...BAM 411 Human Resource Management Unit 3 Examination Follow Below Link to Download Tutorial https://homeworklance.com/downloads/bam-411-human-resource-management-unit-3-examination/ For More Information Visit Our Website ( https://homeworklance.com/ ) Email us At: Support@homeworklance.com or lancehomework@gmail.com 1. The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called ________. • employee selection • recruitment • performance appraisal • organizational development 2. The “S” in the acronym for SMART goals stands for ________. • straightforward • specific • strategic • support 3. Who is the primary person responsible for doing the actual appraising of an employee’sperformance? • the EEO contact person • the company appraiser • the employee’s direct supervisor • None of the above. 4. Because in most organizations there is a hierarchy of goals, employee performance standardsshould ________. • make sense in terms of the broader organizational goals • be standard • be decided by the top executive • All of the above. 5. Besides the supervisor, which of the following is available to managers as an alternative sourceof performance appraisal information? • the employee • rating committees • peers • All of the above. 6. Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluate Then, you indicate...
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...manage their campus recruitment programs. In a competitive environment, maintaining campus relations is crucial to the success of campus recruiting. To do this, companies must build relationships with faculty, administrators, career center staff, and students. Campus recruiting is becoming more competitive. Winning companies will have a strong product offering and be able to adapt their recruitment practices to the needs of new college graduates of Generation Y. Along with on-campus recruiting tools, such as career fairs and interviews, employers can also work experimental education programs into their college recruitment efforts. These include internships and co-op programs. Employers have long since rated these as some of the most effective college recruitment methods. This report includes ideas about how to conduct a successful campus recruitment and relations campaign, how to select the right campus, benefits of hiring new graduates, and how to build your brand. The report also describes current campus recruiting trends and challenges in campus recruiting. Effective Campus Recruitment Programs The Recruitment Process The campus placement office usually coordinates the recruitment process. The recruitment season typically extends from mid-October to mid-March. However, because of increased competition, campus recruiting is becoming a year-round activity. Campus Selection One of the first steps in developing a campus recruitment program is to select the right campus with...
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...reliability improvement from highly fractionated experiments. M.S. Operations Research, (Area: Decision Science and Operations Research) June 1996 Northeastern University, Boston, USA. M.Sc. Statistics, First Class, 4th Position December 1987 Department of Statistics, Jahangirnagar University, Dhaka, Bangladesh. B.Sc. (Hons.) Statistics, First Class, 6th Position, (Minor: Mathematics, Economics), July 1986 Department of Statistics, Jahangirnagar University, Dhaka, Bangladesh. EMPLOYMENT: April 2008- present Professor, School of Business, North South University, Dhaka, Bangladesh. Teaching business statistics, operations management, Total quality management and quantitative methods classes in both the MBA and EMBA programs. Supervising under graduate and graduate intern students. Conducting researches on Product/process quality and reliability Improvement, Service Quality, Forecasting, Operations Management, Total Quality Management and Social Business. May ‘10-present Dean, School of...
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...Objective: 1. Pedagogical Delivery * Creating an active and engaging classroom experience where students have opportunities to maximize learning and outcomes * Effectively delivering all courses utilizing the appropriate delivery methodologies (blended or onsite as scheduled). * Implementing best practices in assessing student learning through exams, assignments and other appropriate methods in all courses. * Support students outside the classroom through tutoring, review sessions, advising, etc. * Accommodate appropriate educational technology that meet or exceed university standards. * Give students the opportunity to work in groups; develop written and oral communication skills; and develop critical thinking and problem solving skills. * Apply a student-centric teaching strategy * Challenge every student. * Teach all assigned courses utilizing approved course delivery modalities. * Teach a minimum of one course online as part of annual credit hour workload. * Average MCE of 3.6 – 3.7 across modalities * Average response rate to MCE of 70% * Average course shell observation rating of 3.5 across modalities * Average class observation rating of 3.5 for onsite courses * NPS course rating of 50 across all modalities * Opportunities to support students outside the classroom (e.g. tutorial support, review sessions, etc.) Objective: 2. Technical Content * Continuously evaluate course content and analyze student...
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...This case tells how two companies in India, HLL’s Fair & Lovely and Cavin Kare’s Fairever , ran advertising campaigns that were not very ethical. In India fair skin is thought of as more beautiful and desirable than darker skin. Fair & Lovely was the leading company with 90% share and the Cavin Kare’s Fairever was released and they gained 15% share. This made Fair & Lovely launch a series of ads depicting a “fairer girl gets the boy theme.” Cavin Kare also came back with ads focusing on the same thing. They also showed in their commercials that their products worked. Their campaigns lasted for a few years and were eventually pulled due to harsh criticism for its portrayal of women. 1. Is it ethical to sell a product that is, at best, only mildly effective? From my point of view it is not ethical to sell a product that is, at best, only mildly effective. The product which is mentioned in the case is a cosmetic that lightens skin color. It is promoted as “the miracle worker” which can deliver your skin a difference from one to three shades. According to the new Fair & Lovely technology ad, the cream is supposed to change your skin even in four weeks. However, Indian dermatologists explain “that fairness products cannot truly work as they reach only the upper layers of the skin and so do not affect melanin production”. Moreover experts state, the main reason why people believe that the cream is work-ing, is a bleaching ingredient which just whitens facial hair and not the skin...
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...refers to the favourableness of job environment that are excellent for people as well for the economic health of the organization and also their attitudes towards the work environment, skills and knowledge acquired, their inter-relationship with their colleagues, subordinates and supervisor, their organizational commitment, job satisfaction, job motivation, their socio-economic status, their value patterns, professionalism, job involvement, experience and discipline. Quality of work life is a process in which organizations recognize their responsibility to develop job and working conditions that are excellent for the employee and organization. Quality of work life refers to the level of happiness or dissatisfaction with one’s career. Those who enjoy their careers are said to...
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...recruiters! CAREER DEVELOPMENT EXPO AND JOB FAIR APRIL 16, 2015 • 2:30 - 7:30 pm OMNI HOTEL LOS ANGELES 251 South Olive Street, Los Angeles, CA 90071 Event Parking: Valet at Omni $12 CFA Society Los Angeles, Inc. is pleased to present the 2015 Annual Career Development Expo and Job Fair. In our presentation portion, this year’s Expo features seasoned speakers and a panel of CFALA members at various career stages and in various fields. Each will share special insights and best practices on making the right moves at every career level. For our interactive portion, we will host an official job fair with currently hiring employers and recruiters in attendance to meet you and share their current opportunities. Also, part of our interactive portion will include many CFALA members/charterholders on hand to meet with you to answer any questions you may have. These individuals can share their own personal experiences in the CFA program, their various career paths, share the cultures of their firms, and much more! Whether you are a student considering the many career paths in the finance industry or someone who is looking to leverage existing experience, this event will benefit you! All attendees will also receive a free month subscription to Doostang.com Premium (a $40 value)! Doostang is a job board and community of over 900,000 elite professionals with inside access to thousands of jobs from top employers. For more information and to register go to www.cfala.org. CAREER DEVELOPMENT...
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...to show the new employee the company has concern and consideration for the employee. One benefit that most successful companies offer is tuition reimbursement. They offer this benefit to employees who wish to further their education. Tuition reimbursement programs have benefited companies by having a low turnover rate and high productivities with enhanced efficiencies from the employees. After reviewing statistics about tuition reimbursement, we are happy to inform you our company will be offering tuition reimbursement to employees who wish to further there education in Business and Communications. I plan to discuss professional opportunities degrees in Business and Communication can offer. Also, with this type of degree, what career opportunities and earning potential an employee has, and how the company can benefit from individuals with a degree in business and communication. First, we need to start by discussing what a business degree has to offer, and what the degree is. “A degree program in Business Communications typically leads to an associates or bachelor’s degree and teaches students such skills as public speaking, written communications, communication software use media interactions and interviewing” (Career Information for a Degree in Business Communications, 2010). People with a degree in business and communication have many opportunities versus people who do not hold a degree. Employees who earn a degree within a company have opportunity for advancement...
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...Military Police Officers versus Flight Attendants Many career fields have a set standard for dealing with the operations within an organization. Each field has specific requirements that an individual must possess to be qualified to work in each position. Some individuals obtain a degree in order to work as an engineer or teacher. Others may have to attend training that shows them the correct procedures to do the job. The purpose of this assignment is to discuss various aspects of the military police officers and flight attendants; these topics include the training, work hours and compensation packages, job satisfaction, employee assistance programs, leadership styles of each, the Fair Labor Standards Act, and the improvements that can be...
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...executive summary, topical chapters and an appendix. 1) Executive Summary – The executive summary contains a discussion of the background factors that led to the study, a description of the Best Practices, LLC research methodology, a summary of the key project findings and recommendations for identifying and closing performance gaps. 2) Topical Chapters – These chapters provide, by subject, a graphical depiction of survey responses, discussion of key trends identified from an analysis of the data and write-ups of best practices harvested from in-depth interviews: Program Management & Organization –Includes sections on Budget, Staffing, Structure, Activities & Events, Hiring Top Talent (including interns and co-ops) and Program Effectiveness. Hiring Top Talent – Discusses best practices for building the talent pool, screening and selecting candidates and managing intern and co-op programs Building Strong Stakeholder Relationships – Covers effective partnership with line staff, practices for sharing candidates across lines of business, developing alumni as recruiting talent, training line recruiters and maintaining long-term relationships with university hires. School Selection & Ranking - Illustrates best practices for choosing core recruiting schools. Technology: Impact & Innovation - Highlights innovative uses of technology in the recruiting process. 3) Appendix – The appendix includes a matrix comparing the features, functionality and feel...
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...resource department and the level we want to achieve in the future. After evaluation of the problem, I will conduct research on modern workable policies that can be employed at WooWoo. Then the next step is the formulation of the policy complete with its implementation timetable. Finally, is the implementation stage which is extremely crucial? In researching the problems it is important to include members of the staff since the problems affect them directly (Mitchell et al., 2003). In order to accomplish high job satisfaction the first important step is orientation into your firm. This creates the first impression of the company to the new employee. The human resource department will craft up and implement an Orientation and On-boarding program that shows the new member of the staff that WooWoo is a company that recognizes hard work and rewards effort competitively. The company will set up standards to measure effort of individuals and reward them appropriately (Pinder, 2008). The rewards could be monetary example bonuses to the most productive employee. The bonuses will be an addition to their salary. The management is also going to analyze a persons daily and weekly charts that recognize the week and months employee of the month. An instant reward will then be handed over and considerations for promotions in the future for the top performer. The management...
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...minimize the possibility of lawsuit. There are possible solutions at the corporate level with effective programs and policies to help preventing similar incident happening again like Maria’s. There are proactive strategies an individual can use to minimize organizational discrimination as well. Now let’s examine the proper way of investigation that can help to minimize a chance of lawsuit. As per the Right Way to Investigate, a supervisor along. with help of Human Resources (HR) to do the investigation immediately after the complaint was filed in writing as facts can be retrieved fresh from other employee’s mind. Timing is very important and prompt investigation would show the filing employee the organization is taking the complaint seriously. It’s crucial to not draw any form of conclusion prior interviewing all persons who have knowledge of the compliant. Interview all persons involved two to three times to get consistent information. Lastly but not least, to advice HR and company lawyer before writing the investigation report and the conclusion on the record as it may be audited in great detail for court use. (The right way to investigate complaints now so they don't wind up in court later, 2012). It important for me as a supervisor to become aware of these important steps to follow as to protect the organization and its fair workplace environment that could provide a fair conclusion for the employee filed the complaint and may potentially prevent a lawsuit. In Maria’s case...
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...a trendy marketing move. It is a key concept that has been part of the company's core commitment and values from the time when it was housed in a tiny storefront cafe. In fact, Green Mountain has been named one of the Top 100 Most Socially Conscious Corporations by Business, Inc. for two years running. The company's production plant has been certified organic since 1997, and they remain committed to offering high quality, completely organically grown coffee as a major part of their offerings. In addition to their commitment to organically grown coffee, GMCR supports sustainable coffee production methods as a member of Fair Trade associations. In 2000, GMCR became one of the first roasters in the United States to offer Fair Trade Certified™ coffees, and in 2012, the company was named the world's largest purchaser of Fair Trade Certified™ coffee by Fair Trade USA for the second year in a row (Green Mountain Coffee...
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...MGMT 3385 TERM PAPER Talal Wazeer A00260788 Instructor: Matt Macphee Table of CONTENTS Table of CONTENTS ii LIST OF FIGURES ii eXECUTIVE SUMMARY 2 jOB ANALYSIS QUESTIONNAIRE AND RESULTS 3 dOCUMENT CONTROL SUPERVISOR JOB DESCRIPTION 8 analysis and Targeting of three job markets 13 Description of the selection process 15 Recommendations to improve the selection process 17 JOB-SKILLS TEST PROPOSAL 18 compensation profile and comparisons 18 TRAINING AND DEVELOPMENT PLAN 23 REFERENCES ….. 24 LIST OF FIGURES Figure 1.1 Sample Document Control Supervisor Advertisement………11 Figure 1.2 Sample Document Control Supervisor Advertisement…….. 12 Figure 2.1 Document Control Supervisor Median Salary in HRM……….. 19 Figure 2.2 Document Control Supervisor Median wage in HRM………….. 20 Figure 3.1 Document Control Supervisor Median SALARY in CANADA…. 21 Figure 3.2 Document Control Supervisor Median wage in CANADA….... 21 Figure 4.1 Document Control Supervisor Median SALARY in CALGARY... 22 Figure 4.2 Document Control Supervisor Median WAGE in CALGARY..... 22 Executive Summary Background In 2011, Irving Shipbuilding Ltd. was awarded a $25 billion contract to build new combat ships for the Canadian navy over the next 20 years. This contract award had some far-reaching consequences at all levels of the organization. More importantly, the Human Resource function would now have to adapt...
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...Department of Business Administration Course Title: Course Code: Pre-requisite Courses: Credit Hours: Semester: Degree: Human Resource Management MGT323 Principles of Management Three (3) Sixth BBA Program Course Description: Human Resource Management is a course designed to make the students familiar with the concepts of managing human resources. It is rightly said that the organizations need effective people not efficient people. The course also describes the bench mark practices of Human Resource Management Course Objectives: This course has been designed keeping the following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: At the end of this course, students should be able to: 1. Explain what...
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