is a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards. A) Organizational development B) Career management C) Career development D) Career planning E) Performance management

is a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards. A) Organizational development B) Career management C) Career development D) Career planning E) Performance management

Management, Loose-Leaf Version

13th Edition

ISBN:9781305969308

Author:Richard L. Daft

Publisher:Richard L. Daft

Chapter12: Managing Human Talent

Section: Chapter Questions

Problem 3OTJVC

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All of the following are types of career development initiatives implemented by employers EXCEPT ________. A) 401(k) plans B) success teams C) career coaches D) role reversal exercises E) online training analysis
1. Why should experiences be managed? Seeking out appropriate experiences develops a broader base of knowledge. It assists in identifying organizational knowledge gaps that should be filled. Corporations need to account for both internal and external training costs. Over time, experiences form more general experiences which combine into knowledge. It is the latest management trend and promises to provide significant benefits. 2. The number of times a telephone number is called per day should be considered as _____________. data information knowledge business expenses cannot be determined from the information given 3. What term is used to describe the applications resulting from synergy between IT and social/structural mechanisms for knowledge sharing? Knowledge sharing systems. Experience management systems. Knowledge management systems. Human capital management systems. Knowledge sharing cultures.
Hiring 1-IT manager 1 -Marketing manager 1- Security supervisor and 2- Operations managers develop a recruitment and selection plan for the chosen organization. In your plan: Analyze the role of the recruiter. What unique opportunities and challenges are present for the selected company? Outline a recruitment process to meet organizational objectives for the selected company. Include a step-by-step process for the selection of supervisors and managers. Include the best practices that support your recommended best recruitment plan. Consider the use of social media, types of employment tests, and how to conduct effective interviews, for example. Include additional information that make the positions more attractive. Explain an organization's legal considerations for recruitment and selection functions. Analyze how to measure success of the chosen selection method for the selected company. What specific metrics would you use for your selected company?
Working alone select a job that is familiar to you (e.g., secretary, cashier, HR manager, Sales officer etc), and conduct a task analysis for this job. Reviewing the methods discussed in class, which method or methods make the most sense for analyzing this job? Why? What are the major tasks or responsibilities that you identified for this job? What knowledge, skill, ability, or other characteristics are needed to perform each of these major tasks? Write out your findings in the form of a job description (including a job specification).
In most small businesses, which of the following is the lowest priority for managers? A) sales B) finance C) production D) marketing E) HR management
Which of the following best describes career planning? A) a deliberate process through which someone becomes aware of personal skills, interests, knowledge, and motivations and establishes action plans to attain specific career goals. B) the lifelong series of activities that contribute to a person's career exploration, establishment, success, and fulfillment C) a process of helping employees to better understand and develop their career skills and interests and to use these skills and interests most effectively. D) the process of educating, instructing, and training subordinates as they develop their career interests and job skills. E) the process of advising, counseling, and guiding subordinates as they maneuver through their long-term career plans.
6. What is the process of finding and retaining the most qualified employees to help a company reach its goals? a. Project management b. Talent management c. Employee management d. Recruitment management
TRUE OR FALSE 1. The primary role of organizing is to prepare you with possible challenges in the future and able to combat these challenges before they happen. 2. Salesforce are trained to determine the customers’ problems and to advise on the possible solutions. 3. Employee engagement is on the minds of many business leaders these days because it seems to be a strong predictor of employee and work unit performance.
d iscuss the role of personnel research in identifying training and development needs for employees.
di lu uual income families 8. The employee involvement group with the lowest power to make proposals and the least information is: a. TQM Team b. High involvement organization C. Merger integration team d. Employee resource groups
1. Which management function is responsible for the filling up of the different job positions in the organization’s structure. 2. It is a management function that focuses on the assigning of tasks, setting apart of funds, and bringing harmonious relations among the individuals and work group/teams in the organization. 3. It is about the influencin/motivating of others to do their best so that their work efforts results in the achievement of organizational goals. 4. The last function in the sequence, which culminates in the attainment of organization objective, is. 5. Which of the following management functions are closely related?