HR management


Question 1

Exit interviews have various advantages and disadvantages. However,research has indicated that the advantages are more than thedisadvantages and therefore every organizations should have exitinterviews. To start with, exit interviews are a sure way of pointingout to the various challenges that employees in the organizationmight be facing. It gives the management an opportunity to addressthese challenges. Exit interviews are also a perfect way of retainingthe best employees through addressing the various challenges theymight be facing. The organization is notified of it weaknesses andtherefore given an opportunity to improve before other employees canleave. Exit interviews are a way of showing employees that they arevalued and their opinions are valid even when they are leaving theorganization. The primary disadvantage is the cost implicationsinvolved in conducting the exit interviews. They are also timeconsuming and employees might lie as to why they are leaving theorganization. It is therefore prudent for the organization toimplement the exit interviews since they are beneficial to theorganization.

Exit interview process should involve the location of the interview,the interviewer, the length of the interview and its nature, as wellas the timing of the interview. It is also prudent to have thequestions for the interview in place. To start with, the interviewshould be conducted at least one to two months before the employeeleaves the organization. This is as a strategy to ensure that theemployee passes his special skills to other employees before he orshe leaves. Managers from the department where the employee wasworking should conduct the exit interviews. This is because they havesufficient information about the operations at the department and thewelfare of the employees in such a department. The managers shouldlater present the data collected to senior management.

The interview should be both oral and also employees can bepresented with written questions to answer. The interview questionshold comprise of the following among others.

  1. Explain what the management has to do to avoid turnover in the future

  2. Is salary a factor in the decision you have made?

  3. State other factors that influenced your decision to leave the organization

  4. How was your experience working for this organization?

  5. Can you recommend other people to work for this organization?

These questions would ensure that the organization has sufficientdata to make decisions regarding the welfare of the remainingemployees.

Question 2

Executives and managers has a responsibility to their stakeholders.It is useful to state that the stakeholders comprise of thecustomers, fellow workers, the society, government,shareholders/stockholders and their business partners. Executives andmanagers are tasked with the responsibility of ensuring that thestockholders get their returns. Clients must get quality products andservices delivered by the organization. The executives are alsoresponsible to their suppliers, distributors and they must ensurethat the organization abides by the government rules and regulations.

If a company does something that injures society such as oil spill,it is prudent to first admit the mistake and apologize to theaffected people. The second step would be to clear the danger such ascollecting the oil spill. In order to maintain the good rapport withthe society, it is useful to carry out damage assessment andcompensate the society of any loss they might have incurred.

It is wrong and unethical for the hospitality industry to havedifferent rules for different employees. It is essential to haveuniversal rules applying to every employee since they are working forthe same organization. This will eliminate any form of discriminationand this will enable the senior managers to enforce the rules sincethey are abiding by the same rules and are behaving as the junioremployees.

Nice people do not necessarily finish last. However, it is essentialto be aggressive and confident in championing ones goals. It isprudent to remain honest, kind, creative and committed to onesduties. It is evident that this would pay ultimately and one willachieve permanent success.

Whatever is good for business is not always good for society. Forinstance, the primary goal for any business is to make profits. Thisimplies that the business will inflate the prices which is a badthing for the society. Additionally, the society would wish that thebusiness employs as many people as possible. However, this is notgood for business due to the cost of hiring.

I believe that there is no good time to falsify or bend rules in anorganization despite being asked by the boss. It all comes back tobusiness ethics where honesty is paramount. It is useful to alwaysremain honest and committed to the rules of the business.

HR Management





Thereare several non monetary benefits that can be introduced by the hotelmanagement as an incentive plan for room attendants in the hotel,which will improve their productivity. This plan would involveimproving the working conditions and taking care of the welfare ofthe employees. Employees in the hotel would feel more appreciated andmotivated if they are convinced that the employer cares for theirwelfare. Since majority of the room attendants are casual workers,providing a flexible working schedule can significantly impact onmotivation and productivity (Woods et al, 2012). It is important thatthe employee do not feel limited by the working schedule by givingthem room to give opinions on working hours. This will enable themattend their personal and family responsibility which makes them morerelaxed and inspired while in the workplace. The incentive plan willalso include improved interpersonal relationship between theemployees and the management and training opportunities. For example,verbal recognition of good work can motivate an employee to workharder. Additionally, providing training opportunities will give theroom attendant an opportunity to improve their skills and offerbetter services.

Themain disadvantage of these non monetary incentive plans is limitedeffectiveness compared to monetary incentives. The employee may alsohave unrealistic expectations that are not achieved through the nonmonetary plans. However, they have their own advantages. The mainadvantage of non monetary incentive plans is the flexibility of theplan. The plans are also cost effective and have long lasting valueto the employee. The effectiveness of the program in motivating theworkers is dependent whether the management and immediate supervisorsare able to own the plan.


Acorrective bargaining agreement results form a negotiation between anemployer and employees through their representatives. The agreementdefines the rule of engagement between the employee and the employer.It defines among others the rights of employees, mechanism of filinggrievances, working hours, employee safety and remuneration. Both theemployee and the employer have the responsibility of ensuring thatthey strictly abide to the agreements. If the employee fails to abideby the agreement, the employees have the right to right to file agrievance. Therefore, if the agreement between the employees of theCity Center Hotel were not adhered to by the employer, the employeescan file a grievance.

Mostprobably, the violation of the terms and conditions agreed betweenthe hotel and the employee was because the new manager in thehousekeeping department, Sarah was not given adequate briefing on thecontents of the collective agreement. The new manager was aware ofthe existence of the agreement but may not have had the details ofthe agreement. Therefore, her actions as a manager, for example,helping the housekeepers to clean the rooms may be against collectiveagreement. This could have been avoided by ensuring that Sarah isadequately briefed on the employee relations in the hotel beforecommencing her duties. As the General Manager, I would be responsiblefor the mistakes made by the management. If it is conformed that themanagement violated the provisions of the agreement, it is importantto be diplomatic in responding to the union. For example, I wouldapologize on behalf of the management and provide an explanation ofthe circumstances under which the agreement was violated.


Woods,R., Jahanson, M. &amp Sciarini, M. (2012). Managinghospitality human resources,Lansing, Michigan, American Hotel &amp Lodging Education Institute.

HR Management


Institution Affiliation:

HR management

Job:Marketing officer.

Establishment:Coca Cola Company

Task:Soft drink marketing

1.&nbspIdentify at least two different steps that applicants for the job youhave identified would have to go through during the screening processbefore the company would make a hiring decision.&nbsp&nbsp&nbsp

For the candidates, I will use two screening processes. The first onewill be phone screening, then followed by interviews. According toNusbaum (2006), phone screening will present the hiring team with thefirst opportunity to interact with the applicants. To ensureconsistency, the hiring team has to craft a number of questions, andensure that focus is put on the same. The applicants will be notifiedabout the scheduled calls in due time. Interviewing will offer thehiring team an opportunity to meet the applicants physically andinteract with them one-on –one. During the interviewing period, theapplicant is given an opportunity to as their own question.

2.&nbspJustify why each of the two steps is appropriate for the specificposition and for the company.

For the marketing officer position, the phone screening process isimportant to help cut down the number of applicants who will beinterviewed. This is because this job opening attracts hundreds ofapplicants, who at the same time, have more or less similarqualifications and competencies. At the same time, the phonescreening process will help narrow down to the most suitablecandidates by evaluating the applicants’ communication skills andattitude, which I consider very crucial for this particular job. Theinterviewing stage is important as it helps the interviewer todetermine the information that is relevant for the job thesame time, this stage generally helps the interviewer to ascertainthe validity of the applicant’s documents and qualification. Atthis stage, I will be able to make preliminary assumptions about theapplicant’s qualification and complete the necessary information tobe used by the employer, in case the prospective candidates make itthrough the screening process.

3.Explain how each of the two processes would be conducted and describehow each candidate will be evaluated during the selection process.&nbsp&nbsp

The first step will be identifying thecandidates who will be undergoing the phone screening stage. Thequestions will then be created, and the time for calling eachcandidate scheduled. The candidates will then be informed of thephone screening, and will be asked to be online at the specifiedtimes. As for the interviews, the successful candidates from theinitial stage will be informed of the time to avail themselves.Questions will also be formulated by the interviewing team, and theboard room for the interviews be prepared in time.

Job:Marketing officer.

Establishment:Coca Cola Company

Task:Soft drink marketing

Developa specific training outline and training plan for the ONE task youselected.&nbsp

Dates of training

Description of training

Time phase: Weeks 1-5

The objective of this phase is to orient the trainee with the job dynamics. They will be provided with sample products which they will be selling to the target market, under guidance from a supervisor. The trainee will be tasked with meeting the customers, describing the products and persuading them to buy samples. Skills learnt in this phase will be customer relations and persuasion skills. This prepares them for the next phase of training, large scale, regional marketing

Time Phase: 2-3 months.

The trainee will be tasked with reaching out to customers on the regional scale, and performing the duties described above. At the same time, they will be trained how to take re-stock orders regional outlets.

Tine Phase: 2 months.

In this final phase of training, the trainees will be tasked with controlling the flow of advertisement material and products from the headquarters to their selected regions of appointment.

Identifywhich training method you would use and describe how you wouldconduct the training.&nbsp

The training method that will be used is on-the-job training.According to Rothwell &amp Kazanas (2004), this kind of trainingallows the trainees to learn how to do the task while using theactual working platform. For this specific purpose, the method willbe structured, supported by classroom-type instructions from thetrainee assistants, also doubling as supervisors.

Createat least one handout or resource that you would use when trainingthis task (it should be professional).

Coca Cola Marketing Officers Training Manual


Contact details:

Schedule of training:


First phase of training:

Second phase of training:

Third phase of training:

Scores: Out of 100

First phase of training score:

Second phase of training score:

Third phase of training score:


Notes: The above manual is to be filled by the training supervisor.At the end of the training period, the supervisor shall present thedocument to the human resource department for evaluation anddiscussions. Copies may made and kept by the supervisor and otherdepartments that may find the information of use.


Nusbaum, E. (2006). Screening applicants &amp employees based onhandwriting characteristics: Charts for matching personality traitsto job roles. New York, NY:

Rothwell, W.J. (2004).&nbspImprovingOn-the-Job Training: How to Establish and Operate a Comprehensive OJTProgram.Hoboken: John Wiley &amp Sons.