is/are not a method of estimating the types of benefits employee might actually prefer and use. Company demographic data such as age, gender and marital status Tracking actual employee enrollment choices in a cafeteria plan Employee preference surveys Competitor salary surveys
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- 5) The technique used when verifying whether there is a significant performance deficiency of a current employee and, if so, determining if that deficiency should be rectified through training or by some other means (such as changing the machinery or transferring the employee), is called which of the following? Performance analysis Training analysis Employee analysis Motivation analysisImagine 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.Which of the following is not included in job analysis? a) Competitive advantage b) Human behaviors c) Performance standards d) Machines, tools and equipment
- Q1: Why organizations use the Salary Surveys? Give Examples to elaborate your answer. ( word limit 250 to 350)The purpose of employee engagement initiatives is to create a positive work environment and culture that promotes employee satisfaction and productivity. Observation and impact analysis are to be done and to be communicated at the management meetings. Justify what the company should focus on in the following observations: a. Quantitative Observations. b. Qualitative Observations.In 2014, researchers (Baur et al. 2014) argued that “realistic job previews have garnered the greatest level of attention of all recruitment issues, because this technique allows organizations to provide job applicants with all pertinent information (i.e. positive and negative) without distortion.” This contrasts with the much more circumspect approach of orientation/socialization of new employees, during which the positive aspects of the organisation are emphasised.You have just been hired as the Human Resources Manager in Mar Playa Ropa Inc. (MPRI - a large leisure clothing retail company). During your fourth week of employment with the company, the Chief Executive Officer (Dimitri Martinez) invites you to a meeting, during which he informs you of recently published academic research which reported that employee orientation/onboarding programmes are much less useful to new employees and organisations, than realistic job previews (RJP).Historically, Mar Playa Ropa Inc. (MPRI) has…
- Performance Management is a planned process of which the primary elements are Question 18Answer a. Agreement b. Measurement c. Feedback d. Positive reinforcement and dialogue e. All of the aboveHow does Compensation and Benefits unit help an organization to attract more candidates to join the Company? give 5 points and each with explanation and example.Which is not a requisite in determining the employer-employee relationship? Group of answer choices Control as to the means and methods employed Selection and engagement Power to hire Control as to the result of work Power to Dismiss
- The component of the job characteristics model that helps to identify which employees will respond better to enriched jobs is: Select one: a. skill variety b. task identity c. autonomy d. growth need strengthA competency-based job analysis may contain all of the following except: a.using innovative technologies b. being able to work with teams c. utilizing data analysis tools d. being able to lift 30 pounds