Week 5 Assignment 1. How do you interpret the reliability results for the clerical test and work sample? Are they favorable enough for Phonemin to consider using them “for Keeps” in selecting new job applicants? Clerical Test: Standard Deviation 4.70, 5.11 Time One scored 4.70 above the mean and Time Two scored 5.11 above the mean. Coefficient alpha .85 on Time One and .86 on Time Two is indictive of a reliable test.
Research Article Christina Heenan, Terri Rhoades, Johnathan Tibby, Renee Watkins HRM/300 Corey Neal April 14, 2014 Research Article The article that team C has evaluated directly relates to our week five project by discussing a field study in which job evaluation methods were looked at to see the validity of them and the way that they can be effectively used to determine job worth as applied to the US Department of Labor in the Equal Pay Act of 1963. The article discussed attributes that needed to be considered when evaluating job worth. These four attributes are skill, responsibility, effort necessary to complete the task, and working conditions. There are several different ways to conduct a job evaluation. After some in depth studies
LIT1 Task 310.1.2-01-06 Organizational Forms (Task A) and Memorandum (Task B) This report will review six forms of business organizations and seven key characteristics that highlight the pros and cons of each form. Given the current business arrangement for Northwest Woods Manufacturing and the future needs there will be a memorandum following this report that will offer a recommendation as to which organizational form will likely benefit the company and meet the owners needs. 1. Sole Proprietorship- This is Northwest Woods’ current state. This is the simplest form of business, typically has one owner and operates on a small scale and the available owner’s capital and credit is enough.
Question 7 used the ordinal scale to rank how common or important the situations were to them. Question’s 8 and 9 again used the interval scale to determine how the employee felt about the situation. Lastly, question 10 was an open ended to gain insight into how the employee more aptly felt about the companies organization regarding paperwork and report handling. The questions were formulated in such a manner, not necessarily for numerical value. But to determine the employees honest opinions regarding the situation.
HSM 220 Week 4 Assignment – Designing a Reward System Assignment: Designing a Reward System • Due Date: Day 7 [Individual] forum • Create an employee reward system for a human service organization. • Write a 1,050- to 1,400-word paper in APA format detailing the methods of determining what aspects of the work should be monitored and rewarded. • Include how you will address the nine major factors of motivation on p. 131. • Indicate how you will ensure that o basic needs are met. o competitive benefits are offered.
This consists of four main categories: compensation, benefits, development and work environment (Kaplan, 2005). Compensation is an employee’s wages, including holiday and overtime pay and incentives such as bonuses (Duchon, 2007). Benefits include retirement plans, child care, and other specialty programs. Learning opportunities and training programs fall into employee development. And lastly programs that enhance an employee’s work environment, for instance job flexibility and employee recognitions (Kaplan,
Are there any advantages or disadvantages to the various methods that should be considered? What are the various ways that you have seen to capture estimate the cost per time for an individual that is working on a project? Is it always the same based on an individual’s overall compensation in a company or firm?…. MGMT 404 Agile Schedule Development Discussions 2 Week 3 All Posts 27 Pages
• Be actively involved in developing, implementing and improving management. • Be involved with customers (service users). • Motivate, support and recognise people in the organisation. At the other end of management models, Covey’s seven habits of highly effective people (Covey, 1999) focus on the individual manager rather than the EFQM’s corporate management culture. Covey claims that highly effective people have seven habits that make them successful.
Team "B" Reflection Summary: Weeks One and Two Shamela Caldwell, Brandee Carter, Katrina Harris, Ina Howard, Carolyn Young MGT/311 August 22, 2012 Walter Goodwyn Team "B" Reflection Summary: Weeks One and Two Week one addressed the varying levels of job satisfaction and how it is measured. Job satisfaction consists of factors such as, interaction with co-workers, supervisors, and the way an individual adheres to the rules and policies of the organization. We also discussed that attitudes determines the behavior of an employee when it comes to productivity, efficiency, and the ability to participate in a team effort. Unfortunately, too often individuals equate good pay with job satisfaction because to them to having a job should suffice.
Orion Systems ( B ) Final Report The purpose of This report is to provide analysis on the case study which is provided to group 7 members. Team Members : Long Chen Essam Alsaleem (PM) Lin Ma Jieying Hu Gilse George Anahita Golestaneh Essam Alsaleem Table of contents Introduction………………………………………………..………3 Question 1…………………………………………………..……...3 Question 2………………………………………………………….5 Question 3………………………………………………………….6 Team Members Performance and Grade…………………………..7 Conclusion………………………………………………..…...……8 2 Introduction In this case study, Rosa form a new management structure and project plan to complete and overcome the issues of Jaguar project. The Project management team has increased to seven managers and the new three positions are Production manager, (ILS) manager and (QA) manager which have responsibility to handle and control the whole project from design to delivery .In addition, the project plan has changed to meet the new requirements and Rosa believes the new plan could contribute to project completion, reduce production costs and lead to customer satisfaction. Q1. What are the major changes between this plan and the way ORION has managed projects in the past?