How were the special cases such as latecomers and no-shows handled?
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How were the special cases such as latecomers and no-shows handled?
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- Should companies offer formal orientation programs for all new employees, or should they be designed and run by each individual supervisor, manager, or department head?How does the just-in-time approach to pro- duction differ from the traditional approach?What advantages might it experience from filling positions with current employees? Are there any downsides to this practice?
- What are the costs associated with downtime?What criteria might you use to decide whether to spend time with a surprise visitor or refuse to do so?Assume that you were just rejected for a job based on one of these methods. Obviously, you might be disappointed and angry regardless of what method was used to make this decision, but can you think of two or three methods that might leave you most distressed? In general, why might the acceptability of the test to applicants be an important standard to add to the five we discussed in this chapter?
- How do you handle candidate rejection and ensure a positive candidate experience, even for those who are not selected?What are the advantages of a staged method?how is the Kingdon's multiple-streams framework (MSF) theory applied to a particular case? Is the application compelling? How so? If not, in what way does it fall short?