Student NO: C20209

Assignment

Diploma in Human Resource Management

(DHRM)

 Subject - CHRM1203|Human Resource

Management
 Assignment - CHRM1203 - Foundation Assignment
Examination
 Batch Number - No – 62
 Name - G.A.A.S. K Guanthilaka
 Index number - C20209

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Answer for q: 01

(i) Performance appraisals serve several important purposes in organizations:

1. Feedback and Evaluation: Performance appraisals provide employees with feedback on
their job performance. This feedback helps them understand their strengths and
weaknesses, which is essential for personal and professional development.
2. Goal Setting: Performance appraisals often involve setting performance goals for
employees. These goals help align individual efforts with organizational objectives,
creating a clear path for improvement and growth.
3. Identification of Training and Development Needs: Through performance appraisals,
organizations can identify areas where employees may need additional training or
development. This can lead to targeted training programs to enhance employee skills.
4. Performance Improvement: By assessing an employee's performance, organizations can
take corrective actions to improve subpar performance or recognize and reward
exceptional performance. This helps in maintaining or enhancing overall productivity.
5. Feedback for Managers: Performance appraisals also provide managers with valuable
insights into their team's performance. This information can guide decisions related to
promotions, raises, or other personnel changes.
6. Documentation: Performance appraisals serve as important documentation of an
employee's performance history, which can be crucial in legal or HR-related matters.
To improve performance appraisals, organizations can consider the following strategies:
1. Clear Criteria and Expectations: Ensure that employees understand the criteria against
which they are being evaluated. Clear job descriptions and performance expectations
should be communicated upfront.
2. Regular Feedback: Instead of relying solely on annual or semi-annual appraisals,
encourage ongoing feedback and coaching throughout the year. This helps employees
stay on track and address issues in real-time.
3. 360-Degree Feedback: Incorporate feedback from peers, subordinates, and customers, in
addition to feedback from supervisors. This provides a more holistic view of an
employee's performance.
4. Training for Evaluators: Train managers and supervisors in effective performance
appraisal techniques. They should be able to provide constructive feedback and identify
areas for improvement without bias.
5. Employee Involvement: Involve employees in the appraisal process by encouraging self-
assessment and goal-setting. This promotes ownership of their development.

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6. Use of Technology: Consider using performance management software to streamline the

appraisal process, track progress, and generate reports. This can make the process more
efficient and data-driven.
7. Flexibility: Recognize that one-size-fits-all approaches may not work for every
employee. Customize the appraisal process to suit individual needs and job roles.
8. Continuous Improvement: Regularly review and update the performance appraisal
process based on feedback from employees and managers. It should be a dynamic system
that evolves with the organization's needs.
9. Link to Rewards and Recognition: Ensure that there is a clear link between performance
appraisal outcomes and rewards, such as salary increases, bonuses, or career
advancement opportunities.
10. Legal and Ethical Compliance: Ensure that the performance appraisal process complies
with all legal and ethical standards, including non-discrimination and confidentiality.
By focusing on these strategies, organizations can enhance the effectiveness of their
performance appraisal processes and, in turn, improve overall employee performance and
satisfaction

(ii)
Feedback plays a pivotal role in performance management within organizations. It serves as a
fundamental component in evaluating, improving, and motivating employee performance. Here
are some key aspects of the role of feedback in performance management:
1. Assessment and Evaluation: Feedback is essential for assessing an employee's job
performance. It provides a platform to compare actual performance with expected
standards, goals, or key performance indicators (KPIs). This assessment helps both
employees and managers understand where improvements are needed.
2. Identification of Strengths and Weaknesses: Constructive feedback helps employees
recognize their strengths and weaknesses. It sheds light on what they are doing well and
where they need to improve, providing a roadmap for personal and professional growth.
3. Goal Setting and Alignment: Feedback aids in setting clear and achievable performance
goals. It ensures that employees and managers are aligned in their expectations and
objectives. These goals should be specific, measurable, attainable, relevant, and time-
bound (SMART).
4. Continuous Improvement: Effective feedback encourages a culture of continuous
improvement within the organization. Employees receive guidance on how to enhance

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their performance over time. This iterative process helps individuals and teams become
more productive and efficient.
5. Motivation and Engagement: Positive feedback reinforces good performance and
motivates employees to continue excelling. Conversely, constructive feedback provides
guidance for improvement, demonstrating that the organization cares about an employee's
development. When delivered appropriately, feedback can enhance employee
engagement and job satisfaction.
6. Communication and Transparency: Regular feedback fosters open and transparent
communication between employees and managers. It creates a space for dialogue where
concerns can be addressed, questions can be asked, and expectations can be clarified.
7. Conflict Resolution: Feedback can also be a tool for resolving conflicts or
misunderstandings in the workplace. Honest communication through feedback can help
identify and address issues before they escalate.
8. Employee Development: Feedback is a critical part of an employee's professional
development. It informs training and development plans, enabling employees to acquire
new skills or knowledge needed to perform better in their roles.
9. Performance Reviews: Feedback is a central component of formal performance reviews
or appraisals. It provides the basis for assessing an employee's overall performance,
determining compensation, and making decisions regarding promotions or career
development opportunities.
10. Feedback Delivery Skills: Managers and supervisors must be skilled in delivering
feedback effectively. This includes providing specific, actionable, and constructive
feedback in a respectful and empathetic manner.
11. Feedback Channels: Organizations may employ various feedback channels, such as one-
on-one meetings, performance evaluations, 360-degree feedback, or even anonymous
surveys, to gather insights from different perspectives.
In summary, feedback is an integral part of performance management as it guides employees
toward their goals, supports their development, and ensures alignment with organizational
objectives. When delivered thoughtfully and effectively, feedback contributes to a culture of
continuous improvement and employee engagement

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Answer for q: 02
(i)
Employee training and development are essential for an organization's success for several
compelling reasons:
1. Skill Enhancement: Continuous learning and skill development help employees stay up-
to-date with industry trends, technologies, and best practices. This ensures that they can
perform their current job roles more effectively and efficiently.
2. Increased Productivity: Well-trained employees are more proficient at their tasks,
leading to higher productivity. They are likely to make fewer errors, work faster, and
produce better quality work, all of which contribute to the organization's success.
3. Adaptability: Training equips employees with the skills and knowledge needed to adapt
to changing market conditions and business environments. This adaptability is crucial in
industries where rapid changes are common.
4. Employee Engagement: When organizations invest in their employees' development, it
demonstrates a commitment to their growth and career advancement. This fosters a sense
of loyalty and engagement among employees, reducing turnover rates.
5. Talent Retention: Employees are more likely to stay with an organization that offers
opportunities for growth and development. High turnover rates can be costly and
disruptive, so retaining talent is essential for an organization's stability and success.
6. Innovation and Creativity: A well-trained workforce is more likely to come up with
innovative solutions to problems and generate creative ideas. Training can stimulate
critical thinking and problem-solving skills.
7. Competitive Advantage: Organizations with highly skilled and knowledgeable
employees have a competitive advantage. They can offer superior products or services,
respond quickly to market changes, and outperform their competitors.
8. Succession Planning: Training and development programs help identify potential leaders
within the organization. This ensures a pipeline of talent for future leadership roles,
reducing the risk associated with leadership gaps.
9. Customer Satisfaction: Employees who are well-trained and knowledgeable about their
products or services can provide better customer service. This, in turn, leads to increased
customer satisfaction and loyalty.
10. Compliance and Risk Management: In regulated industries, training is essential to
ensure employees adhere to legal and ethical standards. Failure to do so can result in legal
issues, fines, or damage to the organization's reputation.

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11. Cost Savings: While there is an initial cost associated with training and development, the
long-term benefits often outweigh these costs. Well-trained employees are less likely to
make costly mistakes or require extensive supervision.
12. Employee Morale: When employees feel that their organization invests in their
development, it boosts morale and job satisfaction. Happy employees are more likely to
be motivated and contribute positively to the workplace.
13. Ethical and Responsible Business Practices: Training can instill ethical values and
responsible business practices among employees, which is increasingly important in
today's socially conscious business environment.
In summary, employee training and development are not only beneficial for individual
employees but are also critical for the overall success and sustainability of organizations. They
contribute to enhanced performance, employee engagement, innovation, and competitiveness, all
of which are vital in a rapidly changing and competitive business landscape.

(ii)
Measuring the Return on Investment (ROI) of training programs is crucial for human resource
management to assess the effectiveness and impact of their training initiatives. Here are
several steps and methods that HR can use to measure the ROI of training programs:
1. Define Clear Objectives and Goals: Before implementing any training program, HR
should establish specific, measurable, and realistic objectives. These objectives should
align with the organization's overall goals, such as increased productivity, reduced
turnover, or improved customer satisfaction.
2. Collect Data Before and After Training: To assess the impact of training, HR should
gather data on key performance indicators (KPIs) both before and after the training. This
data might include metrics like employee performance, productivity, quality of work,
customer feedback, or employee engagement.
3. Calculate Costs: Determine the total cost of the training program, including expenses
such as trainers' fees, materials, equipment, and employee time spent on training.
4. Calculate Benefits: Quantify the benefits that result from the training program. This can
be a bit more challenging, as benefits may not always be directly attributable to training.
HR may need to use surveys, feedback, or statistical analyses to estimate the impact of
training on specific outcomes.
5. Calculate ROI: The formula for calculating ROI is:

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ROI (%) = [(Benefits - Costs) / Costs] x 100
The result is expressed as a percentage. A positive ROI indicates that the benefits outweigh the
costs, while a negative ROI suggests the opposite.
6. Consider Intangible Benefits: In addition to tangible benefits like increased sales or
reduced errors, HR should also consider intangible benefits such as improved employee
morale, enhanced teamwork, or better communication skills. These factors can also
contribute to ROI indirectly.
7. Benchmarking: Compare the results of the training program to industry benchmarks or
competitors' performance to gain a better understanding of its impact.
8. Long-term Impact: Assess the long-term impact of training. Some benefits may not
become evident immediately but may have a substantial positive effect over time.
9. Qualitative Feedback: Collect qualitative feedback from employees who participated in
the training to understand their perception of the program's value and its impact on
their skills and knowledge.
10. Cost-Benefit Analysis: Conduct a cost-benefit analysis to evaluate whether the financial
investment in the training program is justified by the returns it generates.
11. Continuous Improvement: Use the ROI data and feedback to continuously improve
training programs. Identify areas that need adjustment or enhancement to maximize
the ROI.
12. ROI Reporting: Present the ROI findings to key stakeholders, including senior
management, to demonstrate the value of training initiatives and secure support for
future investments in employee development.
Measuring the ROI of training programs can be a complex process, but it is essential for HR to
demonstrate the effectiveness of their efforts and make informed decisions about resource
allocation for training and development. By following these steps and using appropriate data
analysis techniques, HR can provide valuable insights into the impact of training programs on
the organization.

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Answer for q: 03

(i)
The recruitment and selection process involves several key steps, each of which plays a crucial
role in identifying and hiring the most suitable candidates for a job vacancy. Here are the key
steps in the recruitment and selection process:
1. Identifying Job Vacancies: The process typically begins with identifying the need for a
new employee or a replacement for an existing position within the organization. This
step involves clearly defining the job role, its responsibilities, and qualifications
required.
2. Job Posting: After identifying the vacancy, the organization advertises the job position
through various channels, such as job boards, company websites, social media, and
professional networks. The job posting should include details about the job,
qualifications, responsibilities, and application instructions.
3. Candidate Sourcing: This step involves actively searching for potential candidates. It can
include reviewing resumes received through job postings, searching resume databases,
networking, and reaching out to passive candidates who may not have applied but have
relevant skills.
4. Resume Screening: HR professionals or hiring managers review the resumes and
applications received to shortlist candidates who meet the minimum qualifications and
criteria for the job. This step helps in narrowing down the applicant pool.
5. Interviewing: Shortlisted candidates are invited for interviews. Interviews can take
various forms, such as one-on-one interviews, panel interviews, behavioral interviews,
or technical interviews. The goal is to assess the candidate's skills, qualifications,
experience, and cultural fit.
6. Assessment Tests: Depending on the position, candidates may be required to take
assessments, tests, or assignments to evaluate their skills and competencies. These
assessments can include aptitude tests, technical tests, or psychometric assessments.
7. Reference Checks: Employers often contact the references provided by candidates to
verify their work history, qualifications, and character. Reference checks help in
confirming the accuracy of the information provided by candidates.
8. Background Checks: Conducting background checks is essential to ensure that
candidates have a clean criminal record and meet any other relevant criteria, especially
for positions that involve sensitive information or responsibilities.

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9. Job Offer: Once a suitable candidate is identified and all necessary checks are
completed, the organization extends a formal job offer. The offer includes details about
the position, salary, benefits, and other terms and conditions of employment.
10. Acceptance and Onboarding: If the candidate accepts the job offer, they become part of
the organization. Onboarding is the process of integrating new employees into the
company, providing them with necessary training, information, and resources to
succeed in their new role.
11. Candidate Rejection: For candidates who were not selected, it's important to provide
timely and respectful feedback. This helps maintain a positive employer brand and
leaves the door open for potential future opportunities.
12. Evaluation and Feedback: After the new employee is on boarded, there should be a
process for evaluating the effectiveness of the recruitment and selection process.
Feedback from both the hiring team and the new employee can help improve the
process for future hires.
These steps are crucial for ensuring that the right candidates are chosen to fill job vacancies,
contributing to the organization's success and the development of a skilled and motivated
workforce.

(ii)
Technology has significantly transformed the landscape of recruitment and selection processes
in recent years. Here are some key ways in which technology has impacted modern recruitment
methods:
1. Online Job Postings: Traditional newspaper advertisements have largely been replaced
by online job boards and company websites. Employers can now reach a broader and
more diverse pool of candidates by posting job vacancies on platforms such as LinkedIn,
Indeed, and Glassdoor.
2. Applicant Tracking Systems (ATS): ATS software has become an integral part of the
recruitment process. These systems allow employers to automate the screening of
resumes, track candidate progress, and manage large volumes of applications
efficiently. ATS helps in identifying keywords and qualifications, making the initial
screening process more efficient.
3. Social Media Recruiting: Social media platforms like LinkedIn, Twitter, and Facebook are
used not only for posting job openings but also for actively searching and connecting

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with potential candidates. Recruiters can identify and engage with passive job seekers
who may not be actively looking for new opportunities.
4. Video Interviews: Technology has made it easier to conduct initial interviews through
video conferencing tools such as Zoom, Skype, or dedicated video interview platforms.
This has expanded the reach of recruitment efforts, enabling organizations to interview
candidates from around the world without the need for in-person meetings.
5. AI and Predictive Analytics: Artificial Intelligence (AI) and machine learning algorithms
are increasingly used to assess candidate suitability. AI can analyze resumes, predict
candidate success, and even automate the scheduling of interviews. It can also help in
reducing biases in the hiring process.
6. Mobile Recruiting: With the proliferation of smartphones, recruitment processes have
become more mobile-friendly. Companies develop mobile apps and responsive websites
to make it easy for candidates to search for jobs and apply on the go.
7. Big Data and Analytics: HR departments now use data analytics to gain insights into
their recruitment processes. They can track the sources of successful hires, analyze
time-to-fill metrics, and identify areas for improvement in the recruitment funnel.
8. Virtual Reality (VR) and Augmented Reality (AR): In some industries, VR and AR are
used for immersive recruitment experiences. For example, organizations can create
virtual job previews or simulate work environments to help candidates understand the
company culture and job expectations better.
9. Chabot’s and Virtual Assistants: Chabot’s are increasingly being used for initial
candidate interactions. They can answer questions, schedule interviews, and provide
information about the hiring process, freeing up human recruiters for more complex
tasks.
10. Online Skills Assessment: Technology enables the creation and administration of online
skills tests and assessments. These tests help evaluate candidates' technical abilities and
fit for specific roles more accurately.
In summary, technology has revolutionized recruitment and selection processes, making them
more efficient, cost-effective, and accessible. It has also enabled organizations to tap into a
global talent pool and reduce biases in the hiring process. However, it's crucial for HR
professionals to strike a balance between technology and the human touch to ensure a positive
candidate experience and the selection of the most qualified individuals for their organizations.

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