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Human Resource Evaluation

1. Why might some managers resist using a realistic job preview (RJP)? What evidence could you offer to convince such manager to use one?
2. Discuss the ethical issues involved in conducting HRD evaluation.
3. There are various types of evaluations information available. Discuss one of them.
4. State methods of data collection and explain two of them.
5. Explain the role of research design in HRD evaluation.

Solution Preview

1. Why might some managers resist using a realistic job preview (RJP)? What evidence could you offer to convince such manager to use one?

Some managers resist using a Realistic Job Preview since an RJP exposes the negative aspects of the job. It is better to iron out these issues before investing the time and expense in producing a RJP. It is best that the HR department form a strategic partnership with Operations and they will determine where in the recruitment process to use the prepared RJP and they can be tasked with assessing the effectiveness of the tool in reducing turnover which is the main goal of the RJP. A comparison of newly hired employees' turnover with and without RJP can be an evidence to convince managers to use the RJP. RJP is also useful in keeping employees for internal transfers, promotions to higher-level positions, and external hiring for more complex positions.

2. Discuss the ethical issues involved in conducting HRD evaluation.

Employee evaluation will consist of multiple factors which includes such items as punctuality, attitude, personal grooming, language, neatness, ...

Solution Summary

The solution discusses the following: reasons why some managers resist realistic job preview (RJP), how to convince the manager to use RJP, the ethical issues involved in conducting HRD evaluation, various types of evaluation information, methods of data collection and the role of research design in HRD evaluation. References for more information is included.

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