QuestionQuestion

1. Give examples of how HR management concepts and techniques can be of use to all managers.

2. Explain the difference between affirmative action and equal employment opportunity?

3. Explain why strategic planning is important to all managers. Give examples that are specific to the Information Systems function.

4. Explain how you would create a job requirements matrix for a job. Be specific for IS.

5. What are the four main types of information that application forms provide? And how would you customize for IS?

6. Why is it important to conduct pre-employment background investigations? How would you do so?

7. Briefly describe each of the following possible types of interviews:
a. unstructured panel interviews
b. structured sequential interviews
c. job-related structured interviews

8. What are some typical on-the-job training techniques? What do you think are some of the main drawbacks of relying on informal on-the-job training for breaking new employees into their jobs? Be specific to the IS function.

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1. Give examples of how HR management concepts and techniques can be of use to all managers.
By cutting down the high turnover in the call centers and in other organizations, HR concepts can help a lot in saving the high costs of recruiting and training the new employees in many organizations. HR managers help in motivating the employees to remain loyal to the organizations for which they are working. Similarly HR managers can improve the daily performance of employees in organization by providing special training and tracking the performance of employees with scorecard method. (Dessler , 2017, pp.4)

2. Explain the difference between affirmative action and equal employment opportunity?
EEO or the equal employment opportunity is the freedom from any form of discrimination for the protected classes against race, sex color and other factor and is generally governed and guaranteed by the EEOC and its counterparts in the various states. Affirmative action on the other hand is the action taken by the employer in recruiting and hiring without any discrimination, and is a moral and social obligation of the organizations to amend the wrong done in the past to eliminate them in the present work environment (SHRM, 2016)....

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