Organizational pay and employment retirement plans
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3.1) Traditional job interviews have demonstrated low validity and reliability, and are a relatively expensive method of personnel selection. Recommend steps that organizations can take to avoid these pitfalls.
3.2) How should a company assess readiness for learning? (Be sure to include characteristics of both the employee and the work environment
3.3) Discuss at least three different approaches to diversity training.
4.1) Discuss the importance of legal compliance with federal employment laws and regulations as well as ethical issues that govern appraisals and performance management. Provide examples.
4.2) Define the three broad purposes for performance management, and provide an example of a situation that relates to each purpose.
4.3) You have just been promoted to manager of your department. Your supervisor has asked that you review the current performance management system measures in place, and make any possible suggestions. Would you enlist input from the employees in your department? Why, or why not? List and interpret the criteria you would use to evaluate the current performance management system.
6.1) Compare and contrast the three common types of retirement plans offered by employers, and indicate whether they are contributory or noncontributory plans. What are the advantages and disadvantages of each one to the employee and to the employer?
6.2) Give a brief description of the 5 types of individual performance pay, and recommend which type of job would benefit by using which type of performance pay.
6.3) You are the HR Supervisor responsible for developing the company objectives that will be listed in the new benefits package. What needs to be considered when selecting employee benefits?
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Organizational pay and employment retirement plans are examined.
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3.1) , and are a relatively expensive method of personnel selection. Recommend steps that organizations can take to avoid low validity and reliability traditional job interviews have demonstrated
To avoid the low validity and reliability associated with employee job interviews, the employer must ensure that they minimize any potential racial or gender stereotypes while conducting the interview process as well as only focus on issues such as the specification and requirements that are desired from a potential employee within the job. The objective should be to only ask questions that are related to the job description as questions that are not related to the job will lower the validity and reliability of the interview.
http://www.hr-guide.com/data/G311.htm
3.2) How should a company assess readiness for learning? (Be sure to include characteristics of both the employee and the work environment
To assess the company's readiness for learning, the company must first define the scope of the changes that are being proposed while assessing the attitudes, conditions, and resources that are present and available for the proposed change. The objective is to deduce whether the whole system as well as internal components within the system are ready for learning. The most important variable that must be addressed entails assessing the relevant dimensions of attitudes, conditions, and resources in relation to the scope of the proposed change to ascertain whether the organization is ready and capable of implementing the necessary learning to facilitate change.
http://www.lencd.org/learning/howto-readiness
3.3) Discuss at least three different approaches to diversity training.
The three most commonly used approaches to diversity training include intercultural/value differences, anti-racism, and prejudice reduction approaches. In reference to intercultural/value differences, this approach is predicated upon ensuring that employees make a concerted effort to learn about ...
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- MS, Prairie View A&M University
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