As a newly hired Human Resource(HR) Manager for a medical clinic with 20 physicians and 100 employees, you want to identify and develop some HR metrics. Using the various metrics discussed at www.saratogainstitute.com and other Web sources, identify five specific metrics and discuss why those measures could be useful. You may refer also to the Intro video about Starbucks Strategic Human Resource Management (SHRM) in youtube.
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As a newly hired Human Resource(HR) Manager for a medical clinic with 20 physicians and 100 employees, you want to identify and develop some HR metrics. Using the various metrics discussed at www.saratogainstitute.com and other Web sources, identify five specific metrics and discuss why those measures could be useful. You may refer also to the Intro video about Starbucks Strategic Human Resource Management (SHRM) in youtube.
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- 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.The Chief Executive Officer (CEO) of Shirley’s Biscuits a British Manufacturer has decided to expand into the German market to sell gourmet biscuits in order to increase the company’s market share and profits. As the Vice President, Human Resource Management you play an important role in the realization of this strategic plan. Write to the CEO explaining 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.Discuss this from a perspective of the applicant and the person or team conducting the hiring interview and making the final decision to hire. How would you describe the hiring process? Do words like difficult, challenging, or frustrating come to mind? How would you choose between two equally qualified candidates? As an HR pro, it's your job to sift and sort through resumes, scrutinize job applications, conduct job interviews, and narrow down the field do candidates until you pick the right person I need help.
- Discuss the concept of strategic human resource management (SHRM) and its significance in modern organizational settings. Explore the integration of HR strategies with overall business strategies, highlighting how SHRM aligns HR practices with organizational objectives to drive competitive advantage and organizational performance. Analyze the key components of SHRM, such as recruitment, training, performance management, and employee retention strategies. Additionally, examine the challenges associated with implementing SHRM and propose strategies to overcome these challenges, incorporating real-world examples of successful SHRM practices.As the assistant to the human resources director at Tally Group, you normally answer phones and set appointments for the director. You are interested in developing skills in HRM, and one day, your HR director presents you with a great opportunity for you to show what you can do. She asks you to analyze last year’s recruitment data to determine which methods have worked best. As you look at the data, you aren’t sure how to start, but you remember something on this from your HRM class in college. After reviewing the data in your book, you feel confident to analyze these numbers. Please go ahead and perform calculations on these numbers, then provide answers to the questions that follow. Table 4.2 Tally Group Recruiting Numbers, 2012 Method Total Number Hired Yearly Cost ($) Total Applicants Temporary placement firms 8 3,200 53 Campus recruiting 2 1,500 26 Professional association ads 10 4,500 331 Social media/company website 33 300 486 Job fair 3 500 18 Referrals 26…A private corporations new CEO took over with the mission of preventing a competitor's proposed takeover. There is a low level of morale, unsatisfactory staff performance standards, and a larger turnover rate than the competition. The performance of the company has been subpar generally due to these and other issues. You are employed in the HR department. Describe the workforce planning process and provide a case for how the company's strategy may be incorporated with the role of human resource planning in light of the current local and global problems.
- The Chief Executive Officer (CEO) of Shirley’s Biscuits a British Manufacturer has decided to expand into the German market to sell gourmet biscuits in order to increase the company’s market share and profits. As the Vice President, Human Resource Management you play an important role in the realization of this strategic plan. Write to the CEO explaining the role of HRM in terms of recruitment, selection, training and development of employeesPreparing an “HR Scorecard Proposal” for the Senior Management of The Office Place. 1. A proposed HR Scorecard that encompasses key metrics that an organizationshould track to evaluate overall performance in your organization.2. A minimum of two metrics (at least one quantitative and one qualitative metric)for each of the functional areas of HR:a. Recruitment and Selectionb. Training and Developmentc. Employee Relationsd. Compensatione. Benefits3. The metrics should also include:a. The rationale behind each metric.b. How the metric will be calculated.c. Frequency (i.e. monthly, quarterly or annual)Here are the things you haveaccomplished so far:• Reviewed compensation and adjusted salaries for the sake offairness. Communicated this to all affected employees.• Developed job requirements for current and new jobs.• Had each old and new employee fill out a skills inventory Exceldocument, which has been merged into a database.From this point, you are not sure what to do to fully integrate the neworganization. Which components of your HR plan will you have to change?
- 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…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 CoordinatorYou 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.