Mark and Marites are both applying for a position vacancy in DENR as Senior Environment Specialist II which requires having at least 5 years of work-related experience and a Ph.D. degree Mark has been serving the said office for about 25 years. On the other hand, Marites has been working for the office for 3 years but had already earned her Ph. D. degree last year If you were the HR recruitment officer, who among the applicants is most eligible for the vacancy? Cite concrete ideas to support your claims.
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- 1. Outline an HR operating model which can support any start-up or SME. Anoperating model that will reinforce business objectives and alignmentincluding efficient approach to the delivery of the HR services to thebusiness. Underline the theories and analysis of the operating model,including advantages and disadvantages of the model selected. 2. Outline the resourcing proposition that can assist towards attracting highlyskilled talent through innovative approaches. In addition, outline theonboarding methodology (approaches, theories, and best practices) inyour proposal enabling new employees to be successful. 3. Outline the development considerations in your proposal to enhance allemployees’ skills and ability to execute the business strategy. Define whatthese development proposals are quoting relevant theories and bestpractices.Are the below positions either an exempt (i.e. salaried) or non-exempt (i.e. hourly) position. If the position is exempt, then list the exemption category (i.e. Executive, Administrative, Professional, Computer, and Outside Sales Employees). Salesperson: Annual compensation = $40,000 - $50,000 on average. Primary duties include: Advising potential customers on products/product features, contract negotiation, and post-sale service. Executive Assistant to CEO: Annual compensation = $52,000. Primary duties include: Prioritizing incoming emails, phone calls, and other correspondence. Setting daily calendars, making travel arrangements, and preparing the CEO for upcoming meetings and events. Project Manager: Annual compensation = $58,000. Primary duties include: developing and maintaining a schedule of events related to various projects, indirectly managing a multi-function group, and communicating project status in a timely manner. Help Desk Technician: Annual compensation =…Employee 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?
- For each of the jobs or groups of jobs, you must develop a recruitment andselection plan for filling these positions. The plan should include the followingcomponents:Returns/Inventory Processor,Administrative HR Assist, Department Lead 1) Who the intended targets are (i.e. college graduates, experienced workers, etc.)2) How you will communicate the vacancies to that particular segment of the labormarket (e.g., advertisements, brochures, professional contacts, etc)3) An initial screening process whereby you will reduce the applicant pool and selectthe actual candidates to be considered for the positions.4) The selection process (i.e. how you will make the final selection decision),including what selection criteria you will be using (When Go-Job are interviewing and selecting new employees for their company, theyask applicants to send their application forms and their CVs to personnel. Thepersonnel department then checks these forms for completeness and, if found to becomplete, they are stored in the applications file. Otherwise these forms are returnedto applicants for resubmission.Applications are then scrutinized for possible interviewees. Any candidates notconsidered suitable for the post are sent a refusal letter. Suitable candidates arerequested to come in for interview. After interviews have taken place, a decision onthe most suitable candidate is taken and they are offered the post. The intervieweeswho have been unsuccessful are sent a refusal letter. Draw appropriate ContextDiagram and DFD Level 0 for the above case study. State any assumptionfor the diagram.a. With reference to the background information and the Job Description, identify 3recruiting methods you would use to recruit applicants for this position with the goal of attracting a substantial pool of qualified applicants. b. Provide a detailed description of each method and clearly explain your rationale for selecting each method. Your rationale should be based on the background information provided as well as your knowledge of recruiting methods. You may also want to discuss your choice of method in relation to type of job, location of job, qualifications, labour market, or budget.
- Ms. Nazia works in the HR department of a national company. Her responsibility is to welcome newly hired staff, provide them information about company history, values, and ownership. She also arranges a physical tour of the facility and arranges interaction between newly hired staff and existing staff. Which of the following functions is performed by Ms. Nazia? Performance appraisal Placement Induction and orientation RecruitmentFor each of the jobs or groups of jobs, you must develop a recruitment andselection plan for filling these positions. The plan should include the followingcomponents:Director of Supply Chain and Logistics, 1) Who the intended targets are (i.e. college graduates, experienced workers, etc.)2) How you will communicate the vacancies to that particular segment of the labormarket (e.g., advertisements, brochures, professional contacts, etc)3) An initial screening process whereby you will reduce the applicant pool and selectthe actual candidates to be considered for the positions.4) The selection process (i.e. how you will make the final selection decision),including what selection criteria you will be using (Consider this Recruitment and Selection Process by a certain company. The hiring manager submits a completed requisition to the HR department. The HR department will assign a requisition number to assist in tracking and reporting. The HR department will meet with the hiring manager to discuss the position and determine the most effective recruitment and selection process. The HR department and hiring manager will review resumes of qualified candidates to identify the most appropriate candidates for interviewing. The HR department will conduct telephone pre-screens of identified candidates and schedule in-person interviews with the hiring manager. Hiring managers are responsible for conducting timely, effective interviews of qualified candidates. The HR department is available to advise hiring managers on interview techniques and final candidate selection. A candidate evaluation form will be completed for each candidate interviewed and will be used to make a final candidate selection.…
- Mr. Abdullah works as a sales team leader supervising 10 staff in his sales region. As part of his responsibility, he has to fill a form about each staff he supervises. In this form, he has to give feedback on the performance of the staff during the last 1 year.This form belongs to which of the following HR sub-function? A)Recruitment and selection B)Performance appraisal C)Job analysis D)Job evaluation17-6 Hiring The HR department is trying to fill a vacant position for a job with a small talent pool. Valid applications arrive every week or so, and the appicants all seem to bring differnt levels of expertise. For each applicant, the HR manager gathers information by trying to verify various claims on resumes, but some doubt about fit always lingers when a decisions to hire or not is to be made. What are the type I and II decision error cost? Which decision error is more likely to be discovered by the CEO? How does this affect the HR manager's hiring decisions?For each of the jobs or groups of jobs, you must develop a recruitment andselection plan for filling these positions. The plan should include the followingcomponents: Senior IT Manager/ Mailroom Coordinator, Marketing Director1) Who the intended targets are (i.e. college graduates, experienced workers, etc.)2) How you will communicate the vacancies to that particular segment of the labormarket (e.g., advertisements, brochures, professional contacts, etc)3) An initial screening process whereby you will reduce the applicant pool and selectthe actual candidates to be considered for the positions.4) The selection process (i.e. how you will make the final selection decision),including what selection criteria you will be using (