3. is referred to as the cornerstone of human resources management. O A. A job description OB. Recruiting OC. Compensation OD. Job analysis
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- 1. Highlight any five objectives of human resources management. 2. Show how job analysis data can be used in job selection procedures.Employee referrals are a vital source of recruitment for an organization. If the programmingdepartment of an IT company has an opening and it has asked all its employees to refer asuitable candidate. 6 employees have recommended one employee each, ie, a total of 6candidates are available to vie for that job. All these job applicants have recently earned degreesin computer sciences from universities enjoying similar reputation in the market and also nomarked difference in their CGPAs. You may call it coincidence but it happens so; that all of themare through the selection process and there is a tie in their final scores. There is only oneposition and as an HR manager you have to chose one of them. Which employee you will chosefor that slot and why?18- Human Resource Planning is the example of which objective of HRM? a. Societal objectives b. Personnel objectives c. Organizational objectives d. Functional objectives
- 3. you are working as an HR manager in a reputed company, as a part of salary developmentprocedure of the employees, management asked you to develop a salary survey questionnaire which can besupportive to do their task successfully. You are required to identify and discuss the various aspects of datato be collected in salary survey and develop an effective salary survey questionnaire based on the samedetail. (Note: The questionnaire should include Minimum 10 and Maximum 20 items which is related tovarious aspects of employees’ compensation.)III. Elaborate any FIVE (5) Importance of Human Resource Planning. IV. Analyse the THREE (3) different recruiting methods in general. v. Elaborate any FIVE (5) future Challenges for HRM managers.The HR department is trying to fill a vacantposition for a job with a small talent pool. Validapplications arrive every week or so, and theapplicants all seem to bring different levels ofexpertise. For each applicant, the HR managergathers information by trying to verify variousclaims on resume, but some doubt about fitalways lingers when a decision to hire or not isto be made. What are the Type I and II decisionerror costs? Which decision error is more likelyto be discovered by the CEO? How does thisaffect the HR manager’s hiring decisions?
- Which of these factors does NOT drive the localization of HRM in MNEs? A corporate culture. B Institutional environment. C local firm maturity D Local firm size.Q1. Reflect upon and discuss how following factors impact the role of HRM in an organization? Support your answer with examples. a. Technology b. Local Laws c. Business StrategyWhat are the main objectives of job analysis? Design the competency-based job descriptions and job specifications for the recruitment and selection manager for an advertising agency Course: HRM
- please answer all the questions 1- Describe Job Analysis. 2- Describe Job Description. 3- Explain in detail, the Recruiting, Selection, and Orientation activities of The Human Resource Department.Following are the characteristics of HRM except- a. Pervasive function b. Interdisciplinary function c. Integrating mechanism d. Job orientedJessica's company moved to an automated production system. As a result it has eliminated 40 jobs in the organization. This is an example of: A) downsizingB) decruitment C) recruitmentD) planned firing