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Questions 1:

1.      Given the ideas presented about Apple’s
strategy, what HR actions would be most suitable for supporting that strategy?

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Options

Speed

Human suffering

Overtime

Fast

High

Temporary
employees

Fast

High

Outsourcing

Fast

High

Retrained transfers

Slow

High

Turnover
reductions

Slow

Moderate

New external
hires

Slow

Low

Technological
innovation

Slow

Low

 

2.      What challenges would you expect to be most
significant for Apple’s HR staff in meeting these human resource requirements?

·        
Forecasts of
labor demand

·        
Forecast of labor
supply

·        
Enterprise
cultures

·        
Job trainings

·        
Impostors

·        
Financial
expenses

·        
Employee loyalty

·        
Revolving

3.      What sources of job applicants would you
recommend that Apple use to meet the needs described here?

·        
Internet: Reaches
large number of people also immediate feedback can be get.

·        
Employee
referrals: The company employees have more knowledge about the organization so
they refer and generate strong candidates because a good referral reflects on
the recommender.

·        
Company web site:
Such method has wide distribution also targeted groups can be reached easily.

·        
Professionals
recruiting organizations: They have good knowledge and understanding of
industry challenges and requirements.

·        
Job fairs: Access
to qualified candidates, organizations have opportunity to promote job vacancy

 

 

Question 2:

Suppose an organization expects a labor
shortage to develop in key job areas over the next few

years. Recommend general responses the
organization could make in each of the following areas:

a)      Recruitment

b)     Training

c)      Compensation (pay and employee benefits)

Whenever an organization expects a labor
shortage in near future, new human resource strategies are inevitable in the
organization. The responses that could be followed to overcome the problem in
these specific areas are as follows:

Recruitment:

Selecting new employees carefully while
availability remains high and introduce them into the organization, recruit
more widely and through a variety of methods such as Internet recruiting, and
utilize other nontraditional recruiting sources to fill organizational needs;

Training:

Develop a training program that will produce
“home grown” employees from within the company who can be taught a variety of
job skills in order to fill the gap when supply is diminished

Compensation:

Maintain a competitive compensation/benefit
system in order to attract the best of the available candidates and modify the
existing system in order to diminish the effect of perceived inequity within
the organization.

 

Question 3:

For each of the following jobs, select the two
kinds of tests you think would be most important to include in the selection
process. Explain why you chose those tests.

A.         City
bus driver

B.         Insurance
salesperson

C.         Member
of a team that sells complex high-tech equipment to manufacturers

D.         Member
of a team that makes a component of the equipment in (c)

The individual student responses will vary
contingent upon personal opinion and understanding of the chapter
concepts.  However, some of the tests
identified for each of the items identified above could be: 

City bus driver: Drug testing and medical
examinations – to ensure the candidate is a safe worker;

Insurance salesperson: Personality tests and
honesty tests – to ensure the communication skills and integrity of the individual
meets the organization’s needs;

Member of a team that sells complex high-tech
equipment to manufacturers: Cognitive ability tests and personality tests – to
ensure the candidate has the necessary intelligence level and is able to work
well with others; 

Member of a team that makes a component of the
equipment in (c): Personality tests and physical ability tests – to ensure the
candidate has the necessary personality traits for team work and has the
physical capability for a manufacturing environment.  

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