Assume that you are hired as a HR EXECUTIVE. You soon learn that one of the staff is extremely because she applied for your position and was turned down. As a result, she is being unhelpful and obstructive. How would you handle the situation? • How do you define success?
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• Assume that you are hired as a HR EXECUTIVE. You soon learn that one of the staff is extremely because she applied for your position and was turned down. As a result, she is being unhelpful and obstructive. How would you handle the situation?
• How do you define success?
Note: The situation is, during a job application.
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Solved in 2 steps
- 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?What do you believe is contributing to the growth of the fractional HR and HR outsourcing trend? Do you expect this trend to continue?Using the Contingency Perspective, what would be the staffing/HR strategy of a customer service company seeking to recruit leaders/managers for their firm? What they would focus on (such as recruitment, selection, mentoring, training, etc.). Specify how they would implement the strategy.
- Q.1 HR scorecard Measures the HR function’s effectiveness and efficiency in producing employee behaviors needed to achieve the company’s strategic goals. Define the process how the Scorecard can be created to Formulate HR Policies, Activities, and Strategies of a Company.Q.No.10. Unilever HR manager uses different strategies to reward different class of employees depending upon their job nature, competencies, skill, knowledge, performance and their contribution in the productivity of the organization. Write a report on “Recommendations for possible changes in Reward and Motivation of Unilever’s employees”.1. Suggest an appropriate duration of the performance management cycle for the position of hr officer and explain.2. Can Manager use the appraisal form to assess the HR officer's performance fully? Why or why not?
- 1."While HRM involvement in downsizing the key issues include job design and redesign, worker adjustment to change, the need for employee counseling, organizational communication and a review of the appropriateness of HRM policies and programs” – Justify the statement from the perspectives of HR planning.How 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 harPreparing 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)
- 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.2. 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 programA 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. You are employed in the HR department. Describe the workforce planning process and provide a case for how the company's strategy may be incorporated with the role of human resource planning in light of the current local and global problems.
