Mr. Rashid is unhappy with the behavior of his manager and reported it to the top management. His action is related to which HR policy? a. Development b. Employee grievance c. Health and safety d. Redundancy
Q: gine you have just started working as the HR manager for a new start-up company. You have been asked…
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A: A manager requested that HR provide his team with training in __________ because he felt they needed…
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A: It is True.Fringe Benefits are the employees benefits that they get other than their…
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A: A business man was very disappointed due to the delay in finance and was not able to pay the salary…
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A: Ethical recruitment is the method of employing an employee honestly, transparently, and on value.
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A: option "C" is correct. (career path information)
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A: option "B" is correct.(retaliation)
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A: Human capital depicts a high quality of intangibility. It is a form of intangible asset which is…
Q: The concept of ‘Consideration’ in HR policies is related to; a. Taking account of individual…
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A: Frontline employees refer to those employees who can directly communicate or interact with customers…
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A: Grievances are the problems that employees face in the organization and raise to the human resource…
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- Based on the descriptions provided, identify the type of power in each instance. 1. Employees are weary of the HR manager at MI Electronics, due to his authority to issue warnings and sanctions to employees who contravene the company code of conduct.3. As a HR Manager of PDO Company, you have been asked to make presentation on ‘Compensation and Benefits’. Express your detailed views on total rewards and benefits. Explain with reasons which compensation approach PDO should adopt to compensate its foreign employees.The concept of ‘Consideration’ in HR policies is related to; a. Taking account of individual employee circumstances b. Rejecting the individual circumstances c. Following HR procedures without giving importance to personal circumstances d. Showing no flexibility
- Strategic human resource management means formulating and executing human resource policiesand practices that produce the employee competencies and behaviors the company needs toachieve its strategic aims. L.L. Bean illustrates how companies do this. The heart of L.L. Beansstrategy has always been offering great outdoor equipment with outstanding service and expertadvice. As its company history said, L.L. Bean, Inc., quickly established itself as a trusted sourcefor reliable outdoor equipment and expert advice. The small company grew. Customers spread theword of L.L. Beans quality and service. To provide such service, L.L. Bean needs employees withspecial, outdoors-skills performing in a special way. As its Web site says, L.L. Bean attracts aspecial sort of person. Like our customers, we are passionate about the L.L. Bean brand and ourlove for the outdoors. You already know the outstanding service L.L. Bean customers receive.Now imagine how we treat our employees. L.L. Bean's HR…A- In Adobe company, Ms. Tia was transferred from another function into an important HR role. It was not long before complaints were coming in, which set the stage for an unpleasant mid-year performance review.“What is your future plan?” asked her boss, trying to build some perspective on the situation rather than jumping into a series of criticisms. The employee had no answers. “Tell me what you would like to achieve in this job?” her boss persisted. After avoiding a direct answer she eventually blurted out, “Why are you asking me this? I love this job.” Then she burst into tears. Her boss knew there was a problem but could not put his finger on why she was doing so poorly. Neither did he have the time to devote to a lot of coaching. He knew she was motivated and had a good track record in her previous job. Despite the complaints from her internal clients he wanted to give her a chance.Now suggest to the boss that what chance should be given to Ms. Tia to improve her performance and…Superior Products Company has recently hired a new HR assistant, Virginia Fisher, who just received a college degree. Frederick Mills, the HR Director, was extremely pleased to find someone who had some familiarity with basic management concepts because he was the entire HR department except for a clerk-typist. During the interview Frederick emphasized that he planned to have Virginia function as his assistant and that she would be doing some interviewing and be responsible for maintaining employee records. Because Superior has over 300 employees, Frederick had been too busy to prepare anything resembling a job description except for some scrawled notes on the back of an envelope. Everything went fine for the first week for Virginia. On Monday of the second week, Frederick called Virginia into his office and explained that there was another minor duty that he had not mentioned to her. Frederick said, “In order to get approval to hire you from the president. I had to agree…
- 47- Which one of the following statements is incorrect about the characteristics of a good compensation plan? a. It should be unfair and should ensure equal pay for equal work b. It should be easy to understand. Each employee should be able to compute his own salary c. It should be integrated to the motivational programme d. It should be flexible enough to accommodate changes in salary as per performanceCynthia 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…If you’ve never done an HR SWOT analysis and/or are trying to improve your employees’ experience with your company, now is the perfect time to do one. A S.W.O.T. analysis is a useful tool for developing your HR department’s strategic plan. The S.W.O.T. analysis should be more than simply listing items in each category. HR should consider the interaction of the S.W.O.T. analysis factors and establish strategies and tactics to maximize outcomes. What steps can be implemented to mitigate the effect that the department’s weaknesses may have on the threats the department faces? If the department pursues an identified opportunity, how will the department’s strengths and weaknesses affect the outcome? How can the department’s strengths be used to overcome the threats to lead the organization to achievement of its mission?
- 2.As the HR Executive of a major engineering company the major challenge is scarcity of engineers and artisans therefore it is imperative that high performance individuals are retained. The CEO wants you to do a Talent Management Strategy that is aligned to the new South African HR Management System Standard Explain how you would apply the Talent Management Standard Element in the workplace The CEO also confronts you about the new term Talent Management. He expressed his concern that HR continuously generates new terms and fads. Explain how you would answer him by explaining what Talent Management is in accordance with the new South African HR Management System Standard.A 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. The CEO is requesting the HR division for clarifications and potential change recommendations and has requested a report detailing the differences between Compensation Systems and Employee Benefits in order to determine the degree to which they boost workplace morale.1. You are the HR manager for a large organization and are in charge of the hiring process. How can you ensure that your recruitment process is fair and unbiased? 2.Whatistheroleofjobanalysisinthehiringprocess? 3.Discusstheadvantagesanddisadvantagesofinternalrecruitment. 4. As an HR manager, you have noticed that some of your employees are not motivated and are not performing up to their potential. What steps can you take to improve employee motivation and performance? 5. What are the challenges faced by HR managers in managing a diverse workforce? 6. As an HR manager, you have noticed a high employee turnover rate. What steps can you take to improve employee retention?