HRM 225 Final Project Two

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.)

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

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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 are the considerations for balancing employee security concerns and employee rights? Strictly no plagiarism.

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?

25- The HR Department of Maryam’s company received complaints about delayed distribution of salaries, unsafe work practices and no opportunities for them to be promoted or even recognized for their efforts. Based on Maslow’s Theory, which needs are not being addressed by Maryam’s Company? a. Social, ego needs and safety needs b. Physiological needs, safety and esteem needs c. Hygiene and motivators d. Safety, ego and love needs

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

12 - Which of the following statements is not among the internal environmental factors that affect human resources policies and practices?     a) Organization's goals   B) Shareholders   NS) Organization's values  D) Policies and plans   TO) Organization's mission

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

Please ans  8 no. And use  easy word

16 - What is the first thing to do before moving on to performance evaluation in performance management?    a) Determination of evaluation criteria  B) Determining the target to be reached by the employee   NS) Identifying evaluators  D) Evaluation of the performance of colleagues  TO) Interviewing with the employee

Explain your understanding of the following concepts. Use your own examples to support your answer. 1. Job specification (3)2. Pre-testing of a questionnaire (3)

What are the 3 principles of the Belmont Report for conducting research and how could interview participants be ensured they are not harmed during a session?

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.

Which of the following terms is NOT associated with job analysis? Select one: a. Duty O b. competitor c. Position O d. Task

24. Which is not a criteria that should be satisfied for a performance appraisal system to be legally defensible. 1. a job analysis was used to develop the performance appraisal system； 2. evaluators followed specific written instructions when conducting appraisalthe appraisal system was trait - oriented and not behavior - oriented; 3. the appraisal system was trait - oriented and not behavior - oriented; 4. evaluators reviewed the results with the employees being evaluated；

17-6 Hiring  The HR department is trying to fill a vacant position for a job with a small talent pool. Valid applications arrive every week or so, and the appicants all seem to bring differnt levels of expertise. For each applicant, the HR manager gathers information by trying to verify various claims on resumes, but some doubt about fit always lingers when a decisions to hire or not is to be made. What are the type I and II decision error cost? Which decision error is more likely to be discovered by the CEO? How does this affect the HR manager's hiring decisions?