#1 What decision-making process should HR managers employ to come up with the best way forward to decide on their new HRIS system? Why?
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The HR area of Informational Systems has budgeted for a new HRIS system that is sorely needed. HR managers are considering their options: purchase an system based on the recommendation by the Director of IT, purchase a system based on an evaluation by an IT workgroup, or purchase a system based on a joint evaluation of both IT and HR employees.
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#1 What decision-making process should HR managers employ to come up with the best way forward to decide on their new HRIS system?
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- The HR area of Informational Systems has budgeted for a new HRIS system that is sorely needed. HR managers are considering their options: purchase a system based on the recommendation by the Director of IT, purchase a system based on an evaluation by an IT workgroup, or purchase a system based on a joint evaluation of both IT and HR employees. What decision-making process should HR managers employ to come up with the best way forward to decide on their new HRIS system?Purchase an HRIS relying solely on the Director of IT’s recommendation Purchase an HRIS relying solely on the evaluation by an internal IT workgroup Purchase an HRIS relying on a joint evaluation performed by IT and HR Meet with a few external consultants to determine the course of action regarding HRIS. …or decentralize HR to each division? Considering the the options above. What decision-making process should HR managers employ to come up with the best way forward to decide on their new Human Resource Information Systems? Why?A companies HR manager has noticed that they are not retaining their talent. The HR manager believes that he can tell you why employees are leaving without using analytics. What methods would the HR manager apply that would give him the ability to determine this without using analytics? Should analytics be used to explain this? What type of analytics would you use in order to pinpoint where the problem is?
- 1. Selection is the process of picking or choosing the right candidate, who is most suitable for a vacant job position in an organization. The selection of a right applicant for a vacant position will be an asset to the organization, which will be helping the organization in reaching its objectives. You are HR manager in Telecommunication Company and how do you conduct selection process for your company and how to train your new employees to be familiar with your organization. 2. Job analysis is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization. Suddenly, secretary of your CEO turnover and now your CEO needs new secretary. Your task is to create job description and job specification for this position explicitly because you take the responsibility of HR manager of Amara Hotel which is 5star level and locate in Yangon. After two weeks when you advertise vacant position, few people apply for this position. In this…Human Resource Accounting (HRA) plays an important role in picking up the overall value of an organization, unfortunately, a majority of the Indian organizations are neglecting this issue. If HRA is also considered as one of the individual valuation elements which deserve more importance and consideration, the value of the organization will be more than what is depicted by the traditional financial statement. What needed is measurement of abilities of all employees in a company, at every level, to produce value from their knowledge and capability. “Human Resource Accounting (HRA) is basically an information system that tells management what changes are occurring overtime to the human resources of the business. Keeping the discussion in mind explain different ways of computing HRA and benefits of HRA.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.
- As an HR representative, you have been assigned to a team responsible for working with managers to develop a performance appraisal system for a new international factory branch. You are specifically responsible for conducting managerial training on the goals and administration of performance appraisals. Of the following, which is NOT a detail that managers need to be aware of when conducting performance appraisals? A)Managers may need to fire workers if appraisals show a lack of improvement. B}The appraisals can help identify training topics for factory workers. C) Performance appraisals can be used to determine future company goals. D)The goals should be mutually agreed-upon by managers and affiliate workers. E)Managers should pinpoint areas in which factory staff need to improve.Human Resources Business Discussion Using in-text citiations and APA format, respond to the questions below 1 Julie Watkins has worked in her new position writing software documentation for three months She keeps hearing about how important her job is to the company, but she does not understand how her work contributes to the whole Her exposure to the company is limited to her department colleagues (other technical writers), the employee cafeteria, and the payroll office What could Watkins’s company have done to make her see the whole picture and gain an understanding of and commitment to how the company works? 2 Interviewing unqualified applicants can be a frustrating experience and a waste of time for managers, peers, or whoever is responsible for interviewing How can the HR department minimize or eliminate this problem? 3 Superficially, it seems preferable to use objective performance data (such as productivity figures), when available, rather than subjective…As the HR director of Clearwater Electronics, you know it is important for HR to be as close as possible to where the people and problems are located. Which reason best explains why it is important for HR to know the line managers and their needs? Multiple Choice Because line managers are on the front line, HR needs to ensure they and their employees are protected from legal ramifications should something go wrong. Because line managers are the ones responsible for interviewing and hiring potential employees, it is best that HR collaborate on recruiting efforts to ensure the right people are hired. Because line managers are responsible for the health and safety of their employees, it is necessary for HR to provide training to prevent accidents. Because line managers are responsible for their employees, it is necessary for HR to empower them to implement HR initiatives and make sure they are successfully carried out.
- Interviewing Candidates The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process. David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that…Interviewing Candidates The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process. David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that has…Interviewing Candidates The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process. David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that has…