Quiz 5

PS Compensation  a. How are individuals paid at a manufacturing & distribution company? b. What compensation methods are used at a manufacturing & distribution company?  c. What methods can a manufacturing & distribution company use to motivation their sales team? and What rewards are given?

QUESTION 1 is the Need-based motivation theory which recognizes the role of individual differences. A. Maslow's Hierarchy of Needs B. McClelland's Acquired Needs Theory C. Alderfer's ERG Theory D. Herzberg's Dual Structure Theory E. None of above QUESTION 2 The relationship between stress and job performance is: A. Positively linear: the higher the stress, the higher the job performance. B. Negatively linear: the higher the stress, the lower the job performance. C. Curvilinear: when stress is low, the relationship is negative; when stress is very high, the relationship becomes positive. O D. Curvilinear: when stress is low, the relationship is positive; when stress is very high, the relationship becomes negative. E. None: There is no relationship between stress and job performance. QUESTION 3 According to the General Adaptation Syndrome, the three stages of the stress process are: A. Alarm - Ressistance - Exhaustion B. Eustress - Distress - Burnout C. Stressor - Stress - Strain D.Input…

The HR department initiated the process of ________ appraisal to identify the latent talents so as to consider options of job redesigning a. Developmental b. Performance c. Potential d. Feedback

What are the critical analysis of the impact of job satisfaction on employee retention in Orpic company ?

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?

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

1. What is job analysis? 2. What is the importance of Job analysis? 3. Discuss the job analysis process.

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.

How could job analysis be relevant to each of the six key HRM activities discussed in the chapter (i.e., planning, staffing, training, performance appraisal, reward systems, and labor relations)?

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

According to Noe (2010pp.125-135) there are three stages involved in the HR Planning Process. • Forecasting• Goal Setting and strategic planning• Implementing and EvaluationA recent report on executive awareness of and involvement in corporate pandemic preparedness by Michael Evangelides, principal at Deloitte Consulting LLP, most top executives and boards of directors are not engaged in the influenza pandemic planning process and won't give it equal billing to other potential disruptions until at least one of the following occurs:• Media attention to pandemic influenza increases.• Legislation or regulation emerges, requiring a high level of preparedness.• Shareholders and investors demand a high level of preparedness.• The financial impact of a pandemic on the corporation becomes evident.Obviously, planners can do little to nudge along the first three prerequisites. But, fortunately, the fourth is in their sphere of influence. And it is worth pursuing, says Penny Turnbull, senior…

According to Noe (2010pp.125-135) there are three stages involved in the HR Planning Process. • Forecasting• Goal Setting and strategic planning• Implementing and EvaluationA recent report on executive awareness of and involvement in corporate pandemic preparedness by Michael Evangelides, principal at Deloitte Consulting LLP, most top executives and boards of directors are not engaged in the influenza pandemic planning process and won't give it equal billing to other potential disruptions until at least one of the following occurs:• Media attention to pandemic influenza increases.• Legislation or regulation emerges, requiring a high level of preparedness.• Shareholders and investors demand a high level of preparedness.• The financial impact of a pandemic on the corporation becomes evident.Obviously, planners can do little to nudge along the first three prerequisites. But, fortunately, the fourth is in their sphere of influence. And it is worth pursuing, says Penny Turnbull, senior…

According to Noe (2010pp.125-135) there are three stages involved in the HR Planning Process. • Forecasting• Goal Setting and strategic planning• Implementing and EvaluationA recent report on executive awareness of and involvement in corporate pandemic preparedness by Michael Evangelides, principal at Deloitte Consulting LLP, most top executives and boards of directors are not engaged in the influenza pandemic planning process and won't give it equal billing to other potential disruptions until at least one of the following occurs:• Media attention to pandemic influenza increases.• Legislation or regulation emerges, requiring a high level of preparedness.• Shareholders and investors demand a high level of preparedness.• The financial impact of a pandemic on the corporation becomes evident.Obviously, planners can do little to nudge along the first three prerequisites. But, fortunately, the fourth is in their sphere of influence. And it is worth pursuing, says Penny Turnbull, senior…

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?

According to Noe (2010pp.125-135) there are three stages involved in the HR Planning Process.  • Forecasting  • Goal Setting and strategic planning  • Implementing and Evaluation  A recent report on executive awareness of and involvement in corporate pandemic preparedness by Michael Evangelides, principal at Deloitte Consulting LLP, most top executives and boards of directors are not engaged in the influenza pandemic planning process and won't give it equal billing to other potential disruptions until at least one of the following occurs:  • Media attention to pandemic influenza increases.  • Legislation or regulation emerges, requiring a high level of preparedness.  • Shareholders and investors demand a high level of preparedness.  • The financial impact of a pandemic on the corporation becomes evident.  Obviously, planners can do little to nudge along the first three prerequisites. But, fortunately, the fourth is in their sphere of influence. And it is worth pursuing, says Penny…

According to Noe (2010pp.125-135) there are three stages involved in the HR Planning Process. •      Forecasting •      Goal Setting and strategic planning •      Implementing and Evaluation A recent report, dated February 3, 2020,  on executive awareness of and involvement in corporate pandemic preparedness by Michael Evangelides, Principal at Deloitte Consulting LLP,  states that,  most top executives and boards of directors are not engaged in the influenza pandemic planning process and won't give it equal billing to other potential disruptions until at least one of the following occurs: •      Media attention to pandemic influenza increases. •      Legislation or Regulation  are passed, requiring enactment •      Shareholders and investors demand a high level of preparedness. •      The financial impact of a pandemic on the corporation becomes evident. “Obviously, planners can do little to nudge along the first three prerequisites. But, fortunately, the fourth is, very important,…

Consider the job of a server at Boston Pizza. Design a new employee onboarding program for this job. Explain how your program contributes to effective socialization, performance, and employee retention. Your proposed program must include 5 specific recommendations.

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?

According to Noe (2010pp.125-135) there are three stages involved in the HR Planning Process. • Forecasting Goal Setting and strategic planning Implementing and Evaluation A recent report on executive awareness of and involvement in corporate pandemic preparedness by Michael Evangelides, principal at Deloitte Consulting LLP, most top executives and boards of directors are not engaged in the influenza pandemic planning process and won't give it equal billing to other potential disruptions until at least one of the following occurs: Media attention to pandemic influenza increases. Legislation or regulation emerges, requiring a high level of preparedness. Shareholders and investors demand a high level of preparedness. The financial impact of a pandemic on the corporation becomes evident. Obviously, planners can do little to nudge along the first three prerequisites. But, fortunately, the fourth is in their sphere of influence. And it is worth pursuing,…

According to Noe (2010pp.125-135) there are three stages involved in the HR Planning Process. • Forecasting Goal Setting and strategic planning Implementing and Evaluation A recent report on executive awareness of and involvement in corporate pandemic preparedness by Michael Evangelides, principal at Deloitte Consulting LLP, most top executives and boards of directors are not engaged in the influenza pandemic planning process and won't give it equal billing to other potential disruptions until at least one of the following occurs: Media attention to pandemic influenza increases. Legislation or regulation emerges, requiring a high level of preparedness. Shareholders and investors demand a high level of preparedness. The financial impact of a pandemic on the corporation becomes evident. Obviously, planners can do little to nudge along the first three prerequisites. But, fortunately, the fourth is in their sphere of influence. And it is worth pursuing,…

Can personality test be utilized to Predict Employee Performance? Much research has proven this. Nevertheless, which of the Big Five personality traits can assist the manager to find the best forecast of an applicants prospective productivity and make better hiring is highly dependent on the individual role.

According to Noe (2010 pp.125-135) there are three stages involved in the HR Planning Process.   •      Forecasting   •    Goal Setting and strategic planning   •    Implementing and Evaluation       A recent report, dated November 3, 2020,  on executive awareness of and involvement in corporate pandemic preparedness by Michael Evangelides, Principal at Deloitte Consulting LLP,  states that,  most top executives and boards of directors are not engaged in the influenza pandemic planning process and won't give it equal billing to other potential disruptions until at least one of the following occurs:       •      Media attention to pandemic influenza increases.   •      Legislation or Regulation  are passed, requiring enactment   •      Shareholders and investors demand a high level of preparedness.   •      The financial impact of a pandemic on the corporation becomes evident.       “Obviously, planners can do little to nudge along the first three prerequisites. But, fortunately, the…

According to Noe (2010 pp.125-135) there are three stages involved in the HR Planning Process. •      Forecasting •    Goal Setting and strategic planning •    Implementing and Evaluation A recent report, dated November 3, 2020,  on executive awareness of and involvement in corporate pandemic preparedness by Michael Evangelides, Principal at Deloitte Consulting LLP,  states that,  most top executives and boards of directors are not engaged in the influenza pandemic planning process and won't give it equal billing to other potential disruptions until at least one of the following occurs: •      Media attention to pandemic influenza increases. •      Legislation or Regulation  are passed, requiring enactment •      Shareholders and investors demand a high level of preparedness. •      The financial impact of a pandemic on the corporation becomes evident. “Obviously, planners can do little to nudge along the first three prerequisites. But, fortunately, the fourth is, very important, and…

According to Noe (2010 pp.125-135) there are three stages involved in the HR Planning Process. •      Forecasting •    Goal Setting and strategic planning •    Implementing and Evaluation   A recent report, dated November 3, 2020,  on executive awareness of and involvement in corporate pandemic preparedness by Michael Evangelides, Principal at Deloitte Consulting LLP,  states that,  most top executives and boards of directors are not engaged in the influenza pandemic planning process and won't give it equal billing to other potential disruptions until at least one of the following occurs:   •      Media attention to pandemic influenza increases. •      Legislation or Regulation  are passed, requiring enactment •      Shareholders and investors demand a high level of preparedness. •      The financial impact of a pandemic on the corporation becomes evident.   “Obviously, planners can do little to nudge along the first three prerequisites. But, fortunately, the fourth is, very important,…

How does Compensation and Benefits unit help an organization to attract more candidates to join the Company? give 5 points and each with explanation and example.

Abstract report: Can Personality test be Utilized to Predict Employee Performance

Which of the following is not included in job analysis? a)     Competitive advantage b)    Human behaviors c)    Performance standards d)    Machines, tools and equipment

Which method of appraisal is most suited for appraising the following categories of employees: i) University teachers ii) HR professionals iii) R&D Scientists.

Tina and Raphael were interns at Ixita Technologies. Both of them are hardworking and dedicated. However, Tina was hired as a full-time employee after the completion of the internship but Raphael was not. This was possibly because Tina completed a certification program during the internship period but Raphael did not. In the context of the performance formula, which of the following factors most likely helped Tina get a full-time job?   Question 3 options:   motivation   power   ability   recognition

According to Noe (2010pp.125-135) there are three stages involved in the HR Planning Process. Forecasting Goal Setting and strategic planning Implementing and EvaluationA recent report, dated February 3, 2020, on executive awareness of and involvement in corporatepandemic preparedness by Michael Evangelides, Principal at Deloitte Consulting LLP, statesthat, most top executives and boards of directors are not engaged in the influenza pandemicplanning process and won't give it equal billing to other potential disruptions until at least one ofthe following occurs: Media attention to pandemic influenza increases. Legislation or Regulation are passed, requiring enactment Shareholders and investors demand a high level of preparedness. The financial impact of a pandemic on the corporation becomes evident.“Obviously, planners can do little to nudge along the first three prerequisites. But, fortunately, thefourth is, very important, and is in their sphere of influence. And it is worth…

what is the purpose of job evaluations? Discuss the similarities and differences between job evaluation conducted for managerial positions and lower-level positions at a firm?

Proposing a talent management plan for pilots at Southwest Airlines. Your proposal will be considered by the Director of HR to make a formal plan. i NEED HELP with an evaluation of common methods used to train and develop employees Recommend 3 methods for training pilots at Southwest Airlines. Consider learning and development outcomes, cost of training and development, the effectiveness of training and development, and risks  An evaluation of common performance management systems Recommend 1 method for performance management of pilots at Southwest Airlines. Consider strategic congruence, validity, reliability, acceptability, and specificity (see Chapter 8). An evaluation of common methods to minimize voluntary turnover Recommend 1 approach to retain pilots at Southwest Airlines. Consider methods for retaining employees, meeting pilot needs, and cost (see Chapter 10).