Assessment 1 part 3 (1)

When Avondale Industries was started in 1958, it employed 40 people. As more people were hired and the company grew, leadership provided a formal one-day orientation for new employees to help them navigate paperwork and review key procedures and policies. In 2005, the training and development office recognized that the orientation process was not sufficient because 70 percent of new employees complained they did not know enough about their jobs at a month after their hire date. The office developed a more extensive onboarding process that included in-depth coaching and mentoring from an experienced employee, quick job rotations, and an initial performance review at the two-week mark. Why was this change an important step for the company?     The improved onboarding process helps employees form a more favorable initial impression of the company.   The onboarding process allows an employee to determine if the company is the right fit for them.   The onboarding process gives…

List eight tests you could use for employee selection, and how you would use them.

Conjoint Analysis In this assignment, you will conduct a conjoint analysis on credit cards. An online retailer considers offering a new credit card to its customers. You, as a marketing analyst, are given the task to conduct a study on preferences of its customers for credit cards. To address these issues, your team conducted a conjoint study using a sample of the online retailer's customer database. An online survey was developed, consisting of 18 profiles. The most important attributes and levels were identified based on a focus group discussion and expert options. The data file is “CreditCardData.xls”. The following attributes and levels were identified and used in the study: Attribute Levels Brand Mastercard, Visa, Discover Fee $0 fee, $10 fee, $25 fee Interest (intro APR) 0% interest, 15% interest Cash back no cash back, 1% cash back Credit limit $1,000, $3,000, $10,000 A random sample of 3 customers who were drawn from the customer database were contacted and took the…

3. you are working as an HR manager in a reputed company, as a part of salary developmentprocedure of the employees, management asked you to develop a salary survey questionnaire which can besupportive to do their task successfully. You are required to identify and discuss the various aspects of datato be collected in salary survey and develop an effective salary survey questionnaire based on the samedetail. (Note: The questionnaire should include Minimum 10 and Maximum 20 items which is related tovarious aspects of employees’ compensation.)

3. Bibi is the manager of Arts beauty salon. One day it was suggested to her by the supervisor that she should implement a performance appraisal in the business. In Order to do so she started to do some research, but she needs more information. You are therefore required to provide Bibi with the Following information. Create a sample form for her to use.

You are an owner of a restaurant in the city. Your employees consist of a manager, a chef, assistant cooks, waitresses/waiters, clean-up crew, security guards and cashier. 1.What criteria will you use for evaluating the performance of the waiters and waitresses? List at least five criteria and briefly describe each of them. 2.What standard will you use for each of these criteria? List the standards and rating scale for your standard.

Explain the use of the assessment center.

How to draft problem statement of research proposal topic,"Investigating the role of intrinsic rewards in the link between quality of work life and organizational commitment in education institutions in South Africa"

Develop a Job Description (JD) questionnaire for hiring a CSR (Corporate Social Responsibility) Manager for a renowned Pharmaceutical company.

The HRM (Human Resource Management) Department of an organization administers a behavioralprofile test to measure the capabilities of individuals under consideration for employment. The testresults were analyzed manually by experts appropriate for the positions to be filled. Results aredivided into three categories: candidate style, candidate values and candidate thought preferences.Due to the large number of applicants, the many locations of the company and the high level ofexpertise required for the analysis, it was very difficult to execute a quality analysis in a timelymanner. To overcome these problems an expert system was developed which includes elevenknowledge bases.The basic objective of the system is to assess the candidate’s directional initiative, potentialperformance problems, and supervision effectiveness. Analysis of an average applicant, which takesan hour when it is done manually, can be performed in about five minutes when supported by anexpert system. The system is…

What is Total Quality Management (TQM)?

1.What criteria will you use for evaluating the performance of the waiters and waitresses? List at least five criteria and briefly describe each of them. 2. What standard will you use for each of these criteria? List the standards and rating scale for your standards.

Complete the table below with a brief explanation (not less than 50 words ) of each of the following assessment methods:

On February 12 Peg Jones, vice president for operations and maintenance, called into Stephen’s office and asked to study the issue. Specially, Stephen wanted to know whether the average fleet age was correlated to direct airframe maintenance costs, and whether there was a relationship between average fleet age and direct engine maintenance costs. Peg was to report back by February 26 with the answer, along with quantitative and graphical descriptions of the relationship. Peg’s first step was to have her staff construct the average age of Northern and Southeast B727-300 fleets, by quarter, since the introduction of that aircraft to service by each airline in late 1993 and 1994. The average age of each fleet was calculated by first multiplying the total number of calendar days each aircraft had been in service at the pertinent point in time by the average daily utilization of the respective fleet to total fleet hours flown. The total fleet hours was then dividend by the number of…

). Explain the concept and definition of performance evaluation criteria (PEC) from perspectives.

Describe what the principal and characteristic of Total Quality Management (TQM) in education?

Prepare the job description and job specification for the position of “Head Coach” of England Cricket Team.

Nite a "letter of rejection" from Manager, National Bank of Oman to Mr. Abdullah Ali Al Hinai who has applied for the position of an Assistant Manager in the bank but has not been shortlisted.

questionnaire for hiring a CSR (Corporate Social Responsibility) Manager for a renowned Pharmaceutical company.

Describe the features of an Ad Hoc Sensitivity Analysis.

Discuss what the principal and characteristic of Total Quality Management (TQM) in education?

Training and Development: Explain the need for a robust employee orientation process. Evaluate the pros and cons of 3 training techniques. Recommend technology and tools to develop a better employee orientation and training experience. Outline a process for measuring training.

Q2.   Which of the scale (i.e. Nominal, Ordinal, Interval or Ratio) will be used for measuring the following details of an employee? Give justification for your choice.           Gender  Experience Position                Income

The case study  Customer Support, Inc. (CSUP) is a large corporation with international clients that provides customer support related to their bank, credit card, or other financial accounts of their clients. It has over 5,000 full-time employees across the United States. Its HR department recently completed a skills gap analysis for its workforce using resumes, employee feedback, managerial feedback, industry data, and analysis of internal data related to task completion. It identified skills gaps related to Microsoft Word, Microsoft Excel, Microsoft Outlook, and its new CRM software that needed to be improved across the organization. HR also projects a 10-15% productivity improvement across its workforce by providing these skills across its workforce. The IT department has been assigned with the project of providing access to a third-party vendor’s training materials to all of its employees. The courses taken should be tracked within each employee’s HR information which uses a…

What would Edward Fuchs suggest for companies planning to implement TQM?

Implement an Employee Performance Program You have been hired as the new General Manager (GM) of a casual dining property, such as Bone Fish Grill, Red Lobster or Olive Garden. Your Direct Report (boss/District Manager) has told you to implement the corporate Employee Performance Evaluation program. Apparently, your predecessor did not have the program in place. You have about 40 – 50 staff on the property, including a team of managers – Chef, FOH manager, and shift supervisors. The corporation uses a Graphic Rating Scale and expects managers to evaluate staff every year. Questions: 1.Introduction: As the new GM, do you think implementing an employee performance evaluation system is a good idea? Why or why not? What is the purpose of Performance Appraisals? 2.Steps: What steps do you need to take to implement this system? How long will it take? 3.Methods (types) of Review Forms: What is a Graphic Rating Scale? Will you use Self-Evaluations, Peer Evaluations, 180 Staff evaluations of…