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.

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.

Distinguish among job analysis, job descriptions, and job specifications. How do they relate to planning in human resources management?

Which of these changing demographics is not a source of concern for long-term HR forecasting? Immigrants Expatriates Older workers Minorities

Please explain in detail  Evaluate 3 methods of interviewing – face-to-face, phone and video.  (do justyou’re your opinion, research these on the internet). Give one positive and one negative of each method.    Which do you consider best and WHY?  Defend your answer with at least 2 reasons.

Identify two specific training techniques/ methods that you would use to train employee(s) in the following situations. Ensure the answer identifies a specific training method/ technique that is appropriate to each situation/job.   a. A group of newly hired mangers who will be trained in how to conduct selection interviews. b. A sales clerk at a local retail location. c. An assembly line worker at Ford Motor Company.

The key considerations that HR managers should make while forecasting future human resource requirements include the a) market share of the company b) country's employed population C) retirement rates d) country's unemployed population

For 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 Coordinator

What are examples of the recruitment Policy, and what specific information about your employee policy regarding Prohibited interview questions, Procedures for new employees, Orientation, Tax forms, Employment eligibility verification, Offer of employment, Background screening requirements, and Controlled substances and alcohol policy for drivers of company vehicles?

As part of your new staffing-recruiting plan for Pinxteryou decide to hire a Staffing ManagerConduct a job analysis to determine the scope of the new position and then write a job description for the Staffing Manager. In your assignment, you should address all of the following elements for this job, including a description for each: Position Description Title -Grade Exempt or non-exempt status Who the position reports to Responsibilities of the position Essential functions of the job Attributes required