HRMN300 Assignment 2: Human Resource Management Analysis

This assignment solution addresses three key areas of Human Resource Management. The first answer explores the role of the HR manager in career development programs, emphasizing their responsibility in fostering employee growth, identifying skill needs, and motivating participation in development activities. The second answer focuses on employee performance evaluation, discussing the importance of collecting performance data, following appraisal systems, and providing constructive feedback. It also covers the employee's role in the evaluation process, including self-assessment and preparation for meetings. The third answer examines sexual harassment in the workplace, defining it, differentiating between types of harassment, and outlining the employer's responsibilities in establishing and enforcing anti-harassment policies, including prevention, reporting, and punishment. The solution incorporates references to course materials to support arguments and demonstrate critical thinking.

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HRM

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Answer 1
In the organization, the Human resource manager plays a crucial role in a career development
program. They perform a vital role in the bridge the relation between employees and
management. A human resource manager is responsible for developing the skills of the employee
according to the requirement of the organization. In the program, the HR manager helps in
encouraging employee ownership of a career and creates a supportive context. They are
responsible for identifying the future competencies needs of the employees and establishing dual
career paths. HR managers are responsible for motivating the employees for participating in the
development activities. The manager of the employees plays a role to motivate and participate in
the activities which are beneficial for the employee as well as the organization (Noe, et al.,
2015). For the success of the employees in the organization, the management and seniors are
responsible for their career as they are responsible for teaching the things to employees. There
are challenges that are faced by the organization in creating and implementing the career
development program includes generational communication as it requires communicating in an
effective manner for making the employees understand the program. Career growth conversation
is required to be made which includes the employees’ goals and willingness to develop. Effective
conversation is required to make for the success of the career development program. In the career
development program, the five stages are growth, exploration, establishment, maintenance, and
decline. The career development program is important for providing future skilled workers,
managers, and leaders. In the program, it is necessary to include technical, human and personal
skills and developing the career for accomplishing the career goals. It requires to assess the
interest and abilities for setting the goals and requires to be aware of the available opportunities
(Kats, et al., 2010).
Answer 2
A) For the evaluation of the employee’s performance, it will be beneficial to collect the
information of the employees and all the details of their performance is required to be collected
for evaluation. The performance evaluation must include the employee's performance is meeting
the expectation. Discipline and behavior are necessary which is necessary to be evaluated.

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Performance evaluation and performance appraisal systems are required to be followed which
includes the acceptability in measuring the performance. Job analysis can be beneficial for
developing performance measures. In order to motivate and providing knowledge for improving
performance can include the various steps for the appraisal. It is required to evaluate the
performance and providing the correct feedback to employees for their performance. The reports
and appraisal form will be reviewed which are filled by the employee. It will help in proving the
valid and accurate evaluation of the employee's portfolio (Ahmed, et al., 2013).
Conducting good employee reviews can motivate employees' career development and help
employers get higher quality jobs from team members. Employee assessments also provide
opportunities to solve problems, lay the foundation for team members' development within the
company, and create useful documentation for human resources issues. It is necessary to make
clear and concise remarks so that any confusion or misconceptions will not be included during
the evaluation. In order to motivate the employee, it requires focusing on future and career by
creating goals and plans for improvement.
B) As the role of employee, I was required to prepare for the meeting of performance evaluation
requires to make the points regarding the work and it is necessary to note down the issues and
challenges which are faced during the employment. I believe that it is necessary to get feedback
from the employer regarding the performance and reviews. Self-evaluation is necessary which
includes to measure own performance and requires evaluating the performance (Antoniu, 2010).
Answer 3
A). Sexual harassment at the workplace includes unwelcome sexual advances and requesting
sexual favors which can be conducted physically or verbally. The two types of sexual harassment
are quid pro quo and hostile work environment. The employer is responsible for establishing a
policy for preventing, reporting, investigating and punishment of sexual harassment. It is
necessary to maintain an effective workplace (Hersch, 2015).
Employers are responsible for sexual harassment committed by employees, regardless of whether
they are in supervisory positions. Employers are also responsible for sexual harassment by non-

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employees. Therefore, it is in the employer's best interest to prevent sexual harassment in the
workplace, and if sexual harassment occurs, remedial measures should be taken as soon as
possible. Legal defense is required to be taken by the employer against the case.
B) The HR manager is responsible for communicating the policies to employees and taking the
necessary action in case of any issue if an employee is facing. It is necessary to develop an anti-
harassment policy with the help of employees, managers as well as union representatives. In
order to improve the effectiveness to reduce the cases of sexual harassment is the punishment if
such thing happen takes place at the workplace. CCTV must be placed at every corner of the
organization. The most successful sexual harassment prevention strategies and programs require
the participation of all concerned and a clear statement of intent (Harned, et al., 2012).

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Reference
Ahmed, I., Sultana, I., Paul, S. K., & Azeem, A. (2013). Employee performance evaluation: a
fuzzy approach. International Journal of Productivity and Performance Management.
Antoniu, E. (2010). Career planning process and its role in human resource development. Annals
of the university of petroşani, economics, 10(2), 13-22.
Harned, M. S., Ormerod, A. J., Palmieri, P. A., Collinsworth, L. L., & Reed, M. (2012). Sexual
assault and other types of sexual harassment by workplace personnel: a comparison of
antecedents and consequences. Journal of occupational health psychology, 7(2), 174.
Hersch, J. (2015). Sexual harassment in the workplace. IZA world of Labor.
Kats, M. M., Van Emmerik, I. H., Blenkinsopp, J., & Khapova, S. N. (2010). Exploring the
associations of culture with careers and the mediating role of HR practices. Career
Development International.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resource
management. Gaining a Competitive.