Evaluate the effectiveness of vacancy in a middle management position in terms of information provided on job description, required KSAs, compensation package, company culture, etc. describe in deta
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Evaluate the effectiveness of vacancy in a middle management position in terms of information provided on job description, required KSAs, compensation package, company culture, etc. describe in details
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- Evaluate the effectiveness of vacancy in a middle management position in terms of information provided on job description, required KSAs, compensation package, company culture, etc. 200-300 words.A person’s cognitive and physical abilities alone seldom explain his or her job performance. As one consultant put it, most people are hired based on qualifications, but are fired because of attitude, motivation, and temperament” Justify it by explaining most relevant two testsAssume that you are the manager of human resourcesat a manufacturing company that employs about 500people. A recent cyclical downturn in your industry hasled to financial losses, and top management is talkingabout laying off workers. Several supervisors have cometo you with creative ways of keeping employees on thepayroll, such as sharing workers with other local companies. Why might you want to consider this option?What other options exist besides layoffs?
- Before evaluating an employee's performance, what must first be known? a. The employee's seniority level b. The organization's mission and goals c. A & B only d. None of the aboveDescribe how organizations can build an equitable compensation system, using both internal consistency (job evaluations and pay grades), and external competitiveness (salary surveys, pay policy, pay rates, employee contributions). Share examples in order to illustrate your response.Write an evaluation of an employee who does not deserve a pay raise after his first six months on the job. He will be visiting your office and you will provide the evaluation verbally. (He will get a written copy later.) Imagine any business you would like. You are the manager, and you make the decision.
- CHOICE 1: Mark and Henry are colleagues working under the same section in a business company. Mark has served the company for more than twenty years, starting from the lowest position and working his way up steadily. He is very hard working and has a traditional mindset that believes hard work will always pay off one day. Henry, on the other hand, is a much younger employee who just joined the company a few weeks ago. Despite his inexperience, Henry is very talented. He entered the company as a fresh university graduate in business studies and was promoted to the same position as Mark within the few weeks since his entry into the company. Of course, when Mark heard about Henry's promotion, he was not happy to see someone so young and inexperienced to be promoted so quickly, whereas it took years for him to achieve his current position. Mark is still a bachelor, mainly because he is so hard working he has no time for a romantic relationship. He is always serious in his work, so his…What would an ideal employee for your coffee shop be like? What knowledge, skills, abilities, and other characteristics would the person have? Write a job description with the job title, key responsibilities, and qualifications for the position. Make sure to include both technical skills and so-called soft skills (like communication, teamwork, etc.) in your qualifications list.During a performance review meeting with Joseph, one of your subordinates, he tells you that he is interested in supervision and would like to take whatever steps are necessary so that he will be considered in the next promotion. His current performance is below average for your department, although it is not below the company’s performance standards referenced in the performance evaluation forms. Required Discuss in detail how you will help Joseph to achieve his goals.
- Internal equity is an important factor for compensation system success. Explain what is meant by internal equity? Why it is important? How it can be achieved? Should the job evaluation depend on an appraisal of the jobholder's performance? Why? Or Why not? Prepare a scale for evaluating jobs of your organization?Assume that you are a manager for the following business organizations and have a vacancy that requires the skills identified below. Teller Teacher Driver Accountant What stage of the selection process do you believe would require your special attention? Why is it necessary to look on the stage of the selection process?You are a Human Resources Specialist responsible for completing background checks fornewly hired employees at a trendy software company. The company has recently hireda high-profile C-Suite executive out of Silicon Valley – they are eager to have him startworking. Paul, one of your HR directors, pops into your office and says, “Did you hear?The new executive is on-site today getting things set up and networking with theexecutive team since he was in town early helping his daughter move into her universitydorm. He even contributed to their weekly leadership meeting. He’s such a great guy!”You know that the background check has not been cleared yet for this new executive,and the company policy clearly states that no employee may begin working in anycapacity before a background check has been fully cleared. You don’t want to causetrouble with such a prominent leader in the company, and you don’t want to call outPaul’s compliance oversight. However, you know how much liability trouble this…
