Asda’s case study answers 1. Explain the difference between a job description and a personal specification. (2 marks) Job description: describes functions , tasks and responsibilities of a certain position . Job specification: describes characteristics and skills required for the role of the employee. 2.
As for low gearing, more profits are distributed to shareholders due to lower interest bills. However, low gearing can signify that the firm is not effective enough to compete or may have limited opportunities for
Job evaluation and compensation primary focus is to determine the appropriate compensation is being given for the expertise and responsibilities that the job requires of an individual. In order to determine if an individual is being properly compensated an industrial organizational psychologists must look at compensable aspects, examining the sensitivities of fairness and equity (SIOP). Job task analysis purpose is to gather enough information in order to properly be able to design training program, performance criteria, job evaluation systems, and be able to create occupation paths. To properly develop a job task analysis one must gain information regarding knowledge, skill, abilities required to perform the job, the physical strain of the job, the type of the management and the group setting
The detail provided in the job analysis or valuation of work elements and job description includes analyst’s level information through which job evaluations can be conducted (Brannick et al., 2007). The examination of compensable factors (such as qualities of the job), help in ratings. The ratings can also be done by inspecting the job thoroughly, or by comparing the job with other qualified jobs (Brannick et al., 2007). The Job evaluations includes the examination of the types of duties to be done in the job, the type of knowledge, abilities, and aptitudes desired for performing the job. The complexity of the job Is then determined, the degree of complecxity of the job and the value of tasks performed in the work.
Teams with up to four members can use the application for free and signing up for an account is just fast as one, two, and three. Teamreporter’s interface is automated and easy to use, enabling team members and leaders to easily send and receive information and updates to and from other members of the team. Teamreporter will send them e-mail notifications, asking them to send information or updates, such as their problems, accomplishments, and plans. After receiving the member’s responses, Teamreporter will generate a data summary, which will be sent to the team the day
3. Having conducted the needs assessment o Obtain needs assessment data (e.g., review strategic plans, assess HR metrics, review job descriptions, conduct surveys, review performance appraisals) o Assessment data is required in the obtaining (for example, assess HR metrics, having strategic plans reviewed, job descriptions, having surveys conducted, having performance appraisals reviewed) o Having data analyzed o Identifying the problems in performance and also issues: individuals/occupational groups. o Having described the vital behaviours required to affect issues/problems o Clarify and determine why vita behaviours aren’t in existence o Having integrated performance solutions researched o If the best way is training, have the best development and training approach determined. o Having previously assessed the benefits and price of the development approach and training. o Organizational motivators need to be included to have the critical behaviours reinforced that will have an effect on issues/problems.
-Main purpose is to secure information necessary for making objective and correct decisions on employees. A performance appraisal is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives. Other aspects of individual employees are considered as well, such as organizational citizenship behavior, accomplishments, potential for future improvement, strengths and weaknesses etc THE PERFORMANCE APPRAISAL PROCESS 1. Setting Performance Standards:- -Criteria are specified with the help of job analysis. It should be clear, objective and in writing and should be discussed with supervisors.
They can report the missing things and accidents instantly instead of waiting until a workstation is available. Workplace hazards can be solved quickly and corrective actions can be taken instantly. Employees can check, whether the safety management system is working as planned or designed. These are the factors that will help in the continuous improvement. • Cross-functional collaboration Mobile safety apps will aid in better teamwork and they will faster communication and business operations.
This presents a host of benefits to a company, from reduced inventory carrying costs to a shortened supply chain. When managed well, this can reduce stock-outs and wasted product. But VMI carries potential disadvantages, as well. When a business relies on vendor-managed inventory, it 's placing a big bet on that company 's ability to deliver. The vendor has to be able to determine when to send new stock, what specific products to send and in what quantities.
Section 1: 1. Internal Recruitment Sources: Internal recruitment can offer incentive for employees to perform well, but it also can create an atmosphere of competition that can be counterproductive. a) Promotions: Advantages: 1. Promotion will motivate employees to improve their performance so that they can also get promotion. 2.The higher positions falling vacant may be filled up from within the organization, this makes a significant reduction in training costs.