HRM 601 Human Resource Management Project

The assignment for HRM 601 focuses on various aspects of Human Resource Management, including strategic planning, employee management, and the implementation of Saudiization. Students are required to engage in group projects, discussions, and evaluations that cover key performance indicators (KPIs), job postings, and training evaluations. The content emphasizes the importance of understanding the workforce dynamics and the role of HR in achieving organizational goals.

HRM 601
Human Resource Management
Study Materials

Video Cases
Video Case 1: The future of HR
According to the U.S. Labor Department (fill in the blank):
1._____ and 4 workers have been with there current employer less than one year?
2. Today's learners will have between 10 to _____ jobs by age 38?
Video Case 2: The Workforce Is Changing Rapidly - How Will You
Manage?
Based on the video presented in class, answer the following questions related to HR. Be
prepared to discuss in class.
1. Unplanned absences account for _____________% of net lost productivity per day.
2. 1 in _________ employee is chronically overworked.
3. There are four generations working side-by-side today. Name one of the four presented
here _______________________________.
4. From now until 2016, 93% of the growth in the labor force will come from workers
age____ _ and older?
5. More than 1/2 of the world has this technological device. ____________
6. What will be the main challenges you will be facing in the future while managing your
employees?

Balance Scorecard:
Strategic Goal:
Strategic goal helps the organization to achieve long terms aims and objectives
and through this, corporate objectives of the business can also be acquired. On the
basis of strategic goal, organizational capability can be enhanced and along with
the same, sustainability opportunities of the organization can also be identified.
Support KPI
Key performance indicators are the parameters through which performance of the
employees can be measured and evaluated. Every organization determines
specific set of parameters through which performance can be evaluated and
according to the same, appraisals and recognition can be provided to the
employees.
Support KRA’s
These are those dimensions which adds value to the performance management
and appraisal process. For instance- employee attributes and work related
capability.

Group Discussion Questions
Question 1
Identify the three levels of strategic planning and describe the function of each level. What is
the relationship between human resource strategy and a firm's strategic plans?
Strategic Management process helps the business entity to reach towards all the aims
and objectives because it includes involvement of human resources in effectual organizational
aspects. Strategic planning is required at each level where in business entity has to plan each
and every thing as per the organizational aspects. The three levels of strategic planning are:
 Strategic level develop the basic strategies through which long term aims and
objectives can be acquired. Emphasizing on such aspect aids in accomplishing
corporate objectives.
 Operational level carry out all the strategies that are developed and formulated for the
organization.
 Managerial level also plans for organizational strategies and work processes and they
also control and monitor the practices of organization.
Question 2
Sometimes managers need to reinforce positive behavior but cannot turn to a cash incentive to
do so. Identify some positive reinforcement rewards that a manager could use on a day-to-day
basis to reward employees. What does research suggest about the impact of financial and
nonfinancial incentives on employees?
Non monetary rewards are essential for the manager to provide to all the employees so
that employee morale and motivational aspects can be developed. Incentives should be
provided on the basis of work and performance of employees as it reflects the capability of
employees. Monetary benefits are also important at the same level because that is the basic
element through which employees can be retained for longer time span. Timely appreciation
and recognition can be provided to the employees in front of all the employees because it is a
major part of employee motivation and encouragement.

“How To Change things when Change is Hard”
1. Motivate the elephant
2. Direct the rider
3. Shape the path
1. Motivate the elephant. The elephant is our emotional, instinctive side, which
is lazy and skittish and will take any quick payoff over a long-term reward. We
all have that. The elephant is usually the first cause of any failure to change,
because the change we want usually involves short-term sacrifice in pursuit of
long-term benefit. Think of any time you have chosen to oversleep or overeat or
think about it tomorrow, and so on. You can’t get anywhere with any change
effort unless you engage a person’s emotional side to get their lazy elephant to
turn to the path of change.
2. Direct the rider. The rider, perched atop the elephant, is our rational side. We
presume our rational side holds the reins and chooses the way forward. But the
rider’s control is precarious, because he is tiny compared with the elephant.
Whenever a six-ton elephant and a 150-pound rider disagree about where to go,
the elephant wins. But often what looks like elephant resistance or rider
weakness is really just lack of clarity. You must give the rider clear direction
with which it can steer the elephant.
3. Shape the path. Change often fails because the rider can’t keep the elephant
on the road long enough to reach the destination. The elephant’s hunger for
instant gratification pulls against the rider’s strength, which is the ability to think
big picture and plan beyond the moment. The more you can make straight and
clear the path ahead, the more you can diminish confusion between elephant and
rider and make progress for both of them easier and more likely, no matter what
is going on between them.

Personality Test
List the Simpson’s Character Code _ _ _ _
List the Simpson’s Character ______________
List the Behavior Type ______________
What are some positive qualities about your character?
What are some negative qualities about your character?

Group Project
Saudiization
Saudiization is a program designed to increase the number of Saudi nationals in all joint
venture industries and government departments. The target of Saudiization is to achieve a
majority national workforce.
As a Saudi Government HR professional your job is to determine what positions can be
created that will be in charge of ensuring the Saudiization agenda is successfully implemented
Kingdom wide. As such, in your groups do the following.
1. Briefly describe the four Nitaqat bands.
2. Briefly summarize the penalties associated with Yellow and Red bands.
3. Develop a government program that will address Saudiization.
4. Determine the KPIs that will be needed to support the program.
5. Name an employee position, i.e. Director of Saudiization and develop a list of KRAs for
that position.
6. Create a job advertisement for the position.
7. Create at least 4 job interview questions, along with hiring criteria.
Strategic Planning
1. A Key Performance Indicator (KPI) is a metric-
2. A KPI is a measurement that is established by an organization to determine a
departments/divisions contribution to the organization.
– Can be measured
– Is actionable
– Stems from Mission, Vision & Strategic Objectives and “VALUES” of the organization and
its employees.
Strategic Planning
1. A Key Responsibility Area (KRA) is a metric—
2. A KRA is a measurement that is established by an organization to determine an employees
contribution to the organization.
– Can be measured
– Is actionable
– Stems from a departments objectives and KPI’s
– Is closely related to an employees job responsibilities, although not always the same

JOB POSTING
This template provides the major sections that you should include in your job posting along
with an explanation of what to include in each section. At the end there is a sample job
posting which you can amend with your own information
Section 1: Information about the organization
This is where you help the candidate understand the mission of your organization, the culture,
and what it’s like to work there. It should include:
 A brief description of the organization.
 Why your organization is a good place to work.
 What it’s like to work there (e.g., casual, flexible, team environment, etc.)
 Opportunities for development and career progression
Section 2: Information about the role
Give a sense of what the role entails and provide enough information about the minimum
qualifications for the position to allow readers to self-assess whether they meet the position
requirements and minimize the number of unsuitable applications.
 Job title
 Purpose of the position
 High level overview of responsibilities
 Identify whether they will be part of a team, leading a team or working independently
 Work location and travel requirements (if any)
 The title of the manager for the position
 Requirements including experience, qualification, skills and personal attributes
 The salary and benefits associated with the position (may say the salary is dependent
on experience)
Section 3: How to Apply
This section advises candidates:
 Where to get more information (typically your website)
 How they can make their application (e.g., by email, by mail, online application) and
the necessary contact details
 Whether the selected candidate will need to meet any special requirements, for
example, language testing or criminal records check
 The application deadline
 To cut down on work and prepare candidates it’s useful to advise that while all
applications are appreciated, only those candidates selected for interview will be
contacted
Sample Job Posting

ORGANIZATION NAME
[Organization name] is dedicated to [organization’s mission] through [how
the organization accomplishes its mission]. Our employees enjoy [e.g. a
casual work environment, opportunities for development and a real
opportunity to make a difference]
JOB TITLE, LOCATION
[Full time/part time] $salary or wage
In collaboration with [title of manager], the [job title] [how the position
contributes to the organization and overall purpose]. Key responsibilities
include:
 [list key responsibilities and tasks]
Successful candidates will have:
 [list key requirements from the job description].
HOW TO APPLY
For more information and a full job description visit www.organizationwebsite.ca
Applicants should send a resume and cover letter outlining how they meet the
specific requirements of the position to [e-mail] by CLOSING
DATE.
While we sincerely appreciate all applications, only those candidates selected for
interview will be contacted.
Please note the selected candidate will be required to submit to [any special
requirements e.g., criminal records check].
A national organization agreed to post this policy on www.hrcouncil.ca as part of the HR
Toolkit. Sample policies are provided for reference only. Always consult current legislation
in your jurisdiction to create policies and procedures for your organization
INTERVIEW CHECKLIST

ADMINISTRATIVE
Name
Date Applied
POSITIO
N
REQUIREME
NT
A
PExcellent Very Satisfactory Satisfactory Fai
r
Poor
Education
30%
Exceeds the minimum
requirements of the job;
perfect match for the
position.
 30 Points
Meets the minimum
requirement of the job. Has
additional training and
education that may enhance job
performance.
 24 Points
Meets the
minimum
requirement of the
job.
 18 Points
Applicant’s educational
background is not directly
applicable but may be
useful on the job
 12 Points
Does not meet the
requirements of
the job at all.
 6 Points
Experience
30%
Average of 8-10 years
working experience in a
related field.
 30
Points
Average of 5 -7 years
working experience in a
related field.
 24 Points
Average of 2-4
years working
experience in a
related field.
 18 Points
1 year or less working
experience in a related
field.
 12 Points
No working
experience at all.
Previous job is
not related to the
same field.
 6 Points
Job
Knowledge
&
Competenc
y
20%
Demonstrates mastery
of the job.
 20 Points
Has thorough knowledge in
most phases of the job.
 16 Points
Sufficient knowledge
of the job essentials.
 12 Points
Limited knowledge of the
job.
 8 Points
Minimal
and
insufficient
knowledge of the
job.
 4 Points
Communication
Skills
10%
Excellent in
expressing self. With
multi-lingual and
persuasive skills.
 10 Points
Excellent persuasive skills in
expressing and presenting
ideas.
 8 Points
Good communication
skills
(understandable
manner).
6 P oints
Occasionally
demonstrates difficulty
in expressing self.
English conversation
skill is marginal.
 4 Points
Has difficulty
expressing
oneself. Poor in
English
conversation.
 2 Points
Physical
Appearanc
e and
Personalit
y
10%
Very neat, well groomed
in appearance and
manner of dressing.
Overall personality is
exceptionally pleasing.
 10 Points
Neat and well-groomed.
Has pleasing personality.
 8 Points
Overall appearance
and personality is
satisfactory.
 6 Points
Overall appearance is
moderately
satisfactory.
 4 Points
Untidy and
unkempt.
 2 Points
Other Work
Experiences
and
Technical
Skills
 Has other experiences that are not related to the position
applied for:

_

TOTAL POINTS: ………..…… INTERVIEW
DISPOSITION:
AVERAGE SCORE: …………….
Highly Recommended
(75%-100%)
Recommended
(50%-74%)
Not Recommended
(Less than 50%)
Remarks
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Signature and Designation of Interviewer
__________________________________ __________________________________