HRMN 3420 Test 2 100% Solved 2024

HRMN 3420 Test 2 100% Solved 2024 Talent Management - Answer- the end-to-end process of planning, recruiting, developing, managing and compensating employees in an organization Job Analysis - Answer- process of collecting information to identify the work performed, the required knowledge, skills and abilities to perform successfully and the working conditions. Uniform Guidelines on Employee Selection Procedures - Answer- requires that selection procedures be based on a review of job information and represent important or critical duties, work behaviors or outcomes For ADA - Answer- essential duties of the job must be specified- those duties which cannot be reassigned to others Interviews - Answer- -what the worker does -materials, tools or equipment used -any procedures or guidelines which are followed -judgements of the importance of the duty and the amount of time spent on the duty are typically collected -knowledge, skills, abilities and traits -most widely used method Questionnaires - Answer- -present employees with an inventory of perhaps hundreds of specific tasks -each employee must indicate whether he or she performs each task and if so, how much time is spent on it -relatively low cost and quick way to obtain job info Observation - Answer- -useful for jobs which are mainly physical -anaylst sees the work environment and tools and equipment - doesn't work well with jobs which are primarily cognitive or knowledge-based Diary Logs - Answer- employees log their tasks as they work Job Descriptions - Answer- written statement of what the jobholder does, how he or she does it and under what conditions the job is performed Job Specifications - Answer- written statement of competencies, traits and experience that is required to do the job well. Competency- Based Job Analysis - Answer- a worker's observable and measurable behaviors that make performance possible HR Forecasting - Answer- estimating supply and demand for human resources the organization needs over some future period -personnel needs -supply of inside candidates -supply of outside candidates Forecasting Personnel Needs - Answer- forecast revenues first and then estimate the size of the staff required to achieve this volume -trend analysis -ratio analysis -scatter plots trend analysis - Answer- study your firm's employment levels over the past five years to predict future needs Ratio Analysis - Answer- making forecasts based on the ration between some casual factor and the number of employees required Regression Analysis - Answer- graph the relationship between two variables and use the equation of a line to forecast needs Qualitative Forecasting - Answer- expert opinions and managerial judgement about the industry sector and general economic climate Qualification Inventories - Answer- Manual or computerized records listing employees education, career and development interests, languages, special skills, etc. to identify inside candidates for promotion Recruiting - Answer- the process of developing a pool of qualified candidates Internal Sources of Candidates - Answer- fill positions in the company with current employees. Clear policies should be developed to guide internal recruitment activities to ensure system is perceived as fair by employees Open Recruitment - Answer- advertising the job openly within the organization Targeted Recruiting - Answer- managers privately nominate workers who they feel can do the job Closed Recruiting - Answer- a hiring manager communicates the need to fill a job to HR; HR searches files for people with requisite skills and qualifications and spends the list to the manager Promotability Ratings - Answer- when these ratings are included in the annual appraisal process, it can make internal recruiting more efficient Managerial Sponsorship - Answer- a type of mentoring: managers must provide sponsorship for individual employees before they would be consid