HRM 360 Assignment 2

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.…

A companies HR manager has noticed that they are not retaining their talent. The HR manager believes that he can tell you why employees are leaving without using analytics. What methods would the HR manager apply that would give him the ability to determine this without using analytics? Should analytics be used to explain this? What type of analytics would you use in order to pinpoint where the problem is?

As an HR intern you will be introduced to the different functions in HR, one of these main functions of HRM is “Recruitment and Selection”. Explain what this function is and discuss how this function can help specifically the company you chose. (Below are some important issues to include in your discussion about this function of HRM) HR planning Job analysis: Job description + Job specification Internal and External Recruitment sources Selection tools such as CV screening, psychometric tests, job interviews, videoconferencing, etc. Strengthen your argument by providing examples. . PLEASE MAKE SURE TO ANSWER IN YOUR WORDS, PLEASE DON'T COPY THE ANSWER AND PROVIDE EXAMPLES.

respond to the following about job analysis is this a good way to go about it To improve the efficiency of the workforce, a job analysis questionnaire is usually conducted to gather information about the various duties and responsibilities of the employees. After completing the survey, the employees are then asked to log their time and work habits. Having a diverse workforce helps businesses develop ideas and solutions to their customers' needs. It increases employee morale and helps them work more efficiently. This will also help boost the company's productivity. Having a diverse workforce makes employees feel valued and accepted, which will help them stay with your company longer. It will also reduce your recruitment costs and boost your company's profitability. Having a happy and diverse workforce can additionally help you save time and money. One of the most important factors that employers consider when it comes to conducting formal evaluations is the frequency of the review.…

Assume that you are responsible for developing and maintaining the O’Leary Organization’s performance appraisal system.Respond  to each employee who sent you an e-mail.  what additional actions you would take with reference to each item. SituationThe O’Leary Organization is a medium-sized organization with headquarters in the Midwest. The training and development section consists of you or your team. In addition to conducting training, you have full responsibility for the organization’s performance evaluation system. The O’LearyOrganization’s present performance appraisal system, which you are to assume you or your teamdesigned, requires that all employees be evaluated by their supervisor on a periodic basis. All employeesare evaluated at the end of a 90-day period (the initial employment period) and on a yearly basis thereafter. The O’Leary Organization Performance Appraisal FormE-Mail ItemsItem 1To: HR DepartmentFrom: Tom Morrison, Accounting DepartmentRE: 90-Day Employee EvaluationI…

Assume that you are responsible for developing and maintaining the O’Leary Organization’s performance appraisal system.Respond  to each employee who sent you an e-mail.  what additional actions you would take with reference to each item. SituationThe O’Leary Organization is a medium-sized organization with headquarters in the Midwest. The training and development section consists of you or your team. In addition to conducting training, you have full responsibility for the organization’s performance evaluation system. The O’LearyOrganization’s present performance appraisal system, which you are to assume you or your teamdesigned, requires that all employees be evaluated by their supervisor on a periodic basis. All employees are evaluated at the end of a 90-day period (the initial employment period) and on a yearly basis thereafter. The O’Leary Organization Performance Appraisal FormE-Mail Items Item 6To: HR DepartmentFrom: Howard Adams, SupervisorRE: Necessity of Signing Evaluation…

How would an organization determine the types of benefits that employees might want? What methods of collecting this information would be recommended for a company use if the goal is to enhance the employer's ability to attract and retain high-quality talent?

State True or False:- The best opportunity for discussing career-related issues with an employee is during the annual or semi-annual appraisal.

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Suppose you are working as HR officer in a private organization that is operating in Pharmaceutical sector. Five posts of sales officers have been created in your organization for the first time. The head of HR department has instructed you to write job description and job specification of newly created sales officer jobs. You are also required to suggest viable recruitment and selection strategies for hiring five sales officers. Please explain the followings by keeping in view the above scenario. 1. What kind of research can be useful before writing the job description and job specification?

You are hired to replace the previous HR manager who left a tire manufacturer company 6 months ago at a company of 150 employees.  The company leadership has tasked you with discovering the status of the HR department, specifically risk management, and priorities the company should take.  1 Research and state the purpose of at least two types of Risk Management Audits. With references and citations. 2 Develop a simple Risk Management Audit form appropriate for this company size. 3 Develop and list a process for conducting a Risk Management audit. 4 Provide how the results of the Risk Management Audit will be conveyed to management. 5 Create a process for conducting a Risk Management audit for a company including how to convey the results to management. Examine Risk Management Audits: Internal Audit and Risk Management: The Basics | KnowledgeLeader Show an understanding the need for companies to have a Risk Management Audit.

Before Human Resources is able to draft an appropriate and qualified job description, the job itself must be analyzed to that the proper qualifications are matched to the proper job requirements and you do not hire someone under-qualified for the position.Continue with your previous research of the company used in the individual project.Discuss how you would begin the job analysis of the position.Identify at least 2 areas where the employer would want to make sure that the person used to fill the position has the qualifications to provide the best services to the company’s clients.

Imagine that you are a member of the HR department of a small retail company and upper management has asked you to create a new employee customer service training class for all new employees.   Write a FIVE to Six (5-6) page paper in which you: Justify the use of a needs assessment of your company’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies. Develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training). Justify why you selected the training method that you did. Propose two (2) ways to motivate an employee who has no interest in attending a training class. Develop a survey to collect feedback from the employees who attend the training. Use at least three (3) quality…

Research jobs that have to do with the Electronic Health Record positions. Post a small paragraph about the job and the pay, discuss with your classmates the differences in these jobs and any that interest you.

Assume you are assisting in the job analysis process in a company as an HR department representative. You have encountered several managers who want to delete certain tasks and KSAOs from the formal job description that deals with employee safety, even though they are clearly job requirements.  How should you handle this situation?

Talent Allocation, LLC (TA) is a consulting firm helping organizations develop effective, efficient, and affordable workforces.  As a member of TA, you are charged with meeting with Dakota Press’s divisions and hosting a discussion regarding a division’s ability to rapidly respond to changes in business partnerships, policy shifts, embargos, and other publishing-orientated world events.  After meeting with each division, you will be expected to offer a comprehensive presentation on ideas/processes helping the company enhance it is response times. After arriving, you speak with several different departments within divisions.  Curiously, you notice the following: Multiple generations of workers team-up on projects. There seems to be a significant amount of tension amongst the staff. You saw staff members exchanging harsh words and appearing angry. The company has survived due to multiple mergers and consolidations.  However, you remain uncertain how the diverse workforces were…

Unfortunately, some managers within organizations purposefully make an employee’s situation miserable with direct intent to force the employee out. This is due to many circumstances such as collective bargaining agreements where a union is represented, specific contract language, or tenure policies. Because of these elements, many managers aren’t able to terminate under regular conditions and will sometimes commit themselves to unethical practices. How can HR minimize unhealthy and potentially illegal situations like this? HR is the sole representative during any legal proceeding and bears the burden of proving guilt for the company. HR is able to conduct frequent investigations ensuring they enforce appropriate conduct within the business. HR plays a dual role in advocating on behalf of employees and also acting as a representative of the company. A good HR professional must leverage company resources while watching out for the individual. HR is able to review comments from…

Please explain and elaborate the topics below (every bullet), please add example for me to understand it more. Career development is the support an organization provides to employee professional growth, especially to employees' movement to a new position or project within the organization. This support often includes coaching, mentoring, skills development, networking and career pathing. Career development is often facilitated by HR functions (such as learning and development, talent management or recruiting) and by HR business partners or managers in the organization. Career development is often facilitated by HR functions (such as learning and development, talent management or recruiting) and by HR business partners or managers in the organization. Career development is the progression of short-term steps taken to achieve long-term professional goals Career development is the process of choosing a career, improving your skills, experience and education to achieve career objectives:…

Poor hiring decisions can be very costly to employers. When a new hire is terminated or quits, the employer’s investment in acquiring that employee is lost. These costs include recruiting, screening, and training the new employee. How can an employer avoid hiring the wrong person? What factors should be considered in making a hiring decision? How would the employee selection process differ for a high-level, key position versus an entry-level, low-skill position?

The Chief Executive Officer (CEO) of Shirley’s Biscuits a British Manufacturer has decided to expand into the German market to sell gourmet biscuits in order to increase the company’s market share and profits. As the Vice President, Human Resource Management you play an important role in the realization of this strategic plan. Write to the CEO explaining the role of HRM in terms of recruitment, selection, training and development of employees and recommended policies, practices and systems that will facilitate the achievement of the strategic plan.

Imagine you have just started working as the HR manager for a new start-up company. You have been asked by the president of the company to create an employee handbook. Watch the following video: Creating an Employee Handbook Why is it a good practice to have an employee handbook? Can an employee handbook be considered a risk management tool? Why or why not?

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?

Imagine you work for a manufacturing company. The executives are concerned that the latest safety report shows a 20% increase in accidents. They’ve asked you to take immediate action and do additional safety training for all employees. The director of HR expressed concern and wants to conduct a needs analysis first. Do you agree with the executives or the HR director? Justify your perspective and provide at least 1 specific example to support your view.

You are the HR consultant to a small business with about 40 employees. At the present time, the firm offers only five days vacation, five paid holidays, and legally mandated benefits such as unemployment insurance payment. Develop a list of other benefits you believe they should offer, along with your reasons for suggesting them.

If you’ve never done an HR SWOT analysis and/or are trying to improve your employees’ experience with your company, now is the perfect time to do one. A S.W.O.T. analysis is a useful tool for developing your HR department’s strategic plan. The S.W.O.T. analysis should be more than simply listing items in each category. HR should consider the interaction of the S.W.O.T. analysis factors and establish strategies and tactics to maximize outcomes. What steps can be implemented to mitigate the effect that the department’s weaknesses may have on the threats the department faces? If the department pursues an identified opportunity, how will the department’s strengths and weaknesses affect the outcome? How can the department’s strengths be used to overcome the threats to lead the organization to achievement of its mission?

Suppose you work for a leading software house of Pakistan as an HR Manager. Your company has been facing a high turnover rate of employees in the recent months. 20 employees out of the 50 member staff has left the company in the past two months. The high turnover rate is negatively impacting the performance of the company.   Your CEO is concerned about this issue and he has asked you to conduct a research study to find out the causes of the high turnover rate in your company. You believe qualitative research to be the suitable type of research for this study.   Plan a qualitative study to investigate high turnover rate in your company by answering the following questions:Q. What steps will you take before, during and after this study to comply with research ethics? Write at least 7 steps. (around 100 words)

Your company is getting ready to conduct a complete overhaul of the performance management and compensation systems for your organization.  Your team has been selected to conduct a systematic review and training on job evaluation for the HR professionals within the department. Your goal is to help your HR peers understand both the need for a comprehensive job evaluation process and the relationship between employee compensation and performance. Choose a company name to complete this assignment. Create a 10- to 15-slide Microsoft® PowerPoint® or Microsoft® Sway® presentation that your team will use to train HR professionals about job evaluation principles and best practices. Include the following in your presentation: §  Define job evaluation. §  Outline the process of job evaluation. §  Describe the procedures/guidelines used to conduct a job evaluation. §  Explain the benefits of implementing a…

Salary benchmarking is one of the most effective ways of ensuring that your pay is competitive. Knowing thatyour pay is competitive means that you can respond to employee queries with confidence. However, salarybenchmarking is also one of the least followed processes in HR. A quick check of the recruitment websites will tell you what other people are paying for the same job title – butdoes that mean it is the same job? Is the finance manager of a small housing association doing the same job,and earning the same as the finance manager of a larger manufacturing company? What is the competition likefor finance manager posts? What is happening in the economy that will affect our ability to recruit/retain theseposts? Answering these questions for any post you are considering, will help you to identify what your pay issuesmight be… Consider the following scenario:Ken Butron, a supervisor with Xylo Co. Ltd. (a large manufacturing company), was contemplating taking a joboffer with one of…

Do you think it should be illegal for organizations to ask job applicants for their salary history information when they are applying for a job? In addition, why do you think that organizations try to keep employee salary information quiet in organizations? Do you think this should change and pay should become more transparent? Why or why not?

Prompt: You are the HR Manager for a consulting company that creates training materials for Fortune 500 organizations. The organizational structure consists of several executive directors, six training directors, consultants who work in one of six departments, and six administrative staff. The administrative staff are divided between the six training departments and report directly to their respective director. The training directors are very unhappy with the work that the administrative staff is producing. They feel that the quality is unsatisfactory and the work is not being completed in a timely manner. As a result, the training directors are doing much of the administrative work themselves and the administrative staff is sitting idle. The administrative staff has not been disciplined for their performance, but the tension within the company is growing. The administrative staff complains that they are bored and have begun to spend most of their work hours engaging in personal…

Prompt: You are the HR Manager for a consulting company that creates training materials for Fortune 500 organizations. The organizational structure consists of several executive directors, six training directors, consultants who work in one of six departments, and six administrative staff. The administrative staff are divided between the six training departments and report directly to their respective director. The training directors are very unhappy with the work that the administrative staff is producing. They feel that the quality is unsatisfactory and the work is not being completed in a timely manner. As a result, the training directors are doing much of the administrative work themselves and the administrative staff is sitting idle. The administrative staff has not been disciplined for their performance, but the tension within the company is growing. The administrative staff complains that they are bored and have begun to spend most of their work hours engaging in personal…

Mr. Paul has joined your health care organization recently. You being the HR manager have to arrange for creating an employee service file for Mr. Paul, with his personal records, qualification and experience certificates, medical tests and reports. During the initial discussions, Mr. Paul had expressed his interest in knowing about employee health benefit schemes that are offered in your organization.  Please explain Mr. Paul about the employee health benefits that your organization offers, in terms of : coverage, eligibility, contribution, services covered and so on.

Why is it important to conduct pre-employment background investigation? On the other hand, explain how you would get around the problems of employers being unwilling to give bad references on their former employees.

Prompt: You are the HR Manager for a consulting company that creates training materials for Fortune 500 organizations. The organizational structure consists of several execu directors, six training directors, consultants who work in one of six departments, and six administrative staff. The administrative staff are divided between the six training departments and report directly to their respective director. The training directors are very unhappy with the work that the administrative staff is producing. They feel that the quality is unsatisfactory and the work is not being completed timely manner. As a result, the training directors are doing much of the administrative work themselves and the administrative staff is sitting idle. The administrative staff has ni been disciplined for their performance, but the tension within the company is growing. The administrative staff complains that they are bored and have begun to spend most of their work hours engaging in personal activities (e.g.…