John found that high performance organizations exhibit all of the following characteristics with the following expectations.* A. A move from centralized to decentralized HR B. A move from from decentralized to centralized HR. C. A trend to adopt a more strategic approach to HR D. The development of performance management systems.
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- If the company updating employee status is a part of the…. a. None of the statement is correct b. Transactional activity c. Transformational activity d. Traditional activity ............................................ As a strategic tool, HRIS can be used to contribute to the development and modification of HR plans for a. On quantitative bases only b. On feeding most of the HRM functions c. On qualitative bases only d. On feeding into specific HRM functionWhich one of the following statement is INCORRECT? E. HRM involves a wide range of activities and issues with responsibility for their enactment lying with different people. F. Various business environmental factors may not affect the HR activities and functions. G. Organization success depends on how they handle and manage effectively their HR. H. None of the aboveCynthia handed in her resignation letter because she received a better offer from another However, her company tried to negotiate with her by raising her salary because she is a reliable employee. Which of the following HR activities is being described by the scenario? a. Retaining c. Rewarding b. Retooling d. Reviewing 2. Analyze the following statement: Statement I: Retooling and recycling are under the people-strategic function of HR. Statement II: Systematic-operational function of HR is responsible for the hiring and placing of people in the organization. a. Statement I is correct. Statement II is incorrect. c. Both statements are correct. b. Statement I is incorrect. Statement II is correct. d. Both statements are incorrect. 3. Gina receives an additional incentive for completing her attendance for the past six (6) months, which means she did not take a leave, no absences, and zero Which of the following HR activities is being described by…
- Salary benchmarking is one of the most effective ways of ensuring that your pay is competitive. Knowing thatyour pay is competitive means that you can respond to employee queries with confidence. However, salarybenchmarking is also one of the least followed processes in HR. A quick check of the recruitment websites will tell you what other people are paying for the same job title – butdoes that mean it is the same job? Is the finance manager of a small housing association doing the same job,and earning the same as the finance manager of a larger manufacturing company? What is the competition likefor finance manager posts? What is happening in the economy that will affect our ability to recruit/retain theseposts? Answering these questions for any post you are considering, will help you to identify what your pay issuesmight be… Consider the following scenario:Ken Butron, a supervisor with Xylo Co. Ltd. (a large manufacturing company), was contemplating taking a joboffer with one of…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 systemThe top executives of a government organization decided to organize an early training assessment program for the organization's first-line supervisors. As per their own experience, many young people who were trained were leaving the company for private employment where the rewards were much greater. This left the company with something less than the best qualified and dynamic supervisors. The company, therefore, was quite ready to listen to the advice of management specialists concerning the subject. The HR team of the company carefully worked out the training program. The development of the candidates comprised: One week of formal supervisory training Assignment to an established supervisor who would act as a teacher and guide, help them at every step and evaluate their performance. Work on task force assignments as available and appropriate. Frequently candidates were appointed to supervisory positions before they finished their assigned projects. If not, they would either stay…
- Complete the sentence by choosing the correct response from each of the drop-down lists. When developing a staffing plan, HRM managers should develop a plan to recruit (the least experienced workers possible to save costs, a list of internal referrals, the most experienced professionals, a diverse group of applicants), recruit to fill open positions, and then (make sure the candidates fit the current culture, select the candidates requesting the lowest salaries, interview and create compensation packages, review resumes and hire) to fill the positions.Which of the following steps for establishing a performance improvement plan involves seeking assistance from the HR department to ensure that the plan is clear, specific, unemotional, and attainable within the set time frame? Select one: a. meeting with the employee b. developing an action plan c. getting started d. following up e. reviewing the performance improvement planA private corporations new CEO took over with the mission of preventing a competitor's proposed takeover. There is a low level of morale, unsatisfactory staff performance standards, and a larger turnover rate than the competition. The performance of the company has been subpar generally due to these and other issues. You are employed in the HR department. A formal report outlining the implementation of the 360-degree rating system to pinpoint performance improvement areas has been requested by the CEO. Mention the stakeholders involved in the process and the respective roles they each perform in your report. Suggest the best practices for appraisal that can be used with the method.
- DEF Corporation, a manufacturing firm, is facing challenges related to an aging workforce and impending retirements of key personnel. And the HR Manager is responsible for succession planning and talent development. Question – Please ,Develop a comprehensive human resource plan that includes succession planning strategies, to ensure continuity and mitigate the impact of retirements on the organization.1. Selection is the process of picking or choosing the right candidate, who is most suitable for a vacant job position in an organization. The selection of a right applicant for a vacant position will be an asset to the organization, which will be helping the organization in reaching its objectives. You are HR manager in Telecommunication Company and how do you conduct selection process for your company and how to train your new employees to be familiar with your organization. 2. Job analysis is the systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization. Suddenly, secretary of your CEO turnover and now your CEO needs new secretary. Your task is to create job description and job specification for this position explicitly because you take the responsibility of HR manager of Amara Hotel which is 5star level and locate in Yangon. After two weeks when you advertise vacant position, few people apply for this position. In this…As the HR director of Clearwater Electronics, you know it is important for HR to be as close as possible to where the people and problems are located. Which reason best explains why it is important for HR to know the line managers and their needs? Multiple Choice Because line managers are on the front line, HR needs to ensure they and their employees are protected from legal ramifications should something go wrong. Because line managers are the ones responsible for interviewing and hiring potential employees, it is best that HR collaborate on recruiting efforts to ensure the right people are hired. Because line managers are responsible for the health and safety of their employees, it is necessary for HR to provide training to prevent accidents. Because line managers are responsible for their employees, it is necessary for HR to empower them to implement HR initiatives and make sure they are successfully carried out.