The practical correlations are not beneficial. Work experience is significant and a good predictor to use in hiring employees as it relates to performance, citizenship, citizenship, absence, and promotion potential. Traditional methods show interview scores are used to predict promotion potential. Tanglewood’s proposed method includes the comparisons between the following: 1) Citizenship 2) Absence 3) Performance 4) Promotion
Task Evidence Learning outcomes covered A Short answer questions 1.1, 1.2, 1.3, 1.4 B Your work role 2.1, 2.2, 2.3, 2.4, 2.5, 3.1, 3.2, 3.3, 3.4 C Career pathway 4.1, 4.2, 4.3 D Presentation or report 5.1, 5.2, 5.3, 5.4 201 ERR Task A – Short Answer Questions Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this. Once you have identified a reliable source of information: • You can revert to the existing handbook • Changes in law since the last update www.direct.gov.uk/en/Employent, www.unison.org.uk • Latest Health & Safety requirements www.hse.gov.uk Aii a) List three aspects of employment covered by law. • Discrimination in the workplace, this covers race, age, gender, sexual orientation or any other protected characteristic.
Your task is to: * Take part in the interview of an applicant. Your evidence will be: * A completed Witness Statement * Your notes from the interview Task M2 Your task is to: * Produce a critical analysis of your performance in the selection interview for a new office manager. Your report should include feedback on your performance from the rest of the panel. Conduct
Explain your answer. MGT/311 WEEK 3 DQ 3 DQ3: In the article, “Conflict Management”, the author discusses several strategies for resolving group or team conflict. Which type of strategies seems to fit you best? What criteria should you consider when determining the best conflict resolution strategy? Week 3 Employee Portfolio: Motivation Action Plan Determine the motivational strategy or strategies that would likely be most appropriate for each of your three employees, based on their individual characteristics.
19 – Ethical Issues in the Workplace Preparation: Ch. 12 sections. 12.1–12.2 and Case 5.1 on p. 113. Prepare answers to case questions 1–3. Group and individual write-ups will be collected.
b) List three main features of current employment legislation. 2) Briefly outline why employment law exists. Task B 1) Describe the terms and conditions of your employment as set out in your contract of employment or employment agreement. 2) Describe the information which needs to be shown on your pay slip/statement. 3) Identify two changes to personal information which you must report to your employer.
Bringing up the topic of compensation to soon could shift the focus away from your qualification and cost you the job. | 3. What is an appropriate response when an interviewer asks what salary you are looking for? (Harwood, 2013, p. 262) | Please type your response to Question 3 here:“ What figure or range is the company planning to pay?’
After one completes the application, the candidate will be asked to the hiring office to take a pre-employment assessment. They must pass this assessment to continue in the hiring process. After this is completed and passed, the candidate will be asked back to the hiring office for a one on one interview by managers. The candidate will be asked skill based questions about the job and previous experience. If they pass this interview they will be considered for the open position.
The information from these three sources provide information on why workers at Acme Support Services department morale has been getting lower and lower. The main topic of discussion is the disconnect between management and workers. The workplace document illustrates this disconnect very well. The interview with Mike Walton relays this point when he speaks of the frustration of management not practicing they would ask of there workers. The copy of the memo concerning management’s desire to have workers take more calls per hour, with a take more calls or else tone in the memo.
1. How would you explain the nature of the panel interview Maria had to endure? Specifically, do you think it reflected a well-thought-out interviewing strategy on the part of the firm, or carelessness on the part of the firm's management? If it was carelessness, what would you do to improve the interview process at Apex Environmental? The interview was a poor attempt of a panel interview with an unstructured format.