BSBMGT502B Manage people performance Learner Workbook Page |2 Table of Contents Candidate Details ......................................................................................................................... 3 Assessment – BSBMGT502B – Manage People Performance ........................................................ 3 IMPORTANT:................................................................................................................................ 3 Record to be completed
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MONICA REIS CASE STUDY WEEK 4 1. HOW WOULD YOU CONDUCT A JOB ANALYSIS FOR A JOB THAT DOES NOT YET EXIST? Develop job specifications that fit the job position. Based on the data received about the existing position and candidates. Evaluate the pre-employment test scores, interviews for similar positions, resume submissions. 2. WHAT REASONS DID THE SELECTION COMMITTEE HAVE FOR SELECTING ONLY THOSE FACTORS THAT COULD NOT BE ACQUIRED IN A TWO-YEAR TRAINING PROGRAM? To narrow down
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HR Plan-08s The HR Planning Process I. HR Forecasting: Meaning II. Forecasting Activity Categories III. HR Forecasting Time Horizons IV. Determining Net HR Requirements I. HR Forecasting: Meaning HR forecasting constitutes the heart of the HR planning process. It can be defined as ascertaining the net requirement for personnel by determining the demand for and supply of human resources now and in the future. After determining the demand for and supply of workers, the organization's
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To: Mr. Al Fedoruk, Baltimore Home Investments Ltd. From: Date: July 12, 2014 Subject: Controls issues, analysis, and recommendations for your business. With reference to our meeting of July 6th, based upon the information you provided regarding Baltimore Home Investments Ltd. (BHIL), and in light of the analysis to follow, it is evident that a myriad of control deficiencies was the root cause that enabled unscrupulous individuals to unlawfully wrest control of BHIL from you. In order
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the corresponding time frames. The result should be a series of crude supply situations as would be the outcome of present planning if left unmodified. (This, clearly, requires a great deal of information accretion, classification and statistical analysis as a subsidiary aspect of personnel management.) What future demands will be is only influenced in part by the forecast of the personnel manager, whose main task may well be to scrutinize and modify the crude predictions of other managers. Future
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and select the best talents with necessary knowledge and skills to assist the company to achieve its goals. HR practitioner should perform thorough job analysis in order to gain deeper understanding of the requirement of the job. ii) Developing After recruiting the staff, HR practitioner is responsible to train and groom the staff for the job via various types of training programs. Then, HR should ensure that the performance of the staff is in line with the organization’s objectives. If the
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1 explanation of how business objectives are affected by ethical considerations 6 2.2 evaluation of the implications for a business and its stakeholders to operate ethically 7 3.1 Assessment of the role of the company acting as moral agent: 8 3.2 Analysis of the development of mechanisms for achieving employee involvement and empowerment 9 Employee Involvement Model 9 4.1 Research a current ethical issue affecting your selected business: 10 4.2 Report on how this business could improve the ethics
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Career Development Plan Part I – Job Analysis and Selection Carnelle McCladdie MGT/531 Angela Nixon University of Phoenix October 25, 2010 As a midlevel sales manager, I have been assigned to select new members for the sales team and create a development plan to help my team succeed with the company’s new strategy. The company will no longer sell cleaning products only but will also provide full-service cleaning solutions for organizations in the health care industry. The recent merger
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Fall 12 Case Report: NES in China – Business Ethics 08 Fall Kate Wong Managing Across Cultures Professor Zhang October 12, 2012 The Business Dilemma NES is a Germany-headquartered multinational company that builds heavy machinery, automotive systems, electrical drives and steel tubes and pipes. The company has a very active presence in China. It began business in China since 1889, with 20 representative offices, 6 equity joint ventures, and 3 wholly owned enterprises. As a representative
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Career Development (Job Analysis) Hope Smith University of Phoenix HRM/531 † Human Capital Management April 23, 2009 InterClean Sales Department Job Analysis A job description acquires an important role for determining essential obligations and requirements for the position. Job descriptions provide an apparent “expectations and responsibilities can give employees a vision of the opportunities available to help develop their careers (Blethen 2009).” Therefore, when analyzing the
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