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- 1- Compare the complete organizational selection process from recruitment to orientation and training with election process of national assembly? How is it similar and dissimilar? Answer in HRM ContextHRM is a fuction of every managers jobs, not just those who work in human resources. do you agree with this statement or not ?M4: Evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making in an organisational context.
- 32 - Which of the following is not included in career management roles? a) Role of Managers B) Role of Finance Manager NS) Employee Role D) Role of Business TO) Role of Human Resources ManagerWhich group represents external factors that affect HRM?Select one: a. Presence of unionized workers, market competition and workplace demographics b. Legislation, market competition, workplace demographics c. Corporate culture and values, market competition presence of unionized workers d. Leadership, market competition, workplace demographicsHow 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)?
- 1. Highlight any five objectives of human resources management. 2. Show how job analysis data can be used in job selection procedures.As organizations have adjusted to environmental influences, the roles played by HRD professionals have changed as well. Expand on the various roles and competencies that should be demonstrated by HR professionals and the expected outcomes/outputs to be gained by the organisation from these roles.Identify 2 strategies that will improve your organization's selection strategy. As the HR manager, if you are going to change your HR practices, what would you need to address?
- As organisations have adjusted to environmental influences, the roles played by HRD professionals have changed as well.Expand on the various roles and competencies that should be demonstrated by HR professionals and the expectedoutcomes/ outputs to be gained by the organisation from these roles.what characterizes HRM and IHRM in the UK? the characteristics, both in terms of the main features of managing in that country (organisational structures and problems) and the content of HRM (e.g. recruitment and selection, employee development, remuneration systems, employee relations, the organisation of the profession, etc.)“Balancing act: Managing short-term hiring needs with long-term business goals.” Discuss the implications of this in relation to recruitment and the strategic role of human resources