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1. We all have a picture of a dream job in our heads. Some of us might even be lucky enough to be working in their dream job. What would be the competencies of your dream job as an HR Consultant be? And how would the organizational goals influence your performance in your dream job? Or do you think your dream job would not have any competencies - if so, how come? Explain.
2. Breaugh and Stake present a model of how the formation of job expectations on the part of an applicant influences their attitudes and behaviours toward an organization and a job (see Figure 6.2, pg 238). Recruitment has become a two-way street. Why is it important that job seekers develop accurate expectations of what their position/role will be in an organization before accepting employment there? Has this ever happened to you or someone you know? What happened and what did you learn? How will this influence or change your recruitment practices in the future?
3. More and more organizations are turning to internet recruiting and social media as a recruitment tool. Wikipedia states "A common thread running through all definitions of social media is a blending of technology and social interaction for the co-creation of value." What are your thoughts about the use of the internet and social media networks? Do you think this is just a fad? Or is it here to stay?
The structure of an organization and its control systems are design elements. Identify potential design and/or control problems at Blue Sky and discuss applicable principles and theories of management that address these problems.
Lowell-Waltham System - It analyzes the Lowell-Waltham System and the circumstances that led to its deterioration.
Everything that HR does is supposed to contribute to employee motivation. This is easier said than done, especially since there is not even any real agreement about the definition of MOTIVATION. What IS motivation?
Describe an organisational values and policies relevant to grievance, discipline and dismissal, identifying and the roles and responsibilities of individuals involved
Identify some strategic issues in recruiting. As the Human Resource Manager and what processes would I need to implement to combat these issues
When should variances be investigated and Who should be responsible for correcting a negative variance? Why? What are some factors that can lead to variances? How can variances be corrected?
Prepare the strategic objectives for a personal training center for women in the format of a Balanced Scorecard.
Prepare a comprehensive presentation of your equal rights proposition using the presentation software identified in week.
Why did you suggest these specific procedures? Where and how could you compensate for the eliminated procedures?
Human Resource Case Analysis - Show outlining the pros and cons of having an effective recruitment and disciplinary process in the workplace.
Outsourcing Expenditures, government, US - How do providing goods and services for the government differ from providing goods and services for other organizations?
how and such other nonquantitative factors that cannot be put in the balance sheet
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