our friend is a Vice President of HR for a restaurant. He says, “When hiring a cook, we choose the job applicant who can most quickly chop an onion.” Which selection technique is your friend’s restaurant using?
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Your friend is a Vice President of HR for a restaurant. He says, “When hiring a cook, we choose
the job applicant who can most quickly chop an onion.” Which selection technique is your
friend’s restaurant using?
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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…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.
- Due to the uncontrolled situation of the covid-19 pandemic in India, the Pfizer company branch in India operating as a drug supplier needs an employee experienced in the field of operations management. In addition, the employee will also represent the company to deal with the Indian government for the labor union registration process. Therefore, as Senior HR Manager at the headquarters, you need to recommend an employee qualified for the required job. What can be your selection criteria based on work experience and competence in handling the task? What are the trainings in preparation for going to India for the task.? Explain how the importance and benefits of forming a labor union for the employee?You are the group HR director for a small company that has begun to use international assignments. You are considering using an external consulting firm to provide pre-depture training for employees.As you do not have the resources to provide this ‘in-house’. What components will you need covered? How will you measure the effectiveness of the pre-depture training?PLEASE HELP ME ANSWERING IN YOUR WORDS IN 40 MINUTES! AND help me answer all part of the Question 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, Strengthen your argument by providing examples.
- What items are typically included in the job description? In a company with only 25 employees, is there less need for job descriptions? Why or why not?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.…You must perceive all phases of staffing (recruitment, selection, and employment) from the job candidate's perspective. Why is this important?
- 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 (For each of the three types of job analysis methods text (observation, interviewing and questionnaire), provide your recommendation as to which types of jobs you would use each method for. In addition, comment on what type of HR competency (junior/mid/senior level,) would be required for each job analysis method, given that all three methods have different levels of both complexity and subjectivity.Which selection options are better for hiring technical workers (finance and marketing officers) and why? Discuss any two.