Which of the following are the 3 most popular methods of collecting job- and performance-related information O a Ob O C Od Interviews, questionnaires, and observation Questionnaires, employee logs, and observation Employee logs, interviews, and focus groups Interviews, focus groups, and questionnaires
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- 11. In customer - relationship management, when variation in desired and actual performance occur the formal means for personality and correcting the difference in the performance is called a Performance appraisal. b. Gap analysis. Performance keys. Performance indicators.Compare the following three methods of collecting data for Job Analysis - interview, questionnaire, and observation. Which method or combination of methods would you use to analyze the job of a kindergarten school teacher. Why?Consider a hypothetical study that suggests that job satisfaction predicts the extent to which employees perform well on the job. A follow-up investigation supports the mechanism underlying this relationship: satisfied employees show up to work more energized, which in turn goes on to influence their performance. In the space below, match the variables in the study with the corresponding name. Moderator variable a. Energy at work b. job performance c. job satisfaction d. This type of variable is not mentioned in this example Dependent variable a. Energy at work b. job performance c. job satisfaction d. This type of variable is not mentioned in this example
- TALENT MANAGEMENT AT NORTH SHORE-LONG ISLAND JEWISH HEALTH SYSTEM This vignette highlights how North-Shore Long Island Jewish Health System (NS-LI) uses a computerized talent management system. This system helps NS-LI in its recruiting efforts, by gathering information on the organization’s HR goals, recruiting efforts, employee performance reviews, and more. Using data from the system, NS-LI is making better hiring decisions that match applicants to jobs, so turnover has fallen. Question: According to the information presented in this case, what are the advantages of using a computerized talent management system, particularly in a tight labor market? provide main bullet points onlyI really need help with the formulas to get the answers. Thanks! Case Study 2: Forecasting Lost Sales The Carlson Department Store suffered heavy damage when a hurricane struck on August 31, 2013. The store was closed for four months (Sept – Dec 2013) and Carlson is now involved in a dispute with its insurance company concerning the amount of lost sales during the time the store was closed. Two key issues must be resolved: The amount of sales Carlson would have made if the hurricane had not struck; and Whether Carlson is entitled to any compensation for excess sales from increased business activity after the storm More than $8 billion in federal disaster relief and insurance money came into the county, resulting in increased sales at department stores and numerous other businesses. The table below shows the sales data for the 48 months preceding the storm. The following table reports total sales for the 48 months preceding the storm for all department stores in the county, as well…Imagine you are a manager hiring a new employee. Pick four biases (from the following: ease of recall, retrievability, insensitivity to base rates, insensitivity to sample size, misconception of chance, regression to the mean, confirmation trap, anchoring, overprecision, overplacement, overestimation, curse of knowledge/hindsight) and explain how they are likely to influence you at any stage of the hiring process (e.g. looking at resumes, in-person interview). What steps should you take to avoid these biases? Make sure to also define the biases in your own words and mention what heuristic they fall under.
- "Need to prepare the answer according to the issue, law, application and conclusion of each question". 1. Mimi went into a supermarket to buying groceries. After filling the trolley withassorted goods, she pushed it to the payment counter. There was a long queue. At that moment she received a call from her daughter reminding her not to miss amedical appointment again. Mimi decided to walk out and quietly left the trolleybehind. At the exit she was stopped by a sale supervisor on duty who ask her topay the groceries before leaving. Mimi refused as she was in hurry. Advise theparties on the rights according to the law of contract.Which of the following is true with regard to the clinical selection approach? a. It involves rating candidates on different criteria and comparing ratings between hiring managers. b. This model requires that a candidate has a minimum score level on all selection criteria. c. This approach only selects candidates with high (preset) scores, and selected candidates go to the next round of the selection process. d. The data is reviewed on candidates and on the basis of job understanding, and a hiring decision is made. e. This selection model assigns scores and gives more weight to specific factors, if necessary.The decreased emphasis on job levels should encourage employees to make cross-functional moves to jobs that are on the same or an even lower level because their pay rate would remain unchanged. Broad banding allows for more flexibility within ranges, allows more movement of employees within the ranges, and can reduce the need for promotions. The use of broad-banding has declined in recent years because each band consists of a broad range of jobs and the market value of these jobs may vary considerably. Unless carefully monitored, employees in jobs at the lower end of the band could progress to the top of the range and become overpaid. The challenging question here is What does effect the relationship between “Job Worth” and “Average Hourly Pay” based on the Pay Grades and Range? Design the answer max. 1 paragraph (5 lines includes) MS WORD format.
- Assume that you’ve been asked to conduct a job analysis on an entry-level administrative assistant position at your organization. Which job analysis method would you be most likely use to collect data about the job: observation, interviews, questionnaires, or incumbent diary/log? Explain.24. Which is not a criteria that should be satisfied for a performance appraisal system to be legally defensible. 1. a job analysis was used to develop the performance appraisal system; 2. evaluators followed specific written instructions when conducting appraisalthe appraisal system was trait - oriented and not behavior - oriented; 3. the appraisal system was trait - oriented and not behavior - oriented; 4. evaluators reviewed the results with the employees being evaluated;Most organizations find it more practical and cost-effective to develop their own quantitative job analysis questionnaires from ground zero rather than to modify existing questionnaires. True False