Point out the mistake b. Correct the mistake
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Job Interview for the Accountant position
1. The opening of the interview (Interviewer is Mr. John Johnson and Interviewee is Ms. lucy Char.
"Hello! Ms. Lucy Char, how are you? I am a HR manager in this organization. "
2. Body of the interview:
Do you think employee motivation is key to an organization's success? How will you motivate your workers to get better commitment?
a. Point out the mistake
b. Correct the mistake
Step by step
Solved in 2 steps
- Objective Identify the steps to recruit job candidates effectively Assignment Overview This assignment will help you define key jobs and strategies to identify applicants qualified to fill specific positions. Deliverables A two- to three-page (500- to 750-word) paper, double-spaced with 12 point Arial font Step 1 Read the following scenario. You work for a medium-sized, high-tech firm that faces intense competition. Change seems to be the only constant at your workplace, and each worker’s responsibilities change with the project assigned. Suppose you are responsible for filling the job openings at your company. Step 2 Answer the following questions. Assuming the role outlined in Step 1, describe the process you would follow for recruiting and selecting the best personnel. How would you identify the best personnel to work in this environment?This vignette describes the limits of adventure training, highlighting the experience of a team of trainees whose doubts about their leader were reinforced when he, during a training exercise, became terrified and starting crying. Question: Imagine that you are an HR manager in a company where an executive wants to sign the sales team up for adventure learning. What steps would you take to increase the likelihood that the effort will benefit the organization?Joan decided to engage a HR software designer to automate and manage staff issues. The software should be implemented within 7 months to ensure that Staff remain motivated during the planned acquisition period. Design an Action Plan, to include an advisory mechanism, of the specific four (4) areas that the new HR software should be able to execute. Justifying the reasons for your choices
- 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. 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.Question 48: What is needed to have a fully effective performance management system?a. The system prevents one-off entries so data comparisons are more valid.b. Employees are educated about the system and know how to get value from it.c. The system encourages users to input information in their own words so proper analysis can occur.d. Managers who implement the system are ordered to do so by senior leaders. Question 52: The HR director wants to recommend that stock ownership incentive plans be offered to all levels of employees. What information should the HR director share that would best influence the rest of the leadership team to support this initiative?a. It would improve individual performance by providing development opportunities that create a results-focused culture.b. It would enhance individuals' ability to perform multiple tasks that help to increase their performance.c. It would increase competition for retention of talent and address disgruntled employees who feel they…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…
- Imagine that you are a member of the HR department of a small retail company and upper management has asked you to create a new employee customer service training class for all new employees. Write a FIVE to Six (5-6) page paper in which you: Justify the use of a needs assessment of your company’s proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies. Develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training). Justify why you selected the training method that you did. Propose two (2) ways to motivate an employee who has no interest in attending a training class. Develop a survey to collect feedback from the employees who attend the training. Use at least three (3) quality…The firm's Employee Engagement principal has requested your assignment on a second project with significant engagement implications: reimagining the Performance Appraisal process. Specifically, the principal has asked you to review the appraisal best practices and techniques and conduct additional research as necessary to develop a 2-3 page outline for a performance appraisal training program that incorporates that learning and addresses issues, i.e., cognitive bias. You will be preparing a full sentence outline.Interviewing Candidates The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process. David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that…
- Interviewing Candidates The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process. David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that has…Interviewing Candidates The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process. David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that has…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 function