How do human resource planning and recruitment complement each other?
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Please do not give solution in image formate thanku
- How do human resource planning and recruitment complement each other?
- Suppose a key employee has just resigned and you are the department manager. After you have sent your request to personnel for a replacement, how could you help the recruiter find the best replacement?
- Discuss the advantages and disadvantages of using web-based recruitment.
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- At what point should a company consider bringing on a full-time HR resource instead of using a fractional HR resource? What questions should the company ask itself?PLEASE HELP ME ANSWERING IN YOUR WORDS IN 40 MINUTES! AND help me answer all part of the Question As an HR intern you will be introduced to the different functions in HR, one of these main functions of HRM is “Recruitment and Selection”. Explain what this function is and discuss how this function can help specifically the company you chose. (Below are some important issues to include in your discussion about this function of HRM) HR planning Job analysis: Job description + Job specification Internal and External Recruitment sources Selection tools such as CV screening, psychometric tests, job interviews, videoconferencing, Strengthen your argument by providing examples.As an HR intern you will be introduced to the different functions in HR, one of these main functions of HRM is “Recruitment and Selection”. Explain what this function is and discuss how this function can help specifically the company you chose. (Below are some important issues to include in your discussion about this function of HRM) HR planning Job analysis: Job description + Job specification Internal and External Recruitment sources Selection tools such as CV screening, psychometric tests, job interviews, videoconferencing, etc. Strengthen your argument by providing examples. . PLEASE MAKE SURE TO ANSWER IN YOUR WORDS, PLEASE DON'T COPY THE ANSWER AND PROVIDE EXAMPLES.
- Many recruitment strategies depend heavily upon internet and social media sources, but, for many situations, non-web-based methods continue to play an important role. For this discussion, research current recruiting methods and then analyze recruiting best practices. From your findings, compare and contrast at least two types of online sources with two types of non-web-based sources (career fairs, networking, etc.). As a part of your comparisons, consider the following for each method: Cost: What are the financial costs to the company? Which methods are most cost effective? Timeliness: How much time is required to find a candidate? Effectiveness: For the time and costs spent, which methods will produce the best candidates? Some methods will generate a large number of applicants, but it is only helpful if the applicants are actually qualified for the position.Recommend recruitment strategy and selection strategy for an organization to improve its recruitment process and selection process. Need detailed explanation. How can those recommended strategies lead to better results for the organization? Need detailed explanation with examples. Both should be properly explained in detail.Unfortunately, many smaller organizations do not have a Human Resources Management function (i.e. HR director, coordinator, etc) or are removing the role all together in favor of outsourcing payroll and benefits administration. However, as you have read thus far, an organization's human resources are vital to an organization's competitive advantage and understanding the legal environment is supremely important, regardless of your role. Please answer the questions below: Name three considerations an organization should make when deciding to incorporate 'big data' analytics into their strategic HR function. Fully describe any legal concerns (including naming relevant laws and such) and how you might recommend mitigating such concerns for each consideration.
- Eletronic recruitment tools are a great way to transactionalize task-level responsibilites of the Recruitment, Selection, & On-Boarding process. Such tools, however, often receive a critique that they depersonalize the sourcing and seach process. What are 2-3 strategies a company or recruiter can utilize to avoid the risk of depersonalization while still utilizing electronic search and candidate tools to help streamline the recruitment process? Support / justify your recommendations. 250-300 words to justify your asnwerDiscuss this from a perspective of the applicant and the person or team conducting the hiring interview and making the final decision to hire. How would you describe the hiring process? Do words like difficult, challenging, or frustrating come to mind? How would you choose between two equally qualified candidates? As an HR pro, it's your job to sift and sort through resumes, scrutinize job applications, conduct job interviews, and narrow down the field do candidates until you pick the right person I need help.Clear water electronic wants to strategically attract new talent to the organization to support future growth.why is it Important for the HR director to work with top management to improve the firm's recruiting system
- You have recently appointed as the HR Manager of your company, and you have been charged with the responsibility of developing an effective Recruitment programme to ensure the recruitment and development of fully qualified persons. 1.In your own words explain what recruitment entails. 2. Describe the basic approaches to recruitment. 3. Explain the advantages and disadvantages of recruiting from within the organisation. 4. Explain the advantages and disadvantages of external recruitment. 5. State clearly your preferred approach to recruitment and state your rationale for your preferred mode. 6. Describe how recruitment activities are integrated with diversity and equal opportunity initiatives.You are the HR manager for a commercial airline. You have been assigned to develop a realistic job preview for flight attendants. Your objective is to give a balanced picture of the job so that applicants will better understand what they will be asked to do. Job duties, schedules, and other facets of the job should all be well understood early in the recruiting process to avoid poor P/E fit later on. How would you gather information about the job context and environment? Explain what sources you would use and why. How could you use technology to show the positive and negative aspects of the job?Reflect on your personal experience with Human Resources Information Systems (HRIS) in managing employment applications and streamlining the selection process. If you have not had this experience, please reflect on your experience as an applicant using an HRIS. Share two benefits you have observed or experienced while using an HRIS in the selection process. Additionally, discuss your thoughts on the potential for biased programming to impact outcomes and share at least two considerations you believe are crucial in order to reduce discrimination and bias when developing selection criteria with the help of an HRIS.
