What can be your selection criteria based on work experience and competence in handling the task? What are the trainings in preparation for going to India for the task.? Explain how the importance and benefits of forming a labor union for the employee?
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Due to the uncontrolled situation of the covid-19 pandemic in India, the Pfizer company branch in India operating as a drug supplier needs an employee experienced in the field of operations management. In addition, the employee will also represent the company to deal with the Indian government for the labor union registration process. Therefore, as Senior HR Manager at the headquarters, you need to recommend an employee qualified for the required job.
- What can be your selection criteria based on work experience and competence in handling the task?
- What are the trainings in preparation for going to India for the task.?
- Explain how the importance and benefits of forming a labor union for the employee?
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- Suppose you are working as HR officer in a private organization that is operating in Pharmaceutical sector. Five posts of sales officers have been created in your organization for the first time. The head of HR department has instructed you to write job description and job specification of newly created sales officer jobs. You are also required to suggest viable recruitment and selection strategies for hiring five sales officers. Please explain the followings by keeping in view the above scenario. 1. What kind of research can be useful before writing the job description and job specification?The Chief Executive Officer (CEO) of Shirley’s Biscuits a British Manufacturer has decided to expand into the German market to sell gourmet biscuits in order to increase the company’s market share and profits. As the Vice President, Human Resource Management you play an important role in the realization of this strategic plan. Write to the CEO explaining the role of HRM in terms of recruitment, selection, training and development of employees and recommended policies, practices and systems that will facilitate the achievement of the strategic plan.Before Human Resources is able to draft an appropriate and qualified job description, the job itself must be analyzed to that the proper qualifications are matched to the proper job requirements and you do not hire someone under-qualified for the position.Continue with your previous research of the company used in the individual project.Discuss how you would begin the job analysis of the position.Identify at least 2 areas where the employer would want to make sure that the person used to fill the position has the qualifications to provide the best services to the company’s clients.
- Unfortunately, many smaller organizations do not have a Human Resources Management function (i.e. HR director, coordinator, etc) or are removing the role all together in favor of outsourcing payroll and benefits administration. However, as you have read thus far, an organization's human resources are vital to an organization's competitive advantage and understanding the legal environment is supremely important, regardless of your role. Please answer the questions below: Name three considerations an organization should make when deciding to incorporate 'big data' analytics into their strategic HR function. Fully describe any legal concerns (including naming relevant laws and such) and how you might recommend mitigating such concerns for each consideration.Discuss this from a perspective of the applicant and the person or team conducting the hiring interview and making the final decision to hire. How would you describe the hiring process? Do words like difficult, challenging, or frustrating come to mind? How would you choose between two equally qualified candidates? As an HR pro, it's your job to sift and sort through resumes, scrutinize job applications, conduct job interviews, and narrow down the field do candidates until you pick the right person I need help.You have been asked to be part of the strategic team looking at the Managed by Q expansion into the Boston Market. You are the Director of HR have been asked to create an analysis of labor costs and the potential of supporting this new market. In particular, you have been asked to: Compute the number of client hours needed to break even Design a recruitment strategy for these employees Given the current market, determine the projected time to fill the number of roles you have identified You can assumptions listed in the case where they indicate the average change per hour is $25, Then, looking at the assumption costs, how many hours does someone have to work to break even? Pull in the data you found earlier on the Boston market and additional, such as unemployment, to determine a recruitment strategy and time line. And remember, this is a compensation & benefits class, so the strategy for recruitment should focus on, “Is Q offering the right wages and benefits to attract…
- Alternative Courses of Action (As hired consultants, propose three options or alternatives that the HR Manager can do to solve the problem)Critically examine the strategic role of following HRM activities that can help an organization to achieve competitive advantage over competition: i. Recruitment and Selection İi. Compensation and Rewards iii. Job Design Support your answer with suitable examples and explain how these activities can help the organization in obtaining a sustainable competitive advantage?As the assistant to the human resources director at Tally Group, you normally answer phones and set appointments for the director. You are interested in developing skills in HRM, and one day, your HR director presents you with a great opportunity for you to show what you can do. She asks you to analyze last year’s recruitment data to determine which methods have worked best. As you look at the data, you aren’t sure how to start, but you remember something on this from your HRM class in college. After reviewing the data in your book, you feel confident to analyze these numbers. Please go ahead and perform calculations on these numbers, then provide answers to the questions that follow. Table 4.2 Tally Group Recruiting Numbers, 2012 Method Total Number Hired Yearly Cost ($) Total Applicants Temporary placement firms 8 3,200 53 Campus recruiting 2 1,500 26 Professional association ads 10 4,500 331 Social media/company website 33 300 486 Job fair 3 500 18 Referrals 26…
- As the assistant to the human resources director at Tally Group, you normally answer phones and set appointments for the director. You are interested in developing skills in HRM, and one day, your HR director presents you with a great opportunity for you to show what you can do. She asks you to analyze last year’s recruitment data to determine which methods have worked best. As you look at the data, you aren’t sure how to start, but you remember something on this from your HRM class in college. After reviewing the data in your book, you feel confident to analyze these numbers. Please go ahead and perform calculations on these numbers, then provide answers to the questions that follow. Table 4.2 Tally Group Recruiting Numbers, 2012 Method Total Number Hired Yearly Cost ($) Total Applicants Temporary placement firms 8 3,200 53 Campus recruiting 2 1,500 26 Professional association ads 10 4,500 331 Social media/company website 33 300 486 Job fair 3 500 18 Referrals 26…For each of the jobs or groups of jobs, you must develop a recruitment andselection plan for filling these positions. The plan should include the followingcomponents:Returns/Inventory Processor,Administrative HR Assist, Department Lead 1) Who the intended targets are (i.e. college graduates, experienced workers, etc.)2) How you will communicate the vacancies to that particular segment of the labormarket (e.g., advertisements, brochures, professional contacts, etc)3) An initial screening process whereby you will reduce the applicant pool and selectthe actual candidates to be considered for the positions.4) The selection process (i.e. how you will make the final selection decision),including what selection criteria you will be using (Assume you are employed as the Training Manager in a company and would like to carry out a training needs assessment for 100 employees who are located in one city where you have identified a gap in performance hence you have all the background information you need. Use this information to answer the following questions. a) Explain the steps you would take to carry out a training needs assessment of the employees. b) Briefly discuss any two reasons why it is a good practice to collect both qualitative and quantitative data in a training needs assessment. c) Using the same organisation, describe BRIEFLY how you would carry out training on “Good Customer Service” in a one-day workshop. Pay attention to all the preparatory activities you would carry out BEFORE the training and how you would carry out the training itself.
