Answer the following within a 4 page:
Q1: Explain the relationship that a line manager will have with his/her firm's Human Resources manager. Give a convincing example to support your main point about this relationship
Q2: Suppose you are the chairman of a selection committee and you are looking to employ a bus driver for your employer. You have an applicant pool of 10 suitably qualified people who could - in your opinion -do the job. What strategy(s) will you use to select the most appropriate candidate(s)? Give reasons for your choices and indicate why you rejected some potential strategies and favoured others.
Q3: When it comes to recruitment, we sometimes make a distinction between sources and methods. Explain this distinction. Give an example of the recruitment of a bus driver to illustrate how this distinction might work in practice.
Q4: You want to select a child-care worker for your nursery/preschool. You have already established an applicant pool. Develop a strategy to select a suitable candidate. Use the eight (8) generic steps of recruitment to structure your strategy. Justify the decisions you make to include/exclude steps
Q5: Recruitment exposes a firm to certain risks.Explain using a practical eg- how a recruitment could end up being a disaster for a firm unforeseen costs on a firm.
Q6: A manager is trying to fill a job because someone has recently retired.The manager is noticing that some people who already work in his firm want to do the vacant job but seem unsuitable.Describe what the manager should do.Identify various his/her optionsand the risks and potential payoffs associated with each?
Q7: Identify two different generation categories.Briefly explain each of these organisation may view an issue differently.Be specific about the issue under consisderation.
Q8: Expalin the orgaizational performance benefit/values of doing a job analysis. Present a key argument about this that does not involve legal considerations.Give a specific and concrete eg to support your argument.