Understanding Business
12th Edition
ISBN: 9781259929434
Author: William Nickels
Publisher: McGraw-Hill Education
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As a newly employed HR Officer of your organization,your first challenge is to make a presentation to your boss on an important topic you learnt from the industrial psychology course.Based on their current needs,you both agreed on Job Analysis. Make your presentation detailing the usefulness of Job Analysis and the data generated from the process
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- Human Resource Management Human resource management is the process of employing people, training them, compensating them, developing policies relating to the workplace, and developing strategies to retain employees. Awareness of the changes in the economy allows the human resource manager to adequately plan for reductions and additions to the workforce. Jennifer, the owner and manager of a company with ten employees, has hired you to take over the HRM function so she can focus on other areas of her business. During your first two weeks, you find out that the company has been greatly affected by the up economy and is expected to experience overall revenue growth by 10 percent over the next three years, with some quarters seeing growth as high as 30 percent. However, five of the ten workers are expected to retire within three years. These workers have been with the organization since the beginning and provide a unique historical perspective of the company. The other five workers are of…arrow_forwardWhat do you see as the advantages and disadvantages to a task-based job analysis versus a competency-based job analysis?arrow_forward“What are the advantages and disadvantages of using interviews as a selection measure?”arrow_forward
- What are the two critical uses of job analysis when applied to compensation? When conducting a job analysis, what is an advantage of conventional methods such as questionnaires and interviews?arrow_forwardAssume you are an HR business partner and leader in a full-size HR department for your organization. Based on what you have learned about business employment law, what three or four concepts, tools, methods, or practices would you recommend as important best-practice approaches to help organizations implement better policies to safeguard against employment law violations? Be sure to explain why you made these particular choices.arrow_forwardWhat exactly is the object of a job analysis? What are some of the information-gathering techniques?arrow_forward
- Explain the importance of a clear, detailed job description. Choose three components of a job description and tell me why you think they are the most important.arrow_forward1. What is job analysis? 2. What is the importance of Job analysis? 3. Discuss the job analysis process.arrow_forwardFor each of the jobs or groups of jobs, identify a strategy for orienting, training and developing (i.e. continuing education/training) new employees in each job (or groups of jobs). This should include a new hire orientation as well as job/department specific training and development considerations. Identify how will you evaluate the success of your training and development plans, including both quantitative and qualitative measures Administrative HR Assitant/Returns inventory Processor/Mailroom Coordinatorarrow_forward
- You must perceive all phases of staffing (recruitment, selection, and employment) from the job candidate's perspective. Why is this important?arrow_forwardRecruitment is the process of generating a pool of qualified candidates for a job. To best understand recruitment it is critical that HR practitioners understand one concept . Recruitment Process Write fully on this essential concept citing examples to clarify your explanation.arrow_forwardThere is a love triangle between two females and one male in your plant and as the HR manager you become aware that the two females have made arrangements to “meet at the local Food Lion” after work to resolve the issue through physical altercation and as they see in a way that avoids them getting in trouble for such action in the workplace. Are they correct? As the HR manager armed with this information, what is your responsibilities, if any, in this situation?arrow_forward
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