Question 2 The use of internet in recruitment is now very popular and has replacedtosome extent the traditional methods of hiring new staff. Evaluatetheeffectiveness and drawbacks of internet recruitment by providingappropriate examples.
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Question 2
The use of internet in recruitment is now very popular and has replacedtosome extent the traditional methods of hiring new staff. Evaluatetheeffectiveness and drawbacks of internet recruitment by providingappropriate examples.
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- question 2 The use of internet in recruitment is now very popular and has replacedtosome extent the traditional methods of hiring new staff. Evaluatetheeffectiveness and drawbacks of internet recruitment by providingappropriate examples. answer should be with proper elaborations and examples. Thank you.Question 3: HRM & Diversity Write a short essay(250 words) that contrasts the differences between two selection tools that managers can use to select an applicant for a position. Provide examples of how these two tools can be used to select an applicant.Question 1In contemporary organisations, supervisors and managers have some degree of human resources responsibilities built intotheir job description. While it is true that each organisation may have different ideas of what these responsibilities are orshould be, defining the HR responsibilities that should be included in management positions will help identify how anorganisation can best prepare people for tasks they may have to undertake now and in the future. Understanding the levelof competency managers and supervisors have in each of the HR functions will help us to identify how deep we may needto delve our training initiatives.In light of this statement, select an organisation that you are familiar with, and have a good understanding of the businessenvironment and HR processes of this organisation. Analyse the business environment and complete the project questionsbelow.Based on the analysis of the business environment and HR management trends of the selected organisation,…
- Human Resource Development Question 1: Explain an example to illustrate how training is an open system with indirect organizational outputs. Question 2: Mager & Pipe's flowchart distinguishes between two general types of sources of training discrepancies. Describe what is a training discrepancy.Question 43: A new chief HR director joins an organization and discovers that it lacks a robust performance management framework. After weighing the various performance process gaps, which is the first step the director should take to begin building a new framework?a. Solicit leadership support to align the organization's business goals, objectives, and performance standards with individual employee goals.b. Ensure that each employee has an up-to-date job description that includes the appropriate job competencies and performance plan goals and objectives.c. Obtain feedback from managers to determine whether the employees feel personally connected to the work and the culture of the organization.d. Teach managers how to recognize and reward employees for good performance and how to coach employees with improvement opportunities.Question 54: An organization raises the minimum pay of its salary ranges. Which is the best technique an HR manager should consider that will correct the compression issue that may occur between new hires and long-term employees?a. Use a productivity-based system to bridge compression.b. Provide person-based pay to long-term employees.c. Red-circle new employees after increases.d. Implement an aggressive merit pay program
- Question 2: What would you do about the 11% pay raise that was already promised to the employee? Explain.QUESTION TWO More companies are piloting skills based hiring, or the practice of setting specific skills and competency requirements for a job rather than only looking at a candidate's credentials. Many companies realise they need to tap into new sources and relax some of the requirements they held in the past to find candidates for open positions. According to GlassDoor, companies as varied as Apple, Bank of America, Google, and Nordstrom will now consider and hire candidates without a college degree as a requirement.With sufficient justification, recommend the methods of recruitment and selection that would best be suited to the organisations piloting skills based hiring. Word count: 200- 300 wordsQUESTION 2 a) Name and describe types of selection interviews. b) As a Human resource manager what advice would you give to the General Manager when there is a staff surplus in your company?
- Question1: As head of product development for mobile telephones, you are about to hire someone to assist in the human interface features of product design. The nature of this work calls for a creative "break out of the box" thinker who works well in a team setting. Five short-listed applicants have completed a valid measure of the big five personality as well as narrow personality traits. If these applicants have all similar intelligence and work experience, which big five personality factors would predict best job performance (you may select one or more factors. Also considering your knowledge and understanding of the various personality types, which narrow personality traits (i.e., self-esteem, self-monitoring, locus of control, PA/NA, etc.) might be relevant for selecting the right person for this position. Justify your answer by giving brief examples. LINK TO HELP ANSWER THE QUESTION EFFECTIVELY: PLEASE HELP…QUESTION1 Explain three steps of staffing strategy,provide relevant examplesQuestion 4: After the selection of the new employees, being their HEAD what methods of training you will choose that will be most effective and productive and polish them for the future challenges of advance sales Race