A4_HRMN2821_MANIKANTAN

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?

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.

Describe the uses and defects of the 360- degree feedback method in evaluating employee performance .

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.)

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.

Director Smith has decided to form a task force that would develop a performance management system that focuses the employee’s attention on taking those actions that would contribute to helping the organization achieve its goals, for instance, in terms of improved customer service. As such, the task force will need to develop a performance management system (PMS) that focuses on both competencies and objectives related to the strategic statement. Task Force Mission: Consider the following topics: linkages to employee development and linkages to organization rewards. Using these elements to meet the organization’s stated strategy; the task force is to design an effective performance management system. (250 words minimum)

Compare the following three methods of collecting data for Job Analysis - interview, questionnaire, and observation. Which method or combination of methods would you use to analyze the job of a kindergarten school teacher. Why?

examine and evaluate three different performance appraisal strategies for evaluating sales employees working in a retail clothing store in a shopping mall. consider the advantages and disadvantages of the different strategies. And offer a recommendation for whether to adopt one of these existing approaches, modifying one or more of them, or creating an entirely new strategy?

The HR department at Clearwater Electronics, in conjunction with the company’s safety and health office, is developing a new safety training program that will be required for all production personnel. A pilot program was tested on a group of employees from one of the lines, and the trainers believed everything went well. After the training, line managers were asked to conduct safety observations four times a shift to gauge training success via increased safety behaviors. However, just a week after the training, one of the line managers reported that employees had left several tools out overnight instead of putting them away properly, something that was specifically covered in the training. The trainers reviewed the safety program and determined that an additional evaluation element, a contract plan, would help the employees remember and practice the safety techniques they learned in the training. Why would a contract plan be an effective way to ensure increased compliance with the…

H,ow does the insufficiency of Employee training materials, resources, and support mechanisms within an organization's training framework exacerbate the likelihood of training program shortcomings ?

In planning/deciding on the design of the salary survey, the company collects organization data from the respondent companies, not only compensation data. Why is this so?

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

Your duties as HR manager in the area of job analysis has been described as very challenging. Do you agree or disagree with this positon?

u have decided to hire a sales associate in your makeup store Please describe the journey of the Employee highlighting the following milestones: - What are the main Elements of the Job Description? What Competencies are needed for the selected position? State at least 2 – 3 Competencies. What type of questions will you ask the candidate, highlight at least 3 Situational and 2 Behavioral questions? How are you preparing the Onboarding process for the new joiner? What is your Performance Appraisal Technique/s used and what is the Development required?

What is the significance of using work output as a tool of job analysis?

What is the distinction between a job and a position? Define job analysis.  

Week 7: Interactive activity (Case Analysis (Sorry, You're Too Smart Have you ever been turned down for a job because you ?"were "overqualified Although this may sound like a compliment, it can be disappointing when you are job hunting. Consider applicants who are turned down for jobs because they are "too smart." This could be determined by pre- employment testing or the interviewer may assume applicants' cognitive ability based on education level, GPA, or certifications. You don't often hear someone say that an applicant is "too emotionally intelligent" or "too physically coordinated." So why does it matter if you are ?overqualified in cognitive ability Employers may argue that cognitively overqualified employees will not perform well in their jobs. The lack of challenge they feel in the job tasks could make them bored and unmotivated and then lead to low performance. In fact, research shows that cognitively overqualified employees perform just as well as other employees, but not…

develop a compensation package for 4 new job positions in the organization: Social media manager, Data analyst, Customer success manager and Cybersecurity specialist   1. In designing the Compensation Package     2. Justify the need for the chosen job positions  3. Justify the theories, policies, and procedures used and recommendations suggested

Consider yourself as a Human Resource manager for Company X-Factor. You are going to have an interview with four candidates for a position as Sales Representatives. Explain any FOUR (4) ways to avoid biasness during the interview session. Provide example to strengthen your answer.

Describe typical job duties for the following health and fitness positions: (a) group exercise instructor, (b) fitness instructor, (c) health and fitness specialist, (d) health and wellness coach, (e) personal trainer, and (f) health and fitness director.

Performance evaluation is a crucial aspect of human resource management that helps assess employees' effectiveness and contributions to organizational goals Various methods are used to evaluate performance, including objective measures, subjective assessments, and 360-degree feedback. Objective measures involve quantifiable metrics such as sales targets achieved, project deadlines met, or quality standards maintained Subjective assessment rely on managers observations and judgments regarding employees' skills, behaviors, and overall performance 360-degree feedback solicits input from multiple sources, including pecsubordinates, and clients, providing a comprehensive view of an employee's performance. Each evaluation method has its strengths and limitations, and selecting the most appropriate approach depends on organizational culture, objectives, and the nature of the job role   Question: How can organizations ensure that performance evaluations are conducted fairly and accurately,…

Analyze at least two roles that human resources management plays in selecting necessary employee benefits. Then, determine the degree to which employee feedback has impacted the selection of these benefits.

Critically discuss the need for job analysis in today's organization? define the term, highlight the importance and main objectives, elaborate on various methods of job analysis, Provide examples.

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

The evaluation process is a critical step to confirm that trainees have learned the content of the training. Identify and discuss three (3) evaluation outcomes that can be used as evidence that training was effective and the criteria needed to ensure such evidence is useful.

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.