based on the following topic:
1. The governance of human resource management activities
2. Human resource planning
3. Job analysis and job design
4. Recruitment of employees
5. Selection of employee
6. Training and development of employees
7. Career management

Guidelines for presentation:

1. Group task with a min - maximum of 4 – 5 members for each group
2. Content of presentation should comprise the background of the company, presentation of key terms,
organisation’s best practices, outcomes from best practices, and conclusions.
3. Presentation is conducted via MsTeam/Google Meet/Classrom in the form of video recorded (edited, and
comprises all members)/voice-added PowerPoint presentation/powtoon, live presentation etc. - which is
recognised as suitable.
4. Presentation is implemented starting from week 4 – week 8.
5. Duration of presentation must be within 7 – 10 minutes presentation.
6. Submission via UFuture/iLearn.
7. Criteria for evaluation – Please refer to the rubric for presentation.

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C. Report (30%)

Discuss any FIVE (5) challenges or problems associated with, and FIVE (5) recommendations towards
effectiveness of the following human resource management activities:
1. Performance appraisal
2. Rewards
3. Benefits and services
4. Occupational safety and health: By citing few examples, discuss mental health issue and provide
recommendations to manage the issue.
5. Employees’ discipline management

Guidelines for report writing:

1. Group work with a min-max 4-5 members

2. Content of report:
 Cover Page (Include Title, Student Name and Matric No, Group, Date of Submission)
 Abstract (a short paragraph summarizing the main contents of the report)
 Table of content
 An introduction
 Main discussion (challenges or problems and recommendations), figures and table
 Conclusion.
 List all references, by using APA Format for citation and reference list
 Appendices
 Your discussion is supported by at least 3-5 articles/journals from UiTM Online Library (Emerald,
Ebscohost etc.), and supported also by facts and figures.
3. Note: The length of discussion must within 7 - 10 pages, Font: Times New Roman, 12 pt., double spacing.
4. Submission via UFuture/Turnitin starting from week 9 – week 12
5. Refer to Appendix II: Rubric for Written Report

D. Final Test (30%)

The final test consists of TWO (2) long essay questions. Topics included as the following; Performance Appraisal,
Rewards, Benefits & Services, Safety & Health, and Employees’ Discipline Management.

a. Use the answer template provided

b. Refer to the instruction given by the lecturer
c. The length of discussion Max 8 pages or 2,500 words, Font: Times New Roman, 12 pt., double spacing.
d. Submission via UFuture/ iLearn.

COPYRIGHT & INTELLECTUAL PROPERTY

Students are NOT allowed to use copied books which represent a violation of the copyright laws of Malaysia.
Students are required to have a legal copy of the required text for this course.

Prepared by: Approved by:

Dr Aida Abdullah Dr Ahmad Faiz Faakob

Resource Person Ketua Pusat Pengajian Sains Pentadbiran
Date: 07 October 2021 Date: 07 October 2021

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Appendix I: Presentation Rubric (10%)

UNIVERSITI TEKNOLOGI MARA

FACULTY OF ADMINISTRATIVE SCIENCE & POLICY STUDIES
HUMAN REOURCE MANAGEMENT / ADM551

PRESENTATION (10%) (CLO2/PLO11)

Group member (Name/Matrix number):
1.________________________________________________________________________________________
2.________________________________________________________________________________________
3.________________________________________________________________________________________
4.________________________________________________________________________________________

Objective Exemplary Very Good Good Fair Poor Score

5 4 3 2 1

Work Perform Perform Perform Perform Does not Score x 20

responsibility assigned task assigned task assigned task assigned task perform task 5
beyond the within by the within by the within the within the
20% scope of work scope of work scope of work scope. scope.
and beyond and exceed and meet
expectations. expectations. expectations.

Clarity of oral All information Speakers Speakers Speakers Speakers

presentation clearly spelled convey convey shows little mumble.
out, well Information information, interest in Student was
enunciated and clearly and but delivery is conveying unable to
10 % inspiring. with confident dry and information to complete the
Student but delivery is uninspiring. others. presentation
presented the a little dry. Students had before the
material with many class.
confidence. difficulties
presenting
materials.

Visual Slides clear Slide lettering Slide lettering Slides are too Poorly
presentation and lettering is large Approaching busy or prepared
large enough enough for acceptable lettering too slides are
10 % for the entire entire size and small hard to
classroom. classroom, some slides read and
but some are unclear. hard to
slides are follow
unclear.

Use of Team Team Team Some team Only one

teamwork in members members member members do team
Presentation transitions transitions transitions not contribute member
organized and fairly somewhat contributes
10 % Seamless organized disorganized to oral
presentation
Total

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Appendix II: Group Project Rubric (20%)

UNIVERSITI TEKNOLOGI MARA

FACULTY OF ADMINISTRATIVE SCIENCE & POLICY STUDIES
HUMAN RESOURCE MANAGEMENT / ADM551

RUBRIC FOR GROU[ PROJECT (REPORT 20%) (CLO3/PLO9)

Group member (Name/Matrix number):
1.________________________________________________________________________________________
2.________________________________________________________________________________________
3.________________________________________________________________________________________
4.________________________________________________________________________________________

Criterion Poor Fair-Good Very Good-Excellent SCORE

(0 - 4 points) (5 - 7 points) (8 – 10 points )
Content & - Content is incomplete. - Content is not - Content is comprehensive,
Development - Major points are not clear comprehensive and /or accurate, and persuasive. Score x 60
and /or persuasive. persuasive. - Major points are stated clearly 10
60% - Deliver ideas unclearly, - Major points are addressed, and are well supported.
loosely and disorganised but not well supported. - Content and purpose of the
- Content is inconsistent with writing are clear.
regard to purpose and - Deliver ideas with excellent,
clarity of thought. clarity, comprehensiveness
- Deliver ideas with and organisation
satisfactory clarity,
comprehensiveness and
organisation
Format, - Organization and structure - Structure of the paper is not - Structure of the paper is clear
Organization & detract from the content. easy to follow and easy to follow. -Flow of
Structure - Paper is disjointed and - Paragraph transitions need ideas fluid and logical.
lack transition of thoughts. improvement.
20%
Punctuation & - Paper lacks many - Paper follows most - Paper follows designated
Spelling elements of correct guidelines. guidelines.
formatting. - Paper is over/ under word - Paper is the appropriate length
10% - Frequent errors in length. as described for the
spelling/accentuation or - Occasional faults in assignment.
punctuation. - Paper is spelling/accentuation or - Very few or no faults with
inadequate/ excessive in punctuation. respect to
length. - Paper contains few spelling/accentuation or
- Paper contains numerous grammatical errors. punctuation.
grammatical errors. - Vocabulary very limited. - Rules of grammar and usage
- English interference are followed.
frequent. - Language is clear and precise;
sentences display consistently
strong, varied structure.
Citation and - Depends on clichés or - Begins to offer reasons to - Uses evidence appropriately
Referencing over generalizations for support its points, perhaps and effectively, providing
support, or using varied kinds of sufficient evidence and
10 % - Offers little evidence of evidence. explanation to convince.
any kind. - Begins to interpret the
- The work be personal evidence and explain
narrative rather than connections between
essay, or summary rather evidence and main ideas.
than analysis. Its examples bear some
relevance.
Total

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