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Evangeline spent 15 years working as an HR consultant for a large consulting firm before setting up her own company. Her main area of expertise is in developing and validatingcompetency and skill frameworks for client organisations. She has recently been employed by a Singapore-based industrial glassware manufacturer that is expanding production operations to several countries in Southeast Asia.
Her client has asked Evangeline to conduct a comprehensive job analysis for three important roles: production specialist, production supervisor, and technician. The results of the job analyses will ultimately support the hiring of employees to work in the company s various manufacturing plants.
One of the advantages of using job analysis surveys vis-d-vis alternative methods is that they often yield quantitative data. Analyse two (2) reasons why quantitative job analysis data is useful.
3. Evangeline has decided to develop her own job analysis survey, rather than use an off-the-shelf solution Help her to develop the survey by discussing three (3) important things that she should consider.
If she is pressed for time, Evangeline may wish to use a standardised "ready-to-use" job analysis inventory. Name one (1) he most commonly used inventories, and discuss one (1) reason why companies might use them instead of developing their own questionnaires
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Identify and briefly discuss the FIVE (5) bases market segmentation. Discuss the elements in Human Resources(HR) planning process.
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Which type of clause in an employment contract prohibits the departing employee from setting up a business that competes with the organization or from joining a
What is the purpose of conducting a training needs analysis?Describe the process of a training needs analysis.
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How you as an HR manager will apply the Affective Events Theory (AET) in an organizational setting? Provide answers from various perspectives. (I want it in det
What are the responsibilities of the personal salesperson?
One of the goals of this chapter is to understand the concept of negligent hiring and develop an appreciation for an employer's risk regarding a negligent hire.
What information does a selection decision-maker need to collect in making staffing decisions? What are the ways in which this information can be collected?
Should Jim have been satisfied with his raise since this was the maximum raise the system allowed - Do you think the bank currently offers adequate sales incentives to its branch managers?
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