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Q: Job Analysis is a significant activity Organizations perform to maintain competent workforce.How will you conduct Job Analysis for a newly established Software House? Your answer must contain: Reasons of conducting Job analysis Types of Job Analysis Method

What are the main objectives of job analysis? Design the competency-based job descriptions and job specifications for the recruitment and selection manager for an advertising agency Course: HRM

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.

3. you are working as an HR manager in a reputed company, as a part of salary developmentprocedure of the employees, management asked you to develop a salary survey questionnaire which can besupportive to do their task successfully. You are required to identify and discuss the various aspects of datato be collected in salary survey and develop an effective salary survey questionnaire based on the samedetail. (Note: The questionnaire should include Minimum 10 and Maximum 20 items which is related tovarious aspects of employees’ compensation.)

develop a compensation package for 4 new job positions in the organization: Social media manager, Data analyst, Customer success manager and Cybersecurity specialist   1. In designing the Compensation Package     2. Justify the need for the chosen job positions  3. Justify the theories, policies, and procedures used and recommendations suggested

Review the SHRM case: “Designing a Pay Structure” You will prepare the SHRM case analysis on “Designing a Pay Structure,” which consists of your completion of Tasks A–J that simulate the creation of a compensation system for an organization in meeting its goals and supporting its mission. In your analysis, respond to the following tasks found in the case study by using Excel. Your case analysis should consist of: Task A: Create a complete job description for the benefits manager position using O*NET. Task B: Calculate the job evaluation points for the administrative assistant, payroll assistant, operational analyst, and benefits manager jobs. Provide a rationale for assigning specific degrees to the various jobs. Task C: If there were any outliers (i.e., extreme data points) in the data, what would you recommend doing with them? From this point forward, assume no extreme data points exist in the dataset. Task D: Conduct a simple regression in Excel to create a market pay line by…

you will develop a table on performance appraisals (PA) and how they are applied to training. In column 1, identify three different types of PAs that can be offered. In column 2, analyze how the PA can be applied to a training effort. In column 3, identify one type of training and one assessment tool for each PA that could be used to identify training success. Use bullet points in the table

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.…

3. Assume you are the human resource manager of a small seafood company. The general manager has told you that customers have begun complaining about the quality of your company's fresh fi sh. Currently, training consists of senior fish cleaners showing new employees how to perform the job. Assuming your needs assessment indicates a need for training, how would you plan a training program? What steps should you take in planning the program?

Develop a table on performance appraisals (PA) and how they are applied to training. In column 1, identify three different types of PAs that can be offered. In column 2, analyze how the PA can be applied to a training effort. In column 3, identify one type of training and one assessment tool for each PA that could be used to identify training success.

Before Human Resources is able to draft an appropriate and qualified job description, the job itself must be analyzed to that the proper qualifications are matched to the proper job requirements and you do not hire someone under-qualified for the position.Continue with your previous research of the company used in the individual project.Discuss how you would begin the job analysis of the position.Identify at least 2 areas where the employer would want to make sure that the person used to fill the position has the qualifications to provide the best services to the company’s clients.

Select a job that is familiar to you e.g., secretary, server, cashier,HR manager etc  and conduct a task analysis for this job. , which method or methods make the most sense for analyzing this job Why? What are the major tasks or responsibilities that you identified for this job What knowledge, skill, ability, or other characteristics are needed to perform each of these major tasks? Write out your findings in the form of a job description including a job specification.

Which of the following terms is NOT associated with job analysis? Select one: a. Duty O b. competitor c. Position O d. Task

You are required to work as an HR Consultant to advise the company on an HR issue. The Director of Human Resource Management for the company is unsure of what should be offered in terms of Total reward /rewards. You are required to recommend the reward package to the Director of HR. Ensure that your reward package is aligned with the relevant external and internal factors that a company must consider when deciding on and designing reward packages. Use the Total Reward Approach to design and recommend the total reward package (TRP) for a job of your choice in the company (SME) you have created. In order to justify the recommended package, you will also submit a simple job description for the chosen job, as one of the supporting documents. Explain what Armstrong’s Total Reward Approach is meant to achieve; Consider what the elements of Armstrong’s total rewards approach are; What is the outcome of providing not only compensation but a total reward package to the employee? Describe the…

Q- As an associate member of the institute of human resources, you have been invited to give a Presentation on employee benefits. Briefly outline your presentation under the following subheadings Justification for employee benefits Statutory benefits and their importance Factors considered in benefit planning d)Effective administration of benefits

35 - Which of the following statements about job evaluation methods is false?    a) The ranking method can be considered as an easy method for job evaluation.   B) The ranking method is subjective as there are no specific or consistent standards for making a fair valuation.    NS) On the basis of the classification method, different levels of duties, responsibilities and abilities are required in the performance of a job, so that degree differences arise between jobs.  D) The advantage of the pairwise comparison method can be expressed as that it is easier to compare one job with another instead of making multiple comparisons.   TO) In the sequencing method, jobs are divided into job classes with different degrees and scopes, according to their common qualities and characteristics.

As 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.

what is the purpose of job evaluations? Discuss the similarities and differences between job evaluation conducted for managerial positions and lower-level positions at a firm?

Choose a job analysis method or combination of methods to begin the process to redesign the TSA officer job descriptions. Why would this be the most appropriate method to analyze the position?

The objectives of this assignment are: A. To familiarize you with how data obtained when using the point system approach to job evaluation can be used to develop a wage structure (also known as a wage or salary grid) B. To give you practice developing a wage structure C. To make compensation decisions based on an analysis of a wage structure There are two parts to this exercise: First, you are a newly hired HR Manager and have just completed a job evaluation process using the point method. Your next step is to construct a wage structure for administrative positions. The wage structure is organized by pay grade and wage steps are calculated based on employees' years of service. The employees move up their pay grade by a combination of seniority and performance-based raises. In the 'Raw Data for Calculations' tab of this Excel workbook, you will find information for constructing the wage structure. (There are three tables in the worksheet - the first two tables are needed to construct…

Using the case information for Jamie’s market, assess the importance of the recruitment andselection process in the attracting and retaining the best and most qualified workforce.2. Following from the job specification for the temporary position that you completed for Jamie’sMarket, design a full recruitment and selection plan to demonstrate the process of making asuccessful job offer for the temporary position at Jaimie’s market. This should include:a. A recruitment strategy that Jaimie’s Market could adopt to encourage talent to apply forthe temporary positionsb. The creation of a job description that is based on the analysis of the rolesc. A compensation package for the temporary positions at Jaimie’s market Introduction: provides a thorough outline of the intended case structureand clearly addresses the requirements of the assignment task.Conclusion: Elegantly synthesizes and reframes key points from thepaper.Suggests new perspectives or questions relevant to the central…

What is the purpose of each type of job analysis job requirements , Competency-based , Job rewards

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…

Chapter 4 Q1: Identify the elements of the selection process. Q2: Define the ways to measure the success of a selection methods. Q3: Discuss how employers carry out the process of making a selection decision. Chapter 5: Q1: Evaluate the success of a training program. Q2: Explain how to assess employees’ readiness for training Q3: Summarize how to implement a successful training program Q4: List and explain the methods of training.

A competency-based job analysis may contain all of the following except: a.using innovative technologies b. being able to work with teams c. utilizing data analysis tools d. being able to lift 30 pounds

Explain the difference between Job Analysis, Task Analysis, and Performance Analysis in your own words.

PERFORMANCE MANAGEMENT: What are the objectives of a performance review?