1.1 What does SMWT stand for? 1.2 Briefly name and discuss the core attributes that an SMWT leader should have. 1.3 Discuss the purpose of recruitment.
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- 20. In an organization that utilizes TQM, how can empowerment blur the division of line and staff? 21. Describe how a clinical nutrition manager would utilize the steps in the staffing process, beginning with recruitment and selection, when hiring a new dietitian.1. Orientation program is important to all newly hired employees. Explain why you agree or disagree with this statement. 2. Why is training expensive? What are the costs involved in giving a training? 3. Why should Training Need Analysis or TNA be performed before any formal training is initiated?Mangement Staffing is a critical component of any organization's success. It involves the process of identifying, recruiting, and placing the right individuals in the right positions to achieve the company's goals and objectives. Effective staffing ensures that a company has the necessary talent and skills to carry out its operations efficiently and adapt to changing market demands. It's not just about filling job openings, but about finding the best fit for both the organization and the individual. Question: How can organizations ensure that their staffing process aligns with their long- term strategic goals and fosters a culture of diversity and inclusion?
- PS Compensation a. How are individuals paid at a manufacturing & distribution company? b. What compensation methods are used at a manufacturing & distribution company? c. What methods can a manufacturing & distribution company use to motivation their sales team? and What rewards are given?Need answer for question 2 Recommend recruitment strategy and selection strategy for an organization to improve its recruitment process and selection process. Need detailed explanation. How can those recommended strategies lead to better results for the organization? Need detailed explanation with examples.true or false ? subject :Sales Management 1. Missionary selling is one of the types of sales jobs 2. Established performance is one of the advantages of internal sources in selection.
- FOR the company : Mitsubishi (elevators) for government buyers a. sketch the document depicting Job Analysis, Job Description and Man Specification for the front level salesperson and Director Sales b. Considering the continual rains situation for the front-end sales personnel, sketch ACMEE document c. Identify the factors pertaining to the company that influence i. Sales Force' Compensation Package for front-end salesperson ii. Sales Force' Motivational Plan for front-end salespersonCritically evaluate the importance of Compensation to the achievement of selectedorganisational goals. b. Examine the link between compensation objectives and the role of compensation inattracting, motivating, and retaining a high-quality workforce in the selected organization.c. Examine the importance of salary survey in enhancing compensation system and gainingcompetitive advantage.i ) Recruitment is the process of attracting the best talent towards the organization . discuss ?
- 1. Explain what human resource management (HR) is and howit relates to the management process.2. Give at least eight examples of how managers can use HRconcepts and techniques.3. Illustrate the HR management responsibilities of line andstaff (HR) managers.4. Provide a good example that illustrates HR's role informulating and executing company strategy.5. Write a short essay that addresses the topic: why metricsand measurement are crucial to today's HR managers.Using the Contingency Perspective, what would be the staffing/HR strategy of a customer service company seeking to recruit leaders/managers for their firm? What they would focus on (such as recruitment, selection, mentoring, training, etc.). Specify how they would implement the strategy.Best Practices at Best Buy Do traditional workplaces reward long hours instead of efficient hours? Wouldn't it make more sense to have a workplace in which people can do whatever they want, whenever they want, as long as the work gets done?" Well, that's the approach Best Buy is taking. And this radical workplace experiment, which obviously has many implications for employee motivation, has been an interesting and enlightening journey for the company. In 2002, then CEO Brad Anderson introduced a carefully crafted program called ROWE Results-Only Work Environment. ROWE was the inspiration of two HRM managers at Best Buy, Cali Ressler and Jody Thompson, who had been given the task of taking a flexible work program in effect at corporate headquarters in Minnesota and developing it for everyone in the company. Ressler and Thompson said, "We realized that the flexible work program was successful as employee engagement was up, productivity was higher, but the problem was the participants…