what information or data is a tool that enabling the executives to align the overall corporate strategy of the organization and its HR activities at the functional level and assist in data-driven decision-making.
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what information or data is a tool that enabling the executives to align the overall corporate strategy of the organization and its HR activities at the functional level and assist in data-driven decision-making.
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- what information or data is a tool that enables the executives to align the overall corporate strategy of the organization and its HR activities at the functional level and assist in data-driven decision-making.3. you are working as an HR manager in a reputed company, as a part of salary developmentprocedure of the employees, management asked you to develop a salary survey questionnaire which can besupportive to do their task successfully. You are required to identify and discuss the various aspects of datato be collected in salary survey and develop an effective salary survey questionnaire based on the samedetail. (Note: The questionnaire should include Minimum 10 and Maximum 20 items which is related tovarious aspects of employees’ compensation.)Please discuss the following: Job analysis also known as the cornerstone of human resource management since the information it collects serves so many human resource management functions. Justify two (2) of HRM functions that are affected by job analysis.
- / Examine the fundamental purposes and the level of significance associated with the practice of conducting job analysis within an organization.What are the main objectives of job analysis? Design the competency-based job descriptions and job specifications for the recruitment and selection manager for an advertising agency Course: HRMWhat is the optimal role of HR in an organization C-level post, strategically integrated into organizational decision-making in an organization?
- Training and Development: Explain the need for a robust employee orientation process. Evaluate the pros and cons of 3 training techniques. Recommend technology and tools to develop a better employee orientation and training experience. Outline a process for measuring training.As an Analytics Specialist for a private sector organisation, how do you develop a focused analytics Dashboard that deals with strategy and HR in this organisation that supports the executives and senior members of the management team of the organisation with the execution of strategic decisionsStrategic staffing is a critical component of effective human resource management, endompassing the acquisition, deployment, and retention of the right talent. It involves aligning the skills and competencies of employees with the organizational goals and ensuring that the workforce is both adequate and flexible to meet evolving business needs. Successful staffing requires a thorough understanding of the organization's short-term and long-term objectives, as well as the ability to forecast future talent requirements. In addition to recruitment, staffing also involves training and development initiatives to enhance the skills of existing staff and ensure they stay abreast of industry trends. A strategic approach to staffing contributes not only to the immediate operational needs of the organization but also to its long-term sustainability and competitiveness. Question: How can organizations develop and implement a strategic staffing plan that anticipates future talent needs and aligns…
- “Human Resource Management (HRM) is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage”. Please expand what is/are the overall purpose of human resources (HR) is to ensure that the organization is able to achieve success through people, and manage the human capital of an organization and focus on implementing policies and processes.Distinguish among job analysis, job descriptions, and job specifications. How do they relate to planning in human resources management?You have been asked to be part of the strategic team looking at the Managed by Q expansion into the Boston Market. You are the Director of HR have been asked to create an analysis of labor costs and the potential of supporting this new market. In particular, you have been asked to: Compute the number of client hours needed to break even Design a recruitment strategy for these employees Given the current market, determine the projected time to fill the number of roles you have identified You can assumptions listed in the case where they indicate the average change per hour is $25, Then, looking at the assumption costs, how many hours does someone have to work to break even? Pull in the data you found earlier on the Boston market and additional, such as unemployment, to determine a recruitment strategy and time line. And remember, this is a compensation & benefits class, so the strategy for recruitment should focus on, “Is Q offering the right wages and benefits to attract…