Read the case study below and answer the questions that follow. 1. You are a newly promoted HR manager for a company that manufactures a variety of kitchen appliances. As the HR Manager, you have been asked to implement a Management by Objectives (MBO) program. This program is new to the organization and must be implemented within six months. The HR Executive has asked you to prepare a report to outline how you plan on rolling out this program. The report should include the information below: a. Using the steps of the MBO process, explain how you would go about implementing MBO at this company. b. List three (3) advantages of implementing MBO. c. List three (3) reasons why MBO may fail within an organization
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Read the case study below and answer the questions that follow.
1. You are a newly promoted HR manager for a company that manufactures a variety of kitchen appliances. As the HR Manager, you have been asked to implement a Management by Objectives (MBO) program. This program is new to the organization and must be implemented within six months. The HR Executive has asked you to prepare a report to outline how you plan on rolling out this program. The report should include the information below:
a. Using the steps of the MBO process, explain how you would go about implementing MBO at this company.
b. List three (3) advantages of implementing MBO.
c. List three (3) reasons why MBO may fail within an organization
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- 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.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 $25, Then, looking at the assumption costs, how many hours does someone have to work to break even? Pull in the data you found earlier on the Boston market and additional, such as unemployment, to determine a recruitment strategy and time line. And remember, this is a compensation & benefits class, so the strategy for recruitment should focus on, “Is Q offering the right wages and benefits to attract…As the assistant to the human resources director at Tally Group, you normally answer phones and set appointments for the director. You are interested in developing skills in HRM, and one day, your HR director presents you with a great opportunity for you to show what you can do. She asks you to analyze last year’s recruitment data to determine which methods have worked best. As you look at the data, you aren’t sure how to start, but you remember something on this from your HRM class in college. After reviewing the data in your book, you feel confident to analyze these numbers. Please go ahead and perform calculations on these numbers, then provide answers to the questions that follow. Table 4.2 Tally Group Recruiting Numbers, 2012 Method Total Number Hired Yearly Cost ($) Total Applicants Temporary placement firms 8 3,200 53 Campus recruiting 2 1,500 26 Professional association ads 10 4,500 331 Social media/company website 33 300 486 Job fair 3 500 18 Referrals 26…
- 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?As the assistant to the human resources director at Tally Group, you normally answer phones and set appointments for the director. You are interested in developing skills in HRM, and one day, your HR director presents you with a great opportunity for you to show what you can do. She asks you to analyze last year’s recruitment data to determine which methods have worked best. As you look at the data, you aren’t sure how to start, but you remember something on this from your HRM class in college. After reviewing the data in your book, you feel confident to analyze these numbers. Please go ahead and perform calculations on these numbers, then provide answers to the questions that follow. Table 4.2 Tally Group Recruiting Numbers, 2012 Method Total Number Hired Yearly Cost ($) Total Applicants Temporary placement firms 8 3,200 53 Campus recruiting 2 1,500 26 Professional association ads 10 4,500 331 Social media/company website 33 300 486 Job fair 3 500 18 Referrals 26…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.
- 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.…Scenario: You are recently recruited by a company as the HR manager, you have access to sensitive data, such as pay information. As you are looking at pay for each employee in the marketing department, you notice that two employees with the same job title and performing the same job are earning different amounts of money. As you dig deeper, you notice the employee who has been with the company for the least amount of time is actually getting paid more than the person with longer tenure. A brief look at the performance evaluations shows they are both star performers. You determine that two different managers hired the employees, and one manager is no longer with the organization. Now you are required to motivate the less paid-employee without demotivating other. How do you motivate on the basis of early motivational theories and contemporary motivational theories? Explain. Answer this question in not more than 400 wordsYour ideal job after graduation (Business Operations Manager), why you want it, the reasons HR of the company might extend an offer to you (The skills and competence; education level; general recruitment process look like), and how your understanding of HRM can help you secure that offer (your current situations, your ideal job requirements, the discrepancies and ways to approach; risk and potential changes). The goal of this paper is to reflect on how the knowledge acquired in this HRM course can be applied in real-world scenarios, specifically in your personal career planning and job application process. This paper encourages you to critically evaluate your skills and competencies, linking them to HRM practices and principles. Written Report: A detailed report of six pages should include: Introduction: Describe your ideal job, the industry, and why you're interested in this role.\ Skills and Competencies: Discuss your current skills and competencies that make you suitable for…
- PROVIDE BULLET POINTS ONLY Assume that you are the HR manager to handle and manage the situations given Case: I have just become aware that my co-worker (and best friend) has been stealing from the company. I don’t know what to do. I can’t sleep and worry about ‘betraying my friend’, but I also believe that stealing is wrong. What should I do? Provide bullet pointsAs 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.Prompt: You are the HR Manager for a consulting company that creates training materials for Fortune 500 organizations. The organizational structure consists of several executive directors, six training directors, consultants who work in one of six departments, and six administrative staff. The administrative staff are divided between the six training departments and report directly to their respective director. The training directors are very unhappy with the work that the administrative staff is producing. They feel that the quality is unsatisfactory and the work is not being completed in a timely manner. As a result, the training directors are doing much of the administrative work themselves and the administrative staff is sitting idle. The administrative staff has not been disciplined for their performance, but the tension within the company is growing. The administrative staff complains that they are bored and have begun to spend most of their work hours engaging in personal…