BBA (HRM) HRM3402 Staffing Organization Report Assignment

This report, prepared for a Bachelor of Business Administration (Human Resources Management) program, delves into the core concepts of staffing organizations. It begins by defining and discussing the purposes of orientation, differentiating between formal and informal approaches. The report then explores performance appraisal, outlining its uses and examining four key methods: Management by Objectives (MBO), Assessment Centre Method, Behaviorally Anchored Rating Scale (BARS), and Human-Resource (Cost) Accounting Method. Furthermore, it analyzes career planning and development, detailing their purposes for both organizations and individuals. The second part of the report examines the impact of the COVID-19 pandemic on unemployment rates in Thailand and recommends recruitment strategies for the recruitment industry during the outbreak. The report also discusses the effects of the pandemic on different types of employees, including full-time, timed contractors, and temporary employees. Finally, it explores the pros and cons of online recruitment methods and highlights the importance of communication and leadership in the recruitment process.

PROGRAM : BACHELOR OF BUSINESS ADMINISTRATION
(HUMAN RESOURCES MANAGEMENT)
PROGRAM CODE : BMB001
SUBJECT : STAFFING ORGANIZATION
SUBJECT CODE : HRM3402

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Contents
QUESTION: 1.................................................................................................................................4
PART A...........................................................................................................................................4
Purposes of orientation:...............................................................................................................4
a. Orientation:..........................................................................................................................4
b. Purposes:..............................................................................................................................4
a. Uses of performances appraisal:..............................................................................................5
b. FOUR (4) methods of performances appraisal:.......................................................................6
1. Management by Objectives (MBO).....................................................................................6
2. Assessment Centre Method.................................................................................................7
3. Behaviorally Anchored Rating Scale (BARS)....................................................................8
4. Human-Resource (Cost) Accounting Method.....................................................................8
a. Purposes of career planning and development to the organization:........................................8
b. The major objectives of career planning are as follows:.........................................................9
1. Purposes of Career planning................................................................................................9
2. Meet interior staffing necessities.........................................................................................9
3. Decrease representative turnover.......................................................................................10
4. Propel workers...................................................................................................................10
5. Diminish accumulating of workers....................................................................................10
c. Purposes of career planning and development to individual:................................................10
1. Status of a calling:.............................................................................................................10
2. Inclusion in one's work:.....................................................................................................10
3. Dependability of an individual's work design:..................................................................10
4. Breaking down vocation openings:...................................................................................10
PART B.........................................................................................................................................11
a. Effects of unemployment rates in Thailand:..........................................................................11
1. Full-time employees..............................................................................................................11
 Entering the full employment market:............................................................................11
 Maintaining good housekeeping:....................................................................................11
2. Timed contractors..................................................................................................................12
 Access to the best skills:.................................................................................................12

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 Defined commitments:....................................................................................................12
3. Temporary employees...........................................................................................................12
 Major variability:............................................................................................................12
 Support of business continuity:.......................................................................................12
 Cost effective:.................................................................................................................12
 Drop down:.....................................................................................................................12
PROS:........................................................................................................................................13
a. Savings in Budget:.................................................................................................................13
b. Online show of personality:...............................................................................................13
c. Using keyword to find applicants:.....................................................................................13
d. Great pool of talent:...........................................................................................................13
e. Efficiency:..........................................................................................................................13
CONS:........................................................................................................................................13
a. Missing the eligible applicants:.........................................................................................13
b. Easy to get wrong picture:.................................................................................................14
c. Applicants quality is low:..................................................................................................14
Method for recruitment:.............................................................................................................14
a. Change in job conversion:.................................................................................................14
b. Finding the best balance:...................................................................................................14
c. Communication and Leadership:.......................................................................................14
Question 2:.....................................................................................................................................15
Organization policy in term of internal staffing........................................................................15
Low Rental Cost....................................................................................................................15
Reduce Financial and Technical Risks..................................................................................15
Selection Methods:....................................................................................................................16
Organization policy to recruit internal workers:........................................................................16
a. Posting work......................................................................................................................17
b. Recommendations..............................................................................................................17
c. Sequential order.................................................................................................................17
Organization’s strategies to develop KSAO model...................................................................17
1. Information testing.............................................................................................................17

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2. Skills testing.......................................................................................................................17
3. Abilities testing..................................................................................................................18

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1 QUESTION: 1
2 PART A.
i. Discuss FOUR (4) purposes of orientation and critique which effective ways
to develop orientation whether formally or informally.
2.1 Purposes of orientation:
2.1.1 a. Orientation:
The work induction is also refers to the ‘orientation’. Orientation is something to provide the
employees information about the organization, and its environment and the co-workers, for the
sake that the employee performs in the better ways. It is an introduction to the new recruiters.
(Michael, 2019).
Figure 1 EMPLOYEE ORIENTATION
2.1.2 b. Purposes:
In one investigation of impressive significance, specialists found the accompanying about new
workers:
1. The main days at work were on edge and upsetting ones.
2. 'New workers inception' rehearses by peers increased uneasiness.
3. Uneasiness meddled with the preparation cycle.
4. Turnover of the recently recruited worker was caused principally by uneasiness.

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5. The new laborers were hesitant to examine issues with their chiefs. The representative
direction is pointed toward limiting such issues.
The employee feels at the ease of starting the new job if the organization provides the orientation
program to their employees. An employee easily adjusts in the organization and adjusts to the
work environment of the organization. Employee performance is going to be well in the
orientation period they know the working environment. Introducing co-workers is to increase
confidence in the employees. (Michael, 2019).
Effective ways to develop orientation whether formally or informally:
“Formal or Informal”: In “informal orientation”, fresh recruits are straightforwardly put on the
positions and they are relied upon to adapt themselves with the effort and the association.
That is, the fresh part is bound to reason and performance likes a chief, an administration learner,
or an administration teacher. However, a casual program is alluring to keep up individual
contrasts. Inventive plans to tackle hierarchical issues and sound addressing of business as usual
are probably going to be created by an individual who has been drafted casually. (Delery, 2017)
Orientation programs range from brief, casual acquaintances with protracted, formal projects. In
the casual direction, new representatives are told to answer to the HR division for clarification of
organization approaches before being alluded to the quick chief for hands-on instructions on
explicit work methods. Informal orientation will in general be brief-enduring one hour or even
less. (Delery, 2017). A “formal orientation” program is shared by the HR trained professionals
and the administrators. The previous covers such zones as hierarchical issues, representative
advantages, and presentations, while chief’s plot predominantly works obligations.
ii. Explain FOUR (4) uses of performance appraisal and FOUR (4) methods of
performance appraisal.
2.2 a. Uses of performances appraisal:
 To provide an agreeable contribution to each individual on their display;
 To fill in as a resolve behind correcting or altering behavior toward more fruitful
employed inclinations; and
 To outfit facts to managers with which they may judge future business errands and
compensation.
 The introduction valuation thought is major to the convincing organization. Much hard
and imaginative work has gone into making and refining it.

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Figure 2 PERFORMANCE APPRAISAL METHODS
2.3 b. FOUR (4) methods of performances appraisal:
2.3.1 1. Management by Objectives (MBO)
Management by objectives (MBO) is the appraisal method where leaders and agents together
identify, strategy, organize, and take targets to zero in on during a specific examination age. In
the awaken of important strong purposes, directors, and assistants intermittently talk around the
development made to switch and discussion on the option of attaining those set endpoints.
(Nankervis, 2019).

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Figure 3 MANAGEMENT BY OBJECTIVES (MBO)
2.3.2 2. Assessment Centre Method
The concept of valuation center was the obtainable route in 1930 by the German Army yet it has
been presented gutted and custom-made to provide accommodations in the current climate. The
appraisal residence method authorizes representatives to get away from how others notice them
and the effect it has on their display. (Nankervis, 2019). The principle bit of leeway of this
strategy is that it won't just survey the present display of a separate yet besides anticipate
upcoming job execution.

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Figure 4 ASSESSMENT CENTER APPRAISAL
2.3.3 3. Behaviorally Anchored Rating Scale (BARS)
“Behaviorally anchored rating scales (BARS)” bring out both the subjective and quantitative
compensations in a display examination measure. The first step in Quite a while formation is the
age of basic episodes that depict run of the mill working environment conduct. BARS compares
the employee's performance with the behavior of the employees that they will perform in the
organization. (Kianto, 2017)
2.3.4 4. Human-Resource (Cost) Accounting Method
The human resource cost and accounting method are used for checking the employees on a
monetary basis. It is contained by comparing the cost of the company and the cost of the benefits
that provided the organization to the employees. When the organization employees are judge on
a monetary and financial basis the service, quality, and cost are taking into account. It is the most
important appraisal method that the companies perform. (Kianto, 2017)
iii. Describe FOUR (4) purposes of career planning and development to
organizational and FOUR (4) purposes of career planning and development to
individual.
2.4 a. Purposes of career planning and development to the organization:
A career may be defined as this is the set and the groups of jobs that consist what a person
perform in the organization. Career planning is something is a process by which selects the

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career goals and aim. Person should design the roadmap to achieve these goals. Career arranging
urges persons to examine and accrue data, which authorizes them to manufacture, pick up skills,
choose, set objects, and make a move. (Stewart, 2019).
Figure 5 CAREER PLANNING
A career is most important if you are working for an organization. If you are career optimism it
will reduce the turnover in the organization and brings promotion chances for you. Career is the
path the way you perform an efficient way. (Stewart, 2019).
2.5 b. The major objectives of career planning are as follows:
2.5.1 1. Purposes of Career planning
The general reason for professional arranging is foreordaining the ideal vocation ways of a
representative to accomplish professional objectives. It gives progression, request, and
significance to the life of a representative. It coordinates the necessities of an individual and the
association. The particular goals are as per the following:
2.5.2 2. Meet interior staffing necessities

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It is better gets ready promotable workers for inside employment opportunities. A superior blend
of gifts opens up to actualize HRM systems and strategies. The interior pool of ability is made.
(Boon, 2018).
2.5.3 3. Decrease representative turnover
It holds the best and qualified representatives. The worry for profession increments authoritative
responsibility. These outcomes in diminished representative turnover in the association.
Faithfulness to the association is improved.
2.5.4 4. Propel workers
It inspires representatives to satisfy their regard and self-advancement needs. This improves
execution. Career arranging urges administrative workers to build up their future potential to
accept more capable positions. It is required for the self-awareness of workers.
2.5.5 5. Diminish accumulating of workers
Administrators like to accumulate key subordinates. Vocation arranging achieves mindfulness
representative capabilities. This diminishes the accumulation of workers. It helps worldwide
associations to get ready workers for the global position. They can work in different societies.
(Brewster, 2017).
2.6 c. Purposes of career planning and development to individual:
Career planning is something that encourages and motivates the individuals to explore and
collect the information, which enables the employees to perform better and gain the competitive
advantage and make decisions for the problems and set goals for their future. It is the important
factor of human resource management that help the employees to make lifetime policies.
(Brewster, 2017).
2.6.1 1. Status of a calling:
In this sense, a lifelong uses to recognize various callings. For example, designing, the clinical calling is
unique concerning different occupations like pipes carpentry, and so on the previous says to have a
profession where the last doesn't have. (Chelladurai, 2018).
2.6.2 2. Inclusion in one's work:
At times the vocation use from a negative perspective to depict being incredibly associated with the
assignment or occupation one is doing. (Chelladurai, 2018).
2.6.3 3. Dependability of an individual's work design:

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Vocation portrays a grouping of related positions. While a grouping of random positions doesn't depict
vocation.
2.6.4 4. Breaking down vocation openings:
When you know the professional prerequisites and the goals of the representatives, the association
decides the vocation way for every circumstance, which unmistakably shows vocation movement
possibilities. It focuses on various circumstances; a decent craftsman can get in a period. Vocation
ways change over the long run, as per the requirements of the representative and authoritative
necessities.
3 PART B.
i. Explain how the COVIC-19 gives effects to the unemployment rates among
Thailand’s Citizens.
3.1 a. Effects of unemployment rates in Thailand:
The Covid-19 has been a huge global economic and health shock. As the Covid spreads
internationally the economic activity has declined. At first people changed their behavior and the
forecasts predict a sharp recession that will continue until 2021. International government has
taken steps to protect the workers, the rate of unemployment has increased in many countries
dramatically. Hunger and poverty has been increased in the low and middle income countries.
Although unemployment has risen due to the Covid and in some countries, the measures of
policy taken have stopped many workers from taking the work. In Thailand, the unemployment
rate started getting higher by April 2020 than the average in April 2019 but after few months
more than 9 million were on the scheme of coronavirus retention, additionally 2.7 million has
applied for the self-employment assistance and the largest reduction made in the weekly working
hours. The impact of coronavirus has affected many countries and many people got unemployed
or fired by the company as there was no space left for high amount of employees in the
organizations. (BMJ, 2020)
ii. Recommend recruitment strategies for recruitment industry in hiring new
employees during the COVIC-19 outbreak.
3.2 1. Full-time employees
 Entering the full employment market:
The companies will always try to keep their talents high, it means that those who will enter your
most open roles are usually those who are employed elsewhere right now. In a volatile market,
the employees value the security of job and they are less likely to change roles through a contract

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or temporary offer. This makes the awarding of a permanent contract as one of the most effective
ways in hiring staff in terms of gaining access to a wide pool of talent.
 Maintaining good housekeeping:
Hiring an existing contractor or temporary staff in permanent positions is a great way to retain
valuable skills, relationships or business knowledge. For those who are in position are especially
important for the permanent roles of public administration.
3.3 2. Timed contractors
 Access to the best skills:
Part-time contractors provide easy access to the specialized skills which can help with the
important business projects like using cloud computing services. This mostly requires the most
important technical skills for a nearby project, making a temporary contract one of the least
expensive rental options.
 Defined commitments:
By making a specified time, requirements and fees, fixed term contract is tailored to make any
constraint in budget which a company can have while making sure that there is no additional
costs are met if a business need is met.
3.4 3. Temporary employees
 Major variability:
As many organizations do not have a clear vision for their medium and long-term needs, they
will benefit from employee recruitment strategies that use temporary staff options, as they do not
have to give a deadline and can cancel a temporary contract without notice.
 Support of business continuity:
The temporary employees as able to provide accurate and immediate assistance to the company,
and meeting the growing needs and fulfil the temporary vacancies without burdening the other
members of the team.
 Cost effective:
As many of the companies face budget constraints, the temporary employees offer flexible rise
or fall depending on the changing business needs, without adding a permanent employee to the
company's pay. Small business rental strategies can use this approach.

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 Drop down:
Professionals with experience in short-term assignments tend to work - sometimes stressful - in
new and industrial areas, putting them in a good position to hit the ground running. (Half, 2020)
iii. Discuss pros and cons of using telecommunication applications and digital
tools as an alternative method for recruitment.
3.5 PROS:
a. Savings in Budget:
Online hiring can lead to the savings in the human resource department. There will be no
additional staff is required to accommodate the resumes, meeting and greeting, pre-employed
evaluation of the managers and the questions and answers. The costs of copying and printing is
also less as it be online.
3.5.1 b. Online show of personality:
The main part of the process of hiring is determining the candidates whether will be in line with
the policy of the company. The main advantage of the online recruitment that the HR manager
will get to know the online personality of the applicant and know that he will be suitable for the
job or not.
3.5.2 c. Using keyword to find applicants:
Using internet makes it easy to scan through the collection of applications of different candidates
by using specific keywords. The candidates having these keywords are more likely to get the job
or being called for the interview.
3.5.3 d. Great pool of talent:
Through internet it is easy to access the vast pool of talent and for the selected candidates can
apply for the job anywhere around the world. This also opens up the options for the company to
find the accurate talent for the specific position.
3.5.4 e. Efficiency:
The online recruitment is offering a huge amount of tools also pre-employment testing, personal
testing etc. to allow the company for the selection of the suitable candidates who match the
values of the organization and the minimal contact.

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3.6 CONS:
3.6.1 a. Missing the eligible applicants:
If the HR department is unable to work online, it can lose the most important and people who are
well-trained in the required profession. This can cause huge amount of costs down the line, it can
lead to the excess level of savings and rental costs
3.6.2 b. Easy to get wrong picture:
The recruitment team can get the negative image of the presence of someone in the social media.
The internet makes each person to record an online persona which is completely different from
her or his own and there is also huge generational difference in the pop culture which can be
misinterpreted.
3.6.3 c. Applicants quality is low:
As there is difference in the level of educational standards over the worlds, and not all the talents
are the same, the company do not conduct a thorough screening in the process and the cultural
differences can hinder the process of hiring and the customs of office when employer begin their
work (LaMarco, 2019).
iv. Critique which the best methods for recruitment are between face to face or
online communication during the COVIC-19 outbreak. Justify your answer with
relevant examples.
3.7 Method for recruitment:
While many companies hire, the reality remains that many people do not go to offices to do
work. The social segregation forced the employers, managers and groups to do work from home.
During the coronavirus outbreak, taking safety measures and keeping one’s self safe is important
and for this, it is important to stay home, following are the best methods for the recruitment:
3.7.1 a. Change in job conversion:
Once the recruiter is located, the first step of the employer is to negotiate with him. As
nowadays, companies work online and keep their distance. There are many video apps that
company can use for interviewing the candidates. The applications allow us to send the
professional invitations and connect to the candidates with cameras and microphones.
3.7.2 b. Finding the best balance:

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We are living in a time where most of the people are living in the remote areas. The company
finds it as this works best and will continue the program even when it is threatened with the
passing of COVID-19. For this purpose, it is important to find employees who are experienced in
working remotely.
3.7.3 c. Communication and Leadership:
Exploring for the employees for the unique moments is a part of company. After finding the best
staff, it is important to create a best working environment which allows the communication
which is seamless and opportunity to thrive for everyone. Communication which is effective is
important when everyone is elsewhere working. The groups have daily or weekly meetings and
discuss the progress and project for everyone. It is important to reach to the manager at one click
(Smith, 2020).
4 Question 2:
i. Explain do you agree or disagree with the organization policy in term of
internal staffing whereby seniority should be given a priority to receive a
transfer and promotion.
4.1 Organization policy in term of internal staffing
I agree with the internal staffing for the promotion or transfer as the current employees knows
the customs and equipment of the company. They are used to it as when they come in the work
every day. A company can drive higher performance of the staff when there is a promise of
promotion and growth. The leading managers of HR focus on the company’s top employees,
while including the interests and aspirations for the work of future. The managers will best know
that who is running for the office (Hyrel, 2020).
4.1.1 Low Rental Cost
Outside hiring often requires paying for job advertisements, third-party employers, background
testing and, of course, employee staff. While internal employment requires negotiation and other
activities, there is often less time and cost when hiring someone who is already working for you.
Signing on board is not required, and hiring can be a matter of sending a job notification to a
company website or sending an email invitation to the employees.
In addition to hiring costs, foreign employment in some industries often pays higher wages than
domestic ones. For example, in an investment bank, foreign employment often makes 18% to
20% higher than those selected within the company. Interestingly, external employment often
takes several years to reach the level of performance of colleagues who were employed
internally.

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4.1.2 Reduce Financial and Technical Risks
No matter how carefully a company try to recruit job seekers, there is a high risk that the new
employment will be bad. In some cases, this is because the new employee does not comply with
the company's policy. In some cases, a problem may be even more serious, such as an employee
who has lied about his or her abilities or given false information. Given the high cost of foreign
employment, as well as the months or years between the employment and termination of a poor
employee, it would make great sense to hire someone the company already know. (Petersen,
2019)
ii. Recommend selection methods that can use by this organization to measure
the knowledge, skills, and attitudes of workers beside review relevant
experience and past performance appraisals.
4.2 Selection Methods:
 The performance must be measured accurately so the employees can know that where
they can do better.
 Knowing that where improvement is needed leads to the training staff to develop ones
new development skills.
 To be a good measure of performance, the rating must be working and reliable, feasible
and acceptable based of objective and purpose and specific.
 It must be make sure that all the performance measurement tools are reliable and valid.
The rating of reliability is inconsistent and generally works the same way whenever the
time company use it. It is possible and acceptable.
 It is important to look at other aspects of the action measures. Company need to
reevaluate the acceptance which means that the use of the rating is appropriate and
satisfactory for the people who use it.
 Using the performance test form which analyzes the methods indicating the success in the
work, in this case, the company feels that the tools are acceptable and feasible.
 Testing the acceptance and feasibility of measure identifying that what is going good and
what is not.
 The employee must know that what they successfully do and what they do not. It
sometimes become common in nature that it may be necessary to change the behavior of
workers because company wants working form a huge number of types of jobs.
 Company want to make sure that the performance management systems is leading
towards the goals of the organization and its objectives.
In HR it is important to make sure that the process of performance management guides the
employees in the achievement of objectives of the company over time. Managers in organization
ensures that organization and to identify the employee’s potential doing so unintentionally or
intentionally impairs the company’s ability to reach the goals.

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iii. Critique should this organization maintained an organization policy to
recruit an experience level position within internal workers only.
4.3 Organization policy to recruit internal workers:
As the organization has the union employees, the organization can recruit through internal
workers as regardless of the method or combination of methods, the employer uses, it should
formulate an equitable and fair policy for the internal employees who are applying for the
position, and they apply transparently and consistently through the organization.
4.3.1 a. Posting work
Many companies use the posts of the internal job which encourage the employees to identify the
opportunities or internal promotion and give response to these with their interest and skills.
4.3.2 b. Recommendations
Some of the companies have closed-door process of recruitment and ask managers to select
people who perform well for the candidates for the internal roles. The company uses the
recommendations of the senior staff.
4.3.3 c. Sequential order
The organizations use the successive strategies of planning to identify talent that is potential in
the organization and also develop the programs for development that helps individual prepare for
the promotional roles (SHRM, 2020)
The external candidate offers new ideas that helps bring change in the organization, while on the
other hand internal candidates are fast to formulate the policies and procedures. For the success
of employment and businesses it is important that the managers makes the decision that is most
informed. External employment is often done but there are many benefits of motivating the
employee internally. The existing employee knows the policies and procedures of the company
and may have completed the same tasks at the past. The hiring of external mostly takes time to
process and may be less effective. Sometimes the employee experience the fatigue due to
depression or stress and which lead to the less productivity and lower skills (Carney, 2019)
iv. Discuss organization’s strategies to develop “KSAOs” among all employees
in the company.

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4.4 Organization’s strategies to develop KSAO model
4.4.1 1. Information testing
Information is a vague and descriptive word. If you think that information is a weighty concept
full of theory, facts, and mathematics, it is unlikely that you will remember every little detail.
4.4.2 2. Skills testing
Skills are ‘more useful’ in nature than knowledge and are tested separately. You can check
previous examples of someone else's work. This will give a good indication of the employee's
skill level, how they apply their knowledge, and their attitude towards their work.
By checking the results overtime, you also protect and evaluate the employee based on a single
summary. This is a common problem associated with traditional assessment programs such as
performance reviews, questionnaires, and standardized tests.
4.4.3 3. Abilities testing
Power requires a combination of knowledge and skills, but also a third - certain aspects of the
characters. For example, analytics problem solvers can identify the gist of a problem, reach
logical conclusions, and analyze sound. But a certain level of curiosity (character trait) is also an
important piece of the puzzle.
Alternatively, you can test the skills of employees based on the examples they present. A useful
tool for this type of test is the STAR method. Using this approach, the employee will present
answers to the following questions:
 What is the situation?
 What work did I have to do? I.e. was it expected of me?
 What action have I taken in this situation?
 What was the result of my action?
Other options include verified personalized questionnaires, interviews, or a 360 ° answer. This
last example involves asking several people who are directly in touch with the work in question
to complete a list of questions. The wider the separation of the people involved, the better, for
example your closest colleague, manager, client, and business partner. (Rick, 2020)
References:
BMJ. (2020). Covid-19, unemployment, and health: time for deeper solutions? Retrieved from
https://www.bmj.com/content/371/bmj.m3687

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Carney, J. (2019). Pros and Cons to Internal Promotion vs. External Hiring. Retrieved from
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external-hiring/
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https://www.roberthalf.co.uk/advice/recruitment-process/what-are-best-hiring-strategies-
you-during-covid-19
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