2. Functions or uses of job analysis. 3. Define job evaluation? 4. Role of HR in job evaluation capiam each.
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- How does real-time performance management compare to the traditional annual performance process? How can a real-time process help an employee be more effective? What are some potential drawbacks?question 3 Explain why information got from job analysis is important to HR managers?Q1) What does it mean to say that HRM plays a strategic role in driving organizational performance? Consider recruiting, training, performance appraisal, and compensation strategies as part of your answer.
- 1- Which one of the following is an importance of HRM? a. Motivates personnel to excel in work b. Provides suitable employment c. All the options d. Provides opportunity for personnel developmentPreparing an “HR Scorecard Proposal” for the Senior Management of The Office Place. 1. A proposed HR Scorecard that encompasses key metrics that an organizationshould track to evaluate overall performance in your organization.2. A minimum of two metrics (at least one quantitative and one qualitative metric)for each of the functional areas of HR:a. Recruitment and Selectionb. Training and Developmentc. Employee Relationsd. Compensatione. Benefits3. The metrics should also include:a. The rationale behind each metric.b. How the metric will be calculated.c. Frequency (i.e. monthly, quarterly or annual)What would be career goals , steps and requirements to becoming a HR manager as a 5 year goal.
- 1) engage a HR software designer to automate and manage staff issues. The software should be implemented within 7 months to ensure that Staff remain motivated during the period. Design an Action Plan, to include an advisory mechanism, of the specific four (4) areas that the new HR software should be able to execute. Justifying the reasons.The HR department is trying to fill a vacantposition for a job with a small talent pool. Validapplications arrive every week or so, and theapplicants all seem to bring different levels ofexpertise. For each applicant, the HR managergathers information by trying to verify variousclaims on resume, but some doubt about fitalways lingers when a decision to hire or not isto be made. What are the Type I and II decisionerror costs? Which decision error is more likelyto be discovered by the CEO? How does thisaffect the HR manager’s hiring decisions?Describe five possible uses of job analysis. (b) What does it mean to say that job analysis serves as a foundation for an organization's integrated HR system?
- 10_ Select the option that is a role of HR manager. a. Understanding specific job areas b. Problem solver c. All the options d. Low trust roleHow should a HR Manager find out what employees value as rewards? Is it acceptable to ask employees directly? Discuss. Are other methods preferable? Which? Why? need a new answer har2. An explanation of Recruitment and Talent Management strategies, with reasonable recommendations 3. Understanding and application of relevant OB and HRM theories, including motivation, personality, people management, reward management, performance management etc. 4. Design, implementation and feedback mechanisms of suggested employee training OR induction program
