Given all the principles and concepts of marketing, what do you think will be the ole of HR Department in ensuring the success of each marketing activity?
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- 6. Which of the following is true of HR forecasting methods? a Organizations should try to use both statistical and judgmental methods in forecasting labor and supply. b In statistical methods, a "leading indicator" is an objective measure that accurately predicts future labor supply. c Statistical methods are poor at capturing historic trends in labor demands. d The predictions made via statistical methods are always more precise than those made via judgmental methods..3. you are working as an HR manager in a reputed company, as a part of salary developmentprocedure of the employees, management asked you to develop a salary survey questionnaire which can besupportive to do their task successfully. You are required to identify and discuss the various aspects of datato be collected in salary survey and develop an effective salary survey questionnaire based on the samedetail. (Note: The questionnaire should include Minimum 10 and Maximum 20 items which is related tovarious aspects of employees’ compensation.)Being the HR Manager in Galaxy Inc, you are supposed to Conduct Test for candidates in Marketing Department. Developed interview or test questionnaire for these candidates and write one page summary about questionnaire importance.
- You wish to integrate business and HR plans more effectively and so intend to increase your workforce planning activities. Write a short report of 400 words for your department evaluating the importance to your plan of each of the following:(a) Forecasts of future activity levels (2 marks)(b) Scenario planning (2 marks)(c) Data collection (2 marks)(d) Demand forecasting (2 marks)(e) Managerial judgement (1 mark )Suppose 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?Training and Development: Explain the need for a robust employee orientation process. Evaluate the pros and cons of 3 training techniques. Recommend technology and tools to develop a better employee orientation and training experience. Outline a process for measuring training.
- 25 - Which of the following is not among the uses of performance appraisal? A) Wage managementB) Human resources planningC) Identifying training needsD) dismissalE) tactical planningEmployee referrals are a vital source of recruitment for an organization. If the programmingdepartment of an IT company has an opening and it has asked all its employees to refer asuitable candidate. 6 employees have recommended one employee each, ie, a total of 6candidates are available to vie for that job. All these job applicants have recently earned degreesin computer sciences from universities enjoying similar reputation in the market and also nomarked difference in their CGPAs. You may call it coincidence but it happens so; that all of themare through the selection process and there is a tie in their final scores. There is only oneposition and as an HR manager you have to chose one of them. Which employee you will chosefor that slot and why?Why is the HR department playing a more significant role in organizational strategic planning pro c esses today than it did 20 years ago?
- What is the five importance of hrp and cite situation for each impotenceWhat are the HR forecasting techniques? Discuss each using your own understanding.In today’s fast-changing economy, it is increasingly critical for organizations to define their human capital for the future as a key source to being a competitive advantage. The best analytical process HR should use to determine strategy includes: 1. Using analytics that involve providing direct evidence of specific cause–effect relation-ships. 2. Data is collected and analyzed relative to specific outcomes. 3. Looking at data for pay satisfaction to determine impact retention or, conversely, turnover. 4. All of the above. 5. Only numbers 1 and 2.