Your Assessment(you need to score 60% or more to pass)
Instruction: Attempt at least 4 questions. each question has a second part to it. Read carefully, then scroll down to the comment section at the end of the page to submit your answers.
1. What are the primary functions and responsibilities of an HR manager within an organization?
- Provide examples to illustrate how these responsibilities contribute to effective human resource management.
2. Explain the significance of communication in the field of Human Resource Management.
- How does effective communication contribute to the success of HRM practices, and what challenges might arise in the absence of clear communication?
3. Outline the steps involved in developing a comprehensive compensation plan.
- Consider factors such as market trends, internal equity, and employee motivation. Provide an example or case study to illustrate your points.
4. Enumerate and briefly describe the essential stages in the recruitment process.
- Highlight the significance of each stage in ensuring the acquisition of the right talent for an organization.
5. Provide a comparative analysis of various recruitment strategies.
- Discuss the advantages and disadvantages of strategies such as internal promotions, external hires, and outsourcing. Include real-world examples to support your discussion.
6. Detail the stages involved in the selection process, starting from reviewing applications to making the final job offer.
- Discuss how each stage contributes to identifying the best candidates for a given position.
7. Identify and explain various interview methods used in the selection process.
- Compare and contrast methods such as behavioral interviews, situational interviews, and panel interviews. Highlight the considerations for choosing the most appropriate method for different roles.
8. Discuss the various tests and selection methods used in the hiring process, including skills assessments, personality tests, and situational judgment tests.
- Compare their strengths and weaknesses, and provide recommendations on when to use each method based on the job requirements.
Submit your answer below
1)the primary functions of HR managers in an organization include the following:
a)Recruitment and selection
b)Performance management
c)Learning and development
d)Compensation and benefit
e)Information and analytics
f)HR data management
g)Employee retention
1B)HR responsibilities contribute to effective Human Resource Management in the following ways:
a)REDUCED TURNOVER: An organization will have a reduced turnover of staffs if the HR introduce a comprehensive onboarding program, better compensation and benefit package and better learning and development opportunities.
b)IMPROVED EMPLOYEE ENGAGEMENT: There is an increase in employee satisfaction after implementing regular feedback sessions, recognition programs and employee relations. Employees are happy.
4)The followings are the essential stage in the recruitment process
a)STAFFING PLANS:HRM must see how many people should be hired and what jobs they will be performing .
b)DEVELOP JOB ANALYSIS: To determine what tasks people perform in their jobs
c)WRITE JOB DESCRIPTION: List of tasks and job responsibilities
d)JOB SPECIFICATION DEVELOPMENT: To list out the skills and abilities required for the job
e)DEVELOP RECRUITMENT PLAN: To develop actionable steps and processes that make the recruitment process efficient.
f)Implement the recruitment plan
g)Accept applications and review them
h)SELECTION PROCESS: This is where the recruiter selects who is best fit for the position.
i) Know law relation to recruitment
4b) The followings are the significance of each stage in ensuring the acquisition of the right talent for an organization.
In knowing the law in relation to recruitment HRM ensures compliance to those laws and conforms to acceptable standards and practice .
By sticking diligently to the above plan, HR also sticks to strategic organizational goals by hiring candidates aligned with organizational objectives
Thorough professional recruitment processes enhances employers brand.
6)The following are the stages involved in the selection process
a)REVIEWING APPLICATIONS: Here, applications submitted via various channels are reviewed if they meet the standard requirement for the job
b)ADMINISTERING SELECTION TEST: Qualified candidates are invited for a test
c)CONDUCTING INTERVIEW: Oral interviews are then conducted by members of the recruiting team
d)CHECKING REFERENCES: Background check is conducted on the references submitted by the applicants
e)CONDUCTING BACKGROUND CHECKS: Here, background checks are conducted on the applicant. from former employers to work stated by the applicants that he/she has carried out before
6B)The above stage ensures that the right candidate is picked, as candidates who do not even qualify for the job are flushed out from the first stage REVIEWING SUBMITTED APPLICATIONS, then conducting test and interviews shows the intellectual and mental capabilities of each candidate and sometimes strength for jobs which require sure. therefore, candidate who do not meet up to the organization strategic plans and left behind.
in reviewing referees and reaching out to previous employers, the trust worthiness and authenticity of a candidate is established leaving the best of the best candidate to be selected.
7)The followings are various interview process use in the selection process
a)TRADITIONAL INTERVIEW: This takes place in the office
b)TELEPHONE INTERVIEW: This takes place over the phone, the recruiter calls the candidate to ask a couple of questions
c)PANEL INTERVIEW: Here, a candidate is interviewed by multiple interviewers simultaneously
d)INFORMATION INTERVIEW: It IS an interview with a professional to seek desired career path
e)GROUP INTERVIEW: More than one applicant is interviewed at the same time
VIDEO INTERVIEW: It is done on a video software, allowing recruiters to interview candidates remotely.
8B) The above form of interviews are all good to go depending on available circumstances and what the recruiter seeks to achieve:
For traditional based interviews the recruiter may opt for such option if the candidate is readily available in the jobs location and may want to perform two or more selection process in a day. I.E Administering selection test and conducting of job interviews
Telephone interviews can be done as a first stage of the interview process to familiarize with the candidate
Panel interview can be done where a recruiter needs multiple opinions about shortlisted candidates, it is also time efficient and reduce individual biases
Information interview benefits the individual as he/she gains insight knowlwdge about the specific industry
Group interview also saves time and checks for candidtes ability to relate with felloe employees
video interview will help when a candidate is not in the job location
Effective screening can also highlight candidates who may possess unique skills or experiences that align with organizational needs.
5. Interviewing
Description:
Selected candidates are invited for interviews, which may include multiple rounds (e.g., phone, panel, or in-person interviews) to assess their fit for the role and the organization.
Significance:
Interviews provide valuable insights into candidates’ skills, experiences, and cultural fit. They also allow candidates to learn more about the organization, which can influence their decision to accept an offer.
6. Assessment and Testing
Description:
Some organizations may use assessments or tests to evaluate candidates’ skills, cognitive abilities, or personality traits.
Significance:
1.Functions and Responsibilities of HR in an Organization are as follows:
a. Recruitment and Staffing
Responsibilities:
Developing job descriptions and specifications.
Sourcing candidates through job postings, networking, and recruitment agencies.
Conducting interviews and assessments.
Example: An HR manager may implement a structured interview process that includes behavioral questions to assess candidates’ cultural fit. This approach ensures that new hires align with the organization’s values, reducing turnover.
b. Employee Onboarding
Responsibilities:
Designing and implementing orientation programs.
Ensuring new employees understand company policies, culture, and their roles.
Example: A well-organized onboarding program that includes mentorship can enhance new employee integration, leading to higher job satisfaction and productivity from the outset.
c. Training and Development
Responsibilities:
Identifying training needs and opportunities for employee growth.
Coordinating workshops, seminars, and ongoing education.
Example: An HR manager may create a leadership development program for high-potential employees, fostering internal talent and preparing future leaders, which supports succession planning.
d. Performance Management
Responsibilities:
Establishing performance evaluation systems.
Providing support for managers in conducting performance reviews.
Example: By implementing a 360-degree feedback system, an HR manager can ensure that employees receive comprehensive input on their performance, leading to targeted development and improved employee engagement.
2. Contributions of Effective Communication to HRM Success
Enhanced Recruitment and Onboarding
Clear communication during the recruitment process helps set realistic expectations for candidates. During onboarding, effective communication ensures new hires receive the necessary information and support, leading to smoother transitions and quicker productivity.
Successful Training and Development
Training programs that communicate objectives and benefits effectively can lead to higher participation and better learning outcomes. Employees are more likely to engage with development opportunities when they understand how these opportunities will benefit them personally and professionally.
Performance Management
Regular feedback and performance appraisals that are communicated clearly can help employees understand their strengths and areas for improvement. This ongoing dialogue fosters a culture of continuous improvement.
Employee Retention
Transparent communication about career paths, promotions, and company changes can significantly impact employee satisfaction and retention. When employees feel informed and included, they are less likely to seek opportunities elsewhere.
Challenges of Poor Communication
Misunderstandings and Confusion
Without clear communication, employees may misinterpret their roles and responsibilities, leading to errors and inefficiencies. This can cause frustration and reduce overall productivity.
Low Morale and Engagement
A lack of communication can make employees feel undervalued or disconnected from the organization. This can result in decreased motivation and higher turnover rates.
Ineffective Conflict Resolution
When communication is poor, conflicts may escalate rather than being resolved. This can lead to a toxic work environment and hinder collaboration.
Resistance to Change
Changes in policies, procedures, or organizational structure can be met with resistance if not communicated effectively. Employees may feel anxious or uncertain, leading to pushback against necessary changes.
Legal and Compliance Issues
Inadequate communication regarding policies, especially those related to compliance and employee rights, can lead to legal issues and violations of labor laws.
4. Job Analysis and Planning
Description:
This initial stage involves identifying the need for a new hire and defining the job’s requirements, including skills, qualifications, and responsibilities.
Significance:
A thorough job analysis ensures that the organization has a clear understanding of what is needed. This clarity helps in crafting an accurate job description, which is crucial for attracting suitable candidates.
2. Job Description and Specification
Description:
Creating a detailed job description that outlines duties, responsibilities, and necessary qualifications, along with a job specification that lists the desired skills and attributes.
Significance:
A well-defined job description serves as a guide for both recruiters and candidates. It sets the foundation for the entire recruitment process and helps attract candidates who are aligned with the organization’s needs.
3. Sourcing Candidates
Description:
This stage involves identifying potential candidates through various channels, such as job boards, social media, recruitment agencies, and employee referrals.
Significance:
Effective sourcing broadens the candidate pool, increasing the likelihood of finding the right talent. Utilizing diverse sourcing methods can lead to a more varied and qualified applicant pool.
4. Application and Resume Screening
Description:
Candidates submit applications and resumes, which are then screened to identify those who meet the minimum qualifications and requirements.
Significance:
This stage allows HR to efficiently filter out unqualified candidates, saving time and resources. Effective screening can also highlight candidates who may possess unique skills or experiences that align with organizational needs.
5. Interviewing
Description:
Selected candidates are invited for interviews, which may include multiple rounds (e.g., phone, panel, or in-person interviews) to assess their fit for the role and the organization.
Significance:
Interviews provide valuable insights into candidates’ skills, experiences, and cultural fit. They also allow candidates to learn more about the organization, which can influence their decision to accept an offer.
6. Assessment and Testing
Description:
Some organizations may use assessments or tests to evaluate candidates’ skills, cognitive abilities, or personality traits.
Significance:
These tools provide objective data that can complement the interview process, helping to identify candidates who possess the necessary competencies and are likely to succeed in the role.
7. Reference and Background Checks
Description:
Conducting checks on candidates’ references and background (e.g., employment history, education verification).
Significance:
Reference checks can validate a candidate’s qualifications and past performance, while background checks help ensure that the candidate has no disqualifying factors that could pose risks to the organization.
8. Job Offer
Description:
Once a suitable candidate is identified, a formal job offer is made, outlining the terms of employment, including salary, benefits, and other conditions.
Significance:
A well-structured job offer can help secure the candidate’s acceptance. Clear communication of terms also sets the stage for a positive employment relationship.
9. Onboarding
Description:
After the candidate accepts the offer, the onboarding process begins, which includes orientation and training to help the new hire acclimate to the organization.
Significance:
Effective onboarding is critical for ensuring that new employees feel welcomed and prepared in their roles. It can significantly impact retention rates and overall job satisfaction.
6. Reviewing Applications
Description:
This initial stage involves collecting and reviewing resumes and applications submitted by candidates.
Contribution:
By systematically screening applications, HR can filter out candidates who do not meet the minimum qualifications. This helps narrow the pool to those who are potentially the best fits based on experience, skills, and educational background.
2. Initial Screening
Description:
Candidates who pass the application review may undergo an initial screening, often through a phone interview or automated questionnaire.
Contribution:
This stage allows HR to assess candidates’ basic qualifications and interest in the position. It helps identify candidates who may not be suitable before investing more time in lengthy interviews, thus improving efficiency.
3. In-Depth Interviews
Description:
The next step typically involves one or more rounds of in-depth interviews (e.g., structured, unstructured, or behavioral interviews).
Contribution:
Interviews provide a platform for assessing candidates’ interpersonal skills, problem-solving abilities, and cultural fit. They allow hiring managers to probe deeper into candidates’ experiences and motivations, leading to a better understanding of their potential.
4. Assessment and Testing
Description:
Candidates may be required to complete various assessments, such as skills tests, personality assessments, or situational judgment tests.
Contribution:
These assessments offer objective data that complement interview insights. They can help evaluate specific competencies relevant to the job, allowing for a more comprehensive assessment of candidates’ abilities.
5. Panel Interviews
Description:
In some cases, candidates may meet with a panel of interviewers from different departments.
Contribution:
Panel interviews provide a diverse perspective on the candidate’s fit for the role. They encourage collaborative decision-making and help mitigate individual biases in the selection process.
6. Reference Checks
Description:
HR conducts reference checks by contacting former employers or colleagues provided by the candidate.
Contribution:
Reference checks validate candidates’ qualifications and experiences. They can reveal insights about a candidate’s work ethic, skills, and interpersonal relations, ensuring that the hiring decision is informed by past performance.
1. HR are the skeleton of an organization, they manage the people to help them perform the best their ability in the organization.
Recruite and select eemployer.
Performance management
Information and analytics.
2. Communication helps in HRM because it helps you to understand the strength and weaknesses of your employers therby helping them achieve the companies goal.
Lack of communication causes misunderstanding in the organization.
4. Staff plans
Develop Job analysis
Write job description
Job specifications
Accept Aplication
Selection Process.
6. Criteria Development
Resume review
Interview
Test admission
1. HR managers are the backbone of an organization, responsible for a wide range of functions. They recruit and select talent, onboard new hires, manage performance, oversee compensation and benefits, maintain employee relations, and ensure legal compliance. Their efforts contribute to a positive work environment, employee satisfaction, and organizational success.
2. Communication is vital in HR. It fosters trust, improves employee engagement, enhances decision-making, and helps resolve conflicts. Clear and timely communication keeps employees informed, motivated, and aligned with organizational goals. Without effective communication, misunderstandings, decreased morale, and legal issues may arise.
3. Developing a compensation plan involves several steps: job analysis, job evaluation, market analysis, internal equity assessment, and motivational factors. It’s essential to balance internal fairness with external competitiveness. For example, a company might implement a performance-based pay system to reward top performers and motivate employees to achieve higher goals.
4 The recruitment process begins with identifying the need for a new position and developing a detailed job description. Next, a recruitment strategy is implemented to attract qualified candidates. Resumes are screened, interviews are conducted, background checks are performed, and a job offer is extended to the selected candidate. Each stage is crucial in ensuring the right talent is acquired.
5. Different recruitment strategies have their own advantages and disadvantages. Internal promotions can motivate employees and leverage existing talent, but may limit the pool of candidates. External hires provide access to a wider talent pool but require longer onboarding time. Outsourcing can be cost-effective but may lead to less control over the process. For instance, a tech company might promote a high-performing engineer to a leadership role while hiring external experts for specialized skills.
6. The selection process involves reviewing applications, conducting initial and in-depth interviews, assessing skills, performing background checks, and extending a job offer. Each stage helps identify the best candidates for the position. For example, a marketing manager position might require a behavioral interview to assess communication skills and a skills assessment to evaluate marketing knowledge.
7. Various interview methods are used in the selection process, including behavioral, situational, and panel interviews. Behavioral interviews focus on past experiences, situational interviews assess hypothetical scenarios, and panel interviews involve multiple interviewers. The choice of method depends on the specific role and the qualities being assessed.
8. Tests and selection methods, such as skills assessments, personality tests, and situational judgment tests, are used to evaluate candidates’ abilities and fit for the position. Skills assessments measure technical proficiency, personality tests assess traits like conscientiousness and adaptability, and situational judgment tests evaluate decision-making skills. The appropriate methods are chosen based on the job requirements and the desired qualities in candidates.
1ST ASSESSEMENT BY YETUNDE ARIGBEDE
1. What are the primary functions and responsibilities of an HR manager within an organization? Provide examples to illustrate how these responsibilities contribute to effective human resource management.
Recruitment and Staffing: Attract and hire qualified talent aligned with company needs.
Onboarding and Training: Facilitate new employee integration and role readiness.
Employee Relations and Conflict Resolution: Maintain positive employee relations and mediate conflicts.
Performance Management: Oversee appraisal systems to track and improve employee performance.
Compensation and Benefits Management: Develop competitive salary and benefits packages.
Legal Compliance: Ensure adherence to labour laws and regulations.
Workforce Planning and Organisational Development: Prepare for future staffing needs and support employee development.
Example 1: An HR Manager addresses a conflict between team members by arranging a mediation session, allowing each party to voice their concerns. By fostering open communication, the HR Manager resolves the issue, maintaining a collaborative work environment.
Example 2: An HR Manager in a retail chain organises onboarding sessions for new employees, covering company policies, product knowledge, and customer service techniques. By ensuring new hires are well-prepared and comfortable in their roles, the HR Manager reduces the time needed for them to reach full productivity.
2. Explain the significance of communication in the field of Human Resource Management. How does effective communication contribute to the success of HRM practices, and what challenges might arise in the absence of clear communication?
Significance of Communication in HRM: Communication is vital in HRM as it enables HR managers to convey policies, expectations, and values, fostering transparency, trust, and a positive work culture. It supports all key HR functions, from recruitment to conflict resolution.
Contribution of Effective Communication to HRM Success: Clear communication aligns employees with organisational goals, boosts engagement, aids conflict resolution, and supports smooth change management. It makes employees feel valued and understood, enhancing productivity and loyalty.
Challenges without Clear Communication: Poor communication leads to misunderstandings, low morale, higher turnover, unresolved conflicts, and resistance to change. These challenges hinder HRM effectiveness, disrupting team dynamics and productivity.
3. Outline the steps involved in developing a comprehensive compensation plan. Consider factors such as market trends, internal equity, and employee motivation. Provide an example or case study to illustrate your points.
Steps:
Define Objectives: Set a compensation philosophy aligned with organisational goals and values.
Job Analysis: Categorise roles based on responsibilities and complexity.
Market Benchmarking: Research industry pay rates to stay competitive.
Set Pay Structure: Establish salary ranges for each job category.
Add Benefits and Incentives: Complement salaries with benefits to boost motivation.
Ensure Internal Equity: Maintain fair pay for similar roles within the organisation.
Communicate the Plan: Clearly explain the plan’s structure and growth potential to employees.
Regular Review: Periodically update the plan based on market trends and feedback.
Case Study: Implementing a Compensation Plan in a Retail Compan y A large retail chain, Walmart follows these steps to establish a new compensation plan aimed at reducing turnover and improving employee satisfaction. After defining its compensation philosophy, Walmart conducts a job analysis to categorise store roles and support roles at headquarters. By benchmarking against similar retail companies, Walmart ensures competitive wages across all levels.
To further enhance motivation, Walmart introduces a benefits package with health insurance, profit-sharing, and rewards for outstanding customer service. Regular reviews ensure that pay bands remain aligned with market conditions and allow for pay adjustments as employees advance within the company.
Through these steps, Walmart achieves a balanced compensation plan that aligns with its goals, promotes fairness, and supports a motivated workforce.
In summary, a comprehensive compensation plan considers market data, internal equity, and motivational factors, and it is periodically reviewed to stay aligned with company and employee needs.
4. Enumerate and briefly describe the essential stages in the recruitment Highlight the significance of each stage in ensuring the acquisition of the right talent for an organization.
Workforce Planning: Identifying staffing needs to align recruitment with organisational goals.
Job Analysis and Description: Defining the role and qualifications to attract suitable candidates.
Sourcing and Advertising: Using various channels to reach a broad pool of potential candidates.
Screening and Shortlisting: Reviewing applications to focus on the most qualified candidates.
Interviewing: Assessing candidates’ skills and cultural fit through structured interviews.
Assessment and Testing: Using tests to objectively evaluate candidates’ abilities.
Reference and Background Checks: Verifying qualifications and past employment to reduce hiring risks.
Job Offer and Negotiation: Extending the offer and finalising terms with the candidate.
Onboarding: Helping new hires integrate smoothly into the organisation.
5. Provide a comparative analysis of various recruitment strategies.
Discuss the advantages and disadvantages of strategies such as internal promotions, external hires, and outsourcing. Include real-world examples to support your discussion.
I . Internal Promotions
Description: Internal promotions involve filling job vacancies with current employees who are already familiar with the organisation’s culture, processes, and values. This often includes vertical promotions or lateral transfers within the company.
Advantages:
• Employee Motivation and Retention: Promoting from within boosts employee morale, as it provides career progression opportunities, which can reduce turnover and increase loyalty.
• Cultural Fit: Internal candidates are already aligned with the company’s culture and values, reducing the risk of misfit and ensuring smoother integration into new roles.
• Cost-Effective: Internal recruitment can be less expensive than hiring externally, as it typically involves fewer advertising costs and no relocation expenses.
Disadvantages:
• Limited Talent Pool: By only considering internal candidates, the organisation may miss out on fresh perspectives or more qualified candidates from outside the company.
• Potential for Complacency: Promoting internal candidates may perpetuate existing flaws or knowledge gaps within the company if the external market has stronger talent.
• Stagnation: Frequent internal promotions can lead to a lack of diversity of thought and innovation if employees are constantly promoted within the same organisational structure.
Real-World Example: Companies like Google and Apple often focus on internal promotions for managerial roles, ensuring continuity in leadership and aligning the workforce with the company’s core values. This strategy helps retain top talent and maintain organisational culture.
II. External Hires
Description: External hiring involves bringing in talent from outside the organisation to fill job vacancies. This may include recruiting through job boards, headhunting, or attending career fairs.
Advantages:
• Broader Talent Pool: External hiring allows companies to tap into a larger and more diverse pool of candidates, which can bring in fresh ideas, skills, and experiences.
• Filling Skill Gaps: External hires can bring specific skills or expertise that may be lacking within the organisation, especially for technical or specialised roles.
• Innovation and Diversity: New external hires can inject innovation, challenge existing processes, and diversify the workforce, improving problem-solving and creativity.
Disadvantages:
• Higher Costs: External recruitment is often more expensive due to advertising, headhunter fees, and relocation costs.
• Cultural Fit Issues: External hires may struggle to adapt to the organisation’s culture and values, leading to higher turnover if they do not integrate well.
• Longer Onboarding: External candidates usually require more time to get up to speed with the organisation’s processes, which may result in a longer and more costly onboarding process.
Real-World Example: Tesla frequently hires from outside the organisation, especially for high-level technical roles. Elon Musk’s strategy of recruiting external talent has allowed Tesla to tap into cutting-edge expertise, driving innovation in the electric vehicle sector.
III. Outsourcing
Description: Outsourcing involves contracting an external third-party organisation to handle recruitment processes. This is often used for non-core activities or when there’s a need for rapid hiring.
Advantages:
• Specialised Expertise: Outsourcing firms specialise in recruitment, bringing expert knowledge, market insight, and access to a wide network of candidates.
• Time and Resource Savings: Outsourcing recruitment can be faster, as the third party can handle the time-consuming aspects like sourcing, interviewing, and screening candidates, allowing the company to focus on its core operations.
• Scalability: Outsourcing is useful for organisations that need to quickly scale their workforce, such as during peak seasons or for temporary roles.
Disadvantages:
• Less Control: Outsourcing means less direct control over the recruitment process, which can lead to mismatches in candidates or hiring practices that do not align with the organisation’s culture.
• Potential for Lower Quality: Some outsourcing agencies may prioritise speed over quality, potentially leading to hires that are less suitable for long-term success.
• Costs: Outsourcing can be expensive, particularly if the organisation needs a recruitment partner for a long-term relationship or for high-volume hiring.
Real-World Example: Accenture outsources much of its recruitment process for entry-level and mid-level roles. This allows the company to manage large volumes of applicants efficiently, while focusing on core business activities like consulting and client relations.
6. Detail the stages involved in the selection process, starting from reviewing applications to making the final job offer. Discuss how each stage contributes to identifying the best candidates for a given position
Reviewing Applications: Initial screening of resumes and cover letters ensures that candidates meet the minimum qualifications and experience for the role. This filters out unqualified applicants.
Initial Screening (Interview): A brief interview (typically by phone or video) assesses the candidate’s communication skills, motivation, and basic fit for the role.
In-depth Interviews: Conducted face-to-face or in a panel format, this stage allows for a deeper evaluation of a candidate’s qualifications, experience, and cultural fit with the organisation.
Skills Testing: Candidates may be asked to complete practical assessments to verify technical abilities, ensuring they can perform key tasks required for the role.
Background and Reference Checks: Verifying previous employment, qualifications, and references helps confirm the candidate’s integrity and suitability for the position.
Final Decision and Job Offer: Based on all evaluations, the best candidate is selected, and a formal job offer is extended, outlining the terms and conditions of employment.
7. Identify and explain various interview methods used in the selection process. Compare and contrast methods such as behavioral interviews, situational interviews, and panel interviews. Highlight the considerations for choosing the most appropriate method for different roles.
Key Interview Types:
1. Behavioral Interviews
– Focus: Past experiences
– Method: STAR technique
– Best for: Experienced hires
– Strength: Predicts future performance
2. Situational Interviews
– Focus: Hypothetical scenarios
– Method: Problem-solving questions
– Best for: Testing judgment
– Strength: Standardized evaluation
3. Panel Interviews
– Focus: Multiple perspectives
– Method: Group assessment
– Best for: Senior roles
– Strength: Reduced bias
Choosing the Right Method:
1. Consider:
– Job level
– Required skills
– Time availability
– Company culture
2. Best Practices:
– Mix multiple methods
– Match method to position
– Maintain consistency
– Consider candidate experience
1. The primary function of an Hr in an organization includes: Human resource planning, managing the recruitment and selection process, administration, performance management, cultural management, trainning and development, and compensations and benefits.
Illustration: In an organization where these functions are carried out effectively, it aid in the planning, managing and retainment of the human resource. Clear working culture are set, staff are motivated and goals are achieved.
2. The importance of effective communication cannot be overemphasized. It increase productivity while preventing misunderstandings. It establish and maintain interpersonal relationships, listen to others and otherwise gain the information needed to create a healthy workplace.
– It contribute to the success of HRM practice as employees gets information clearly and carry out task having clear understanding. It aid in Hr decision making. It helps to resolve issues, pre-empting litigation and potential settlements.
-Challenges that might arise in the absence of clear communication includes: Misunderstanding, bad interpersonal relationship, low morale, affects goal achievement, low productivity, hinders learning and growth.
4. Stages of recruitment process:
– Staffing plans : involves getting the analysis of the staff strength needed.
– Develop job analysis: drafting day to day activities of the job and expected outcome.
-Job description : Position, tasks, duties, responsibilities.
– Job Specifications development – Skills and abilities
– Know laws relation to recruitment
– Developing a recruitment plan
– Implement a recruitment plan.
– Accept applications
– Selection process
Significance of the stages:
– Staff planning ensures the right replacement.
– Job analysis gives the prospective candidate hints about the job.
– Job description and specification aid in application process, sourcing for the best fit.
– Knowing the law, aid in adherence to the law.
– Recruitment plan ensures orderliness.
– The timely implementation.
– Accepting application and sourcing.
3. Steps involve in developing a compensation plan:
– Analyze current compensation
– Gather feedback from employees.
– Conduct market survey
– Create a budget and seek for approval
– Put into consideration legal compliance.
– Plan for rewards, bonuses and inconvenience allowances
example: when staff are well compensated to increase productivity and staff retainment.
1. The primary functions of HRM in an organization include the following:
– Recruitment and selection.
– Performance management
– Learning and development
– Compensation and benefit
– Information and analytics
– HR data management
– Employee Retention
(1b) HR Responsibilities contribute to effective Human Resource Management in the following ways:
– REDUCED TURNOVER: An organization will have a reduced turnover of staffs if the HR introduce a comprehensive onboarding program, better compensation and benefit package and better learning and development opportunities
–
– IMPROVED EMPLOYEE ENGAGEMENT: There is an increase in employee satisfaction after implementing regular feedback sessions, recognition programs and employee relations. Employees are happy-
–
(4b) The significance of each stage in ensuring the acquisition of the right talent for an organization.
In knowing the law in relation to recruitment HRM ensures compliance to those laws and conforms to acceptable standards and practice .
By sticking diligently to the above plan, HR also sticks to strategic organizational goals by hiring candidates aligned with organizational objectives
Thorough professional recruitment processes enhances employers brand.
The role of Effective Communication to HRM Success can not be overemphasized.
It Enhances Recruitment and Onboarding
Clear communication during the recruitment process helps set realistic expectations for candidates. During onboarding, effective communication ensures new hires receive the necessary information and support, leading to smoother transitions and quicker productivity.
Successful Training and Development
Training programs that communicate objectives and benefits effectively can lead to higher participation and support, leading to smoother transitions and quicker productivity.
Successful Training and Development
Training programs that communicate objectives and benefits effectively can lead to higher participation and better learning outcomes. Employees are more likely to engage with development opportunities when they understand how these opportunities will benefit them personally and professionally.
Performance Management
Regular feedback and performance appraisals that are communicated clearly can help employees understand their strengths and areas for improvement. This ongoing dialogue fosters a culture of continuous improvement.
Employee Retention
Transparent communication about career paths, promotions, and company changes can significantly impact employee satisfaction and retention. When employees feel informed and included, they are less likely to seek opportunities elsewhere.
Challenges of Poor Communication
Misunderstandings and Confusion
Without clear communication, employees may misinterpret their roles and responsibilities, leading to errors and inefficiencies. This can cause frustration and reduce overall productivity.
Low Morale and Engagement
A lack of communication can make employees feel undervalued or disconnected from the organization This can result in decreased motivation and higher turnover rates.
Ineffective Conflict Resolution
When communication is poor, conflicts may escalate rather than being resolved. This can lead to a toxic work environment and hinder collaboration.
Resistance to Change
Changes in policies, procedures, or organizational structures can be met with resistance if not communicated effectively. Employees may feel anxious or uncertain, leading to pushback against necessary changes.
Legal and Compliance Issues
Inadequate communication regarding policies, especially those related to compliance and employee rights, can lead to legal issues and violations of labor laws.
4. Key steps to developing a recruitment strategy are;
– Refer to staffing plan.
– Confirm the job analysis is correct through questionnaires.
– Write the job description and specifications.
– Review internal candidate’s experience and qualification for possible promotions.
– Determine the best retirement strategies for the position.
– Implementing a recruiting strategy.
7. Identify and explain various interview methods used in the selection process. Compare and contrast methods such as behavioral interviews, situational interviews, and panel interviews. Highlight the considerations for choosing the most appropriate method for different roles.
Key Interview Types:
1. Behavioral Interviews
– Focus: Past experiences
– Method: STAR technique
– Best for: Experienced hires
– Strength: Predicts future performance 2. Situational Interviews
– Focus: Hypothetical scenarios
– Method: Problem-solving questions
– Best for: Testing judgment
– Strength: Standardized evaluation
3. Panel Interviews
– Focus: Multiple perspectives
– Method: Group assessment
– Best for: Senior roles
– Strength: Reduced bias
Choosing the Right Method:
1. Consider:
– Job level
– Required skills
– Time availability
– Company culture
2. Best Practices:
– Mix multiple methods
– Match method to position
– Maintain consistency
– Consider candidate experience
Question 2
Explain the significance of communication in the field of Human Resource Management.
How does effective communication contribute to the success of HRM practices, and what challenges might arise in the absence of clear communication?
Communication stands as the cornerstone of Human Resource Management (HRM), playing a crucial role in driving organizational goals, cultivating positive relationships, and ensuring the efficient flow of information. For HR professionals, mastering effective communication is not just beneficial—it’s essential for forging strong relationships, achieving business outcomes, and adeptly navigating challenges.
In the recruitment and hiring processes, powerful communication attracts top-tier talent, sets clear job expectations, and streamlines the hiring experience. By establishing clear channels during onboarding, HR sets the foundation for a positive employee journey. Consistent communication fuels employee engagement, commitment, and satisfaction, which translates into enhanced productivity and improved retention rates.
Performance management thrives on constructive feedback and transparent communication, fostering employee growth and development. Effective communication not only resolves conflicts but also promotes harmony, contributing to a vibrant workplace environment. During times of organizational change, clear communication paves the way for smooth transitions and mitigates resistance.
Training and development programs hinge on effective communication to ensure successful knowledge transfer and skill enhancement. By building trust and promoting transparency, communication encourages open dialogue in employee relations. Moreover, clear messaging is vital for ensuring understanding and compliance with organizational policies and regulations.
The advantages of effective communication in HRM are extensive. It leads to heightened productivity, enhanced employee satisfaction, increased trust and loyalty, improved decision-making, reduced conflicts and turnover, and a stronger organizational culture—all of which are crucial for success.
To achieve this level of effective communication, HR professionals must implement strategies such as active listening, clear and concise messaging, regular feedback, transparency, cultural sensitivity, and the use of diverse communication channels. A well-rounded approach that includes verbal, non-verbal, written, visual, and digital communication methods is necessary to engage all employees effectively.
While challenges in HR communication exist—such as information overload, language barriers, technological restrictions, resistance to change, and confidentiality concerns—these can be tackled head-on. HR professionals should develop a comprehensive communication strategy, leverage multiple channels, provide training, invite feedback, and continuously monitor communication effectiveness.
In summary, effective communication is not just important but essential in HRM, driving organizational success, boosting employee satisfaction, and enhancing overall productivity. HR professionals must prioritize communication as a key element in building robust relationships, achieving business objectives, and overcoming challenges.
Question7
Identify and explain various interview methods used in the selection process.
Compare and contrast methods such as behavioral interviews, situational interviews, and panel interviews. Highlight the considerations for choosing the most appropriate method for different roles.
The selection process constitutes a fundamental aspect of human resource management, wherein the interview serves as a critical component. A range of interview methods is employed to systematically assess candidates’ skills, experiences, and overall suitability for various positions. This essay examines the diverse interview methods utilized in the selection process, specifically comparing and contrasting behavioral interviews, situational interviews, and panel interviews.
Behavioral interviews focus on candidates’ past experiences and actions as reliable predictors of future performance. This method requires candidates to provide specific examples of situations they have encountered and to elaborate on their responses. Behavioral interviews are particularly effective in evaluating problem-solving abilities, revealing candidates’ thought processes, and forecasting future behavior. However, candidates may prepare rehearsed responses, necessitating that interviewers are adequately trained to elicit authentic answers.
In contrast, situational interviews present candidates with hypothetical scenarios designed to assess their problem-solving and decision-making skills. This approach evaluates critical thinking and simulates real-world situations while allowing for easy standardization. Although situational interviews may not accurately reflect actual behavior, they encourage candidates to articulate their ideal responses within a controlled context.
Panel interviews involve multiple interviewers assessing a candidate concurrently, offering a thorough evaluation and mitigating individual biases, which enhances the efficiency of the process. While panel interviews may be perceived as intimidating by some candidates, they undoubtedly yield a comprehensive assessment when conducted with proper coordination.
In addition to these primary methods, other interview formats—such as structured interviews, unstructured interviews, case study interviews, and virtual interviews—serve important functions. Each method has distinct advantages and challenges; therefore, the selection of an appropriate interview strategy hinges on specific job requirements, candidate qualifications, organizational culture, and desired assessment outcomes.
Key considerations when selecting an interview method include job responsibilities, candidate demographics, alignment with organizational values and culture, budgetary constraints, and specified evaluation goals. For instance, managerial roles often necessitate a combination of behavioral, situational, and panel interviews, whereas technical positions are frequently better suited for case studies and specialized technical assessments.
In summary, a diverse array of interview methods is employed in the selection process, each offering unique strengths and weaknesses. By understanding the various methods and aligning them with the specific needs of the roles and the organization, human resource professionals are equipped to select the most effective interview strategies to identify and secure top talent.
Question6
Detail the stages involved in the selection process, starting from reviewing applications to making the final job offer.
Discuss how each stage contributes to identifying the best candidates for a given position.
The selection process represents a critical component of human resource management, ensuring that organizations recruit candidates who are best suited for available positions. This essay examines the various stages involved in the selection process, from the initial review of applications to the issuance of the final job offer, emphasizing the importance of each stage in identifying top talent.
The selection process begins with the application review stage, during which submitted applications are meticulously screened to assess candidates’ qualifications, experience, and skills. This phase effectively eliminates unqualified candidates, thereby narrowing the applicant pool and facilitating a more efficient selection process.
Following the application review, the initial contact stage commences, characterized by brief telephonic or video interviews aimed at evaluating candidates’ communication skills, personality traits, and general compatibility with the organization. This stage allows recruiters to assess the interpersonal skills of candidates, further refining the pool to those who exhibit the most potential.
Subsequent assessments, which include skills evaluations and psychometric testing, are administered in order to objectively measure candidates’ abilities and personalities. These assessments provide valuable insights into the competencies of candidates, assisting recruiters in identifying individuals with the requisite skills and characteristics.
In-depth interviews—whether conducted in-person, via panel, or using behavioral techniques—are performed with shortlisted candidates to thoroughly assess their experience, skills, and overall fit for the position. This stage evaluates critical aspects such as teamwork, problem-solving capabilities, and critical thinking skills, delivering a comprehensive understanding of the candidates’ qualifications.
Reference checks are then conducted to authenticate candidates’ previous work experiences by contacting professional references to review work history and performance. This stage is essential for confirming the accuracy and reliability of the candidates’ claims regarding their credentials.
The final evaluation stage consolidates feedback from the preceding stages, allowing for a holistic assessment of candidates’ overall fit, skills, and experiences. Recruiters identify top candidates through a comprehensive evaluation process that takes into account factors such as diversity and inclusion.
The job offer stage involves extending an offer to the selected candidate while negotiating salary, benefits, and employment terms. This stage is crucial in securing top talent, thereby concluding the hiring process.
Throughout the selection process, organizations must prioritize diversity and inclusion, conduct background checks as necessary, and adhere to labor laws and regulations. Best practices encompass the utilization of standardized evaluation criteria to ensure fairness and consistency, maintaining clear communication, and continuously assessing and refining the selection process.
In summary, the selection process encompasses a series of stages designed to identify the most suitable candidates for specific positions. Each stage plays a vital role in the comprehensive evaluation process, ensuring that organizations successfully recruit top talent. By adhering to these stages and implementing best practices, organizations can optimize their selection processes and secure the most qualified candidates for achieving success.
Question 5:
Provide a comparative analysis of various recruitment strategies.
Discuss the advantages and disadvantages of strategies such as internal promotions, external hires, and outsourcing. Include real-world examples to support your discussion.
The hiring process represents a critical dimension of human resource management, where organizations employ a variety of tests and selection methods to assess candidates’ skills, personality, and suitability for specific roles. This essay examines the advantages and disadvantages of skills assessments, personality tests, and situational judgment tests, offering recommendations regarding the appropriate application of each method based on job requirements.
Skills assessments are frequently utilized to gauge candidates’ technical capabilities, cognitive skills, and language proficiency. These evaluations provide an objective measurement, demonstrating efficiency in terms of time and cost. Nevertheless, they possess inherent limitations, as they may not accurately predict job performance. Skills assessments are particularly beneficial for roles in technical fields, data entry, or customer service, where specific competencies are essential.
Personality tests, including the Myers-Briggs Type Indicator (MBTI) and the Big Five Personality Traits, yield valuable insights into a candidate’s disposition, aiding in the prediction of teamwork and organizational fit. While these assessments are non-invasive, they are subject to subjective interpretation and may not reliably forecast job performance. Candidates might also engage in response manipulation. Personality tests are particularly suited for positions in leadership, management, or those that require robust interpersonal skills.
Situational judgment tests (SJTs) are designed to evaluate problem-solving and decision-making capabilities through hypothetical scenarios. SJTs have been shown to predict job performance effectively, offering context-specific insights into critical thinking skills. However, these tests may be time-consuming, may introduce bias, and candidates may prepare extensively, which could skew results. SJTs are recommended for managerial, professional, or roles demanding high-stakes decision-making and critical thinking.
In addition to these methods, behavioral interviews assess candidates’ past experiences and conduct, while assessment centers offer a comprehensive evaluation of various skills and competencies. Psychological evaluations provide in-depth insights into cognitive abilities and personality traits.
To facilitate effective hiring decisions, organizations should prioritize the validation of assessments, employ multiple evaluation methods, train evaluators adequately, and maintain transparent communication with candidates. The selection of tests and methods should be driven by job requirements; for example, roles demanding technical expertise would benefit from skills assessments, whereas positions necessitating interpersonal skills would be better served by personality tests or behavioral interviews.
In summary, the integration of multiple tests and selection methods fosters a thorough assessment of candidates. A comprehensive understanding of the strengths and weaknesses associated with each method, along with consideration of job requirements, is essential for informed hiring decisions. By employing these various methodologies, organizations can identify high-caliber talent, minimize turnover, and enhance overall productivity.
1. What are the primary functions and responsibilities of an HR manager within an organization?
Answer: HR managers’ primary functions include:
– Recruitment and Staffing: HR managers identify staffing needs, develop job descriptions, and manage hiring processes. Effective recruitment ensures the right talent is hired, contributing to high productivity and job satisfaction.
– Employee Relations: They handle conflicts, foster a positive work environment, and ensure compliance with labor laws, enhancing workplace harmony and employee morale.
– Performance Management: By setting performance standards, conducting appraisals, and providing feedback, HR managers help employees achieve their potential, directly impacting productivity and growth.
– Training and Development: Organizing training programs to upskill employees ensures they have the necessary skills, fostering a competitive and innovative workforce.
– Compensation and Benefits Administration: They design and manage compensation structures, including salaries, bonuses, and benefits. Proper compensation motivates employees, reducing turnover rates.
– Compliance with Regulations: HR managers ensure the organization complies with labor laws, health and safety regulations, and company policies, safeguarding against legal issues.
Example: A recruitment drive for a critical project might require hiring specialized talent, ensuring project success. Performance management, through regular reviews, helps identify areas of improvement, increasing efficiency.
2. Explain the significance of communication in the field of Human Resource Management.
Answer: Effective communication in HRM is vital to establishing a cohesive work environment where employees feel valued and understood. It ensures transparency, aligns employees with organizational goals, and enhances productivity.
– Contribution to HRM Success: Clear communication helps HR managers convey policies, goals, and expectations, reducing misunderstandings. It also facilitates open feedback channels, improving decision-making and employee satisfaction. For instance, clear communication during onboarding ensures new employees integrate smoothly.
– Without clear communication, there’s a higher chance of conflicts, confusion regarding roles, and decreased morale. Employees may feel neglected or misinformed, leading to reduced engagement, errors, and potential turnover.
3. Outline the steps involved in developing a comprehensive compensation plan.
Answer:
– Internal and External Factors in Determining Compensation Strategy: Before designing a compensation plan, it’s essential to consider both internal and external factors that influence compensation decisions.
i) Internal Factors: These include the organization’s financial capability, its compensation philosophy (e.g., paying above or below market rates), and the value placed on certain roles within the company. Organizational culture, employee performance, and internal equity also play a role.
ii) External Factors: These include industry standards, labor market trends, competitor compensation packages, and economic conditions. Legal requirements, like minimum wage laws and regulations on overtime, also impact compensation strategies.
For example, in a highly competitive industry, an organization may choose to offer above-market salaries to attract top talent.
– Job Evaluation Systems: There are several ways to determine the value of a job through job evaluation. This includes: job ranking system, paired comparison system, and job classification system.
– Developing a Pay System: After job evaluations, a pay system is developed to create structured salary ranges for different roles.
• Salary Structures: These typically include salary bands or grades, which set minimum and maximum pay rates for different job levels. Developing pay ranges allows flexibility within roles, accommodating variations in experience and performance.
• Pay Scale Design: Pay scales may be based on factors like seniority, experience, and skills. This structured system helps manage salaries transparently and provides clear growth opportunities for employees.
For instance, an organization might develop a pay structure with entry, mid, and senior-level pay grades for each role, offering employees a path for progression.
– Pay Decision Consideration: When determining individual pay, organizations consider several factors such as individual performance, experiences and skills, to ensure compensation aligns with both internal standards and market rates.
– Determining Types of Pay: Finally, a comprehensive compensation plan includes various types of pay, combining fixed and variable components to meet employee needs and organizational goals.
• Base Pay: This is the guaranteed salary or hourly wage an employee receives. It forms the foundation of the compensation package.
• Incentives and Bonuses: These are additional payments tied to performance, company profitability, or individual achievements.
• Benefits and Perks: Non-monetary compensation like health insurance, retirement plans, paid time off, and wellness programs enhance the total compensation package.
For example, a company might offer a base salary along with annual performance bonuses and health benefits to create a competitive and attractive compensation package.
4. Enumerate and briefly describe the essential stages in the recruitment process.
Answer:
• Job Analysis and Planning: Understand the job requirements and define the qualifications needed for the role.
• Sourcing: Use channels like job portals, networking, and referrals to attract potential candidates.
• Screening and Shortlisting: Review applications and shortlist candidates based on criteria like skills, experience, and cultural fit.
• Interviewing: Conduct interviews to assess candidates’ skills, attitude, and suitability for the organization.
• Selection and Offer: Choose the best candidate and extend an offer, negotiating terms if necessary.
• Onboarding: Integrate the new hire into the organization, providing necessary training and resources.
Question 7: Identify and explain various interview methods used in the selection process
Answer:
– Behavioral interviews: Focus on past experiences and how the candidate has handled specific situations. Provide insights into the candidate’s skills, problem-solving abilities, and potential for success. Useful for roles that require a demonstrated track record of performance.
– Situational interviews: Present hypothetical scenarios related to the job and ask how the candidate would respond. Evaluate the candidate’s judgment, decision-making, and problem-solving in a simulated context. Beneficial for roles that require quick thinking and adaptability.
– Panel interviews: Involve multiple interviewers, often representing different departments or perspectives. Allow for a more comprehensive assessment of the candidate from various angles. Can be useful for roles that require cross-functional collaboration or leadership skills.
The choice of interview method should be based on the specific requirements of the role. For example:
– Behavioral interviews may be more appropriate for technical or specialized roles where past experience is crucial.
– Situational interviews can be effective for customer-facing or high-pressure roles that require strong decision-making skills.
– Panel interviews can be valuable for leadership or managerial positions where collaboration and interpersonal skills are essential.
Question 8: Discuss the various tests and selection methods used in the hiring process, including skills assessments, personality tests, and situational judgment tests. Compare their strengths and weaknesses, and provide recommendations on when to use each method based on the job requirements.
Answer:
Skills assessments:
– Strengths: Directly measure job-relevant skills and abilities, providing objective performance data
– Weaknesses: May not capture the full range of skills required for the role, and can be limited in their ability to predict future job performance
– Recommended for: Technical or specialized roles where specific skills are critical for success
Personality tests:
– Strengths: Offer insights into a candidate’s work style, motivations, and potential fit with the company culture
– Weaknesses: Results can be subjective, and there may be concerns about fairness and bias
– Recommended for: Roles that require strong interpersonal skills, emotional intelligence, or cultural alignment
Situational judgment tests:
– Strengths: Assess a candidate’s problem-solving, decision-making, and judgment in simulated scenarios
– Weaknesses: Can be artificial and may not fully capture real-world behavior
– Recommended for: Roles that require adaptability, critical thinking, and the ability to handle complex, ambiguous situations
the primary functions of a human resource manager are as follows
1. Recruitment : HR managers are responsible for recruiting, interviewing and hiring new staff.
2. compensation and benefits : They are responsible for managing employee benefits and compensation programs.by formulating compensation schemes for new recruits and consider the job title and quality of work of different employees.
3. training and development : they create and manage training and development programs to help new employees adjust to the company and educate employees about the organisation
4. compliance :they ensure compliance with laws and regulations, as well as internal policies are follows.
5. Record keeping : they record all details related to the different personnel working across various departments.
Number 4 answer
stages of recruitment process
1. staffing plans:
before recruiting, businesses must execute proper staffing strategies and projections to predict how many people they will require. this plan allows H.R.M to see how many people they should hire based on revenue expectations and can also include the development of policies to encourage multiculturalisim at work. once the assessment need has been completed and knows exactly how many individuals, what jobs, and when they need to be hiredhe or she may begin recruiting
2. Develop job analysis :
job analysis is a formal system developed to determine what tasks people perform in their jobs
3. Write job description :
this step is to develop a job description, which should outline a list of tasks, duties and responsibilities of the job.
4. Job specification development : they develop job description list , tasks, duties and responsibilities , position on the other hand , outline the skills and abilities required for the job
5. Know laws related to recruitment: one of the important of HR is to know and apply the law in all activities the HR department handles. it is the responsibility of the HR professional to research and apply the laws relating to recruitment in their respective industry and country.
6. Develop recruitment plan: HR Professionals should develop a recruiting plan before posting any job description.
7. implement a recruitment plan :
this stage requires the implementation of the actions outlined in the recruitment plan
8. Accept Applications : the first selection is to begin reviewing resumes. but before you do that, it’s crucial to create standards by which they evaluate each applicant.
9. Selection process : this will require the HR professionals to determine which selection method will be use and organize how to interview suitabl candidates.
Number 2 answer
significant of communication in HR Manager field
Communication is a vital skill for human resource professionals because it helps them i the following ways;
1. Employment engagement : They can build a positive atmosphere by communicating with employees about their concerns and Ideas. this can lead to increased employee engagement and productivity
2. Problem solving : they can use communication to help employee solve problems or prevent them from developing. it also makes employee feel valued and listened to.
3, Hiring : HR professionals can use communication to find the right candidate for a position.
4. Work place culture : they can create a better work place culture by collecting employee ideas and complaints.
5, Talent retention HR professionals can use communication to find out what would make employees stay and work toward giving it to them.
6. Expressing company values : they communicate the company value and priorities to the employees and other stake holders.
7. sharing critical information : they communicate critical information about company policies, benefits, salaries and more
HR professionals need to be able to communicate clearly and listen empathetically. they may also need to have writing skills to produce document like policies , memos and report.
Number 3 answer
steps involve in developing compensation plan
1. internal and external factors
2. job evaluation systems
3. developing a pay system
4. pay decision consideration
5. determining types of pay.
the following are desirable traits of incentive plans:
1. clearly communicated
2. Attainable but challenging
3. easily understandable
4. Tied to company goals