Question 3

Terms used in Human Resource Management.

a) Aptitude Test

Basically, aptitude is defined as a natural ability in doing something, descriptively it is

the natural tendency of someone for learning and proficiency in a specific area or
discipline. For example, there are some individuals that are gifted in creating arts
canvas, thus they are said to have an aptitude for drawing and also painting. An
aptitude test is often carried out in order to assess the qualities of an employer which
the company desire. This type of assessment is applied to determine individual’s
talent or ability to succeed in a certain activity. Furthermore, the capability of an
individual to succeed in a given task and his or her fitness for the specific job or field
in future is also evaluated throughout this test. The aptitude test can be classed into a
variety of test for the purpose of evaluating individual for instance Numerical Test,
Verbal Test, Abstract Reasoning Test and so forth[1].

b) Intelligence Test

As for intelligence test, it is referred as a test a test designed to measure the ability to
think and reason rather than acquired knowledge. This test is categorized as they
psychological test because of its extended usage to measure a variety of mental
functions [2]. There are 4 most common intelligence test that has been widely applied
which are;

 Stanford-Binet Intelligence Scales

 Wechsler-Adult Intelligence Scale
 Wechsler Intelligence Scale for Children
 Wechsler Primary & Preschool Scale of Intelligence

Among these four, the Stanford-Binet Intelligence Scales will be the centre of
the discussion as it is the one that typically being used. The Stanford-Binet test is an
examination intended to gage knowledge through five components of intellectual
capacity. These five components incorporate liquid thinking, learning, quantitative

2
 thinking, visual-spatial handling and working memory. Both verbal and nonverbal
reactions are measured. Each of the five components is given a weight and the
consolidated score is regularly decreased to a proportion referred to normally as the
knowledge remainder, or Intelligence Quotient (IQ) which is the measure of an in
individual’s cognitive abilities[3].

c) Management Development

The development of management in Human Resources is referred as the general idea

that portrays the numerous routes in which associations enable workers to build up
their own and hierarchical aptitudes, either as directors in an administration work or
on account of a possible administration work [4]. Training and as well as the
programmes for the development purpose are encouraged to be designed in order to
provide the resources needed by the new manager and existing managers to become
more effective in their roles. Building the abilities of supervisors through
administration improvement choices is the basic to the compelling working of your
association. This is a result of the energy of a supervisor to affect the association
through his or her oversight of crafted by different representatives. Particularly middle
managers are relied upon to convey the organization heading, objectives, and vision to
their announcing workers. Typically the ones that probably going to play out their
required correspondence undertakings successfully are the comfortable business
communicators.

d) Role Playing

The term role playing in Human Resources is referring to the training method, where
each participants will purposely acts out or assumes a particular character or role.
Role playing is an active participation tool that facilitates cooperative learning, where
this technique has been proved easy to be applied and as a supplement to conventional
training methods. The major purpose of role play is to build the student's ability in
managing other individuals. One of its most noteworthy uses is regarding human
relations preparing yet it is utilized as a part of sales training too.
3

4
 Fundamentally, role playing can be portrayed as an unconstrained acting of a
realistic circumstance including at least two people under classroom circumstances.
Since a manager is frequently acting parts in his association with others, it is
fundamental for him to have role awareness and to do role thinking so he can
scrutinize every relationship and build up the best connection conceivable. It is easier
to accept others points of view and at the same time learn about how one could react
when being in that same situation by playing both roles [5]. Hence it helps to resolve
conflicts assuming responsibly when making final decisions. Although this is an
exercise and great risk are not being taking, the more emotional involvement the
students feel the better it prepares them for future real cases. 

e) Job Rotation

Job rotation is defined as the planned movement of a worker among different jobs at a
similar level in the organization in order to expand his or her experience. Job rotation
is highly regarded because it makes more workers interchangeable for example in the
event of illness or turnover, and it aids in the development of employee skills in
addition to provide a helpful motivational edge. Other than that, the benefit of having
job rotation is opening an opportunity to the staff member in developing knowledge,
new skills and broader understanding of the operations or programs and to use staff
effectively[6]. In addition, it is a great way of discovering talent of the employees and
determining what he or she is best at. Plus, it would be a golden opportunity that for
the individual to explore themselves regarding their interests and not to be mention
that the experience in different fields could be gained. To sum up, applying job
rotation in the work system can be beneficial for both sides, the employees and the
management itself[7].

f) Action learning

Action learning is known as a training technique by which management trainees are

allowed to work full time in order to analyse and solve problems in other departments.

7
 This is a variant of job rotation, yet it stereotypically applied to new hires with a more
focused developmental objective. This training technique is applied with the purpose
to learn about the methodology of the real project as they work, which have the
involvement of a small group [8].

Apart from that, it is a continuous process of learning and reflection that is

supported by colleagues with the goal of getting things done. It is indeed the best way
to learn. This method moves the individual out of his or her comfort zone, where
critical thinking need to be done in order to figure things out rather than just relying
on advice from an expert or by just reading the books. Fret not, the method won’t
leave the individual hanging alone, as there will be group mates to approach the
problem together. This overall sum up the action learning training method.

g) Performance Appraisal

The performance appraisal is the way toward surveying the performance of an

employee by using the method of making the judgement between the present
execution and as of now settled benchmarks which have been conveyed to employees
beforehand. Consequently, this process is used to provide feedback to the employees
about their performance level, with the end goal of enhancing their execution as
required by the association. Usually this is done on annual or semi-annual basis. The
aims of the performance appraisal are to maintain records in order to determine
compensation packages, wage structure, salaries raises, and so forth, and to identify
the strengths and weaknesses of employees to place right men on right job[9].

Apart from that, this process is also applied in order to review and retain the
promotional and other training programmes. It is said that performance appraisal is
an investment for the company. This is because performing the performance appraisal
gives a lot of benefits which are promotion programmes, motivation tool for the
employees and so forth. The promotion programmes can be chalk out by the
supervisors with the assistance of performance appraisal, where by the inefficient
workers can be demoted or dismissed in case. Moreover, an individual that is highly

9
 motivated can get better job and thus would encourage him to improve his
performance in the future as performance appraisal functioning as motivation tool.

h) MBO

The term MBO or known as Management by Objective is a type of performance

appraisal strategy. This method approach the subordinates to determine and set the
goals for themselves based on the overall targets and aims of the organization. The
assessment of the employees’ performance are then evaluated according to the
objective have been achieved at the end of the review cycle which is typically six
months or one year. MBO comes with the plusses of providing the opportunity to
identify and make a plan in order to achieve the goals. This means that an individual
needs to come up with goals in order for them to be able to achieve them. To put it up
in simpler word, no goals means no achievement.

Another pros of using MBO method is it is a preparation for the contingencies

and any obstacles that may block the plan. Organization will definitely get the
benefits from having MBO approach since more efficiency, resources saving, and
organizational morale will keep growing if goals are properly set, managed, and
achieved[10].

i) Position Analysis Questionnaire

During the year 1972, McCormick et al have developed the Position Analysis
Questionnaire (PAQ) at the Purdue University. The usage of this questionnaire is for
the job analysis, which job characteristics are quantitatively measured and being
correlated with human traits. Apart from that, this questionnaire has an extensive
usage, which the common ones are to develop selection criteria for a specific job and
develop "internal equity" compensation model, plus to study the nature of the work.
The results from the PAQ scores can be used to do the comparison between the jobs
within an organization so that internal equity can be achieve in compensation[11].

10

11
 j) Succession Planning

Succession planning is basically a process that being used to identify the long-run
needs and cultivating a supply of internal talent in order to meet those future needs.
This process being approach to anticipate the needs of the organization in the future.
Moreover, succession planning is also responsible to assess and develop the human
capital necessary to the organization strategy.

With the careful planning made, the organization is then able to design the
training programs, opportunities for the job rotation and other developmental
programs for the individuals who exhibit the potential for promotion[12].

12
Question 4

Challenges in a diversified workforce and the solution for the issue as a HR Manager.

Reaching towards the year 2020, makes Malaysia not an exception as a fully developed
country along with countlessly skyscrapers being brought up. The society is expected to live
in democratic, liberal and broadminded, caring nation where the economy of the country is
just and equitable, progressive and prosperous, and in full possession of an economy that is
competitive, dynamic, robust and also resilient by the year 2020. People from all walks of life
come together to Malaysia to work, no matter the foreigners or even Malaysian. This
condition caused a certain organization to have a diverse workforce. Many organizations
pride themselves on having a differing workforce, one that is comprised of people with an
extensive variety of attributes and encounters. A portion of the key attributes of workforce
decent variety incorporate race, ethnicity, sex, age, religion, capacity, and sexual
introduction. An organization that grasps assorted variety can expand its expertise base and
turn out to be more aggressive and inventive. Workforce decent variety additionally carries
[13]
with it various issues and difficulties . The issues typically involves with discrimination,
communications, and also the resistance to change. Thus, awareness should be raise
regarding these matter so that solution could be found.

First and foremost, the issue of discrimination is commonly found in the workplace.
Discrimination can be referred as the unfair or unequal treatment of an individual based on
[14]
certain characteristics . At workplace, discrimination can occurs in many ways, whether
regarding the race and ethnicity, gender and even the age. Racial and ethnic minorities may
have alternate points of view, traditions, or ways to deal with correspondence in the working
environment. These distinctions can posture challenges for associations that look for
concordant representative relations. Meanwhile as for the gender issue, women are found to
be always discriminated compared to men. Glass ceiling is not an uncommon term, which is
an invisible barrier that keeps women and other minorities out of the top managerial ranks.
This situation have long struggled by women to remove the glass ceiling and just to gain
equal pay for comparable work that also being done by men. What is even worse women also
commonly face sexual harassment. Sexual harassment doesn’t only comes in physical
unwelcomed touch, yet it also can exist in offensive remarks as such commenting about a
person’s body. However, the important fact that need to be noted is the victim to this
13

14
 [15]
harassment doesn’t not have to be of the opposite sex . Moreover, another class of
discrimination that might be unnoticed is regarding the age. The diverse workforce today
have reflected the differences in generation and also difference in perspective about the
relation between age and ability. The concern that typically present in the workplace
regarding age is the senior colleagues would underestimate the work performance of the
junior colleagues. Yet, there are also cases in the point of view of the senior colleague where
the junior colleague doesn’t want to take advice and learn from the experienced one. This
matter might be perceived as an itsy-bitsy that should be bothered, yet it can affect the work
environment and also the performance.

Subsequently, another top workplace diversity challenges that should be bat an eye is
communication. Might be overlooked as a simple concern, however this matter can be a
major key to success of an organization if right things are done. Perceptual, social and dialect
hindrances should be overcome for the diversity programmes to succeed. Ineffectual
communication of the key objectives may lead to problem as such confusion, low morale and
[16]
also a non-cooperative team . It is well known that Malaysia is a multiracial country,
whereby it have three main population which are the Malays, Chinese and Indians. A
peaceful country, especially ones with a multi races needs to have value systems, since there
are differences among us despite the religions, cultures and so forth. These three different
race of course have its own language, yet that shouldn’t be the barrier to communicate with
one another. Sadly, it is happening nowadays especially in workplace. Some might have a
mind-set as such it is hard to start the conversation with the individuals that have different
race with them. There is always an alternative than can be taken in order to solve this matter.
Communication can be proven as a crucial factor in a team or even in bigger scope such as an
organization. One simple example that can be projected is a football team that lose in a match
because of lacking in effective communication. Without communication and cooperation in a
team, the goal could not be achieve well as not all members are clear about the objectives.
This proven that communication is an important factor in any organization as well as in the
workplace that has a diversity workforce.

On top of that, another strong factor that could be a blockage of having an excellent
workplace with diversity is the resistance to change. These type of person are typically found
in any workplace, where they are known as the conventional people. These people doesn’t

15

16
welcome new changes and rather sticks up with the old method. Also these individuals will
decline to acknowledge that the social and cultural makeup of their working environment is
[17]
evolving . Not saying that old ways of doing thing is bad, however some changes are
needed in order the organization in order to move forward. Nevertheless, the "we have
generally done it along these lines" attitude will close out new thoughts and represses
progress. Having these kind of mind-set will not help out the organization, in fact it can be
considered as a selfish act. A saying goes by ‘there is always room for improvement’, which
indicates that enhancement are always welcomed in any case. This way can lead us to a
bright future where nothing is impossible as long as there the will to improve.

Referring to all these challenges, something must be done to counter all these
challenges and of course it is actually not only the responsibilities of a Human Resource
Manager but the cooperation of all will makes things easier. The discrimination at workplace
is unacceptable because as one of the multi-racial country like Malaysia, the presence of
tolerance in each other’s heart should existed. As well as the feeling of respect for each other,
it is something that only comes from the heart. Respect is gained through respecting another.
Thus, the company should promote the tolerance and respect for one another in events such
as the celebration for Eid Mubarak or even the Chinese New Year so that the discrimination
could be eradicated and to make the workplace atmosphere harmonious. Next, to hinder the
communication problem among the colleagues in a diversified workforce, the organization
itself can take part by promoting diversity in the leadership position. Adding up, the company
also can encourage the employees to express their ideas including their opinions. This method
will attribute a sense of equal value to all no matter what position that they hold. Other than
that, the way out for the resistance to change is by warding off the change resistance with
inclusion. It is believed that a company owning a workforce that take part in most of the
things is a dream job for every employee plus the bonus from this action is the diversity in the
workforce could be executed. Therefore, the management should allow the employees to be
involves in formulating and eliminating diversity initiatives at the workplace as they are the
centre of the crowd so they should know better. Moreover, the implementation of the
compulsory training can also be a help in shaping the diversity policy of a company.

In a nutshell, the mentality of having a diversified workforce is a disadvantage should

be eliminated and start looking on the bright sight. This is because all challenges can be
solved there is a will as there is a saying goes by ‘when there’s a will, there is a way’. Having
1717
a diversified workforce actually can bring many benefits for the company. This is proven as a
company that have a diversified workforce would have a variety of ideas as the ideas from
the employees is not only focus on one point of view. The differences that they have in one
another makes them a better workforce. Quoting Stephen Richards Covey “The strength lies
in differences, not in similarities.”

References

[1]2017. [Online]. Available: http://www.mbaskool.com/business-concepts/human-resources-

hr-terms/15936-aptitude-test.html. [Accessed: 24- Aug- 2017].
[2]"Intelligence tests - children, functioning, person, people, used, score, skills, Definition,
Purpose", Minddisorders.com, 2017. [Online]. Available:
http://www.minddisorders.com/Flu-Inv/Intelligence-tests.html. [Accessed: 24- Aug-
2017].
[3]"Stanford-Binet Test", Stanford-Binet Test, 2017. [Online]. Available:
http://stanfordbinettest.com/. [Accessed: 24- Aug- 2017].
[4]"How Do You Develop Your Managers Successfully?", The Balance, 2017. [Online].
Available: https://www.thebalance.com/what-is-management-development-1918670.
[Accessed: 24- Aug- 2017].
[5]M. Ortiz-de-Urbina-Criado, S. Medina-Salgado and C. Calle-Durán, "LEARNING ROLE-
PLAYING METHODOLOGY IN HUMAN RESOURCES
MANAGEMENT", Library.iated.org, 2017. [Online]. Available:
https://library.iated.org/view/ORTIZDEURBINACRIADO2010LEA. [Accessed: 24-
Aug- 2017].
[6]"Job Rotation Policy", SHRM, 2017. [Online]. Available:
https://www.shrm.org/resourcesandtools/tools-and-
samples/policies/pages/jobrotationpolicy.aspx. [Accessed: 24- Aug- 2017].
[7]"Job Rotation - Meaning and its Objectives", Managementstudyguide.com, 2017. [Online].
Available: http://www.managementstudyguide.com/job-rotation.htm. [Accessed: 24-
Aug- 2017].
[8]H. Limited, "Action Learning - The Human Resources Social Network", Hr.com, 2017.
[Online]. Available:
https://www.hr.com/en/communities/training_and_development/action-
learning_eacx9r2d.html. [Accessed: 24- Aug- 2017].
[9]"Performance Appraisal - Meaning, Objectives and
Advantages", Managementstudyguide.com, 2017. [Online]. Available:
http://managementstudyguide.com/performance-appraisal.htm. [Accessed: 26- Aug-
2017].
[10]"What Is Management by Objectives (MBO)? - Definition, Advantages & Disadvantages
- Video & Lesson Transcript | Study.com", Study.com, 2017. [Online]. Available:
 http://study.com/academy/lesson/what-is-management-by-objectives-mbo-definition-
advantages-disadvantages.html. [Accessed: 26- Aug- 2017].
[11]"Position Analysis Questionnaire Definition | Human Resources(HR) Dictionary | MBA
Skool-Study.Learn.Share.", MBA Skool-Study.Learn.Share., 2017. [Online]. Available:
http://www.mbaskool.com/business-concepts/human-resources-hr-terms/15347-position-
analysis-questionnaire.html. [Accessed: 26- Aug- 2017].
[12]"PAQ Job Analysis Questionnaire", Paq.com, 2017. [Online]. Available:
http://www.paq.com/?FuseAction=Main.PAQProgram. [Accessed: 26- Aug- 2017].
[13]"Succession Planning - Human Resource l Concepts l Topics l Definitions l Labour
Laws", Whatishumanresource.com, 2017. [Online]. Available:
http://www.whatishumanresource.com/succession-planning. [Accessed: 26- Aug- 2017].
[14]"What is Workforce Diversity? - Definition & Issues - Video & Lesson Transcript |
Study.com", Study.com, 2017. [Online]. Available:
http://study.com/academy/lesson/what-is-workforce-diversity-definition-issues-
quiz.html. [Accessed: 28- Aug- 2017].
[15]"What is Discrimination? - FindLaw", Findlaw, 2017. [Online]. Available:
http://civilrights.findlaw.com/civil-rights-overview/what-is-discrimination.html.
[Accessed: 28- Aug- 2017].
[16]"Facts About Sexual Harassment", Eeoc.gov, 2017. [Online]. Available:
https://www.eeoc.gov/eeoc/publications/fs-sex.cfm. [Accessed: 28- Aug- 2017].
[17]J. Tan, "Diversity In The Workplace - Benefits, Challenges and Solutions", SupaBytes,
2017. [Online]. Available: http://blog.supahands.com/diversity-workplace-benefits-
challenges-solutions/. [Accessed: 28- Aug- 2017].