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- A personnel psychologist scripted a set of questions to askall applicants for a job opening. She then trained the firm’sinterviewers to ask only these questions, to take notes, andto rate applicants’ responses. This technique is known asa(n)a. structured interview.b. unstructured interview.c. performance appraisal checklist.d. behavior rating scale.What is key in being strategic about the recruiting processes? Select a Choice Below current question choices OptionA An understanding of the competitor's capabilities OptionB An understanding of the labor market OptionC Knowledge of a candidate's race OptionD Knowledge of customers' preference for a particular genderImagine 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.
- Assume that you’ve been asked to conduct a job analysis on an entry-level administrative assistant position at your organization. Which job analysis method would you be most likely use to collect data about the job: observation, interviews, questionnaires, or incumbent diary/log? Explain.As the hiring manager, discuss how you would conduct the interview to determine the suitability of the candidates to fill the role described. Include two (2) supplementary selection techniques to measure the candidate’s potential as ahigh performance sales person in the interviewHow to answer this interview question as a recent grad, demonstrate knowledge of analysis and evaluation techniques or similar problem analysis techniques.
- “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.mr.x will be the chief executive of company x,y,z .she intense to design a leading program in the company. what will the arousing forces for mr.x who offered the employee of x,y,z company to achieve the company's objectives.Kindly write a reflection on the experience of deciding on the problem on which you are planning to base the research study in Recruitment, Selection and Retention in Human Resources Management. Follow Gibb’s Reflective Cycle as a guide in laying out your reflection using the following headings: Description, Feelings, Evaluation (citations required), Analysis, Text, Conclusion, Action Plan.
- 29. Types of interview used in research Semi-structured and Structured In-depth Group Select one:TrueFalseWhich of the following is the organization's role in an employee's career development? A) providing mentoring opportunities to support growth B) participating in career development discussions C) providing timely performance feedback D) establishing goals and career plans E) seeking out career informationmr.x will be the chief executive of company x,y,z .she intense to design a leading program in the company. what will the arousing forces for mr.x who offered the employee of x,y,z company to achieve the company's objectives. answer in detail.