What are some recommended methods of assessment when it comes to meeting the legal concerns of training?
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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.
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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?At what point should a company consider bringing on a full-time HR resource instead of using a fractional HR resource? What questions should the company ask itself?What is the importance of documenting strategic HR plans? Please explain and provide the different types of documentation that an HR conduct.
- Alternative Courses of Action (As hired consultants, propose three options or alternatives that the HR Manager can do to solve the problem)Critically examine the strategic role of following HRM activities that can help an organization to achieve competitive advantage over competition: i. Recruitment and Selection İi. Compensation and Rewards iii. Job Design Support your answer with suitable examples and explain how these activities can help the organization in obtaining a sustainable competitive advantage?Please I answer for this question urgently. Thanks Draw and explain four main HR functions that you see it is mostly affecting your work as an HR manager and provide with detailed description how this might affect the organization and employees’ performance based on your own interpretation and understanding.
- Review the five functional areas within the HR department and explain which one you think is most important and why. Which of these five functional areas works most closely with the rest of the business as a strategic partner and how might this change depending on the type of company? How do the needs of an organization decide what human and capital resources are required to be successful?Discuss this from a perspective of the applicant and the person or team conducting the hiring interview and making the final decision to hire. How would you describe the hiring process? Do words like difficult, challenging, or frustrating come to mind? How would you choose between two equally qualified candidates? As an HR pro, it's your job to sift and sort through resumes, scrutinize job applications, conduct job interviews, and narrow down the field do candidates until you pick the right person I need help.Based on your analysis, which key roles in HRM are the most important ones? Explain your answer
- Is this statement true or false? And why? Human capital is a predictor of the adoption of HRM practices rather than an outcome of these practices.please in your words as fast as you can As an HR intern you will be introduced to the different functions in HR, one of these main functions of HRM is “Training and Development”. Explain what this function is and discuss how this function can help specifically the CBK bank. Training delivery and methods Training evaluation and assessment Strengthen your argument by providing examples please help me answer it in your wordsExecutive at lebanon international inc. have decided to rethink the whole organization. The HR manager believe that employees will most be strongly motivated by experiencing meaningful work, taking responsibility for outcomes, and receiving regular feedback, on the other hand, other senior members are interested in looking at current staffing practices and trying to decide what type of workforce is best for the future. the HR manager suggested adopting an HRIS system to manage and initiate the job analysis process for Lebanon international. What is the best job analysis technique for lebanon international would be? - functional job analysis - task inventory analysis - method analysis - critical incident technique.
