Benefit Selection Activity

Scenario: You are the HR consultant to a small business employing about 40 people. Currently, the business offers only 5 days of vacation, 5 paid holidays, and legally mandated benefits such as unemployment insurance payments. Recommend a minimum of 7 benefits the business should offer. Include your rationale for the recommendations.

You have been asked to be part of the strategic team looking at the Managed by Q expansion into the Boston Market. You are the Director of HR have been asked to create an analysis of labor costs and the potential of supporting this new market. In particular, you have been asked to:   Compute the number of client hours needed to break even Design a recruitment strategy for these employees Given the current market, determine the projected time to fill the number of roles you have identified   You can assumptions listed in the case where they indicate the average change per hour is $25, Then, looking at the assumption costs, how many hours does someone have to work to break even? Pull in the data you found earlier on the Boston market and additional, such as unemployment, to determine a recruitment strategy and time line. And remember, this is a compensation & benefits class, so the strategy for recruitment should focus on, “Is Q offering the right wages and benefits to attract…

How Would You Handle This? Compensation Is a Touchy Subject As the HR manager, you have access to sensitive data, such as pay information. As you are looking at pay for each employee in the marketing department, you notice that two employees with the same job title and performing the same job are earning different amounts of money. As you dig deeper, you notice the employee who has been with the company for the least amount of time is actually getting paid more than the person with longer tenure. A brief look at the performance evaluations shows they are both star performers. You determine that two different managers hired the employees, and one manager is no longer with the organization. How would you handle this?

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.

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For each of the three types of job analysis methods text (observation, interviewing and questionnaire), provide your recommendation as to which types of jobs you would use each method for. In addition, comment on what type of HR competency (junior/mid/senior level,) would be required for each job analysis method, given that all three methods have different levels of both complexity and subjectivity.

As their HR specialist you have been tasked with determining what type of benefit program your company should offer their employees. You have chosen the Flex Benefit Plan (Cafeteria Plan). Your boss is not very excited about this plan (expensive!!). Please explain your rationale, and provide 4 reasons it is beneficial to the company.

Which deductions can an employer take from the salary of an exempt white-collar employee? Type Yes , No or Maybe after the arrow.    4 hours of pay for the time the manager takes their child to a doctor’s appointment 2 hours of pay for time the manager drives to the airport to pick up his Mom who is visiting  one hour of pay because the manager is an hour late to work one day  one day of pay as a penalty for playing on their phone all day  two days of pay for two days the manager is out sick one week of pay for the week the manager is at home with COVID.

Your ideal job after graduation (Business Operations Manager), why you want it, the reasons HR of the company might extend an offer to you (The skills and competence; education level; general recruitment process look like), and how your understanding of HRM can help you secure that offer (your current situations, your ideal job requirements, the discrepancies and ways to approach; risk and potential changes).  The goal of this paper is to reflect on how the knowledge acquired in this HRM course can be applied in real-world scenarios, specifically in your personal career planning and job application process. This paper encourages you to critically evaluate your skills and competencies, linking them to HRM practices and principles. Written Report: A detailed report of six pages should include:   Introduction: Describe your ideal job, the industry, and why you're interested in this role.\   Skills and Competencies: Discuss your current skills and competencies that make you suitable for…

Your friend is a Vice President of HR for a restaurant. He says, “When hiring a cook, we choosethe job applicant who can most quickly chop an onion.” Which selection technique is yourfriend’s restaurant using?

Performance Management A new HR Director of a popular grocery chain would like to use the Balanced Scorecard (BSC) for all levels of staff (Kaplan & Norton 1994; Quesado et al., 2018).             By analysing the four levels  of the BSC offer other models for shop floor staff, managers and directors, suggesting the advantage that they would have over the BSC.

A private corporations new CEO took over with the mission of preventing a competitor's proposed takeover. There is a low level of morale, unsatisfactory staff performance standards, and a larger turnover rate than the competition. The performance of the company has been subpar generally due to these and other issues. The CEO is requesting the HR division for clarifications and potential change recommendations and has requested a report detailing the differences between Compensation Systems and Employee Benefits in order to determine the degree to which they boost workplace morale.

As the HR manager, it is your responsibility to assess the training efforts, to conduct the training, and to assess the outcome or success of the training. What are some recommended methods of assessment when it comes to meeting the legal concerns of training? In addition, which do you think is more driven by results? Please explain.

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.

Answer the following after read the situation: Point out which changes are occurring in the business that affect HRM. What are some considerations the company and HR should be aware of when making changes related to this case study? What would the initial steps be to start planning for these changes? What would your role be in implementing these changes? What would Jennifer’s role be?

True or False: When organizations decide to downsize, their HR Plan will include a “Redundancy Plan”.

Suppose that you are performing your duties as Manager HR. After conducting several interviews for your organization, you have selected the candidates for the announced positions. However, you have to intimate the other candidates that they did not meet the qualification criteria in the form of a bad news letter. You may begin the letter with thanking the applicant for showing interest to join your organization. Then, highlight the rigorous criteria on the basis of which you faced a tough time selecting the most competitive candidate from a pool of diligent applicants. Lastly, end with a positive note motivating the applicant to reconsider your organization in the upcoming vacancies.

Please discuss the following:                                   Medical test and drug test are two of the pre-employment tests a potential employee needs to undergo. From the perspective of a HR manager, describe two (2) reasons of conducting these selection tests.

Assume that you are the Head of HR of Bashundhara Group and you are responsible for formulating their compensation policies. Now, prepare a Pay Model by mentioning polices, techniques and objectives. Plz do fast asap

A Business Report to improve the delivery of HR Processes at Amber Dale Veterinary Group (ADV) You are appointed to advise the six directors of Amber Dale Veterinary Group (ADV) about action they can take in the field of human resource management that will alleviate the pressures they are working under. They are asking for advice both in respect of short-term and longer-term plans. What advice would you give in the following areas: • Reducing staff absence and alleviating work pressures • Recruiting new team members • Reducing staff turnover • Improving ADV's record in the field of diversity and inclusion Justify your answer with reference to published research and your wider reading

According to Noe 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 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 pursuing”,…

PROVIDE BULLET POINTS Assume that you are the HR manager to handle and manage the situations given Case: I have been asked by two of my colleagues to accept a pay cut so that we can all keep our jobs. I don’t want to do this as I feel secure in my job, but the pressure they are putting on me is making me feel stressed. What should I do? Provide bullet points

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)?

You have been offered two job positions in HRM. One is a generalist position in smaller organisation and one is a recruiting position in a large corporation. Which of the two jobs do you believe will give you more involve in a variety of HRM activities? Defend you answer with suitable examples.

Of the areas of focus in HRM (staffing, policy development, compensation, and benefits, etc) which one is the most important and why?