Suppose that you are the HR manager of a readymade garment factory and have been assigned to conduct a performance appraisal of the Juki Machine Operators of the factory. a. Identify what are the KPI (Key Performance Indicators) that you must consider at the appraisal?
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Suppose that you are the HR manager of a readymade garment factory and have been
assigned to conduct a performance appraisal of the Juki Machine Operators of the factory.
a. Identify what are the KPI (Key Performance Indicators) that you must consider at the
appraisal?
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Solved in 2 steps
- What are some of the key regulations that guide the compliance work of human resource management?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.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.)
- How to create a definition of performance. How to identify the determinants of performance and the influential factors associated with performance. The difference between task and contextual performance. The appropriate approach to measure performance. How to develop accountabilities, objectives, standards, and competencies for performance. How to develop comparative and absolute performance measurement systems.Performance Management A new HR Director of a popular grocery chain would like to use the Balanced Scorecard (BSC) for all levels of staff (Kaplan & Norton 1994; Quesado et al., 2018). By analysing the four levels of the BSC offer other models for shop floor staff, managers and directors, suggesting the advantage that they would have over the BSC.Q3: Why training needs assessment at organizational, job and individual level? Give one appropriateexample that summarizes all levels. This is the question of Human resources management
- As a human resource manager, you need to conduct a needs assessment (NA) for a new job at a new plant. Describe any THREE techniques that you will use to conduct the NA and give rationalisation in choosing the methods.3. Assume you are the human resource manager of a small seafood company. The general manager has told you that customers have begun complaining about the quality of your company's fresh fi sh. Currently, training consists of senior fish cleaners showing new employees how to perform the job. Assuming your needs assessment indicates a need for training, how would you plan a training program? What steps should you take in planning the program?Rather than focusing on human resource management (HRM) as a means of supporting its quality initiatives, Graniterock could have chosen another area as its focal point (e.g. marketing, operations, information systems, and so on). How does a focus on HRM support a company’s quality initiatives?
- Conducting a training needs analysis. Describe the process to use and how it would ensure the results are valid and reliable.Define Training. Explain the significance of training needs analysis with reference to training evaluationTraining 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.