102939-144050 - Rajdeep Kaur Brar- Dec 24, 2020 1006 PM - Rajdep(A00117030)

docx

School

Seneca College *

*We aren’t endorsed by this school

Course

120

Subject

Business

Date

Nov 24, 2024

Type

docx

Pages

Uploaded by Aegean123

Name-Rajdeep Kaur Student Id-A00117030 Mail-rajdepbrar7865@gmail.com

1)What is entrepreneur and one example of successful entrepreneur An entrepreneur is an individual who creates a new business, bearing most of the risks and enjoying most of the rewards. The entrepreneur is commonly seen as an innovator, a source of new ideas, goods, services, and business/or procedures. Entrepreneurs play a key role in any economy, using the skills and initiative necessary to anticipate needs and bring good new ideas to market. Entrepreneurs who prove to be successful in taking on the risks of a startup are rewarded with profits, fame, and continued growth opportunities. Those who fail, suffer losses, and become less prevalent in the markets. The entrepreneurs are often known as a source of new ideas or innovators and bring new ideas in the market by replacing old with an invention. It can be classified into small or home business to multinational companies. In economics, the profits that an entrepreneur makes is with a combination of land, natural resources, labor, and capital. 2)Function of HRM and how marketing benefits in HRM 1. Recruitment and selection 2. Orientation/Onboarding 3. Career Development 4. Performance Management 5. Compensation 6. Benefits 7. Health and Safety 8. Employee participation and communication 9. Personal wellbeing 10.Rewards 11.Management- HR marketing aims to create a powerful and positive candidate experience . This is achieved through the combination of target group-specific content (employer branding content) and a recruiting marketing strategy. These two components enable companies to build and maintain relationships with their candidates. With this method, companies can reach active as well as passive candidates and excite them about the company. The goal is to increase reach within the desired target group. The HR Marketing is an evolving part of the HR Processes, but the importance and have an impact on to the results of the HRM Function is high and the HRM Function should invest its employees to the promotion of the results, procedures, and policies.

3)What are bona fied occupational requirement?  Change job tasks.  Provide reserved parking.  Improve accessibility in a work area.  Change the presentation of tests and training materials.  Provide or adjust a product, equipment, or software.  Allow a flexible work schedule.  Provide an aid or a service to increase access.  Reassign to a vacant position. Most human rights legislation and case law refer to this term, which creates an exception to the employer’s duty to accommodate. In other words, an employer must accommodate unless they can establish that the job requirement is a bona fide occupational requirement (BFOR). A BFOR refers to the essential tasks required to perform a job. Where an employer can establish a particular BFOR, they can exclude certain workers, under certain circumstances, from a job. The employer is obligated to accommodate to the point of undue hardship before a BFOR defense can be established. BFORs are not preferences; they are essential to the job . For example , while an employer may prefer workers to have a high school diploma for certain jobs or require them to lift a certain weight by hand, it is not a BFOR unless the employer can demonstrate that the job cannot be done without that qualification. Preferences such as this may have the effect of screening out certain groups of applicants or forcing existing workers out of the workplace unnecessarily. 4)What type of accommodation are defined as reasonable? The following types of accommodations are defined as reasonable:  No-tech: An accommodation costs little or no money…just time, support, and creativity (e.g., additional preparation time for an individual, or a color- coded filing system).  Low-tech: Any accommodation that is technologically simple or unsophisticated, and readily available in most offices (e.g., replacing a doorknob with an accessible door handle, providing a magnifier).  High-tech: Any accommodation that uses advanced or sophisticated devices (e.g., screen reading software with synthesized speech).

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

 Job restructuring as a form of reasonable accommodation may involve reallocating or redistributing the marginal functions of a job. Job restructuring frequently is accomplished by exchanging marginal functions of a job that cannot be performed by a person with a disability for marginal job functions performed by one or more other employees: -example: An agency has two data processing clerks. Typing on the computer is an essential function, using the phone is a marginal one. If a qualified data processing clerk had a speech impairment, it would be reasonable to assign the function of using the phone to the employee without a speech impairment in exchange for doing that employee’s filing. 5)What type of harassment and give examples of harassment. Harassment is a form of discrimination. It includes any unwanted physical or verbal behavior that offends or humiliates you. Generally, harassment is a behavior that persists over time. Serious one-time incidents can also sometimes be considered harassment. Discriminatory Harassment This is a form of harassment that happens based on protected clauses like race, sexuality, age, gender, religion, and disability. Let me explain them in a little detail… I. Racial Harassment An employee can be harassed because of their race and culture. Explicit slurs on their attributes of a certain ethnicity (hair type, hair color, nose shape, etc.) Disrespecting their culture, showing disgust is also a form of racial harassment. For example, Connor who is Irish is called Carrot and Ginger because of his hair color. II. Sexuality-based Harassment An employee can be harassed because of their sexuality. Employees that have sexual orientations like heterosexual, homosexual, bisexual, asexual, etc. may experience this form of harassment.

For example, a heterosexual man may face harassment working as a make-up artist, while a homosexual woman may not be considered as an efficient relationship therapist. III. Age-based Harassment An employee of mature age who is employed in an organization with a younger workforce, or a young trainee or apprentice who are made fun of, practical jokes, and who is not invited to social functions and meetings can be considered as age- based discrimination in the workplace. For example, Bullying trainees. IV. Disability-based Harassment Harassing or discriminating against an employee based on their physical or mental disability. For example, imitating a crippled person’s gait or teasing a person with down syndrome. 2. Harassment Based on Religion Showing hatred, disgust, and disrespect to fellow employees because of their religion or religious beliefs. For example, Managers not granting leave or half-day to Muslim employees on a religious holiday such as Eid al-Fitr. 3. Personal Harassment This kind of harassment does not depend on any protective clauses. An employee can be subjected to personal harassment by inappropriate comments, offensive jokes, personal humiliation, critical remarks, ostracizing behaviors, intimidation tactics, etc. because of general disliking. For example, Favoritism of staff who go out drinking with the boss, makes the job stressful for Ralph who is a recovering alcoholic and makes him feel that he does not belong and is not appreciated.

6)What comes under job analysis and provide relevant examples? Job analysis is the process of studying a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the qualifications necessary for performance of the job and the conditions under which the work is performed. For example- Job family. Technical Service. Job. Technical service representative. Task. Provides technical support to customers by telephone. Job: A job is a generic role within a Business Group, which is independent of any single organization. For example, the jobs Manager and Consultant can occur in many organizations. You can also use jobs to set up supplementary roles that an employee might hold, for example, fire warden, or health and safety officer. You can distinguish these supplementary roles from other jobs by using Job Groups. Position: A position is a specific occurrence of one job, fixed within one organization . For example , the position Finance Manager would be an instance of the job of Manager in the Finance organization. The position belongs to the organization. There may be one, many, or no holders of a position at any time. 7)How job description and job specification should be made after analyzing recruitment and selection, training and development and performance evaluation? The job description will usually appear on the posting before the job specification. It includes general information pertaining to the job, which is useful when advertising the role opening. Some information it may list includes:  The job title, location, duties, and summary.  The working conditions, including what machines will be used, and any potential hazards.  Who the employee, if hired, will report to.

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

The job description helps target the right people for the job because it clarifies the responsibilities, they would have should they be hired. For any potential employees job-hunting, the description here is enough to let them know if they would be a good fit for the job and therefore, decide if they want to pursue the position or not. While a job description is obviously useful for prospective employees, it also helps the company. The ample information as to what the job entails gives recruiters a very good idea of what sort of person they should be looking for when conducting interviews. It can also later be used by management to figure out what sort of training will need to be given to the employee, as well as evaluating their performance further down the road. If a potential employee reads the job description and finds themselves interested, the next section they read will be the job specification. As opposed to the job description, which lists the information about the job, the job specification lists qualities that the employee should – or sometimes, must – have to qualify for the job. Some examples may include:  Educational qualifications  Training/experience in the specific job  Relatable skills  Previous responsibilities  Ability to work within a certain environment (such as loud noises, bright lights, etc.)

The job specification is very important, as it helps the potential employee quickly analyze whether they are qualified for the job or not. This is helpful not only to the person applying, but to whomever is doing the hiring as well, since it clearly outlines eligibility requirements. While sometimes the job specification includes optional items (i.e., being bilingual is preferred but not critical), obviously the more of the requirements an employee would have, the better fit for the job they would be. 8)Define the recruitment process and advantages and disadvantages of between hiring within the organization and outside of the organization. Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization. Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting, and selecting the right candidate. To increase the efficiency of hiring, it is recommended that the HR team of an organization follows the five best practices (as shown in the following image). These five practices ensure successful recruitment without any interruptions. Advantages of recruiting from outside the company 1.Increased chances: - In this increased chance, the company receives a variety and number of candidates who owns knowledge and ability to handle that job. If the company enters a selection procedure with external recruitment, then there are increased chances of finding a suitable candidate for the job.

2. Fresher skill and input: - When a company goes with an external recruitment method, there is a quite better possibility of finding and identifying a fresher candidate who is capable of delivering new skills and inputs for the betterment of the company. 3. Qualified candidates: Nowadays, when a company posts an advertisement in social media or newspaper. One common thing they look for is a well experienced and qualified candidate . 4. Competitive spirit: - When employees are recruited through external recruitment, there whirls a competitive spirit in the organization amongst the employees. They present themselves to be competitive with full enthusiasm to work and match with the new employees. Disadvantages of recruiting from outside the company 1. A limited understanding of the company: - When a candidate is selected from an external recruitment process, there is a possibility that the candidate might have less chance of understanding the environment of the company . And this lesser understanding can make a big difference in the future activities of the company.

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

2. Higher risk: - There is a possibility that the candidate selected for the post is not worthy of the position offered and he/she can take advantage of their position in the company. 3. Time-consuming: - The main disadvantages of external recruitment are that it is time-consuming as most of the companies post an advertisement for their company recruitment drive. Advantages of recruitment within the company Hiring internal candidates can be more efficient than recruiting externally because it can: Reduce time to hire -When recruiting externally, hiring teams find candidates (either through sourcing or job posting ), evaluate them and, if all goes well, persuade them to join their company. All of which takes time. Conversely, internal candidates are already part of your workplace, so the time you need to find and engage those candidates is much less Shorten onboarding times -Everyone needs some time to adjust to a new role, but internal hires are quicker to onboard than external hires. This is because they- Know how your company operates and most of your policies and practices. Cost less -Research has shown that external hiring may cost 1.7 times more than internal hiring. This is because when hiring from within, you usually do not need to: Post ads on job boards. It is easy to inform internal candidates about job openings through email or your company’s internal newsletter. You could also place printed job ads on a bulletin board, if all your employees work in one place. Disadvantages of internal recruitment Despite all the merits of internal recruitment, there are some things to keep in mind. Hiring from within can:

Create resentment among employees and managers- Employees who were considered for a role could feel resentful if a colleague or external candidate is eventually hired. Also, managers are often uncomfortable losing good team members and may even go so far as to hinder the transfer or promotion process. Leave a gap in your existing workforce- When you promote someone to fill an open position, their old position becomes vacant. This means that a series of moves and promotions may ensue that could disrupt your business’ operations. Ultimately you may need to turn to external recruitment in addition to your internal hire. Limit your pool of applicants- While your company may have a lot of qualified candidates for specific positions, this is not necessarily true for every open role. For example, if a role is fairly new to your business, your employees will have other specialties and may not be able to fill this skills gap . 9)Which process is feasible in your selected industry for project report and why? For our food and beverage industry we choose advertisement method as by method first we can list our requirements and advertise them accordingly on social sites, billboards etc. It also saves time in hiring process for example candidates can create their account and then build their job post and further post their jobs. Recruitment advertisements may be the first impression of a company for many job seekers. In turn, the strength of employer branding in job postings can directly impact interest in job openings . 10)Write about 360-degree evaluation for your selected company/industry and explain how we will execute it. Ans-360-degree process replaced traditional method which was biased and based on favoritism so to overcome these problems 360-degree evaluation process was created which basically based on analysis of how you perceive yourself and how others perceives you. In this process feedback is taken from supervisors, peer groups and subordinates and even from customers. This process also helps organization to get more productivity and enhancing growth of the company. After collecting all the feedback, this finding is also shared with the employees as well in from of comments, charts, and other interpretations. Apart from this, organization can also make merits based on their ratings. 11)Write about the labor relation process?

In phase one of the labor relations process, a non-union employer becomes unionized through an organizing campaign. The campaign starts either internally, by unhappy employees, or externally, by a union that has picked the employer for an organizing drive. Once workers and the union have made contact, a union organizer will try to convince the majority, if not all, of the workers to sign membership cards. In many cases, employers resist the organizing campaign by speaking out against unions in letters, posters, and employee assemblies. However, it is illegal for employers to interfere directly with the organizing campaign or to coerce, intimidate, or threaten employees into not joining the union. The negotiations that take place between the employer and the union to reach an agreement is generally referred to as collective bargaining. Typically, both management and union negotiation teams are made up of a few people. One person on each side acts as the chief spokesperson. Bargaining begins with union and management negotiators setting out a list of contract issues that will be discussed, with the union and the employer meeting face-to-face and exchanging written proposals. 12)Write brief information about 6 steps of selection process. Ans- There are basically 6 steps involved in selection process which are discussed below: - 1) Preliminary Applicant Screening- This stage requires initial screening which is done by HR department. Resume and application form of deserved candidates are examined, and which candidate are not eligible for the job are removed from the job list. 2)Selection Testing- In this stage, employee’s general intelligence, personality characteristics and their preferences are assessed. For measuring all these job- related skills well organized and standardized technique is used. This technique uses two types of performance criteria: Reliability and validity. 3) The Selection Interview- This step includes qualification measuring, behavior observation, examining whether candidate match all the job criteria or not, and how much knowledge they possess about the job and the organization which they are going to work. There are different types of selection interview such as Degree of structure, Content, Administering the Interview. This interview contains some common mistakes as well and can be removed by conducting an effective interview.

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

4)Background Investigation reference checking- This background investigation involves consist of criminal record, verification of educational qualification, verification of previous employment, credit card information. 5) Supervisor Interview and Realistic Job Preview- This step is useful to provide applicants with realistic information, both positive and negative about the job. For assessing candidates with accurate information supervisor must be qualified and comfortable with the new hires and current team members. 6)Hiring Decision and Candidate Notification- This technique accumulates information about each candidate and all the techniques used to gather information. This stage culminates with final hiring decisions and notify all the applicants who were not selected.

102939-144050 - Rajdeep Kaur Brar- Dec 24, 2020 1006 PM - Rajdep(A00117030)

Related Documents