Reality shock can most likely be prevented by providing new employees with A) flexible schedules B) performance appraisals C) reassignments D) accurate job previews E) easy first jobs
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- Consider the job of a server at Boston Pizza. Design a new employee onboarding program for this job. Explain how your program contributes to effective socialization, performance, and employee retention. Your proposed program must include 5 specific recommendations.Your duties as HR manager in the area of job analysis has been described as very challenging. Do you agree or disagree with this positon?The component of the job characteristics model that helps to identify which employees will respond better to enriched jobs is: Select one: a. skill variety b. task identity c. autonomy d. growth need strength
- Specify the organizational benefits derived from realistic job previews?Describe five possible uses of job analysis. (b) What does it mean to say that job analysis serves as a foundation for an organization's integrated HR 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)?
- Recommend recruitment strategy and selection strategy for an organization to improve its recruitment process and selection process. Need detailed explanation. How can those recommended strategies lead to better results for the organization? Need detailed explanation with examples. Both should be properly explained in detail.What is your core competency? Make a list of the core competencies you will need to compete successfully in the jobmarket. Design a strategy for developing the competenciesthat you do not have and capitalizing on the competenciesthat you do have(Answer should be related to question) How can HR champion trauma-informed organizational practices in the 4 stages of employment: pre-employment, onboarding and orientation, ongoing employment, and offboarding? Give at least one example for at least two stages and the reasonig behind your example
- How can HR champion trauma-informed organizational practices in the 4 stages of employment: pre-employment, onboarding and orientation, ongoing employment, and offboarding? Give at least one example for at least two stages and the reasonig behind your exampleHow does Compensation and Benefits unit help an organization to attract more candidates to join the Company? give 5 points and each with explanation and example.a) The effect of employee training on employee performance b) The study of demographic characteristics of account holders c) The impact of employees work-life balance on job satisfaction Also apply any three hallmarks of scientific research on above selected research paper. All students are advised to cite the above selected paper in the end.