The HR department initiated the process of ________ appraisal to identify the latent talents so as to consider options of job redesigning a. Developmental b. Performance c. Potential d. Feedback
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- What 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: HRM3. 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.)1. Highlight any five objectives of human resources management. 2. Show how job analysis data can be used in job selection procedures.
- Training and Development: Explain the need for a robust employee orientation process. Evaluate the pros and cons of 3 training techniques. Recommend technology and tools to develop a better employee orientation and training experience. Outline a process for measuring training.How could job analysis be relevant to each of the six key HRM activities discussed in the chapter (i.e., planning, staffing, training, performance appraisal, reward systems, and labor relations)?What is the relationship between “JOB” and each of the HRM module?
- How does job analysis effectively run an organization? (indicate intext citation and APA 7th edition format references)• What is the HR Strategic planning, recruitment and selection strategy, performance/ talent management strategy of Telus and bell organizations.P5: Analyse the importance of employee relations in respect to influencing HRM decision-making.
- 17-6 Hiring 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 appicants all seem to bring differnt 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 decisions to hire or not is to be made. What are the type I and II decision error cost? Which decision error is more likely to be discovered by the CEO? How does this affect the HR manager's hiring decisions?explain the role of HRM in terms of recruitment, selection, training and development of employees and recommended policies, practices and systems that will facilitate the achievement of the strategic plan. references/sourcesWhat are the HR forecasting techniques?