The rating for the requirement for an HR manager to apply business acumen to HR decisions. Introduction: The Australian Public service (APS) developed a Human recourse capability model to set out the skills required of highly effective human resource people in the Australian Public Service (APS). The model can be used by Human resource people to focus on their development needs and defining the skills required in HR employees and to assess the contribution that HR people can make to business outcomes.

Question

Want to see the full answer?

Answer 1

Question

Chapter 12, Problem 7EE

Summary Introduction

To determine:

The rating for the requirement for an HR manager to apply business acumen to HR decisions.

Introduction:

The Australian Public service (APS) developed a Human recourse capability model to set out the skills required of highly effective human resource people in the Australian Public Service (APS). The model can be used by Human resource people to focus on their development needs and defining the skills required in HR employees and to assess the contribution that HR people can make to business outcomes.

Expert Solution & Answer

Want to see the full answer?

Check out a sample textbook solution

See solution

Students have asked these similar questions

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…

Executive at lebanon international inc. have decided to rethink the whole organization. The HR manager believe that employees will most be strongly motivated by experiencing meaningful work, taking responsibility for outcomes, and receiving regular feedback, on the other hand, other senior members are interested in looking at current staffing practices and trying to decide what type of workforce is best for the future. the HR manager suggested adopting an HRIS system to manage and initiate the job analysis process for Lebanon international. What is the best job analysis technique for lebanon international would be? - functional job analysis - task inventory analysis - method analysis - critical incident technique.

For each of the jobs or groups of jobs, identify a strategy for orienting, training and developing (i.e. continuing education/training) new employees in each job (or groups of jobs). This should include a new hire orientation as well as job/department specific training and development considerations. Identify how will you evaluate the success of your training and development plans, including both quantitative and qualitative measures Administrative HR Assitant/Returns inventory Processor/Mailroom Coordinator