HRM 300 5-1 HR Learning Journal

For each of the jobs or groups of jobs, you must develop a recruitment andselection plan for filling these positions. The plan should include the followingcomponents:  Mailroom Coordinator, Marketing Director1) Who the intended targets are (i.e. college graduates, experienced workers, etc.)2) How you will communicate the vacancies to that particular segment of the labormarket (e.g., advertisements, brochures, professional contacts, etc)3) An initial screening process whereby you will reduce the applicant pool and selectthe actual candidates to be considered for the positions.4) The selection process (i.e. how you will make the final selection decision),including what selection criteria you will be using (

Describe five possible uses of job analysis. (b) What does it mean to say that job analysis serves as a foundation for an organization's integrated HR system?

Recommend recruitment strategy and selection strategy for an organization to improve its recruitment process and selection process. Need detailed explanation. How can those recommended strategies lead to better results for the organization? Need detailed explanation with examples. Both should be properly explained in detail.

1. Identify (1) advantage and (1) disadvantage of each methods of Human Resource Recruitment. **Methods of Human Resource Recruitment a) Job Posting b) The word-of-mouth system c) Advertising media d) Walk-ins and unsolicited applicants e) Campus or university recruitment Job fair and open house g) Government agencies h) Radio and television i) The Internet

3- What are the pros and cons associated with using internal sources of job candidates? What are the pros and cons of using Internet recruiting to locate external sources of job candidates?

1. Identify (1) advantage and (1) disadvantage of each methods of Human Resource Recruitment. **Methods of Human Resource Recruitment Job Posting Advertising media d) Walk-ins and unsolicited applicants e) Campus or university recruitment f Job fair and open house g) Government agencies h) Radio and television i) The Internet

Describe five possible uses of job analysis.  What does it mean to say that job analysis serves as a foundation for an organization's integrated HR system?

For each of the jobs or groups of jobs, you must develop a recruitment andselection plan for filling these positions. The plan should include the followingcomponents:Returns/Inventory Processor,Administrative HR Assist, Department Lead 1) Who the intended targets are (i.e. college graduates, experienced workers, etc.)2) How you will communicate the vacancies to that particular segment of the labormarket (e.g., advertisements, brochures, professional contacts, etc)3) An initial screening process whereby you will reduce the applicant pool and selectthe actual candidates to be considered for the positions.4) The selection process (i.e. how you will make the final selection decision),including what selection criteria you will be using (

Many recruitment strategies depend heavily upon internet and social media sources, but, for many situations, non-web-based methods continue to play an important role. For this discussion, research current recruiting methods and then analyze recruiting best practices. From your findings, compare and contrast at least two types of online sources with two types of non-web-based sources (career fairs, networking, etc.). As a part of your comparisons, consider the following for each method: Cost: What are the financial costs to the company? Which methods are most cost effective? Timeliness: How much time is required to find a candidate? Effectiveness: For the time and costs spent, which methods will produce the best candidates? Some methods will generate a large number of applicants, but it is only helpful if the applicants are actually qualified for the position.

For each of the jobs or groups of jobs, you must develop a recruitment andselection plan for filling these positions. The plan should include the followingcomponents:   Marketing Manager, Division Manager, traffic Manager1) Who the intended targets are (i.e. college graduates, experienced workers, etc.)2) How you will communicate the vacancies to that particular segment of the labormarket (e.g., advertisements, brochures, professional contacts, etc)3) An initial screening process whereby you will reduce the applicant pool and selectthe actual candidates to be considered for the positions.4) The selection process (i.e. how you will make the final selection decision),including what selection criteria you will be using (

26-Which of the following is an example of the external source of recruitment? All of the options are correct Employment agency Online sources Campus recruitment

I need help answering this question

1. Discuss the importance of job analysis to line managers and the organization. 1b. explain the basis of job analysis

Consider this Recruitment and Selection Process by a certain company. The hiring manager submits a completed requisition to the HR department. The HR department will assign a requisition number to assist in tracking and reporting. The HR department will meet with the hiring manager to discuss the position and determine the most effective recruitment and selection process. The HR department and hiring manager will review resumes of qualified candidates to identify the most appropriate candidates for interviewing. The HR department will conduct telephone pre-screens of identified candidates and schedule in-person interviews with the hiring manager. Hiring managers are responsible for conducting timely, effective interviews of qualified candidates. The HR department is available to advise hiring managers on interview techniques and final candidate selection. A candidate evaluation form will be completed for each candidate interviewed and will be used to make a final candidate selection.…

Employee referrals are a vital source of recruitment for an organization. If the programmingdepartment of an IT company has an opening and it has asked all its employees to refer asuitable candidate. 6 employees have recommended one employee each, ie, a total of 6candidates are available to vie for that job. All these job applicants have recently earned degreesin computer sciences from universities enjoying similar reputation in the market and also nomarked difference in their CGPAs. You may call it coincidence but it happens so; that all of themare through the selection process and there is a tie in their final scores. There is only oneposition and as an HR manager you have to chose one of them. Which employee you will chosefor that slot and why?

Job analysis often serves as a “cornerstone” of HRM. Describe how job analysis helps with the recruiting and selection, and training and career development functions.

You are the HR manager for a commercial airline. You have been assigned to develop a realistic job preview for flight attendants. Your objective is to give a balanced picture of the job so that applicants will better understand what they will be asked to do. Job duties, schedules, and other facets of the job should all be well understood early in the recruiting process to avoid poor P/E fit later on.   How would you gather information about the job context and environment? Explain what sources you would use and why. How could you use technology to show the positive and negative aspects of the job?

I need help proposing a talent management plan for pilots at Southwest Airlines. Considering by the Director of HR, to make a formal plan I need help listing A recommendation of 3 recruitment sources that are best suited to recruit pilots. Consider the number of resumes generated, the percentage of resumes likely to result in accepted offers, the time to fill a position, and the cost to fill a position An evaluation of common methods used to select a candidate Recommend 3 methods for selecting new pilots. In your evaluation, consider reliability, validity, utility, and legality.

What are the main objectives of job analysis? Design the competency-based job descriptions and job specifications for the recruitment and selection manager for an advertising agency Course: HRM

24 One drawback to the Position Analysis Questionnaire (PAQ) is that the information it provides is relatively useful for developing job descriptions, but less useful for developing job specifications True False 25 26 Imagine you're doing a job analysis for "face-to-face salesperson." Your job analysis reveals that extroversion is positively associated with sales performance. Following the job analysis procedure/flow we discussed, where would you expect extroversion to appear? In other words, which job analysis output should contain "extroversion?" Both job description and job specification Job specification Neither job description nor job specification Job description The act of cleaning glassware (for the role of bartender) belongs in which of the following? Job description Neither job description nor job specification Job specification Both job description and job specification

What is the purpose of recruiting? a)     establishing a strategic plan b)     developing qualifications inventories c)     developing an applicant pool d)     forecasting the supply of candidates