7 benefits the business should offer. Include your rationale for the recomm
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Scenario: You are the HR consultant to a small business employing about 40 people. Currently, the business offers only 5 days of vacation, 5 paid holidays, and legally mandated benefits such as
Recommend a minimum of 7 benefits the business should offer. Include your rationale for the recommendations.
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- You have just been hired to function as the HR business partner of a new organization. Briefly discuss the determinants of HR Supply Forecast to management of your organization.The figure below shows Maria's employment rent, taking into account an expected length of unemployment of 44 weeks. Based on this figure, which of the following statements are correct? Hourly wages ($) Hourly wage=$12 Unemployment benefit plus the disutility of effort=$8 Unemployment benefit = $6 0 0 Select one correct answer. what Maria gets should she not lose her job today =what Maria gets should she lose her job today Maria's rent when employed Disutility of effort when employed What Maria receives in unemployment benefit during her period of unemployment Number of 35-hour weeks Employment rent per hour Reservation wage per hour Expected duration of unemployment =44 weeks (1,540 hours) O An increase in unemployment benefit would increase the size of the employment rent A longer expected duration of unemployment would increase the size of the3. Assume you are the human resource manager of a small seafood company. The general manager has told you that customers have begun complaining about the quality of your company's fresh fi sh. Currently, training consists of senior fish cleaners showing new employees how to perform the job. Assuming your needs assessment indicates a need for training, how would you plan a training program? What steps should you take in planning the program?
- 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…For each of the three types of job analysis methods text (observation, interviewing and questionnaire), provide your recommendation as to which types of jobs you would use each method for. In addition, comment on what type of HR competency (junior/mid/senior level,) would be required for each job analysis method, given that all three methods have different levels of both complexity and subjectivity.Outline an HR operating model which can support any start-up. An operating model that will reinforce business objectives and alignment including efficient approach to the delivery of the HR services to the business. Underline the theories and analysis of the operating model, including advantages and disadvantages of the model selected.
- Q: Job Analysis is a significant activity Organizations perform to maintain competent workforce.How will you conduct Job Analysis for a newly established Software House? Your answer must contain: Reasons of conducting Job analysis Types of Job Analysis MethodImplement an Employee Performance Program You have been hired as the new General Manager (GM) of a casual dining property, such as Bone Fish Grill, Red Lobster or Olive Garden. Your Direct Report (boss/District Manager) has told you to implement the corporate Employee Performance Evaluation program. Apparently, your predecessor did not have the program in place. You have about 40 – 50 staff on the property, including a team of managers – Chef, FOH manager, and shift supervisors. The corporation uses a Graphic Rating Scale and expects managers to evaluate staff every year. Questions: 1.Introduction: As the new GM, do you think implementing an employee performance evaluation system is a good idea? Why or why not? What is the purpose of Performance Appraisals? 2.Steps: What steps do you need to take to implement this system? How long will it take? 3.Methods (types) of Review Forms: What is a Graphic Rating Scale? Will you use Self-Evaluations, Peer Evaluations, 180 Staff evaluations of…1. Outline an HR operating model which can support any start-up or SME. Anoperating model that will reinforce business objectives and alignmentincluding efficient approach to the delivery of the HR services to thebusiness. Underline the theories and analysis of the operating model,including advantages and disadvantages of the model selected. 2. Outline the resourcing proposition that can assist towards attracting highlyskilled talent through innovative approaches. In addition, outline theonboarding methodology (approaches, theories, and best practices) inyour proposal enabling new employees to be successful. 3. Outline the development considerations in your proposal to enhance allemployees’ skills and ability to execute the business strategy. Define whatthese development proposals are quoting relevant theories and bestpractices.
- What is the underlying problem in this case from the perspective of a hospital administration? What role do you believe hospital administrators have played in contributing to nursing shortages and high nurse turnover? What could hospitals do to create a realistic job preview before new nurses accept a position? How do you think this might help with nurse retention? What type of training or development might hospitals offer to help reduce nurse turnover?Alternative Courses of Action (As hired consultants, propose three options or alternatives that the HR Manager can do to solve the problem)As an HR intern you will be introduced to the different functions in HR, one of these main functions of HRM is “Recruitment and Selection”. Explain what this function is and discuss how this function can help specifically the company you chose. (Below are some important issues to include in your discussion about this function of HRM) HR planning Job analysis: Job description + Job specification Internal and External Recruitment sources Selection tools such as CV screening, psychometric tests, job interviews, videoconferencing, etc. Strengthen your argument by providing examples. . PLEASE MAKE SURE TO ANSWER IN YOUR WORDS, PLEASE DON'T COPY THE ANSWER AND PROVIDE EXAMPLES.