What are the effects of a sound Compensation Program to the following HRM functions of the organization? 1. recruitment 2. selection 3. training and development 4. performance management 5. labor relations
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What are the effects of a sound Compensation Program to the following HRM functions of the organization?
1. recruitment
2. selection
3. training and development
4. performance management
5. labor relations
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Solved in 3 steps
- How does real-time performance management compare to the traditional annual performance process? How can a real-time process help an employee be more effective? What are some potential drawbacks?What do you believe is contributing to the growth of the fractional HR and HR outsourcing trend? Do you expect this trend to continue?At what point should a company consider bringing on a full-time HR resource instead of using a fractional HR resource? What questions should the company ask itself?
- What are the effects of a sound Compensation Program to the... What are the effects of a sound Compensation Program to the following HRM functions of the organization? A. Recruitment B. Selection C. Training and Development D. Performance Management E. Labor RelationsMilkovich and Boudreau have defined HRM as follows, “Human resourcemanagement is a species of integrated decisions that form theemployment relationships; their quality contributes to the ability of theorganizations and the employees to achieve their objectives.” In yourown words explain HRM and its management processes.Please discuss the following: Medical test and drug test are two of the pre-employment tests a potential employee needs to undergo. From the perspective of a HR manager, describe two (2) reasons of conducting these selection tests.
- Job analysis is believed to be an integral component of HR. In case an organization is not willingto go for job analysis, what kind of losses an organization can face?What are some other ways A.I. can be used to automate HR functions? What advantages for human resource managers could A.I. have? What are the potential drawbacks? When developing software for A.I. hiring or promotion tools, what are some techniques or safeguards that could be put in place to either eliminate or greatly reduce bias (gender, race, age, etc.)? How should HR managers assess the success of such tools?Critically examine the strategic role of following HRM activities that can help an organization to achieve competitive advantage over competition: i. Recruitment and Selection İi. Compensation and Rewards iii. Job Design Support your answer with suitable examples and explain how these activities can help the organization in obtaining a sustainable competitive advantage?
- How can strategic human resource management be used to create a competitive advantage for organizations, and what are the key considerations that managers must keep in mind when implementing a strategic HRM approach?How can the categorization of HR analytics be delineated, encompassing the various types and methodologies employed to derive meaningful insights into human resource management processesb?mHow would you define an effective reward system? What role do benefits serve in a reward system? How could job analysis be relevant to each of the six key HRM activities discussed in the chapter (i.e., planning, staffing, training, performance appraisal, reward systems, and labor relations)? What purpose does performance appraisal serve? Why are there so many appraisal methods? Which have you experienced, and what do you think of how they were used? What are some of the key ideas to remember when conducting a performance interview?