Essay on HRM 420 Exam

The first technique most appropriate for the needs assessment of this case is observation. The advantage of this technique for a particular case is that you

The career that I have chosen to pursue is Human Resources Management. When I started out on the path of “what I want to be when I grow up” I started in a completely different line of work. I wanted to be a Nurse when I graduated high school. I enrolled in college and I worked at a children’s hospital. After a while I started getting burned out by working long hours and on the weekend and I started to wonder if this was the right career that I wanted to continue with. I was offered a position at a staffing company that tailored to physicians and nurses and I

Trainees will demonstrate their current ability to use different interview skills by working in groups of three to role-play an interview. The two interviewers will take it turns to use four different questions from handout to assess if the person meets the job description. The interviewee will use three forms of body language to show you they are listening.

Feedback is important as it sets up targets; the person knows what to improve. It motivates people and helps them to focus. It helps identifying the strengths and weaknesses. It expresses what is important to the organisation and the job and reduces uncertainties in people.

* Feedback from Job – These employees do not receive any sort of feedback from their job because they have no idea what happens after they talk to a customer.

5. True or false? Fidelity means keeping your word to others and, in ethics, fidelity fits into the Buber View.

c) Arbill, a Philadelphia-based workplace-safety consultancy, takes that observation to heart. The company boosts morale by giving the troops more responsibility. "We created employee committees to do things like set up a health fair, a food co-op and other [projects]," says chief executive Julie Copeland.

According to the book KSAOs should have “two subsections”, “The first contains KSAOs that an employee must have at the time of hiring. The second subsection contains the KSAOs that are an important part of the job but can be obtained after being hired” (Aamodt, p. 41). I believe that the KSAOs are included in the qualifications portion of the job description. However it does not specifically state the abilities, knowledge, skills and other characteristics that are mandatory but it does talk about the degrees, training and experiences needed for this job. I do not think this job description follows the guidelines as far as how the book describes.

According to Spector (2012), there are five major methods used to assess knowledge, skill, ability, and other (KSAOs) however the three I chose to compare and contrast include biographical inventory, interviews, and assessment center.

The needs analysis is the foremost step in the ISD (Instructional System Design) model for the training and development. Not only this, need analysis identifies the gap that is between the employees and the organization as a whole. It is required by every department and position in the company whether a Human Resource Generalist or a specialist to do needs assessment in a proper way. The process of need assessment is a way to analyze if training works the best as the solution for performance. It also assesses the requirements of training. This system basically determines the nature of the problem and its best possible solution. It is done at three different levels:

3) Demonstrate the proper way to conduct and explain how the need analysis is used to analyze the audience with own their own or with minimal prompting from the instructor.

The user needs analysis or needs analysis as many call it, is considered a tremendously respected diagnostic process in order to accurately measure the vendibility of the consumer merchandise, services, and any other products in question. This dynamic methodology helps the process owner to determine which process deserves the most attention or which element needs to be addressed first.

The servers will be provided a job description that requires them to be able to perform the task assigned through the job description and the guidance of the managers in compliance with company guidelines and procedures. KSAOs will be established to determine those candidates that best fit the job and the company’s mission statement.

In an article from the U.S. Office of Personnel Management [OPM] (n.d.) it stated that “without feedback, you 're walking blind, at best, you 'll accidentally reach your goal, and at worst, you will wander aimlessly through the dark, never reaching your destination.” Feedback is a critical element in a managers “toolbox” when evaluating employees. It gives an employee a view of how good or bad their previous performance was and what or if they need to improve in their performance. It also reduces

5) Feedback refers to the degree to which a task permits workers to obtain evaluation about their work. Workers enjoy hearing when clients are really pleased with the quality of their work and regular information of this type leads to more motivated employees. High feedback: A salesperson delivered a car to his customer after he tests it to confirm if it operates as it should be. Low feedback: An electronics factory worker who assembles a DVD player and then sends it to a quality control inspector who tests it for accurate operation and makes required alteration.