Group of answer choices time abuse. market adoption. skill theft. client adoption
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Logan is an assistant director in an organization that provides HR services to corporate houses. Logan resigns from the organization and forms his own consultancy group providing HR services to corporate houses. Among the corporate houses are those that had been formerly availing the services of the organization he had been working in. This is an example of:
Group of answer choices
time abuse.
market adoption.
skill theft.
client adoption.
Step by step
Solved in 2 steps
- Paige Turner has been working in a law firm for the last two years and has been bullied by her manager ever since she joined. She is given targets that are impossible to complete within the given time frame. When she is unable to complete her work, her manager admonishes her in front of everyone. In addition, Paige is not invited to take part in discussions that involve making decisions about client's accounts, which are being attended by all other team members.Identify TWO (2) types of workplace discrimination that are evident in this scenario. Justify your answer.The HR director at Clearwater Electronics is responsible for all negotiations with the company’s union. Like other companies in the industry, most of the employee base at Clearwater is unionized. A meeting has been scheduled to negotiate a proposed wage increase for nonexempt employees at Clearwater, and the HR director anticipates the negotiation will be difficult. Why do wage disputes cause conflict? Conflict arises because people do not understand what the other side is going through. Conflict arises because the employer does not understand what it means to be in the trenches where true value is added to the company. Conflict arises because increased wages cost the company, and wage decreases cost the employee. Conflict arises because the employees do not understand the employer’s need to reduce costs to maintain a profitable company.The HR department at Clearwater Electronics, in conjunction with the company’s safety and health office, is developing a new safety training program that will be required for all production personnel. A pilot program was tested on a group of employees from one of the lines, and the trainers believed everything went well. After the training, line managers were asked to conduct safety observations four times a shift to gauge training success via increased safety behaviors. However, just a week after the training, one of the line managers reported that employees had left several tools out overnight instead of putting them away properly, something that was specifically covered in the training. The trainers reviewed the safety program and determined that an additional evaluation element, a contract plan, would help the employees remember and practice the safety techniques they learned in the training. Why would a contract plan be an effective way to ensure increased compliance with the…
- PSSM: CaseProfessional and Scientific Staff Management (PSSM) is a unique type of temporary staffingagency. Many organizations today hire highly skilled technical employees on a short-term,temporary basis to assist with special projects or to provide a needed technical skill. PSSMnegotiates contracts with its client companies in which it agrees to provide temporary staff inspecific job categories for a specified cost. For example, PSSM has a contract with an oil and gasexploration company in which it agrees to supply geologists with at least a master's degree for$5,000 per week. PSSM has contracts with a wide range of companies and can place almost anytype of professional or scientific staff members, from computer programmers to geologists toastrophysicists.When a PSSM client company determines that it will need a temporary professional or scientificemployee, it issues a staffing request against the contract it had previously negotiated with PSSM.When PSSM's contract manager receives…Tina and Raphael were interns at Ixita Technologies. Both of them are hardworking and dedicated. However, Tina was hired as a full-time employee after the completion of the internship but Raphael was not. This was possibly because Tina completed a certification program during the internship period but Raphael did not. In the context of the performance formula, which of the following factors most likely helped Tina get a full-time job? Question 3 options: motivation power ability recognitionDesign an appropriate questionnaire to address the research questions arising from the research problem: Exploring the impact of diversity and inclusion training on employee performance and compensation satisfaction in the field of Human Resources. Discuss the factors that have been deliberately considered while designing the questionnaire to ensure that reliability and validity are the best they can be.
- Sticky Fingers Topic: Due Process Characters: Susan, Human Resources Manager in a large retail store, one year of service Mike, Loss Prevention/Security Manager in the same store, ten years of service Todd, a salesman in the jewelry department, three years of service One month has now passed since a diamond-studded watch was noticed missing from the cases in the jewelry department of this retail store. External theft has already been ruled out, and Mike has been studying the videotapes made by closed-circuit TV that day. Mike comes into Susan’s office to report his findings from the investigation of the missing watch. He tells her his department has studied the tapes and cannot determine who stole the watch but that only one employee, Todd, handled the watch that day. Although Mike knows that failing a lie-detector test cannot be used to dismiss Todd, he points out that Todd was the only one to fail the test when asked if he stole the watch. Since Mike cannot close this investigation…Sticky Fingers Topic: Due Process Characters: Susan, Human Resources Manager in a large retail store, one year of service Mike, Loss Prevention/Security Manager in the same store, ten years of service Todd, a salesman in the jewelry department, three years of service One month has now passed since a diamond-studded watch was noticed missing from the cases in the jewelry department of this retail store. External theft has already been ruled out, and Mike has been studying the videotapes made by closed-circuit TV that day. Mike comes into Susan’s office to report his findings from the investigation of the missing watch. He tells her his department has studied the tapes and cannot determine who stole the watch but that only one employee, Todd, handled the watch that day. Although Mike knows that failing a lie-detector test cannot be used to dismiss Todd, he points out that Todd was the only one to fail the test when asked if he stole the watch. Since Mike cannot close this investigation…Imagine you are a manager hiring a new employee. Pick four biases (from the following: ease of recall, retrievability, insensitivity to base rates, insensitivity to sample size, misconception of chance, regression to the mean, confirmation trap, anchoring, overprecision, overplacement, overestimation, curse of knowledge/hindsight) and explain how they are likely to influence you at any stage of the hiring process (e.g. looking at resumes, in-person interview). What steps should you take to avoid these biases? Make sure to also define the biases in your own words and mention what heuristic they fall under.
- When Avondale Industries was started in 1958, it employed 40 people. As more people were hired and the company grew, leadership provided a formal one-day orientation for new employees to help them navigate paperwork and review key procedures and policies. In 2005, the training and development office recognized that the orientation process was not sufficient because 70 percent of new employees complained they did not know enough about their jobs at a month after their hire date. The office developed a more extensive onboarding process that included in-depth coaching and mentoring from an experienced employee, quick job rotations, and an initial performance review at the two-week mark. Why was this change an important step for the company? The improved onboarding process helps employees form a more favorable initial impression of the company. The onboarding process allows an employee to determine if the company is the right fit for them. The onboarding process gives…give me an example of a problem solving that involves unsatisfied and unhappy employee that comes to the consultant manager. Can be underpayment or no holidays. And a solution to this problem using pestle analysis.TALENT MANAGEMENT AT NORTH SHORE-LONG ISLAND JEWISH HEALTH SYSTEM This vignette highlights how North-Shore Long Island Jewish Health System (NS-LI) uses a computerized talent management system. This system helps NS-LI in its recruiting efforts, by gathering information on the organization’s HR goals, recruiting efforts, employee performance reviews, and more. Using data from the system, NS-LI is making better hiring decisions that match applicants to jobs, so turnover has fallen. Question: According to the information presented in this case, what are the advantages of using a computerized talent management system, particularly in a tight labor market? provide main bullet points only