Eye4Customer is a 3-year-old call centre. It has launched Performance Appraisal system recently. Being the HR Manager, you are required to set three SMART performance goals each for the following positions: a. Training Manager b. Recruitment Manager
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Eye4Customer is a 3-year-old call centre. It has launched Performance Appraisal system recently. Being the HR Manager, you are required to set three SMART performance
goals each for the following positions:
a. Training Manager
b. Recruitment Manager
(Please write the Answer of a and b in maximum 300 words each)
Step by step
Solved in 2 steps
- For each of the jobs or groups of jobs, you must develop a recruitment andselection plan for filling these positions. The plan should include the followingcomponents: Senior IT Manager/ Mailroom Coordinator, Marketing Director1) Who the intended targets are (i.e. college graduates, experienced workers, etc.)2) How you will communicate the vacancies to that particular segment of the labormarket (e.g., advertisements, brochures, professional contacts, etc)3) An initial screening process whereby you will reduce the applicant pool and selectthe actual candidates to be considered for the positions.4) The selection process (i.e. how you will make the final selection decision),including what selection criteria you will be using (For each of the jobs or groups of jobs, you must develop a recruitment andselection plan for filling these positions. The plan should include the followingcomponents:Returns/Inventory Processor,Administrative HR Assist, Department Lead 1) Who the intended targets are (i.e. college graduates, experienced workers, etc.)2) How you will communicate the vacancies to that particular segment of the labormarket (e.g., advertisements, brochures, professional contacts, etc)3) An initial screening process whereby you will reduce the applicant pool and selectthe actual candidates to be considered for the positions.4) The selection process (i.e. how you will make the final selection decision),including what selection criteria you will be using (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…
- Ms. Samia works in the HR Department in a large national company. Her responsibility is to calculate how many staff members are needed in different job categories. She also makes sure that the required staff is available at the right time. Based on this information, which of the following functions is performed by Ms. Samia? O Human resource planning O Job analysis Selection O RecruitmentAs 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.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.
- Eye4Customer is a 3-year-old call centre. It has launched Performance Appraisal system recently. Being the HR Manager, you are required to set three SMART performance goals each for the following positions: a. Training Manager b. Recruitment ManagerFor each of the jobs or groups of jobs, you must develop a recruitment andselection plan for filling these positions. The plan should include the followingcomponents: Marketing Manager, Division Manager, traffic Manager1) Who the intended targets are (i.e. college graduates, experienced workers, etc.)2) How you will communicate the vacancies to that particular segment of the labormarket (e.g., advertisements, brochures, professional contacts, etc)3) An initial screening process whereby you will reduce the applicant pool and selectthe actual candidates to be considered for the positions.4) The selection process (i.e. how you will make the final selection decision),including what selection criteria you will be using (Context: Your organisation receives an offer from an external recruitment company. You are asked to evaluate this offer. The description of the offer can be found below: "Companies that hire the fastest win the race for talent. HireVue's conversational Al hiring assistant ensures you don't lose a single qualified candidate to the dreaded applicant and email blackholes. We'll keep your candidates engaged with text-based prescreening and scheduling while also automating your applicant tracking system (ATS) workflows. No more calendar Tetris, chasing candidates, or manual ATS updates. Post. Interview. Hire. It's that simple. Need more? Here some key statistics: 90% decrease in time to hire; 16% increase in new hire diversity; 131% return on investment; 150M+ Candidate chat conversations". Question: What are the risks of this approach? Discuss your answer, integrating the point of view of the organisation, of the applicants and of the current employees, and highlight the potential ethical…
- Consider this Recruitment and Selection Process by a certain company. The hiring manager submits a completed requisition to the HR department. The HR department will assign a requisition number to assist in tracking and reporting. The HR department will meet with the hiring manager to discuss the position and determine the most effective recruitment and selection process. The HR department and hiring manager will review resumes of qualified candidates to identify the most appropriate candidates for interviewing. The HR department will conduct telephone pre-screens of identified candidates and schedule in-person interviews with the hiring manager. Hiring managers are responsible for conducting timely, effective interviews of qualified candidates. The HR department is available to advise hiring managers on interview techniques and final candidate selection. A candidate evaluation form will be completed for each candidate interviewed and will be used to make a final candidate selection.…Prompt: You are the HR Manager for a consulting company that creates training materials for Fortune 500 organizations. The organizational structure consists of several executive directors, six training directors, consultants who work in one of six departments, and six administrative staff. The administrative staff are divided between the six training departments and report directly to their respective director. The training directors are very unhappy with the work that the administrative staff is producing. They feel that the quality is unsatisfactory and the work is not being completed in a timely manner. As a result, the training directors are doing much of the administrative work themselves and the administrative staff is sitting idle. The administrative staff has not been disciplined for their performance, but the tension within the company is growing. The administrative staff complains that they are bored and have begun to spend most of their work hours engaging in personal…Prompt: You are the HR Manager for a consulting company that creates training materials for Fortune 500 organizations. The organizational structure consists of several executive directors, six training directors, consultants who work in one of six departments, and six administrative staff. The administrative staff are divided between the six training departments and report directly to their respective director. The training directors are very unhappy with the work that the administrative staff is producing. They feel that the quality is unsatisfactory and the work is not being completed in a timely manner. As a result, the training directors are doing much of the administrative work themselves and the administrative staff is sitting idle. The administrative staff has not been disciplined for their performance, but the tension within the company is growing. The administrative staff complains that they are bored and have begun to spend most of their work hours engaging in personal…