Find and evaluate an Employee Manual from any health department, assessing its effectiveness as an organizational approach to framing workplace issues, particularly focusing on the approach to employee training and development processes, and critique of the agency commitment to ensuring that employees have access to ongoing training & development.
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- The decreased emphasis on job levels should encourage employees to make cross-functional moves to jobs that are on the same or an even lower level because their pay rate would remain unchanged. Broad banding allows for more flexibility within ranges, allows more movement of employees within the ranges, and can reduce the need for promotions. The use of broad-banding has declined in recent years because each band consists of a broad range of jobs and the market value of these jobs may vary considerably. Unless carefully monitored, employees in jobs at the lower end of the band could progress to the top of the range and become overpaid. The challenging question here is What does effect the relationship between “Job Worth” and “Average Hourly Pay” based on the Pay Grades and Range? Design the answer max. 1 paragraph (5 lines includes) MS WORD format.What are the main steps of Writing a Job Description? Also, Explain Them. Also, add some Visual Demonstration like a flow chart of those steps. Note: Need plagiarism-free answerSUBJECT : HUMAN RESOURCE MANAGEMENT (please provide relevant and explained answer...Thankyou!!) In view of the recent wave of Covid-19, University is asked to implement a rigorous monitoring and Control function on all activities of Faculty and Students. For the reporting and analyzing the CMS academic data, management want to hire services of a Database Administrator. Prior to go for advertisement, you are to go through the Job analysis process. As HRM expert: - What information would you collect from the concern University stakeholders. Write down the Process of Job Analysis. After getting all the information, finalize the Job Summary, Job specification and Description of the desired position.
- Identify two specific training techniques/ methods that you would use to train employee(s) in the following situations. Ensure the answer identifies a specific training method/ technique that is appropriate to each situation/job. a. An assembly line worker at Ford Motor Company. b. Train current employees on newly implement software system. c. Employees on anti-harassment and anti-discrimination policies in the workplace.1. The purpose of job description is/are to a. Document the characteristics of the job b. Document the requirements of the candidate c. Act as a measure by which the employee performance can be assessed d. None of the above e. All of the above All of the following are elements of human resource management, except Recruitment Termination Leave benefits Information technologyArticle: Memorandum To: Ernestine Borgnine Date:3/4/2023 Subject: Implementing a KM Team Knowledge Management will allow our employees to access helpful and reliable information that will improve workplace productivity. This will give our teams access to resources that they need to do their jobs effectively. A KM manager’s primary responsibility will be to create guidelines for what information is captured. The knowledge manager is responsible for overseeing and maintaining GDD’s knowledge base. “KM is about making the right knowledge available to the right people”. The KM manager must be efficient, communicative, and organized to succeed in this role. Job duties performed will include overseeing and maintaining GDD’s knowledge base, encourage a knowledge- sharing culture across the organization, develop new programs and solutions that meet the needs of the department, and identify ways to improve the current knowledge management system. GDD has been facing several issues that has been…
- ________ focuses on helping an employee make long-term career plans, while ________ addresses an employee's short-term job skills. A) Mentoring, coaching B) Coaching, mentoring C) Recruiting, coaching D) Recruiting, mentoring E) Mentoring, recruiting“The Systematic Approach to Training (SAT) is a methodology for managing training programs. It is an orderly; logical approach to determining what people must know and do at a particular job or in a specific profession” (Dhawan, 2018, p.1). This approach is focusing on core objectives and “end in mind” to ensure that employees can master the main takeaways upon completion of the training in order to function properly. Pros to systematic training: “Organized Approach Clarity and Responsibility Recognizing the Student’s Abilities Hands-On Design” (Katchi, 2015, para.8). Some of the cons of systematic approaches are lack of adaptability, flexibility within the process, being able to change the structure on a moment’s notice or exercise innovative approaches to training. Please provide examples of systematic or any other training methods that are currently in place within your organization and analyze its pros and cons.Performance evaluation is a crucial aspect of human resource management that helps assess employees' effectiveness and contributions to organizational goals Various methods are used to evaluate performance, including objective measures, subjective assessments, and 360-degree feedback. Objective measures involve quantifiable metrics such as sales targets achieved, project deadlines met, or quality standards maintained Subjective assessment rely on managers observations and judgments regarding employees' skills, behaviors, and overall performance 360-degree feedback solicits input from multiple sources, including pecsubordinates, and clients, providing a comprehensive view of an employee's performance. Each evaluation method has its strengths and limitations, and selecting the most appropriate approach depends on organizational culture, objectives, and the nature of the job role Question: How can organizations ensure that performance evaluations are conducted fairly and accurately,…
- Given the proposed expansion, HR decided they should review the job descriptions to make sure they are up to date. HR discovered that no job descriptions exist for production workers. a. How would you decide on what methods should be used to collect information on the production worker job duties? b. Identify and explain the two methods that you would recommend be used collect this information. c. Identify two knowledge, skills, or abilities that Newbridge would include in the job specification section of its job description for the production workers.The director of the safety department just approached you to investigate OSHA’s resources. He’s looking for a recognition program for workplace safety that would work well for the lab. Particularly, the director is proud of the work his team has done to instill safety into the workplace and wants them to get some official recognition. Using the resources provided to you in this module, determine which of OSHA’s offerings might be best suited to what the director is looking for, and what next steps you’d recommend. Write a paragraph or two with your recommendation?Now that you have learned thebasic concepts of human resource management, you areto apply this learning in the task below. Summative Concept-basedAssessment: Interview Choose one (1) particularjob position and conduct a Job Analysis on that job. After doing the Job Analysis, try to make a job description and job specification of the particular job title being analyzed.