HUMAN RESOUCE MANAGEMENT ASSINGMENT 1 [Anupriya]  Question 1. Discuss why and why not, comparing you with your team member. The comparison itself is very similar to the idea of normal distribution or bell curve in performance in assessment, which is perfectly fine and valid. It is to be expected that in your company you’ll always find non-performers, average performers and top performers creating an unequal distribution of performance. This is not an invention of managers. This is just a natural phenomenon. For example: B is the average mediocre performer. If A underperforms according to the expectation set by a dynamic median of the curve then it is perfectly reasonable to make A aware of the fact as part of your plan to improve performance. However, it is not useful at all to openly compare performances with coworkers present, because that’s irrelevant to the improvement to the team. Team members are not supposed to compete against each other which is the implicant of the open comparison. Team members are supposed to compete together for a common goal. You’ll always get non-performers, average performers and top performers, even if everybody improves substantially, hence a dynamic normal distribution of performance. But the goal of this assessment should to be improve the median performance of the team, not to make everybody a top performer, which is nonsensical, or punish them for being mediocre or non-performers. Question 2.What would be effective ways to recruit qualified professionals work for Tommy? The most effective ways to recruit the qualified professionals work for Tommy are:•Tell enough about the job. Provide enough information about the job so the potential applicants can determine whether they are interested or qualified. •Give relevant information about the job. Provide a job title and a description of job duties. This information should be drawn directly from the job description. •List the minimum qualities a successful job incumbent need. Include specific requirements a job incumbent must possess. This may reflect educational levels, prior experience, and specific competencies or skills. •Be specific about unique aspects of the job. Disclose any pertinent information the job applicant should know. For example, if the job requires working with aggressive, highly creative, skilled, focused team played, time flexible, change driven, Cutting-edge professional etc. It should be mentioned specifically.