Recruitment sources reflect data scientist base wage per month differs in differentorganisations,as below :• Micron Technology: $5,546 per month• DBS Bank: $8,250 per monthDoes the above situation suggest the concept of validity or reliability of the job evaluationtechnique?
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Recruitment sources reflect data scientist base wage per month differs in different
organisations,as below :
• Micron Technology: $5,546 per month
• DBS Bank: $8,250 per month
Does the above situation suggest the concept of validity or reliability of the job evaluation
technique?
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- Recruitment sources reflect data scientist base wage per month differs in differentorganisations,as below :• Micron Technology: $5,546 per month• DBS Bank: $8,250 per monthDoes the above situation suggest the concept of validity or reliability of the job evaluationtechnique?PRODUCTIVITY GAINS AT WHIRLPOOL Workers and management at Whirlpool Appliance’s Benton Harbor plant in Michigan have set an example of how to achieve productivity gains, which has benefited not only the company and its stockholders, but also Whirlpool customers, and the workers themselves. Things weren’t always rosy at the plant. Productivity and quality weren’t good. Neither were labor-management relations. Workers hid defective parts so management wouldn’t find them, and when machines broke down, workers would simply sit down until sooner or later someone came to fix it. All that changed in the late 1980s. Faced with the possibility that the plant would be shut down, management and labor worked together to find a way to keep the plant open. The way was to increase productivity-producing more without using more resources. Interestingly, the improvement in productivity didn’t come by spending money on fancy machines. Rather, it was accomplished by placing more…Explain..How is the criteria for merit rating defined and communicated within the organization?
- The New Employee Testing Program The Hotel Paris’s competitive strategy is “To use superior guest service to differentiate the Hotel Paris properties, and to thereby increase the length of stay and return rate of guests, and thus boost revenues and profitability.” HR manager Lisa Cruz must now formulate functional policies and activities that support this competitive strategy and boost performance, by eliciting the required employee behaviors and competencies. As she considered what to do next, Lisa Cruz, the Hotel Paris’s HR director, knew that employee selection had to play a role. The Hotel Paris currently had an informal screening process in which local hotel managers obtained application forms, interviewed applicants, and checked their references. However, a pilot project using an employment test for service people at the Chicago hotel had produced startling results. Lisa found consistent, significant relationships between test performance and a range of employee competencies and…Based on the case study, you are required to discuss the followings: - 5 Reasons why the new performance appraisal system at St. Luke’s Hospital is more likely to result in more accurate performance appraisals. 5 Advantages and 5 disadvantages of combining job descriptions, performance appraisals, and competency profiles for development as St. Luke’s did.After being transferred and promoted to front office manager of a 600-room resort hotel in Miami from a smaller property of the same chain, Jennifer Waters spent the firstfive or six months familiarizing herself with the hotel’s markets, the area, and the resort’sfacilities and amenities. She also spent a significant amount of time learning the job offront office manager and concluded that it is significantly different from that of assistantfront office manager in a smaller property.The front office staff are young, mostly students, who are in South Florida for the weather and the social amenities. Many want to become actors and are active in dinner theaters and small theater companies in the greater Miami area. For the most part, they are bright and attractive people, but they lack the professionalism that comes from a solid core of knowledge and training. Among the things that concern Jennifer as FOM are thefollowing:• Several members of a national association board of directors…
- .Describe How is the criteria for merit rating defined and communicated within the organization?The increasing rate of employee turnover was posing a problem to Abhinaya Iyer, the head of the production department of a medium sized manufacturer of leather goods. Her goal for the new assessment year was to contain employee turnover considerably. Her initial analysis of the problem showed that, while a number of factors contributed to a reasonably commendable high rate of retention, there were an equal number of forces that made employees leave the organization as well. Questions: A) Discuss an Organization Development intervention that can be used by Iyer to effectively enhance employee retention. B) Also discuss the steps required to ensure high employee retention in the organization.Supervision 01 Performance Appraisal Process. Write a minimum of 50 words to address each section below:1- Define the role of a supervisor during the performance appraisal process.2- Detail three reasons why it is important to be consistent with the process.
- Handy-Maid Cleaning Service operates fi ve crews withthree workers per crew. Diff erent crews clean a diff erent numberof homes per week and spend a diff ering amount of hours. All thehomes cleaned are about the same size. Th e manager of Handy-Maid is trying to evaluate the productivity of each of the crews.Th e following data have been collected over the past week. Work Crew Hours Homes CleanedAnna, Sue, and Tim 35 10Jim, Jose, and Andy 45 15Dan, Wendy, and Carry 56 18Rosie, Chandra, and Seth 30 10Sherry, Vicky, and Roger 42 18 Assuming the quality of cleaning was consistent betweencrews, which crew was most productive?each other and validate information provided by both. During the interviews, a few interviewees were further shortlisted. They possessed all the criteria that were specified by the job descriptions and specifications. Out of the various vacancies, Arnold needed to fill a new managerial position in the Marketing Department. He had to quickly identify the differences among the candidates and select one candidate based on capabilities, not on specific preferences that he may have. For this purpose, after the interviews, the selection committee met to discuss the interviewees. The committee members needed to assess the extent to which each candidate fulfilled the selection criteria. Miss Ainina, who was one of the shortlisted candidates, possessed a positive and motivated attitude. She was indeed a preference of Arnold. However, Ainina lacked good communication skills. She also showed a tendency to put herself first, and may do so at the department’s expense when making…each other and validate information provided by both. During the interviews, a few interviewees were further shortlisted. They possessed all the criteria that were specified by the job descriptions and specifications. Out of the various vacancies, Arnold needed to fill a new managerial position in the Marketing Department. He had to quickly identify the differences among the candidates and select one candidate based on capabilities, not on specific preferences that he may have. For this purpose, after the interviews, the selection committee met to discuss the interviewees. The committee members needed to assess the extent to which each candidate fulfilled the selection criteria. Miss Ainina, who was one of the shortlisted candidates, possessed a positive and motivated attitude. She was indeed a preference of Arnold. However, Ainina lacked good communication skills. She also showed a tendency to put herself first, and may do so at the department’s expense when making…