Due: by 11:59 pm, Sunday, January 29th, 2023
* No assignments will be accepted late without written documentation of an unavoidable or
Why this assignment?
This assignment supports Course Objective 1, listed on our syllabus.
1. First, watch the video What is HRM? (Modules > Module 1 – Part 1 > Videos). In this video, Professor
Yoon highlights the importance of HR managers making a case for why organizations should manage
their employees in a certain way based on the evidence that doing so will benefit organizations. So, in
this first assignment, let’s practice this.
2. Read Appendix 1 (on pages 3 and 4 of this document). Here you will see that Susan (VP of HRM) asks
Mike (HR Manager) for his opinion on a realistic job preview (RJP). Now, read the two examples that I
have given you of how Mike has replied to Susan. In Example 1, which is not the best example, Mike
bases his argument on his “thoughts” and some experience. In Example 2, which is the better example,
Mike bases his argument on “evidence” of studies related to RJP. As a manager with a degree in HRM or
Business, how you communicate and make arguments on HRM issues should more like be the case in
3. Now, let’s assume that you are Mike, and Susan has sent you another email as below.
Email from Susan Woods (VP of HRM):
I just talked with our CEO, James Cook, and he is considering having our call center employees work
remotely from home. He thinks that we can save a substantial amount of money on our real estate by
getting rid of call centers. But at the same time, he is worried that call center employees may not as
perform as well in the environment of the manager overseeing their work. But my guess is that our HRM
Division will eventually have to come up with a teleworking plan for our call center employees.
But at this point, I want to first ask for your opinion on teleworking. Do you think this will benefit the
company or not? What is your opinion as our HR manager on this issue?
Reply to Susan’s email above on the issue of teleworking (NOT on the issue of RJP). In reply to Susan,
make arguments based on evidence as in the case of Example 2 in Appendix 1 (and NOT like in the
case of Example 1). For this assignment, you do not need to do separate research on articles related to
Assignment 1: Instruction
this issue. Just use the below four articles that I have provided you with (follow the links provided).
Use the information from all four articles. Cite and reference all four articles in your reply to Susan.
Write no more than two pages.
Link to Article 1 (U.S. News)
Link to Article 2 (HuffPost)
Link to Article 3 (White House)
* You only need to read the abstract of this article. Do not read the entire article. If the link does not
work, search using the term ‘Does Working from Home Work? Evidence from a Chinese Experiment’ on
I understand that no information is given on the company that Susan and Mike work for. But this is not
the main point of this assignment, and no information about the company is needed. You just need to
write an email like in the case of Example 2 in Appendix 1.
1. In writing your answers, NEVER copy and paste any part of the textbook or any other sources. Write
the answers in your own words. If more than seven consecutive words are identical to a writing from
another source (including the textbook, your past works, and any other sources), it will be considered
plagiarism, and you will receive a failing grade of “F” in this course. You will also be referred to Students
2. See Appendix 2 for the grading rubric.
Assignment 1: Appendix 1
Appendix 1. Communication Example
Email from Susan Woods (VP of HRM):
Yesterday, I had dinner with Adam Roberts. He is the VP of HRM for Galacticans Inc.
He told me that his company goes through the process of realistic job preview (RJP) when recruiting job
candidates. RJP seems to be the process of telling the candidate the good and the bad characteristics of
the company and the job frankly.
I think this is an interesting idea, and we may also want to consider adopting RJP in our recruiting
process. But my concern is that if we are frank with our candidates about the bad things about our
company and the job that the candidate is applying for, we may lose some good candidates in the
Based on your experience and expertise as an HR manager, what are your thoughts on RJP? Do you think
we should adopt RJP?
Reply from Mike Kinko (HR Manager) – Example 1 (Not the best example):
I think RJP is a great idea!
I agree that we may lose some good candidates if we adopt RJP in our recruiting process.
But wouldn’t they be the ones who are likely to leave once they find out the bad things about our
company or the job after they are hired?
I also have seen some cases in our company where people leave because they thought our company and
the job were great in the beginning but are disappointed in the end.
So, I don’t think losing some good candidates in the process should not be a big concern for us.
I hope my opinion helps.
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