Joliana is a human resources professional with Odd Objects Company. Her primary responsibility is during the fall is to prepare the customer care center for their seasonal rush. She is tasked with a goal of filling 100 customer support positions by Halloween. She screens candidates and forwards potential fits to the manager of customer care. Joliana is playing a key role in which of the following processes? Multiple Choice human capital shadowing recruiting mentoring joh specification G
Q: What are the strategies adopted by an organisation for employees motivation ?
A: Introduction : Employee motivation is an essential aspect of human resource management and is vital…
Q: Business: Food Delivery Services Hello, help me formulate a description for the stated business…
A: Human resource management is the practice of management of the employees in a particular…
Q: Government regulation of the private sector is extremely critical. Discuss the justifications for,…
A: Government regulation has long been a source of criticism from numerous corporate sectors.…
Q: What are some of the major impediments or obstacles to succession planning process in an…
A: Planning for succession and managing it must be part of a wider human resources planning strategy.…
Q: Answer The Following questions: 1. How did Coca-Cola company use social media to promote its coke…
A: The organizational aim will be to sustain in the market, and to increase the profitability status of…
Q: Using practical examples, discuss any three reasons for returns and the strategic role they could…
A: Returns can be an integral part of a business’s strategy, especially in the rooibos industry.…
Q: Kinds of Employer Behaviour in mangement
A: Employee behavior is characterized as a person's response to a specific scenario at work. Employees…
Q: What is a total rewards package? What are some of the benefits included? What are some advantages of…
A: Rewards include monetary sums and other advantages that a business organization provides to its…
Q: Mention any 5 benefits of Business Environment
A: The term "business environment" refers to the entire set of people, organizations, and other…
Q: What are the significance of business Environment?
A: The term "business environment" refers to the entire community of people, businesses, and other…
Q: Explain how this innovation solution(injuries and violence) would address the 5 characteristics…
A: SOLUTION: Design teams can utilise their understanding of the theory to develop a road map for how…
Q: A financial executive can be seen as? a. an intermediary between the sources and uses of funds b.…
A: The organizational aim will be to sustain in the market, and to increase the profitability status of…
Q: What are some of the benefits of Human Resources being a strategic partner with the business? What…
A: Recruiting and hiring procedures may be conducted effectively and smoothly by Human Resource…
Q: How do the leader and the follower fit into the leadership cy
A: To remain competitive in the industry, a firm's current environment, which encompasses all people…
Q: What is risk and provide an example of it.
A: The organizational aim will be to sustain in the market, and to increase the profitability status of…
Q: A manager plans, organises, staffs, directs, coordinates and controls.” Discuss the role of manager…
A: Introduction : Managers contribute greatly to the overall functioning of an organisation. They are…
Q: Case Study: Frank Schuman, vice president of human resources for Big Bison Resorts, heard laughter…
A: Motivation is an external force that pushes employees to perform tasks with a higher efficiency…
Q: Recommendation(s) for the food and beverage organisation(Nestle) to seize the opportunities and…
A: Henri Nestlé founded Nestle in 1905 as a consequence of a combination with the Anglo-Swiss Milk…
Q: A manager has asked a colleague to deliver a 15 minute presentation explaining the latest test data…
A: Presentation is the process of presenting a information to an audience. This can involve speaking in…
Q: What kinds of instruction ought to be given to staff members to lessen the likelihood that "rules of…
A: When a code of conduct is implemented at work, all staff members must be made aware of its…
Q: Discuss the various benefits of Motivation in mangement.
A: Motivation is the readiness to do tasks in support of organizational goals, according to management…
Q: Those pursuing competitive promotions ought to consider their responsibilities to themselves, their…
A: Organization- An organization is a group of individuals working together to achieve predetermined…
Q: Explain the various methods used to evaluate the performance of employees?
A: Performance measurement:- It is a important function of every organization. The organization will…
Q: Argue about the benefits and challenges derived from the subcontracting (outsourcing) of employees…
A: Outsourcing is the practise of hiring a third party from outside a business to perform duties or…
Q: What are the primary advantages and disadvantages of standardization?
A: In order to standardize a specific industry, standards-based and comparable technology and processes…
Q: What is the importance of workplace ethics?
A: Workplace ethics is the term for a certain set of moral and legal rules that businesses may follow.…
Q: What factors should be considered in mind while using authority for it's sucessful use?
A: The quality of an order in a formalized organization that allows its members to recognize it as…
Q: Evaluate the FOUR (4) steps of a grievance procedure in a unionized environment with appropriate…
A: A grievance procedure is an approach for an inner confrontation resolution by which a worker might…
Q: Discuss What are the initiatives that need to be taken by the Employees to achieve work - life…
A: Introduction : Work-life balance is an approch of Human Resource Management. It refers to…
Q: In what ways could information and communication technologies improve commercial and academic…
A: Information and Communication Technologies: The term "information and communication technologies"…
Q: What are the causes of employees resistance to change in an organisation?
A: Introduction : Change management is a management approach that focus on the transformation of an…
Q: What are the benefits of Ethical communication?
A: Communication, which is defined as the exchange of ideas, messages, or information by speech,…
Q: 2. How to solve the issues of an organization when it come to their organizational structure? 3.…
A: Disclaimer- "Since you have asked multiple questions, we will solve the first question for you. If…
Q: Describe one tool that is most useful to an operations manager in decision making process and…
A: The operations manager is in charge of making effective and efficient use of resources to produce…
Q: What do you mean by "principal of delegation" in Mangement?
A: A worker must have the strength necessary to do the task at hand. To be effective, delegation needs…
Q: Marathon Runners at Different Levels David Abruzzo is the newly elected president of the Metrocity…
A: Introduction David Abruzzo is the recently elected president of the Metrocity Striders Track Club…
Q: What is meant by 'Management'? Explain its three features that establish it as an Art.
A: Management is the process of carrying out the labor or activity required to achieve an…
Q: what are the role of diversity in employee engagement and retention. Use widely available resources…
A: The term diversity refers to understanding and accepting unique attributes and individual…
Q: Discuss some Features of the business environment in details.
A: The totality of all external and internal effects on a business constitutes the business…
Q: As a project manager, you need to keep a few things in mind when building a team. You decide how…
A: Correct option is option b. While building a team, the project manager should see how to motivate…
Q: To bring about successful change, change agents employ three distinct but linked drives in their…
A: Exploring views and taking them into consideration when seeking answers are skills that effective…
Q: Pick up a any company. of description with a focus on the BoD. Discuss two ways to improve the BoD…
A: INTRODUCTION: The Board of Directors is a team that supports the efficient operation of the…
Q: Why would marriage among colleagues be discouraged in a work place?
A: Today, the workplace relationships are very common. Sometimes, colleagues get married if everything…
Q: If I need to present an activity about building class cohesion and teamwork in university, and the…
A: Organization- An organization is a collection of individuals working together to carry out an…
Q: How can you ensure that your managerial abilities are always up-to-date?
A: A manager to possess certain management abilities to effectively execute organizational tasks and…
Q: What are the importance of management in Business ?
A: Management is the process of carrying out the labor or activity required to achieve an…
Q: Mention the skills required by the manager. (Any 3 Skills)
A: A manager is an expert who guides a team of employees and manages an organization. Within their…
Q: Which of the following statements holds true for the term, broad company loyalty? Group of answer…
A: Company- The alliance and collection of individuals who come together to work towards a shared goal…
Q: As an Organizational Behavior expert, explain the possibility of such a scenario
A: Organization behavior:- Organization behavior is the study of individuals' behavior in groups or…
Q: Write about the types of open and closed employee promotion
A: Performance of employees is how an employee fulfils his/her job duties and responsibilities and…
Trending now
This is a popular solution!
Step by step
Solved in 2 steps
- Cousins Jeri Lynn De Bose, Tish Hoover, and Josephine (Joey) Parks looked forward to meeting up during the Christmas holidays to compare notes on the results of midyear teacher evaluations. All were public school teachers in districts scattered over the state. In the pressured search for new levels of teacher accountability demanded by legislators, the state department of education joined 16 other States in implementing a new teacher evaluation system. The goal is to hold teachers account-able for student learning progress in the classroom. Under the guidance of the National Council for Teacher Quality, criteria varies by State, but in most cases, 40 percent of each teacher's accountability score would be based on the principal's evaluation and ranking based on personal observation, 30 percent would be based on personal observation by a master teacher from outside the district, and the Other 30 percent would be based on student test score gains. The state department of education would set a performance goal each school district, and the principal would set a performance goal for each teacher. In preparation, the State conducted intensive training sessions for principals and designated master teachers who would conduct the evaluations based on four class observations per teacher Officials used standardized achievement tests to derive value-added scores that measure student learning over the year. Teacher ratings were 1-5, with I am being the lowest and 5 representing near perfection. The publication of the first year's evaluations stirred interest and controversy, particularly among teachers who worried about the possible long-term effects on job retention and tenure. Now, with the first-year evaluations in hand, the three cousins pored over their experiences. The three represented different types of school systems within the state. Jeri Lynn worked for a metropolitan system in the state capital. The system included many low-income students whose first language was nor English, and several schools within the system were teetering on the brink of State takeover if improvement in student scores didn't materialize this school year. Tish worked in a county System dominated by upper-income residents, and Joey taught in the rural community in which all three grew up. The rural community had high unemployment, and a low percentage of graduates went on to college. As a result, the cousins came to the table with differing teaching experiences. "The numbers are all over the place," Jeri Lynn remarked as she studied the pages. "The whole system is flawed, and they need to make changes," Joey said. "It's too subjective. The principal and master teacher observations are subjective because there are personal factors that affect a true outcome." "Yeah, look at the numbers from your upper-income district," Jeri Lynn said to Tish. "How can 60 percent of the teachers score 5s?' Tish chuckled. "Yeah, lucky us. Our schools are overflowing with children from wealthy families. These are the kids who will apply to Ivy League schools. I can tell you that the principals are going to avoid confrontation on all fronts. No principal is going to give any indication that their students are receiving an education that's less than perfect, and that means cramming the rankings with 5s. They claim a higher level of motivation for students, and thus the selection of an elite team of educators. So with those pressures, I don't think we get personal feedback that is accurate." "At the other end of the spectrum, we have my rural district," Joey said. "The big problem is that the principals know everyone and have longstanding relationships with everyone in the county, so I think scores are based on personal history. We could almost predict who would get high or low scores before the observations. For principals, it can go back as far as 'his daddy and my daddy hated each other in high school, and now I get to evaluate his daughter "I think that in many cases, principals feel pressure to align scores with state expectations. The stare expected my district to have high scores and expected rural schools such as yours to be lower," Tish said. "But isn't that partially offset by lower goals for the rural school distracts responded Joey. "The key to the accountability system is the principal in each school," Jeri Lynn suggested. "With several of the schools in Metro teetering on the edge of state takeover by the end of the year, we had lots of strict principals who wanted to hold our feet to the fire with lower scores." "I thought the whole idea was to provide the teachers With feedback so that we would know the areas where we need improvement," Tish said. "The principals were supposed to conduct two observations in the fall and two more in the spring," Jeri Lynn said. think that's asking too much of them when they already have so much on their plates. I think a lot of them are skimping on their visits. know I only had one observation last semester, and I'm sure Mr. Talley just faked the second set of numbers. The master teachers make only two observations a year, which may be more objective but counts for less." "I'm wondering, too, how a principal measure performance in a course area outside his area of expertise, such as math," Joey said. "If the guy has a phobia about math, anything the teacher says or does is going to 100k brilliant-thus a 5." Tish and Jeri Lynn looked at each other and laughed. "Maybe we picked the wrong subjects," Tish said. "My question is one of perception," Jeri Lynn said. "A large percentage of my students are ELL. That affects their scores. How do you measure a 3 in my situation against a 5 for Tish? At the end of the school year, little Carlos is thrilled that his reading in English has improved, but there`s no Big Bang here. a slow steady improvement that may not actually show up in big strides for a couple of years: "So, the question is how do they create a system that is fair?" Tish asked. "And accurate," added Jeri Lynn. How might the state control the accuracy of principals who are conducting teacher evaluations? Explain.Cousins Jeri Lynn DeBose, Tish Hoover, and Josephine (Joey) Parks looked forward to meeting up during the Christmas holidays to compare notes on the results of midyear teacher evaluations. All were public school teachers in districts scattered over the state. In the pressured search for new levels of teacher accountability demanded by legislators, the state department of education joined 16 other States in implementing a new teacher evaluation system. The goal is to hold teachers account-able for student learning progress in the classroom. Under the guidance of the National Council for Teacher Quality, criteria varies by State, but in most cases, 40 percent of each teacher's accountability score would be based on the principal's evaluation and ranking based on personal observation, 30 percent would be based on personal observation by a master teacher from outside the district, and the Other 30 percent would be based on student test score gains. The state department of education would set a performance goal each school district, and the principal would set a performance goal for each teacher. In preparation, the State conducted intensive training sessions for principals and designated master teachers who would conduct the evaluations based on four class observations per teacher. Officials used standardized achievement tests to derive value-added scores that measure student learning over the year. Teacher ratings were 1-5, with I am being the lowest and 5 representing near perfection. The publication of the first year's evaluations stirred interest and controversy, particularly among teachers who worried about the possible long-term effects on job retention and tenure. Now, with the first-year evaluations in hand, the three cousins pored over their experiences. The three represented different types of school systems within the state. Jeri Lynn worked for a metropolitan system in the state capital. The system included many low-income students whose first language was nor English, and several schools within the system were teetering on the brink of State takeover if improvement in student scores didn't materialize this school year. Tish worked in a county System dominated by upper-income residents, and Joey taught in the rural community in which all three grew up. The rural community had high unemployment, and a low percentage of graduates went on to college. As a result, the cousins came to the table with differing teaching experiences. "The numbers are all over the place," Jeri Lynn remarked as she studied the pages. "The whole system is flawed, and they need to make changes," Joey said. " It's too subjective. The principal and master teacher observations are subjective because there are personal factors that affect a true outcome." "Yeah, look at the numbers from your upper-income district," Jeri Lynn said to Tish. " How can 60 percent of the teachers score 5s?" Tish chuckled. "Yeah, lucky us. Our schools are overflowing with children from wealthy families. These are the kids who will apply to Ivy League schools. I can tell you that the principals are going to avoid confrontation on all fronts. No principal is going to give any indication that their students are receiving an education that's less than perfect, and that means cramming the rankings with 5s. They claim a higher level of motivation for students, and thus the selection of an elite team of educators. So with those pressures, I don't think we get personal feedback that IS accurate." "At the other end of the spectrum, we have my rural district," Joey said. "The big problem is that the principals know everyone and have longstanding relationships with everyone in the county, so I think scores are based on personal history. We could almost predict who would get high or low scores before the observations. For principals, it can go back as far as 'his daddy and my daddy hated each other in high school, and now I get to evaluate his daughter." "I think that in many cases, principals feel pressure to align scores with state expectations. The stare expected my district to have high scores and expected rural schools such as yours to be lower," Tish said. "But isn't that partially offset by lower goals for the rural school distracts responded Joey. "The key to the accountability system is the principal in each school," Jeri Lynn suggested. "With several of the schools in Metro teetering on the edge of state takeover by the end of the year, we had lots of strict principals who wanted to hold our feet to the fire with lower scores." "I thought the whole idea was to provide the teachers With feedback so that we would know the areas where we need improvement," Tish said. "The principals were supposed to conduct two observations in the fall and two more in the spring," Jeri Lynn said. think that's asking too much of them when they already have so much on their plates. I think a lot of them are skimping on their visits. know I only had one observation last semester, and I'm sure Mr. Talley just faked the second set of numbers. The master teachers make only two observations a year, which may be more objective but counts for less." "I'm wondering, too, how a principal measure performance in a course area outside his area of expertise, such as math," Joey said. "If the guy has a phobia about math, anything the teacher says or does is going to 100k brilliant—thus a 5." Tish and Jeri Lynn looked at each other and laughed. Maybe we picked the wrong subjects," Tish said. "My question is one of perception," Jeri Lynn said. "A large percentage of my students are ELL. That affects their scores. How do you measure a 3 in my situation against a 5 for Tish? At the end of the school year, little Carlos is thrilled that his reading in English has improved, but there's no Big Bang here. a slow steady improvement that may not actually show up in big strides for a couple of years." "So, the question is how do they create a system that is fair?" Tish asked. "And accurate," added Jeri Lynn. Is a 1-5 grading System by principals and master teachers a valuable part of a feedback control system for teachers? Why?Cousins Jeri Lynn DeBose, Tish Hoover, and Josephine (Joey) Parks looked forward to meeting up during the Christmas holidays to compare notes on the results of midyear teacher evaluations. All were public school teachers in districts scattered over the state. In the pressured search for new levels of teacher accountability demanded by legislators, the state department of education joined 16 other States in implementing a new teacher evaluation system. The goal is to hold teachers account-able for student learning progress in the classroom. Under the guidance of the National Council for Teacher Quality, criteria varies by State, but in most cases, 40 percent of each teacher's accountability score would be based on the principal's evaluation and ranking based on personal observation, 30 percent would be based on personal observation by a master teacher from outside the district, and the Other 30 percent would be based on student test score gains. The state department of education would set a performance goal each school district, and the principal would set a performance goal for each teacher. In preparation, the State conducted intensive training sessions for principals and designated master teachers who would conduct the evaluations based on four class observations per teacher. Officials used standardized achievement tests to derive value-added scores that measure student learning over the year. Teacher ratings were I —5, with I am being the lowest and 5 representing near perfection. The publication of the first year's evaluations stirred interest and controversy, particularly among teachers who worried about the possible long-term effects on job retention and tenure. Now, with the first-year evaluations in hand, the three cousins pored over their experiences. The three represented different types of school systems within the state. Jeri Lynn worked for a metropolitan system in the state capital. The system included many low-income students whose first language was nor English, and several schools within the system were teetering on the brink of State takeover if improvement in student scores didn't materialize this school year. Tish worked in a county System dominated by upper-income residents, and Joey taught in the rural community in which all three grew up. The rural community had high unemployment, and a low percentage of graduates went on to college. As a result, the cousins came to the table with differing teaching experiences. "The numbers are all over the place," Jeri Lynn remarked as she studied the pages. "The whole system is flawed, and they need to make changes," Joey said. " It's too subjective. The principal and master teacher observations are subjective because there are personal factors that affect a true outcome." "Yeah, look at the numbers from your upper-income district," Jeri Lynn said to Tish. "How can 60 percent of the teachers score 5s?" Tish chuckled. "Yeah, lucky us. Our schools are overflowing with children from wealthy families. These are the kids who will apply to Ivy League schools. I can tell you that the principals are going to avoid confrontation on all fronts. No principal is going to give any indication that their students are receiving an education that's less than perfect, and that means cramming the rankings with 5s. They claim a higher level of motivation for students, and thus the selection of an elite team of educators. So with those pressures, I don't think we get personal feedback that IS accurate." "At the other end of the spectrum, we have my rural district," Joey said. "The big problem is that the principals know everyone and have longstanding relationships with everyone in the county, so I think scores are based on personal history. We could almost predict who would get high or low scores before the observations. For principals, it can go back as far as his daddy and my daddy hated each other in high school, and now I get to evaluate his daughter "I think that in many cases, principals feel pressure to align scores with state expectations. The stare expected my district to have high scores and expected rural schools such as yours to be lower," Tish said. "But isn't that partially offset by lower goals for the rural school distracts responded Joey. "The key to the accountability system is the principal in each school," Jeri Lynn suggested. "With several of the schools in Metro teetering on the edge of state takeover by the end of the year, we had lots of strict principals who wanted to hold our feet to the fire with lower scores." "l thought the whole idea was to provide the teachers With feedback so that we would know the areas where we need improvement," Tish said. "The principals were supposed to conduct two observations in the fall and two more in the spring," Jeri Lynn said. think that's asking too much of them when they already have so much on their plates. I think a lot of them are skimping on their visits. know I only had one observation last semester, and I'm sure Mr. Talley just faked the second set of numbers. The master teachers make only two observations a year, which may be more objective but counts for less." "I'm wondering, too, how a principal measure performance in a course area outside his area of expertise, such as math," Joey said. "If the guy has a phobia about math, anything the teacher says or does is going to 100k brilliant—thus a 5." Tish and Jeri Lynn looked at each other and laughed. Maybe we picked the wrong subjects," Tish said. "My question is one of perception," Jeri Lynn said. "A large percentage of my students are ELL. That affects their scores. How do you measure a 3 in my situation against a 5 for Tish? At the end of the school year, little Carlos is thrilled that his reading in English has improved, but there's no Big Bang here. a slow steady improvement that may not actually show up in big strides for a couple of years: "So, the question is how do they create a system that is fair?" Tish asked. "And accurate," added Jeri Lynn. What do you see as the major strengths and flaws in the feedback control system used in the schools in this scenario? What changes do you recommend to overcome the flaws?
- The HRM (Human Resource Management) Department of an organization administers a behavioralprofile test to measure the capabilities of individuals under consideration for employment. The testresults were analyzed manually by experts appropriate for the positions to be filled. Results aredivided into three categories: candidate style, candidate values and candidate thought preferences.Due to the large number of applicants, the many locations of the company and the high level ofexpertise required for the analysis, it was very difficult to execute a quality analysis in a timelymanner. To overcome these problems an expert system was developed which includes elevenknowledge bases.The basic objective of the system is to assess the candidate’s directional initiative, potentialperformance problems, and supervision effectiveness. Analysis of an average applicant, which takesan hour when it is done manually, can be performed in about five minutes when supported by anexpert system. The system is…The HR department is trying to fill a vacant position for a job with a small talent pool. Valid applications arrive every week or so, and the applicants all seem to bring different levels of expertise. For each applicant, the HR manager gathers information by trying to verify various claims on resumes, but some doubt about fit always lingers when a decision to hire or not is to be made. What are the Type I and II decision error costs? Which decision error is more likely to be discovered by the CEO? How does this affect the HR manager’s hiring decisions?A local manufacturing firm which produces engineer to order and assemble to order high value products for the pharmaceutical industry has recently been requested by its owner to provide a proposal on the benefits of a predictive performance model and methodology from a workshop that you have recently completed. You are requested to produce the following report: 1. Review the current state of the practice of performance reporting within firms. 2. Suggest a suite of appropriate key performance measures. 3. Explain the benefits of an Ex-Ante or Predictive Performance approach to enterprise performance management. 4. Recommend a methodology on how this type of Enterprise Performance Model might be deployed within actual firms. It is recommended that you use appropriate examples from the literature or your prior industrial experience to support any recommendations that you provide.
- How does the Covid19 crisis change the skill requirements and task contents of that internship/job?1. What is the key difference between causal and effectuation thinking process? a) Causal focuses on what is in the hand, but effectuation don’t look what is in the hand b) In both processes, the resource and outcome is determined c) In causal process, the outcome is already determined, but for effectuation, there is a range of possible outcome. d) Involves the ability to rapidly sense, act and mobilize 2. Which one of the following are the characteristics of the traditionally managed firm? a) Episodic use of rent of required resources b) Opportunity search restricted by controlled resources c) Rapid growth is the top priority d) Management structure is flat with multiple informal networks 3. Lego has been changing the materials of its famous bricks to biodegradable oil-based plastics, what type of entrepreneurial thinking is this? a) Bricolage b) Cognitive adaptability c) Superficial similarities d) Structural similarities 4. Nirob has BDT 10000, a high-speed personal computer with…Since a needs assessment is an integral part of creating and managing a security awareness program, which of the following represent the basic steps towards conducting a needs assessment? Review of available resource material, analysis of metrics, recommendations from oversight bodies including compliance requirements Analysis of metrics, recommendations from oversight bodies, ensuring countermeasure funding is in place Review of infrastructure changes, review of training and education programs, recommendations from oversight bodies Review of training and education programs, review of system inventory, recommendations from oversight bodies.
- 14. Ahmed works as a sales person in an electronic shop. He tends to attract buyers with updated features of a product of their interest, but he does not intend to sell that particular product as he does not have enough stocks from it. However, Ahmed used this strategy to grab customers' attention then offer them a different expensive product in its place. Ahmed is performing a process of: * A.Remarketing B.Opt-ins C.Bait and switch D.Behavioral targeting E.Permission marketingWhat is USC-CT problem solving process and how is it used, provide examples? please no plagarism.Assume you are the owner of a restaurant. Create a questionnaire showing appropriate options to measure customer satisfaction or customer experience with respect to the restaurant food and service. Keep in mind a suitable flow of questions while creating the questionnaire. The following types of questions can be included in the survey: • Dichotomous (2 options, example Yes/ No) • Single select (select only 1 option) • Multiple choice (example: select all that apply) • Scales (example: Excellent-Average-Poor, Strongly agree-Agree-Neutral-Disagree-Strongly disagree) Criteria Correct flow of questions Appropriate options given along with questions Questions included matches survey objectives Questions’ vocabulary suitable to industry mentioned