FINAL EXAM
SEMESTER 20.2A, ACADEMIC YEAR 2020 - 2021
COURSE NAME: Human Resource Management
Declaration of Academic Integrity:

(i) I confirm that the paper is solely my work and I have neither asked others to do it
for me nor shown/shared it with any other students;
(ii) I have not engaged in plagiarism and in all cases materials from books, articles,
the internet or other sources have been acknowledged. I accept that lecturer(s) may
conduct random checks and refer me to a disciplinary committee for considerations
and possible sanctions in breach of HSU plagiarism regulations.

Question 1: Question 1: Multi-Color Vietnam Co., Ltd (MCC) a packaging label printing company
that is facing staff turnover rate greater than 20% from the beginning of 2021 up to now. Through
investigation, the factors and causes of personnel changes are revealed such as: (1) new employees
do not take on their assigned jobs well, they feel out of place; (2) average salary is unattractive as
compared to competitors in the same industry, and employees have not received a new salary
adjustment since January 2020; (3) harsh working conditions (e.g. noise pollution). The General
Manager, Mr. John is worried and find a way to fix these problems soon. Requirement: Suppose that
you are HR Manager, how would you advise Mr. John to reduce the employee turnover for stable
production? (2 marks)
Answer
Here is my advice to Mr. John:
1. Maintain competitive pay and perks.
Workers still consider salary to be one of the most important factors when looking for a job.
Employees also attach great importance to special benefits and discounts, including unconventional
ones, such as fitness studio memberships, home office options and flexible working hours. also to
reduce employee turnover. Due to the harsh environment, the company had to offer an attractive,
competitive and comprehensive service package with components such as life insurance,
occupational disability insurance and flexible working hours.
2. Promote Personal Development

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Have a plan, that’s essentially in which it comes right all the way down to here. Create a profession
direction for each one in all personnel so that they recognize precisely in which they’re going. Don’t
make it too clean for them, demanding situations may be an excellent thing, however ensure it’s
clean how they get in which they need to be.
3. Communication
Far too regularly still, the verbal exchange inside an employer is restricted to a month-to-month enewsletter and a quarterly city hall. This is why, whilst asked, many unhappy personnel whinge
approximately a loss of verbal exchange. Communication wishes to be embedded in each a part of
the company, it wishes to be a constant, herbal thing.

Question 2: As you may know, Hoa Sen University has recruited some expatriates and may continue
to increase the percentage of this group in its workforce to realize its vision to become a university of
international standards. Discuss at least 4 issues that the HR manager should consider when hiring
this group of workers. Support your answer with examples. (2 marks)
Answer
Hiring expatriates offers Hoa Sen University the possibility to attain minds throughout the world.
With that comes innovation, new skills, ideas, and cultures. But in running with expats necessarily
comes specific demanding situations that HR supervisor wishes to pay attention.
1. Culture Shock
The number one undertaking of dealing with expatriates is subculture shock. It’s not possible to
assume expatriates to acclimate quickly. Moving internationally and desiring to alter to a brand new
subculture, paintings environment, and social shape and not using a on the spot guide gadget isn't
anyt any small task.
Example:
Accordingly, the top three causes of culture shock among foreign workers are language barriers
(29%), a disparity between expectations and reality (including environment, local culture, and
relationships) (27%), and a lack of understanding (18%).

Respondents additionally mentioned trouble interacting with others, a loss of guide and cohesiveness
with the nearby social community, troubles integrating with the brand new environment and culture,
and emotions of loneliness and isolation due to the shortage of engagement.
2. Cross-Cultural Training
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HR's involvement in work training entails comprehensive covering of labor relations legislation in
the host nation, as well as successful leadership styles in the new culture. Furthermore, the expatriate
must learn about the new location's productivity requirements, recruiting processes, disciplinary
techniques, and local legislation. HR must do research and address all essential work subjects that
may have an impact on the expatriate's performance.
3. Expatriation expenses
The high priced demanding situations of dealing with expatriates can seem in different forms. Visa
and medical insurance expenses have to additionally be taken into consideration. With this comes the
price of time and relying at the country, the procedure of acquiring a piece visa may be lengthy and
unforeseeable. Other expatriation expenses to evaluate consist of lodging for the expat and feasible
family, transportation, residing expenses, and taxation. These, amongst different unanticipated
expenses, may be high priced.
4. Legal Risks
Some businesses were penalized or prohibited from operating in a particular nation because they did
not comply with the country's immigration and permit regulations. The situation might deteriorate
much more for the expat.
Example:
Working in a nation after your permission has expired may result in jail. According to a Global
Mobility Effectiveness Study, about 64% of multinational firms experienced unnecessary noncompliance fines when sending expats.

Question 3: Academic Essay (6 marks) Performance appraisal is a useful tool in HR management
and contributes to the overall effectiveness of organizations. However, many think that performance
appraisal is troublesome. In a 1000 (+/-10%) Page 2 of 2 word essay, discuss both views and give

recommendations on how to conduct performance appraisal effectively.
Answer
There is a lot of controversy about whether companies should use performance appraisal to manage
people. But in my opinion it has a good side and a bad side.
Firstly, overall performance appraisal facilitates the supervisors to chalk out the merchandising
programmes for green employees, inefficient employees may be disregarded or demoted in case.
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Secondly, overall performance appraisal additionally facilitates in chalking out reimbursement
applications for employees.
The systematic technique of overall performance appraisal enables the supervisors to border
schooling rules and programmes. It enables to examine strengths and weaknesses of personnel in
order that new jobs may be designed for green personnel. The supervisors come to realize the
validity and thereby the strengths and weaknesses of choice technique. Future modifications in
choice techniques may be made on this regard. For an organization, powerful conversation among
personnel and employers could be very important. Through overall performance appraisal,
conversation may be hunted for withinside the following ways.
But for many, the concept of getting to go through annual overall performance evaluations fills them
with dread. So overall performance appraisal shouldn’t be visible as an annual or bi-annual interest
that’s entirely accomplished to assess the employee’s possibilities of promotion. The dreams of
overall performance appraisal must be broader, extra consistent, and rooted withinside the key
concepts of skills management.
In conclusion, an powerful overall performance appraisal is a two-way, personalized verbal exchange
among appraiser and appraisee. It must incorporate: feedback at the employee’s contribution to
individual, group and company goals, dialogue on education desires and ability improvement
possibilities for the future. To keep away from overall performance value determinations being
primarily based totally at the subjective opinion of 1 manager, recollect amassing 360 diploma
comments previous to the appraisal meeting. The 360 degree assessment quick and without difficulty
permits human beings to collect overall performance comments from their managers, colleagues,

group individuals and customers. They can then evaluate this with their personal notion in their
paintings overall performance.

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