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- In which of the following ways are the labor force and its demographics expected to change? a. Minorities will make up a smaller share of the U.S. labor force than they did in the past. b. The number of women joining the labor force is expected to increase. c. By 2050, the labor force participation rate will be only about 60 percent. d. The demand for temporary workers will triple by 2050.Brennan Audio Inc. is struggling in the industry because it doesn’t have the staff with the right skills for the job. Which category of external forces does this represent? A. legal B. technological C. physical D. laborWhy is Human Resource Management (HRM) an essential element of an organization’s success? Many human resource leaders agree they must be organized, a great communicator, and very flexible. A company’s success requires a skillful HRM team that can strategically lead the firm to maintain a competitive advantage. HR professionals will succeed in perfecting their talents and taking advantage of opportunities for development. How can this be done? Please be specific.
- You are recently recruited by a company as the HR manager, you have access to sensitive data, such as pay information. As you are looking at pay for each employee in the marketing department, you notice that two employees with the same job title and performing the same job are earning different amounts of money. As you dig deeper, you notice the employee who has been with the company for the least amount of time is actually getting paid more than the person with longer tenure. A brief look at the performance evaluations shows they are both star performers. You determine that two different managers hired the employees, and one manager is no longer with the organisation. Now you are required to motivate the less paid-employee without demotivating other. How do you motivate on the basis of early motivational theories and contemporary motivational theories? Explain.Please explain and elaborate the topics below (every bullet), please add example for me to understand it more. Career development is the support an organization provides to employee professional growth, especially to employees' movement to a new position or project within the organization. This support often includes coaching, mentoring, skills development, networking and career pathing. Career development is often facilitated by HR functions (such as learning and development, talent management or recruiting) and by HR business partners or managers in the organization. Career development is often facilitated by HR functions (such as learning and development, talent management or recruiting) and by HR business partners or managers in the organization. Career development is the progression of short-term steps taken to achieve long-term professional goals Career development is the process of choosing a career, improving your skills, experience and education to achieve career objectives:…To quote a statement from the article, “Firms must understand candidates’ expectations” and craft positions accordingly, “in the same manner in which they tailor their products to customers,”. Should you be in charge of human resources for an IT firm, how will you use this idea to craft a hiring strategy hire potential Engineers?
- respond to the following about job analysis is this a good way to go about it To improve the efficiency of the workforce, a job analysis questionnaire is usually conducted to gather information about the various duties and responsibilities of the employees. After completing the survey, the employees are then asked to log their time and work habits. Having a diverse workforce helps businesses develop ideas and solutions to their customers' needs. It increases employee morale and helps them work more efficiently. This will also help boost the company's productivity. Having a diverse workforce makes employees feel valued and accepted, which will help them stay with your company longer. It will also reduce your recruitment costs and boost your company's profitability. Having a happy and diverse workforce can additionally help you save time and money. One of the most important factors that employers consider when it comes to conducting formal evaluations is the frequency of the review.…You are the HR manager for a commercial airline. You have been assigned to develop a realistic job preview for flight attendants. Your objective is to give a balanced picture of the job so that applicants will better understand what they will be asked to do. Job duties, schedules, and other facets of the job should all be well understood early in the recruiting process to avoid poor P/E fit later on. How would you gather information about the job context and environment? Explain what sources you would use and why. How could you use technology to show the positive and negative aspects of the job?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 companyâs clients.
- 2. What is an advantage to job specialization? a) Workers experience higher satisfaction because their jobs are easier. b) Training costs are higher, but because of the specialized nature of tasks, they are learned more fully. c) Staffing costs are lower because the repetitive nature of tasks makes skill requirements lower. d) The nature of the jobs leads to lower absenteeism.Organizations cannot exist without the people that make them tick. In order to be successful, an organization must first attract the right employees to get the work done and build a thriving culture. In this unit, create a recruitment policy or process for your organization. The policy / process does not need to be overarching, instead, it should focus on a specific facet of recruitment. Some questions to consider: Who are you recruiting into the organization / what group of people does your policy/process apply to? How are you going to attract them? What about your company's unique strengths and weaknesses are leading towards this being an effective policy? Criteria: 1. Functional need for policy or processWhat is the basic administrative/functional need that this policy/process addresses? Why is it important? 2. Proposed policy or processAn effective policy should outline, roles and responsibilities, what employees must do or not do, directions or steps, limits, and guidance for…You have been given the responsibility of the HR function for a project. What would be your first course action in your new role? O a. Hire team members with the help of the project manager O b. Develop or review the HR and Staffing Management Plan O c. Negotiate salary increases for team members O d. Terminate the employment of all team members that are unproductive