HRM 2102 I18015213 Tan Jin Hong

Mock Test
HRM 2102: FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT
Name: Tan Jin Hong

Id: I18015213
Question 1
a) The recruitment method that Ernst & Young’s company using is online recruitment. In my
opinion this method is a good method because online recruitment can help the company to
save their time no matter where you are, you can send job advertisements through the Internet
at any time. In other words, you can forget the paperwork and operation of manually entering
data. As a result, this not only saves time for HR managers, but also speeds up the application
process by retrieving documents from LinkedIn.
b) The advantages of using social media in the recruiting process for employer and recruiter
is reduces time for employee A typical recruitment process is long and tiring for both
employers and potential employees. However, information found on a job seeker's social
media account, such as status, microblogs and comments, can also give you a glimpse of the
candidate's personality and comment on a variety of topics. People may be more candid on
social media than in interviews, leaving HR managers with an opportunity to look for
inappropriate and discriminatory activities that are impossible for a reputable company.
Beside that is A glimpse of the candidate's future, Social media sites can also significantly
reduce the time it takes for job seekers to properly review their employers. It provides a
glimpse of corporate culture without face-to-face interviews.
The disadvantages are privacy concerns for those of us in the recruitment industry, it seems
harmless to look for candidates on social networking sites. No one knows, right? But
according to a 2013 study by ACAS, job seekers don't think avoiding social media or
remaining false or neutral is not a prerequisite for a good job. Although the Internet is
basically a public domain, some people are uneasy about employees checking their accounts,
because they think these are their personal bubbles. Beside that is compliance issues. Another
consequence of relying on social media in recruitment is the emergence of bias. Without
knowing it, an employer may prefer people who have good social media rather than those
who are less active online.
Question 2
a)
Performance management Performance appraisal
Performance management is actually to help Performance appraisal evaluates the actual

employees develop and improve their performance of employees, but it does not
performance and productivity. pay attention to the performance productivity
of employees.
Performance management focuses on the Performance evaluation evaluates the
performance of employees, taking into performance of employees based on their past
account the current and future. performance.
Performance management takes the initiative Performance appraisal will only objectively
to manage the performance of employees to examine the performance of employees in one
ensure that all objectives, vision, mission and year and provide final feedback to employees.
core values of the organization are fulfilled.
Performance management has a holistic Performance appraisal is individualistic in
approach to assessing the relationship nature, which is related to employees and
between employees and the organization and their past performance.
examining how to develop employee
engagement.
Performance appraisal is individualistic in The reason why the performance appraisal
nature, which is related to employees and system is operable is that it follows certain
their past performance. performance agreements and only focuses on
the performance results of employees.
b) The performance appraisal tolls are management by objective. This is a process in which
managers determine the expected goals and give each person a major area of responsibility
based on the expected results, and use these measures as a guide to measure the contribution
of each employee. Compared with other performance appraisal methods, this method takes
less time and costs less. In this way, you can easily judge whether or not the target has been
achieved in a given time. Besides that, is behaviourally anchored rating scale (BARS). This
method is an effective evaluation method developed in recent years. It is the combination of
traditional composition evaluation and rating scale. It is more expensive than other methods
and can guarantee accurate results. This method evaluates the overall performance of
employees by analysing their behaviour and performance. The human resources department
is involved in this process. According to the performance and behaviour of employees, they
are rated as "good", "average" or "poor". Other than that, is critical incident method. In this
approach, employers or managers evaluate employees based on "certain events", which are
called "critical events", that is, employees do very good or not so good things. The assessor
should keep a digital or physical log to store information about different events. This method
is extremely useful for employee growth because it provides detailed information that is
different from other performance evaluation methods. Besides that, is 360-degree feedback.
This is a time-consuming method, as multiple ratters are required to evaluate performance.
But it's worth a try. In this approach, employee feedback is collected by people in the
organization who interact with him, including his superiors, colleagues, subordinates, and
customers. Feedback is usually based on questionnaires designed for this purpose. This
approach is very useful for start-ups. Take a look at this detailed picture of the 360-degree
performance appraisal process. Lastly, is forced choice method. In this approach, the assessor
rates employees according to the report group. These statements are a combination of positive
and negative. You need to identify and evaluate an employee's most descriptive statement.
For example, you can rely on completing a project or task, reliable. Here are five effective
performance appraisal methods that you can implement immediately. The implementation of
these methods and appropriate performance management software can help the growth of
employees, thus promoting the development of the organization.

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Mock Test

HRM 2102: FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT

Name: Tan Jin Hong

Performance management is actually to help Performance appraisal evaluates the actual

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