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- Fran Jefferson began her job as the supervisor of the Training Department of Metro Bank and Trust Company almost four years ago. She was generally pleased with the four trainers and one secretary in her unit. Indeed Fran took pride in her ability to create a high morale and high performance unit. This was particularly pleasing to Fran because they were constantly busy and barely able to keep up with the volume of training expected from them. Then early on Wednesday morning, Fran’s secretary Judy Martin, knocked on Fran’s door and asked to see her. Fran liked Judy and considered the secretary to be one of her “stars”. Indeed, in an effort to develop Judy's talents and abilities, Fran had gone out of her way to give Judy special assignments, including her in all the major planning activities of the department and entrusting her with the administration of certain departmental programs, such as tuition assistance and evaluation follow-through. By now, Judy functioned more as an…Fran Jefferson began her job as the supervisor of the Training Department of Metro Bank and Trust Company almost four years ago. She was generally pleased with the four trainers and one secretary in her unit. Indeed Fran took pride in her ability to create a high morale and high performance unit. This was particularly pleasing to Fran because they were constantly busy and barely able to keep up with the volume of training expected from them. Then early on Wednesday morning, Fran’s secretary Judy Martin, knocked on Fran’s door and asked to see her. Fran liked Judy and considered the secretary to be one of her “stars”. Indeed, in an effort to develop Judy's talents and abilities, Fran had gone out of her way to give Judy special assignments, including her in all the major planning activities of the department and entrusting her with the administration of certain departmental programs, such as tuition assistance and evaluation follow-through. By now, Judy functioned more as an…Fran Jefferson began her job as the supervisor of the Training Department of Metro Bank and Trust Company almost four years ago. She was generally pleased with the four trainers and one secretary in her unit. Indeed Fran took pride in her ability to create a high morale and high performance unit. This was particularly pleasing to Fran because they were constantly busy and barely able to keep up with the volume of training expected from them. Then early on Wednesday morning, Fran’s secretary Judy Martin, knocked on Fran’s door and asked to see her. Fran liked Judy and considered the secretary to be one of her “stars”. Indeed, in an effort to develop Judy's talents and abilities, Fran had gone out of her way to give Judy special assignments, including her in all the major planning activities of the department and entrusting her with the administration of certain departmental programs, such as tuition assistance and evaluation follow-through. By now, Judy functioned more as an…
- Fran Jefferson began her job as the supervisor of the Training Department of Metro Bank and Trust Company almost four years ago. She was generally pleased with the four trainers and one secretary in her unit. Indeed Fran took pride in her ability to create a high morale and high performance unit. This was particularly pleasing to Fran because they were constantly busy and barely able to keep up with the volume of training expected from them. Then early on Wednesday morning, Fran’s secretary Judy Martin, knocked on Fran’s door and asked to see her. Fran liked Judy and considered the secretary to be one of her “stars”. Indeed, in an effort to develop Judy's talents and abilities, Fran had gone out of her way to give Judy special assignments, including her in all the major planning activities of the department and entrusting her with the administration of certain departmental programs, such as tuition assistance and evaluation follow-through. By now, Judy functioned more as an…Karla Marshall, an operations manager at the PCM Corporation, began work on a workforce development planning system for her direct reports. To support her system effectively, she planned activities that focused on Multiple Choice developing an efficient information storing system. motivating employees based on their developmental needs. developing knowledge sharing networks to help trainers and managers reach employees faster. recruiting low-skilled employees who can be trained based on the needs of different departments. training employees based on their ability to meet the company’s developmental strategies. Give typing answer with explanation and conclusionEffective staffing begins with meticulous planning, a crucial phase that involves forecasting organizational needs, identifying potential gaps in skills and expertise, and developing comprehensive strategies to address those gaps. Planning in staffing encompasses both short-term and long-term perspectives, considering factors such as business expansion, technological advancements, and market trends. A well- thought-out staffing plan not only helps in streamlining the recruitment process but also ensures that the organization is equipped with the right talent to meet its strategic objectives. It involves collaboration between various departments to understand their specific requirements, aligning workforce planning with business goals, and establishing a framework for continuous evaluation and adjustment. In essence, strategic staffing planning is a forward-looking endeavor that positions an organization to navigate uncertainties and capitalize on emerging opportunities in the dynamic…
- Scott, COO for Barcelona Restaurant Group, says he has a three-step process for hiring potential managers. After an interview, he sends each candidate on a "shop." This involves visiting one or two Barcelona locations and spending a $100 allowance on food. Afterward, each candidate writes an essay about the experience. If the candidate proceeds to the third step, Scott asks them to work a shift as if they have worked for Barcelona for six months. For Scott, this process acts much like a: quality-of-fill metric. yield ratio. O employee profile. O realistic job preview.Rena is an employee at Bayshore Ltd a private sector company for some five years now. When Rena was interviewed, she was told that her probationary period would be six months. However, she ended up doing two years of probation. Her organization seems to operate without a proper structure for employees. Her friend Zena has been in the public sector for the past three years and called Rena to tell her that she just received feedback from her annual performance evaluation, and she will now be in a senior post. Rena was confused about this performance evaluation, as she has never experienced one, she was fearful that this could result in her losing her job as she was not sure how this could assist her. Respond to these concerns by answering the following questions below: Questions A. Define performance evaluation. B. Identify FOUR (4) types of evaluation. C. Discuss THREE (3) benefits of performance evaluation.Mrs. Yaqoob has been an employee for the past six years in your department. During the tenureof her employment, she has worked efficiently however during the past two years; you haveobserved that there is sudden change in her work performance as a result of absenteeism andtardiness. The entire department is aware of the fact that, Karen is having household issues andin such processes her colleagues have covered half of her work. However, after a certain periodof time they started complaining.Although, it irked you that somehow Yaqoob’s issues will be normal and will return to her usualwork however; you must help her will her remaining work.When you came across her the next morning and started having a conversation with her. Shestarted to cry and reveals the fact that her husband is abusive, her son is taking drugs and she issuffering from depression and is under the influence of alcohol. You suggest her to opt for theEmployee Assistance Program and visit her physician as well. it is…
- Effective staffing is not a one-size-fits-all process; it requires a strategic and flexible approach to meet the dynamic needs of the organization. The staffing process involves not only bringing in new talent but also optimizing the utilization of existing human resources. This includes assessing the current workforce's skills, identifying gaps, and implementing strategies such as training and upskilling to address those gaps. Additionally, successful staffing involves considering factors like diversity and inclusion, recognizing that a diverse workforce brings a variety of perspectives and ideas that can enhance creativity and problem-solving. Moreover, fostering a positive and inclusive work environment is crucial for employee retention and satisfaction, as it contributes to a culture where individuals feel valued and motivated to contribute their best. Question: How does organization adapt its staffing strategies to embrace diversity and inclusion, and how has this approach…Fan Jafferson began her job as the supervisor of the Training Department of Metro Bank and Trust Company almost four years ago. She was generally pleased with the four trainers and one secretary in her unit. Indeed, Fran took pride in her ability to create a high morale and high performance unit. This was particularly pleasing to Fran because they were constantly busy and barely able to keep up with the volume of training expected from them. Then, early on Wednesday morning, Fran’s secretary Judy Martin, knocked on Fran’s door and asked to see her. Fran liked Judy and considered the secretary to be one of her “stars”. Indeed, in an effort to develop Judy’s talents and abilities, Fran had gone out of her way to give Judy special assignments, including her in all the major planning activities of the department and entrusting her with the administration of certain departmental programs, such as tuition assistance and evaluation follow-through. By now, Judy function more as an…Talent Allocation, LLC (TA) is a consulting firm helping organizations develop effective, efficient, and affordable workforces. As a member of TA, you are charged with meeting with Dakota Press’s divisions and hosting a discussion regarding a division’s ability to rapidly respond to changes in business partnerships, policy shifts, embargos, and other publishing-orientated world events. After meeting with each division, you will be expected to offer a comprehensive presentation on ideas/processes helping the company enhance it is response times. After arriving, you speak with several different departments within divisions. Curiously, you notice the following: Multiple generations of workers team-up on projects. There seems to be a significant amount of tension amongst the staff. You saw staff members exchanging harsh words and appearing angry. The company has survived due to multiple mergers and consolidations. However, you remain uncertain how the diverse workforces were…