Critically examine the strategic role of following HRM activities that can help an organization to achieve competitive advantage over competition: i. Recruitment and Selection İi. Compensation and Rewards iii. Job Design Support your answer with suitable examples and explain how these activities can help the organization in obtaining a sustainable competitive advantage?
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- 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…You are reuqired to prepare a Training Need Analysis form and discuss how should TNA be conducted to maximize the return on training investment and performance of the over all business in light of the organization's vision.Before Human Resources is able to draft an appropriate and qualified job description, the job itself must be analyzed to that the proper qualifications are matched to the proper job requirements and you do not hire someone under-qualified for the position.Continue with your previous research of the company used in the individual project.Discuss how you would begin the job analysis of the position.Identify at least 2 areas where the employer would want to make sure that the person used to fill the position has the qualifications to provide the best services to the companyâs clients.
- Please discuss the following: Job analysis also known as the cornerstone of human resource management since the information it collects serves so many human resource management functions. Justify two (2) of HRM functions that are affected by job analysis.As an HR intern you will be introduced to the different functions in HR, one of these main functions of HRM is “Recruitment and Selection”. Explain what this function is and discuss how this function can help specifically the company you chose. (Below are some important issues to include in your discussion about this function of HRM) HR planning Job analysis: Job description + Job specification Internal and External Recruitment sources Selection tools such as CV screening, psychometric tests, job interviews, videoconferencing, etc. Strengthen your argument by providing examples. . PLEASE MAKE SURE TO ANSWER IN YOUR WORDS, PLEASE DON'T COPY THE ANSWER AND PROVIDE EXAMPLES.Suppose that you are performing your duties as Manager HR. After conducting several interviews for your organization, you have selected the candidates for the announced positions. However, you have to intimate the other candidates that they did not meet the qualification criteria in the form of a bad news letter. You may begin the letter with thanking the applicant for showing interest to join your organization. Then, highlight the rigorous criteria on the basis of which you faced a tough time selecting the most competitive candidate from a pool of diligent applicants. Lastly, end with a positive note motivating the applicant to reconsider your organization in the upcoming vacancies.
- explain 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. references/sourcesFor 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. Sales division Manager/ senior IT Manager/ traffic ManagerSuppose you are working as HR officer in a private organization that is operating in Pharmaceutical sector. Five posts of sales officers have been created in your organization for the first time. The head of HR department has instructed you to write job description and job specification of newly created sales officer jobs. You are also required to suggest viable recruitment and selection strategies for hiring five sales officers. Please explain the followings by keeping in view the above scenario. 1. What kind of research can be useful before writing the job description and job specification?
- As an Analytics Specialist for a private sector organisation, how do you develop a focused analytics Dashboard that deals with strategy and HR in this organisation that supports the executives and senior members of the management team of the organisation with the execution of strategic decisionsIn view of the recent wave of Covid-19, University is asked to implement a rigorous monitoring and Control function on all activities of Faculty and Students. For the reporting and analyzing the CMS academic data, management want to hire services of a Database Administrator. Prior to go for advertisement, you are to go through the Job analysis process. As HRM expert: - What information would you collect from the concern University stakeholders. Write down the Process of Job Analysis. (2) After getting all the information, finalize the Job Summary, Job specification and Description of the desired position. (3)3. Assume you are the human resource manager of a small seafood company. The general manager has told you that customers have begun complaining about the quality of your company's fresh fi sh. Currently, training consists of senior fish cleaners showing new employees how to perform the job. Assuming your needs assessment indicates a need for training, how would you plan a training program? What steps should you take in planning the program?