Mr. Al Moatsem is a newly appointed HR executive. Explain to him in detail the concept of Job Analysis, Recruitment and Selection.
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- Describe any FIVE (5) competencies, according to the Management, that HR professionals require to be successful.(i) Why is the role of an HR Manager so important in an organization? (ii)What are the key functions within HR? (iii)How do HR Managers motivate their staff?Write a memorandum 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.
- You are an HR manager who is considering the use of a selection system. You know that it will do a good job at selecting the best workers, but it also screens out members of visible minorities at a rate much greater than that for the white majority. 1. Should you use this system or try to find another that does not screen out so many members of visible-minority groups? 2. What if the new system does not do as good a job at selecting the best workers?Like virtually all the other HR-related activities at Charles Cleaning Centers, the company currently has no organized approach to interviewing job candidates. Store managers, who do almost all the hiring, have a few of their own favorite questions that they ask. But in the absence of any guidance from management, they all admit their interview performance leaves something to be desired. Similarly, Jim Charles himself is admittedly most comfortable dealing with what he calls the "nuts and bolts" machinery aspect of his business and has never felt particularly comfortable having to interview management or other job applicants. Jennifer is sure that this lack of formal interviewing practices, procedures, and training accounts for some of the employee turnover and theft problems. Therefore, she wants to do something to improve her company's performance in this important area. Q1. In general, what can Jennifer do to improve her employee interviewing practices? Should she develop…Describe how the organization benefits from having clear cut HR policies. Name at least three (3) HR policies that your organization cannot do without. In your opinion, are these policies clearly defined and properly implemented? In what way did it help achieve the over-all goals of the organization? Support your answer.
- Describe five possible uses of job analysis. What does it mean to say that job analysis serves as a foundation for an organization's integrated HR system?Imagine you are an HR executive at P&G given the company's strategic orientation toward purpose and values, what would you do to help align a new performance management system with the strategic plan? How would you explain this relationship? What would you say and do to garner company-wide support for your performance manage-ment system?One of the company's managers did not meet her quotas by the year-end annual performance review. How should the HR department deal with this employee and with the issue at hand?
- How will changes in the labor force affect HRM practices for the next decade? How can managers overcome obstacles to diversity such as mistrust and tension, stereotyping, and communication problems? Why do workers join unions? What implications would this have for the organization that wishes to remain non-union?You are the HR director for ABC Inc, a retail-based company that specializes in sportswear. Your boss has requested your help in presenting a report to the board of directors that speaks to the regulatory and legal considerations that will address a multicultural workforce. This report is an effort to bring awareness to the need for diversity and inclusion, focusing on what the HR department can do to foster a more inclusive workplace that is compliant with the law. What is an HRM strategy that can be implemented to manage a multicultural workforce?As a HR manager, craft a retention plan for an organization operating in the manufacturing sector. Then pen three (3) recommendations that outlines further considerations to be made when developing a retention plan in any organization