HRM331 Talent Management End of Course Assessment July Semester 2025 | SUSS

Course Details and Instructions

Course Code: HRM331 Title of the ECA: End-of-Course Assessment – July Semester 2025: Talent Management University: Singapore University of Social Sciences (SUSS)

Submission Particulars and Deadline

ECA Submission Deadline: Friday, 07 November 2025, 12:00 pm
Mode of Submission: Online via Canvas
Submission Format: Word doc. format
Document File Name Format: 

CourseCode_AssignmentCode_UserID_FullName. For example,

ABC123_ECA_Sally001_TanMeiMeiSally (omit D/O, S/O), using an underscore, not a space.

Proof of Submission: The Paper ID is the ONLY proof of your submission.

Late Submission Policy

• Multiple submissions are allowed before the deadline.
• After the deadline, one submission is allowed only if there was no previous submission.
• After the 12-hour grace period, mark deduction will commence.
• Mark Deduction: 10 marks of total ECA marks will be deducted for each 24-hour block, or part thereof, that the submission is late.
• Submissions with more than 50 marks deducted because of late submission will be given a zero mark.
• Students are advised to submit no later than the day before the cut-off date to ensure the submission is accepted in good time.

ECA Weightage and Cover Page Details

• This ECA carries 40% of the course marks and is a compulsory component.
• It must be done individually and not collaboratively with other students.
• Cover Page Must Include:
• Title of this course, your name, and PI number
• Tutorial group
• Submission Date
• Academic Integrity Declaration Statement (refer to “Declaration of Academic Integrity.docx”)
• Personal Data: Please DO NOT include other personal particulars in accordance with the Personal Data Protection Act (PDPA).

Academic Integrity and Use of AI

Referencing Style: The American Psychological Association (APA) referencing style must be used for all in-text citations, references, figures, and tables.

Plagiarism: Direct lifting of texts without acknowledgment is plagiarism, and disciplinary action will be taken. Students are advised to synthesise and rephrase ideas in their own words.

Generative AI Usage:

• If you declare the usage of generative AI in the academic integrity declaration statement, you must complete the Attribution Table (Table A) in “Declaration of Academic Integrity.docx” (available on Canvas).
• If generative AI is used, be sure to provide in-text citations and attribution using Table A.
• Screening: All submissions will be automatically screened by Turnitin, which contains plagiarism detection through a similarity index.
• Penalties: The penalties for academic dishonesty are severe and may include expulsion from the programme or referral to SUSS’s Student Disciplinary Group.

End-of-Course Assessment Questions (Full marks: 100)

Question 1

Analyse the current applications of AI in talent acquisition (e.g., résumé screening, chatbots, video interview analysis, candidate matching, predictive analytics). Select 4 applications to analyse. (300-350 words) (20 marks)

Question 2

Evaluate the benefits and risks of using AI in talent acquisition. (750 – 800 words) (20 marks)

Question 3

Research two case studies of a real, existing company using AI in talent acquisition. Analyse its implementation, effectiveness, and challenges. In your answer, also appraise how the use of AI fulfils or does not fulfil the needs of the organisation. (15 marks for each company) (950-1100 words)(30 marks)

Question 4

Create a Talent Management System guide that integrates the use of AI across the employee lifecycle, with a specific focus on Talent Acquisition.

Your guide should address the following:

1. Talent Acquisition

• How AI can be used to source, screen, and select candidates.
• Ethical issues and risks associated with AI in hiring (e.g., bias, transparency, data privacy).
• Strategies to ensure fairness, accountability, and candidate experience.

2. Integration Across the Talent Lifecycle

• Briefly outline how the talent acquisition process links to other HR functions such as onboarding, learning and development, performance management, and succession planning.
•  Where appropriate, highlight how AI tools can support these processes and what challenges or limitations may arise.

3. System Design Considerations

• Design principles (e.g., inclusivity, transparency, data governance)
• Human-AI collaboration: What decisions should remain human-led?
• Change management: How would you engage employees and leaders in adopting AI tools responsibly?

4. Your Recommendations

• Summarise key recommendations for HR teams looking to implement AI in their talent management system.
• Consider ethical, strategic, and operational aspects.

You will be assessed on:

• Depth of analysis and critical thinking
• Practicality & relevance to HR practice
• Design principles & implementation considerations

(Max 1200 words) (15 marks)

Question 5

Construct a competencies framework for a talent acquisition manager who needs to use AI for talent acquisition. The competencies/qualities should be relevant for a talent acquisition manager who needs to utilise AI for talent acquisition. Please list 3 competencies. For each competency, list 3 behavioural indicators that go with the competency. (500 words). (15 marks)