Reference no: EM132982014
-Define the term "situational interview" and the term "behavioral interview." Explain how the two approaches to interviewing are different from one another in terms of the types of questions that are asked. Describe the "STAR" technique used in behavioral interviewing and explain why this concept is important.
-You are the HR manager for an automobile manufacturing plant. The assembly technicians in this plant are scheduled to take part in a one-day training seminar in safety awareness and expectations. The CEO has asked you to come up with a plan in advance for how you will evaluate the effectiveness of the training. Identify and name the four basic categories of training outcomes or effects that a manager can measure when evaluating the training effort. For each of the four categories, 1) describe at least one concrete way you could approach the measurement of effectiveness and 2) why you are recommending that approach. Be sure to relate your ideas to the specific nature of this training, e.g. safety awareness and expectations.
-Megan has been a Human Resources recruiter for a mid-sized company for the past five years. She aspires to be promoted to an HR Manager or HR Director position when such an opportunity becomes available. Megan is accustomed to working about 45 hours per week, but this is taking into account that she prefers to work at a fairly relaxed pace. Megan's job has always been classified as exempt under the Fair Labor Standards Act (FLSA), but she has just been informed that it is being reclassified as non-exempt based on a recent job analysis that indicates the initial exempt classification was inaccurate. Identify two differences between exempt versus nonexempt status under FLSA. For Megan's situation, explain what the impact will be on her job as a result of being reclassified as nonexempt, and identify one potential advantage and one potential disadvantage she might perceive from her point of view. Explain how this change could have an impact on her morale and motivation for the better or the worse.
-You are an HR Consultant who is advising Andrew, an entrepreneur who has just started his own new small business. Andrew is worried that if his employees were to unionize it would be so costly for him that it would put him out of business. He asks you, "Why would employees want to be in a union anyway? What can I do to avoid having them want to unionize?" How would you advise Andrew? What are two reasons you would give him why employees historically have joined unions? (For at least one of the two reasons, reference something specific that struck you from the documentary "The Inheritance" that was provided in Week 7 Discussion Question #2). Do you think Andrew is correct about wanting to avoid having his employees unionize? Why or why not? What are two pieces of advice you would give him about managing his business in such a way as to avoid having a union come in if that is his goal? Explain your reasons.
Each question has the information provided to answer them!!
Week 7 video below!!
https://www.youtube.com/watch?v=V3kJ6OticrY