Relevant facts or background of the case – highlight the important facts that are relevant to your statement of the problem.
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Q: Case Facts (Write a short paragraph of the facts given in the case)
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Relevant facts or background of the case – highlight the important facts that are relevant to your
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- 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…You are a CEO/ Head in-charge to hire an employee (job candidate) for a post and trying to find an employee based on their CV that will not only fit with the job you are hiring for, but also your company culture which can be a challenge. a) What is the job posting for and explain the position summary? b) Will you be the hiring manager or will you appoint a recruiting manager? Explain why according to your job candidate requirements? c) What personality traits or characteristics are you looking for in the CV that are non-negotiable for someone to join your team during screening of candidate?Eletronic recruitment tools are a great way to transactionalize task-level responsibilites of the Recruitment, Selection, & On-Boarding process. Such tools, however, often receive a critique that they depersonalize the sourcing and seach process. What are 2-3 strategies a company or recruiter can utilize to avoid the risk of depersonalization while still utilizing electronic search and candidate tools to help streamline the recruitment process? Support / justify your recommendations. 250-300 words to justify your asnwer
- Please do not give solution in image formate thanku Write an executive summary, that outlines how you will approach the management of positions (prioritization), as well as training and motivation of all employees that have to relocate and those that remain at the same organizationDue to organizations’ increased demand for talent, it has become essential for organizations to look for ways to save time and money at each stage of their recruiting process. The best strategies for improvement dig into the data to identify opportunities for unification and structure, then plan for addressing those concerns with efficient solutions. As a result, creating an efficient recruitment process is becoming more and more important for maintaining company profitability. Vacant positions cost money, strain resources, and stress existing staff. And, the longer positions are open, the higher the price. With every employee having a direct and measurable impact on a company’s bottom line, organizations must find new ways to discover quality talent faster. But, building a better recruiting process can be an overwhelming undertaking for any human resource/ talent acquisition department. Explain contemporary recruitment and selection process to save time and resources and get the best…Due to organizations’ increased demand for talent, it has become essential for organizations to look for ways to save time and money at each stage of their recruiting process. The best strategies for improvement dig into the data to identify opportunities for unification and structure, then plan for addressing those concerns with efficient solutions. As a result, creating an efficient recruitment process is becoming more and more important for maintaining company profitability. Vacant positions cost money, strain resources, and stress existing staff. And, the longer positions are open, the higher the price. With every employee having a direct and measurable impact on a company’s bottom line, organizations must find new ways to discover quality talent faster. But, building a better recruiting process can be an overwhelming undertaking for any human resource/ talent acquisition department. Explain contemporary recruitment and selection process to save time and resources and get the best…
- The senior managers of a large financial institution recognize the importanceof training and development for their staff. They have a clear policy that notonly should staff be trained and developed to meet the licensing andlegislative requirements that apply to their area of business, but that staffshould also be encouraged and enabled to engage in other appropriatedevelopment activities. The middle managers, who largely look after staffperformance and development, all welcome this policy. They have made itclear to all of their staff that development opportunities are available and canbe applied for at any time. Many individual managers have therefore puttogether a lost of courses that they think might be of interest to their staff, andmake these available to staff so that individual members of staff can pick-and-mix the courses that they feel they would like to attend. There is no restrictionon the number of courses that are allowed for each staff member, and it is upto each middle…Your company has determined that a new division must be created to support and market a new product. You are given the opportunity to hire the entire staff, and run the division. Describe the hiring process that you will employ. Will you consider traits and values as part of the process? What about person-job or organization-job fit? Need adviceMacon was a 50-year-old company in the business of developing test equipmentfor the tire industry. The company had a history of segregated departments withvery focused functional line managers. The company had two major technicaldepartments: mechanical engineering and electrical engineering. Both departments reported to a vice president for engineering, whose background wasalways mechanical engineering. For this reason, the company focused all projects from a mechanical engineering perspective. The significance of the testequipment’s electrical control system was often minimized when, in reality, theelectrical control systems were what made Macon’s equipment outperform thatof the competition.Because of the strong autonomy of the departments, internal competitionexisted. Line managers were frequently competing with one another rather thanfocusing on the best interest of Macon. Each would hope the other would be thecause for project delays instead of working together to avoid project…
- conduct a compensation survey with a company ofyour choice.This project gives you an opportunity to become familiar with the collection ofcompensation data and its utilization in developing compensation packages. Copies of Job descriptions for 6 positions from 3 different job families• Staff benefit information• Information on Job Evaluation Methods used by the organization• Information on Job Analysis exercises conducted by the organization• Information on Performance Appraisal systems used by the company • Analyze the information collected using information taught in the course/class as aguide.• Justify the theories, policies, and procedures used and recommendations suggested• Reference the information in the assignment.Which of the following terms refers to advancements to positions of increased responsibility? A) transfers B) appraisals C) retirements D) promotions E) recruitmentsProvide an example of what EBM a recruiter might rely on in a hiring situation to make the best decision regarding hiring a leader to create and lead a virtual customer service team. Explain