Individual Big Interview Exploration Report

Interviewing Candidates     The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process.     David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that…

Interviewing Candidates     The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process.   David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that has…

Interviewing Candidates     The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process.   David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that has…

Discussion:   A group meeting sometimes is suggested as a useful compromise between interviews and questionnaires. In a group meeting, a systems analyst meets with a number of users at one time. Discuss the advantages and disadvantages of group meetings.

The purpose of the informational interview questions is to learn more about the career and what it's like to work in this occupation. Plan for an informational interview that would last from 15–30 minutes. It is not required to identify your interviewee for this assignment, but you do need to identify the target career area. For computer Network Architect can you List 10 questions, numbered from 1 to 10 in the order in which you would ask the questions, with 1 being the first question?

What are the requirements of the researcher undertaking in-depth interviews? Why are these requirements particularly important when conducting interviews with managers?

1. You have been hired to work in the IS area of a manufacturing company that is starting to use the Internet to order parts from its suppliers and offer sales and support to its customers. What types of Internet positions would you expect to see at the company?

What are the likes/dislikes in a Business Communications Course? How can a Business Communications course be useful, and help you in your future/ career? Was the experience of a Business Communications course what you expected? How? What would you have done differently in a Business Communications course for a better experience? What would the instructor have done differently in a Business Communications course? What could be additional topics, strategies, resources, etc that could be used in a Business Communications course?

The HR area of Informational Systems has budgeted for a new HRIS system that is sorely needed. HR managers are considering their options: purchase a system based on the recommendation by the Director of IT, purchase a system based on an evaluation by an IT workgroup, or purchase a system based on a joint evaluation of both IT and HR employees. What decision-making process should HR managers employ to come up with the best way forward to decide on their new HRIS system?

Assume you are on a job interview and you have listed on your resume a career interest in facilities planning. The firm where you are interviewing is a consulting firm that specializes in problem-solving for transportation, communication, and the service industries. React to the following statement directed to you by the firm’s personnel director: “Facilities planning is possible of interest to a firm involved in manufacturing, but it is not clear that our customers have needs in this area sufficient for you to pursue your field of interest.” (300-500 words) PLEASE DONT COPY SOMEONE ALREADY ANSWERED IT

Carter cleaning company The Job Description Based on her review of the stores, Jennifer concluded that one of the first matters she had to attend to involved developing job descriptions for her store managers. As Jennifer tells it, her lessons regarding job descriptions in her basic management and HR management courses were insufficient to convince her of the pivotal role job descriptions actually play in the smooth functioning of an enterprise. Many times during her first few weeks on the job, Jennifer found herself asking one of her store managers why he was violating what she knew to be recommended company policies and procedures. Repeatedly, the answers were either "Because didn't know it was my job" or "Because I didn't know that was the way we were supposed to do it." Jennifer knew that a job description, along with a set of standards and procedures that specified what was to be done and how to do it, would go a long way toward alleviating this problem. In general, the store…

Discuss 3 types of interviews and give examples of each type. Which type will you use when interviewing the customer service representative?

Assume you are on a job interview and you have listed on your resume a career interest in facilities planning. The firm where you are interviewing is a consulting firm that specializes in problem-solving for transportation, communication, and the service industries. React to the following statement directed to you by the firm’s personnel director: “Facilities planning is possible of interest to a firm involved in manufacturing, but it is not clear that our customers have needs in this area sufficient for you to pursue your field of interest.”

Write a Report on topic of As a senior assistant in the Personnel Department of your company, you have been asked by the Managing Director to submit a report on one of the temporary employees. The report should include comments on the employee’s performance, and state whether you would recommend him/her for a permanent position. in the company. Your report should have a minimum of 5 subheading

Could you write down the answer?

buthtexascollege.blackboard.com/ultra/courses/_342218_1/grades/assessmen 3 OF 10 QUESTIONS REMAINING How does an exit interview help an organization in its employee retention efforts? A It provides managers and supervisors with information to manage the company's intangible assets and help increase its incidence rate. B It provides managers and supervisors with information for improving company efforts to reduce employee turnover. It provides managers and supervisors with information to increase voluntary turnover. D It provides managers and supervisors with information to minimize functional turnover.

You are a new human resources manager assigned to your firm's IT organization. One of your responsibilities is to screen résumés for job openings in the IT organization. You are in the process of reviewing more than 35 résumés you received for a position as a Cisco network specialist. Your goal is to trim the group down to the top five candidates to invite to an in-house interview. About half the résumés are from IT workers with less than three years of experience who claim to have one or more Cisco certifications. There are also a few candidates with over five years of impressive experience but who have no Cisco certifications listed on their résumés. You were instructed to include only candidates with a Cisco certification in the list of finalists. However, you are concerned about possible résumé inflation and the heavy emphasis on certification versus experience. What would you do?

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.…

How do you classify job candidates? What aspects need to be considered while (4) conducting self-assessment for a job? Why a cover letter is also considered a cold contact letter, and which type of cover letter is more persuasive in nature, and does not require you to seek an appointment for an interview?

Make sure your responses are in complete sentences and have been proofread before submitting. After a student graduated from Berkeley College, the student went on six different interviews. The student patiently waited back to see if he/she received any offers. Thankfully, the student received the two offers below: • Job Offer # 1: Starting annual salary of $74,000 with an annual raise of $3,500. • Job Offer # 2: Starting annual salary of $66,000 with an annual raise of $4,200. 1. The student needs help on deciding what job opportunity to take. What advice would you offer to the student? 2. Write an equation describing each job offer. 3. What strategy would you use to determine which job offer might be best for the student? 4. The student is curious to find out after how much time would she make the same amount money. After how long would this occur, how did you figure this out?

Context: Your organisation receives an offer from an external recruitment company. You are asked to evaluate this offer. The description of the offer can be found below: "Companies that hire the fastest win the race for talent. HireVue's conversational Al hiring assistant ensures you don't lose a single qualified candidate to the dreaded applicant and email blackholes. We'll keep your candidates engaged with text-based prescreening and scheduling while also automating your applicant tracking system (ATS) workflows. No more calendar Tetris, chasing candidates, or manual ATS updates. Post. Interview. Hire. It's that simple. Need more? Here some key statistics: 90% decrease in time to hire; 16% increase in new hire diversity; 131% return on investment; 150M+ Candidate chat conversations". Question: What are the risks of this approach? Discuss your answer, integrating the point of view of the organisation, of the applicants and of the current employees, and highlight the potential ethical…

Arrange the following steps according to the most appropriate: To talk about my skills that I have mastered in my specialization in a job interview, I have to follow the following steps: Question 1 options: Practice speaking the skills you have mastered Searching myself which skills I have mastered Writing the skills I need in my major I am looking for work and tasks to complete I am looking for the company and how it works Search from the Internet for the skills required for my specialty

Karen Valdez is a call center agent of Ringing Telecom Company. She was one of the performing employees for the month of January to October. She constantly achieved her daily target sales and solved customer complaints with satisfaction. She’s expressive in giving her ideas, dislikes and likes to her co-workers and to her supervisor that causes her to some disagreements with her supervisor Ms. Linda Lindo. Since then, the sales Specialist of Ringing Telecom Company didn’t favor her views on handling administrative tasks because the company claimed that Karen had some errors and mistakes in her reports. At the end of November, Ms. Linda conducted and used Graphic Rating Scale in evaluating her subordinates. Karen Valdez got “Satisfactory Rating”, that made Karen wondered why she was rated that way. Ms. Linda claimed that all she knew was to handle customer complaints, selling and some administrative tasks. However, in Karen’s defence, she mentioned that Ms. Linda Lindo didn’t inform…

Karen Valdez is a call center agent of Ringing Telecom Company. She was one of the performing employees for the month of January to October. She constantly achieved her daily target sales and solved customer complaints with satisfaction. She’s expressive in giving her ideas, dislikes and likes to her co-workers and to her supervisor that causes her to some disagreements with her supervisor Ms. Linda Lindo. Since then, the sales Specialist of Ringing Telecom Company didn’t favor her views on handling administrative tasks because the company claimed that Karen had some errors and mistakes in her reports. At the end of November, Ms. Linda conducted and used Graphic Rating Scale in evaluating her subordinates. Karen Valdez got “Satisfactory Rating”, that made Karen wondered why she was rated that way. Ms. Linda claimed that all she knew was to handle customer complaints, selling and some administrative tasks. However, in Karen’s defence, she mentioned that Ms. Linda Lindo didn’t inform…

Karen Valdez is a call center agent of Ringing Telecom Company. She was one of the performing employees for the month of January to October. She constantly achieved her daily target sales and solved customer complaints with satisfaction. She’s expressive in giving her ideas, dislikes and likes to her co-workers and to her supervisor that causes her to some disagreements with her supervisor Ms. Linda Lindo. Since then, the sales Specialist of Ringing Telecom Company didn’t favor her views on handling administrative tasks because the company claimed that Karen had some errors and mistakes in her reports. At the end of November, Ms. Linda conducted and used Graphic Rating Scale in evaluating her subordinates. Karen Valdez got “Satisfactory Rating”, that made Karen wondered why she was rated that way. Ms. Linda claimed that all she knew was to handle customer complaints, selling and some administrative tasks. However, in Karen’s defence, she mentioned that Ms. Linda Lindo didn’t inform…

determining insurance types or managed care plans, entering demographic data into the computer, posting a variety of transactions, scheduling appointments, and professionalism. In other words, working as a receptionist in a medical office should be a professionally trained medical assistant who is flexible and prepared for a variety of duties. Scenario: You are the patient and enter a medical office. You notice a faint smell of urine and approach the reception desk where the receptionist is talking on the telephone. She never looks up and you wait at the desk for a few minutes, but finally give up and sit down. She keeps talking while chewing gum and you notice her blouse is low-cut. Instructions: For your initial post, answer the following 2 questions: a. Discuss three (3) possible ways you could respond to her without seeming rude or embarrassing her (in your own words). b. How should this behavior be addressed? Who should address this employee? Ug

i want the second question answer please, in any way as you understand

Select a job that is familiar to you e.g., secretary, server, cashier,HR manager etc  and conduct a task analysis for this job. , which method or methods make the most sense for analyzing this job Why? What are the major tasks or responsibilities that you identified for this job What knowledge, skill, ability, or other characteristics are needed to perform each of these major tasks? Write out your findings in the form of a job description including a job specification.

Strategic staffing is a critical component of effective human resource management, endompassing the acquisition, deployment, and retention of the right talent. It involves aligning the skills and competencies of employees with the organizational goals and ensuring that the workforce is both adequate and flexible to meet evolving business needs. Successful staffing requires a thorough understanding of the organization's short-term and long-term objectives, as well as the ability to forecast future talent requirements. In addition to recruitment, staffing also involves training and development initiatives to enhance the skills of existing staff and ensure they stay abreast of industry trends. A strategic approach to staffing contributes not only to the immediate operational needs of the organization but also to its long-term sustainability and competitiveness.   Question: How can organizations develop and implement a strategic staffing plan that anticipates future talent needs and aligns…