ent a) Explain the term personnel selection, explain it briefly and include example. b) Identify the FIVE (5) steps in selectio
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Employee development is preparation for the employee for the future of new job, new responsibility for the career advancement
a) Explain the term personnel selection, explain it briefly and include example.
b) Identify the FIVE (5) steps in selection process.
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- 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 program1. Give examples of how selection techniques are used in some organizations that you know. 2. "Tests often do not reflect an individual's true ability." Explain your views on this statement. 3. Why is it important to conduct pre-employment background investigations? How would you go about doing this? 4. As an employer, discuss the things to consider when reviewing the resume of the applicants.Preparing 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.) Discuss how can technology improve the human resources management. 2.) It is not always necessary to fill up position when it becomes vacant. Explain alternative to recruiting. 3.) “Test is often do not reflect an individual’s true ability.” Explain this statement.a)Explain training and trainee and comprehensively explain each of the four steps in the training process? b) How to distinguish between problems you can fix with training and those you can’t also explain the five training techniques?1. Describe three different methods of performance appraisal. Which of these is the better method? Explain why.2. What are the four steps in the Employee Recruitment Process? What does the organization do at each of the steps?3. When using a test for selection, what is reliability, what is validity, and how are the two related to each other?4. Compare and contrast (how are they alike, how are they different) three methods of job analysis.5. Describe three principles for running an effective meeting. Explain why a meeting is poorly run when each principle is not used.
- Performance management is to ensure employee’s activities and output contribute to the organization’s goal. a) Discuss if a medium or large sized organization can survive without a performance appraisal system? b) Elaborate the benefits of performance feedbackExplain the application of S.W.O.T analysis? Why PESTEL analysis is important for HR manager? (05+10)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.
- A. Describe Alderfer's ERG theory by giving an example. B. How can you apply William Ouchi Theory Z in the workplace? Cite a situation. C. There are factors that may result to job satisfaction, what can these be? Name 4.32 - Which of the following is not included in career management roles? a) Role of Managers B) Role of Finance Manager NS) Employee Role D) Role of Business TO) Role of Human Resources ManagerHazel had worked for the same Fortune 500 company for almost15 years. Although the company had gone through some toughtimes, things were starting to turn around. Customer orders wereup, and quality and productivity had improved dramatically fromwhat they had been only a few years earlier due to a companywide quality improvement program. So it came as a real shockto Hazel and about 400 of her coworkers when they were suddenly terminated following the new CEO’s decision to downsizethe company.After recovering from the initial shock, Hazel tried to findemployment elsewhere. Despite her efforts, after eight monthsof searching she was no closer to finding a job than the day shestarted. Her funds were being depleted and she was getting morediscouraged. There was one bright spot, though: She was able tobring in a little money by mowing lawns for her neighbors. She gotinvolved quite by chance when she heard one neighbor remarkthat now that his children were on their own, nobody was aroundto…