1. The control process assumes that ________. A. employees require clear directions from management B. employees are underqualified and require training C. specific goals for performance were already created during the planning process D. employee monitoring costs are part and parcel of doing business The correct answer is: C. Because the control process measures actual performance against standards, these standards should already be in place when the control process begins. If standards are not created during the planning process, the control process will not have a goal against which to measure actual performance. 2.
Chapter 6 Employee Selection 1. If an organization did not hire a person who was described as low in predicted success and low in job performance, that situation would be called which of the following? A. the goal of selection B. a miss C. a hit D. a successful selection system 2. Which of the following refers to the use of selection tests to measure applicant KSAOs against competencies for the job? A. employment equity compliance B. person–job fit C. person–organization fit D. indirect expense 3.
Boxall and Purcell Case Study 1 1. The goals of the company which have been central towards their HRM, have placed a high emphasis on the following: * Cost management – through outsourcing * Resource management- through the selection of contractors * Logistics management- inbound/ outbound processes * Quality management- towards products and services to their customers The company is using a form of Total Quality Management in providing the services and products that aligns with the organizations competitive strategy. 2. a.) Risk: If the company does nothing it is sending a message to its stakeholders that they are not looking to improve its processes and procedures in the selection of contractors; and no long-term investing is taking place.
1. Define the terms recruitment and selection. How do these processes enable an organisation to get the right people to fill its posts? Recruitment involves attracting the right people to apply for the vacancies available. Tesco firstly realise that they have a job vacancy within the company that needs filling.
This essay analyses the three leadership theories and its application in the real world: situational leadership, servant leadership and transformational leadership. 2. Key Leadership Theories and its Application in the Real World 2.1 Situational leadership The situational leadership theory is developed by Ken Blanchard and Paul Hersey, which refers to the manager or the leader in an organization, who adjust his management or leadership theory to fit the development level of the employees. According to Yeakey (2002), situational leadership is widely used in the organizations by the managers to successfully achieve the organizational goals. In contrast to this, Yukl (2002) argued that this is a less substantial model as there is no strong evidence and empirical support for this theory.
Factors employers should consider in determining if assessment methods may require evaluation; • High employee turnover rates • Poor performance related to new hires • Low applicant rates • Declines in organizational productivity • Screening of applicants effectively • Identification of competencies requirements (Person-job fit) • Identify development needs and/or capacity to obtain knowledge • Organization and cultural fit (Person-organizational fit) • Talent and HR philosophy alignment to business strategy • Other attributes; personality, attitude, motivations, teamwork and interests (Person–group fit) and (Person-vocation fit) • Validity/reliability and accuracy of method to achieve staffing goals • Minimize adverse impact, ethical and legal concerns • Maximize ROI/costs of hiring • Candidates reaction (fair, consistent and objective) Source: Strategic Staffing 2nd edition – Phillips and Gully. Chapter 9 Assessing External Candidates page 233- 240 2) Discuss the advantages and disadvantages of both structured and unstructured interviews. Which would you prefer to use? Why? Unstructured Interviews Disadvantages • Standard approach is absent variances by candidate/interviewer • Formal scoring may be lacking impacts the ability compare candidates effectively • Interviewer approach and questions may be irrelevant to competencies.
Also we’re going present the successful side and not too successful side of Six Sigma using 2 real companies that put in place the program. We the collected information, we are going to conclude that Six Sigma it’s not fit for every company. Even that Six Sigma can be truly beneficial for companies that are able to master these requirements only with the right trainers , well trained and certified employees and top level management real involvement are the key to a success story. Quality Management is the key to any business success, in this extremely competitive business era the customers are more demanding and have more choices to pick from. To be competitive and reach those customers demand, companies have been using a number of models and programs that can provide the quality product that customer want while trying to improve their production processes and, more important, while reducing their cost.
Herzberg’s theory states that there are two sets of needs that every employee possesses: motivator needs and hygiene needs. Motivator needs are related directly to the work and how challenging it is while hygiene needs are related to the physical and psychological part of the job. This theory also states that an employee could be satisfied and dissatisfied at the same time with his job. For example, the employee might find the work interesting and challenging yet be dissatisfied because his or her hygiene needs are not being met (George Jones, 2011). The discrepancy model of job satisfaction states that in order to see how much the employees are satisfied with their jobs, they should compare their current job to their ideal job.
Personality is the only apparent tool that can be used by organizations to predict the performance of their employees before hiring them and making them a part of their organizations. There are various studies and researches, which attempt at analyzing this relationship and its effects on individuals careers. The following is an analysis of this possible relationship between employee personality and performance. Job performance can be characterized as the quality of the set of worker behaviors and attitudes that help, either emphatically or contrarily, to organizational objective achievement (Colquitt et al., 2013). Employee performance could be separated into two classes, in particular task and contextual performance (citizenship and counterproductive behavior).
In vVice versa, failing to motivate them would create serious deficiency as well. Therefore, the ability of the manager on motivating employees is the key factor to the success orf failure of company. Therefore, in this essay, following topics will be discussed, First of all, we would find out what motivates a team or workforce. The essay would illustrate the main idea of Abraham Maslow’s theory, the 1“Hierarchy of needs” because it is actually the foundation of the motivation theory. Furthermore, we would look at some articles regarding to Motivation theory that is based on the 2“Hierarchy of Needs”.