Watkins,Tomika_2

What Is a Human Resources Consultant to Do? Anthony LePage is the owner of a local recruitment agency that has an established presence in the northern Ontario market. He is looking to expand its service offerings to include consulting services to small businesses. A recent marketing blitz advertising this new service has led to a new partnership with a large local manufacturing business.  After the meeting with the owner of the manufacturing business, the mandate is clear that the owner is seeking the agencies assistance in creating and writing job descriptions for all of the positions within the company. Some of these positions include administrative assistants, sales, engineering, and skilled trades, along with many others. There are more than 100 descriptions to write. The owner would like to see a sample job description within one week before he signs the contract to complete the remainder of the job descriptions. Anthony LePage has just hired you as the human resources consultant…

Which of the following are true about Human Resource Management in Sports Organizations: I. Attracts and Retains the best athletes only for the Sport Organization. II. Human Resource Management is responsible for guiding and setting salary ranges with the sporting organization. III. Attracts and Retains the best human resources.   IV. Puts in place practices that would ensure continuity of the sports organization and sports team. V. Acts a leader and supervisor for sporting athletes. VI. It defines a set of procedures and best practices that are used to influence and manage the performance, attitude and behavior of all people within the Sporting Organization. a. II, III, IV and VI  b. All of the above c. None of the above d. I, II and V

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

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.

Ms. Nazia works in the HR department of a national company. Her responsibility is to welcome newly hired staff, provide them information about company history, values, and ownership. She also arranges a physical tour of the facility and arranges interaction between newly hired staff and existing staff.Which of the following functions is performed by Ms. Nazia?   A)Placement B)Induction and orientation C)Recruitment D)Performance appraisal

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. One of the main sources of grievance in the employees are the outcome of the performance appraisal. What steps should be taken by the HR department in the appraisal process to minimize grievances among the employees.  b. Three employees approached the HR Manager with following grievances:i) I am more capable as mentioned in my appraisal result (grievance of Employee A)ii) I should be promoted. (grievance of Employee B)iii) Advise letter issued to me is unfair. (grievance of Employee C)What are the logical answer of HR manager if all necessary steps has already been taken while conducting performance appraisal process that you mentioned above in part a.

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

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

In response to a request from the HR Department in Avondale Industries’ Hong Kong site, the training and development office at corporate headquarters in Phoenix, AZ developed an online training program for the Hong Kong HR staff. Participation was 100 percent, and evaluations following the training were excellent. Riding high on these results, the training program was then offered to the HR staff at the Tucson, AZ site. However, the training was not well received, and 70 percent of the participants said the training was not engaging or interesting. Which of the following statements best explains how the training and development office can improve the training the next time they offer it?     While the two sites have HR staff who perform many of the same functions, next time the training and development office needs to be aware of cultural differences and adjust its training accordingly.   The next time, the training and development office can improve the training by having…

How does a job analysis support the various Human Resources Management functions (Recruitment and Selection, Training and Development, Performance Appraisal, Compensation Management, and Legal Compliance)?

The vice president of human resources (HR) has asked for advice on putting a diverse and inclusive hiring process in place for the organization. Specifically, the VP is interested in training recruiters in the HR department. The VP wants to attract and select a more diverse applicant pool to diversify the workforce. You will be presenting your recommendation to senior management. Your task is to provide a recommendation. Your advice must explain the steps that will facilitate the recruitment and selection of a diverse workforce. Your presentation must include the following points: A detailed discussion of at least 5 different strategies that can be implemented in the recruitment and selection process to ensure that it is inclusive and free from bias

The vice president of human resources (HR) has asked for advice on putting a diverse and inclusive hiring process in place for the organization. Specifically, the VP is interested in training recruiters in the HR department. The VP wants to attract and select a more diverse applicant pool to diversify the workforce. You will be presenting your recommendation to senior management. Your task is to provide a recommendation. Your advice must explain the steps that will facilitate the recruitment and selection of a diverse workforce. Your presentation must include the following points: At least 3 biases that may exist in this process

1. Identify (1) advantage and (1) disadvantage of each methods of Human Resource Recruitment. **Methods of Human Resource Recruitment a) Job Posting b) The word-of-mouth system c) Advertising media d) Walk-ins and unsolicited applicants e) Campus or university recruitment Job fair and open house g) Government agencies h) Radio and television i) The Internet

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…

1. Discuss the nature of job analysis, including what it is and how it's used. 2. Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. 3. Write job descriptions, including summaries and job functions, using the Internet and traditional methods. 4. Write job specifications using the Internet as well as your judgment. 5. Explain job analysis in a “jobless” world, including what it means and how it's done in practice.

For each of the jobs or groups of jobs, you must develop a recruitment andselection plan for filling these positions. The plan should include the followingcomponents:  Mailroom Coordinator, Marketing Director1) Who the intended targets are (i.e. college graduates, experienced workers, etc.)2) How you will communicate the vacancies to that particular segment of the labormarket (e.g., advertisements, brochures, professional contacts, etc)3) An initial screening process whereby you will reduce the applicant pool and selectthe actual candidates to be considered for the positions.4) The selection process (i.e. how you will make the final selection decision),including what selection criteria you will be using (

1. The employee dress code is: A. Often necessary for safety issues B. A legally required policy C. Both Often necessary for safety issues and A legally required policy D. None of these   2. Indirect benefits include: A. Monetary benefits B. Non-monetary benefits C. Mandatory benefits D. Cafeteria benefits   3. Employees should begin taking advantage of retirement planning: A. As soon as they start working B. In their 30s C. In their 40s D. After age 55

Part A:  One of the main sources of grievance in the employees are the outcome of the performance appraisal. What steps should be taken by the HR department in the appraisal process to minimize grievances among the employees.   Part B: Three employees approached the HR Manager with following grievances: I am more capable as mentioned in my appraisal result (Grievance of Employee A) I should be promoted. (Grievance of Employee B) Advise letter issued to me is unfair. (Grievance of Employee C) What are the logical answer of HR manager if all necessary steps have already been taken while conducting performance appraisal process that you mentioned above in Part A.

Q- As an associate member of the institute of human resources, you have been invited to give a Presentation on employee benefits. Briefly outline your presentation under the following subheadings Justification for employee benefits Statutory benefits and their importance Factors considered in benefit planning d)Effective administration of benefits

1. What is the uses of job analysis information in recruitment and selection? 2. What is the uses of job analysis information in EEO compliance? 3. What is the uses of job analysis information in performance appraised? 4. What is the uses of job analysis information in compensation? 5. What is the uses of job analysis information in training?

Mangement question  Strategic human resource management (SHRM) is a comprehensive approach to managing human capital in alignment with an organization's strategic goals and objectives. It involves integrating HR practices such as recruitment, training, performance management, and compensation with the overall strategic direction of the organization. SHRM aims to optimize the contribution of employees towards achieving organizational success by ensuring that HR policies and practices are aligned with the organization's strategic priorities. Key elements of SHRM include talent acquisition and retention, workforce planning, succession planning, and employee development. By strategically managing their human resources, organizations can gain a competitive advantage, enhance employee engagement and productivity, and drive sustainable growth Question: How can organizations effectively align their HR practices with their strategic objectives to maximize the value of their human capital?

Many recruitment strategies depend heavily upon internet and social media sources, but, for many situations, non-web-based methods continue to play an important role. For this discussion, research current recruiting methods and then analyze recruiting best practices. From your findings, compare and contrast at least two types of online sources with two types of non-web-based sources (career fairs, networking, etc.). As a part of your comparisons, consider the following for each method: Cost: What are the financial costs to the company? Which methods are most cost effective? Timeliness: How much time is required to find a candidate? Effectiveness: For the time and costs spent, which methods will produce the best candidates? Some methods will generate a large number of applicants, but it is only helpful if the applicants are actually qualified for the position.

1. Identify (1) advantage and (1) disadvantage of each methods of Human Resource Recruitment. **Methods of Human Resource Recruitment Job Posting Advertising media d) Walk-ins and unsolicited applicants e) Campus or university recruitment f Job fair and open house g) Government agencies h) Radio and television i) The Internet