1. Job boards and advertising: this step entails all the expenses that are related to posting the open position as candidates are being sourced. It includes all job boards as well as any other paid recruiting accounts of the company such as LinkedIn Premium. All numbers of postings per every job board are added as well as the cost of every posting. Depending on whether pay per click model is used, the cost per every posting.
$500
2. Assessment: this is a step that entails any sort of candidate assessment that the company might pay for. For example, the company may buy necessary tests from consultancies that could be used in the hiring process. Since there are 100 candidates to be hired, the number of such tests and costs are calculated per candidate.
$1000
3. External recruiting: this is a step that reflects any costs associated with external recruiting. It includes recruitment agencies as well as headhunters. In addition, the use of any sourcing software is going to fall into this category.
$500
4. Career page: the company may choose to develop, maintain, and redesign a careers page and there are associated expenses. The recruiting costs can be allotted to an external service or a salary of a worker in-house.
$1000
5. Partnership: partnering with other companies is a great way of sourcing candidates that are qualified. However, establishing and maintaining these partnerships is not a cheap thing. This stage includes the paid affiliations as well as partnerships that are linked to the company’s recruitment efforts.
$1000
6. Event for employer brand: the branding costs are not the same as the marketing costs they include costs that are directly associated with recruiting.
$500
7. Hiring team salary cost: it is often very challenging to calculate the salary costs of the hiring team. The in-house team constitutes the people in this category that have to be paid. This can, however, be achieved by multiplying the hourly salary of an individual with the hours that each spends on recruiting.
$5000
Total:
$9500
Short Answer: Question 3
Competency:
Justification:
1. Targeting
An effective manager of marketing should be able to refine and segment market data.
2. Engagement
When engaged, a marketing manager is able to deliver value-based content via the most appropriate channels.
3. Analytical
He should be in a position to measure marketing effectiveness.
4. Conversion
This helps in tracking prospects to the targeted customers.
5. Marketing technology
Being knowledgeable regarding the current marketing technology such as CRM systems and marketing automation is very important in achieving the marketing goals.
6. Product development
It is very important for the marketing manager to be conversant with the manner in which the products he is dealing with are developed and launched into the market.
7. Pricing
The knowledge of pricing enables the marketing manager to extract the revenue that is most optimal.
8. Management of channel
The marketing manager should be able to establish and maintain the channels of distribution so as to deliver value to the customer who could be the end users.
9. marketing communications
Effective communication is central to every transaction that is made in the business world.
10. Selling prowess
It is important for the manager to know the process through which the company obtains or acquires customer orders.
11. Management of marketing information
This entails the processes that an organization learns regarding their markets as well as the manner in which that information is used.
12. Planning of marketing
The manager should be in a position to define strategy whole considering the resources of the organization and the market.
13. Marketing implementation.
Marketing planning is not valuable if the manager does not know how to implement marketing by ensuring that the strategy becomes action plans, which are executed.
14. Responsible
Responsibility is very important for the marketing manager as he is entrusted with the survival of the sales that the company intends to make.
15. Entrepreneurial
This entails being able to take risks to ensure the effectiveness of the business.
Short Answer: Question 4
Job analysis is a process through which the competencies or key skill areas are identified in relation to performance on the job. Information is gathered systematically, documented and analyzed regarding the context, content as well as job’s requirement. Conducting a detailed job analysis of a manager, quality control officers, design engineers, technical specialists and administration assistance entails looking at each of the jobs separately and identifying the competencies that will directly be related to the performance of each position (Schwind, 2016).
To perform a detailed job analysis of the five positions, a human resource manager has to follow a pre-set plan that entails involving employees in each category by asking them to complete a job analysis form. Interviewing employees is also another way to get the required information. Interview questions should be very specific regarding their job duties as well as responsibilities. Next, it is worth obtaining log sheets from workers with information concerning each of their duties and the period of the time that is spent on each, particularly in a week of work. Further, one can complete desk audits where employees are observed while doing their work at varying times of the day as well as weeks’ day while tracking what they do and the amount of time they spend. In addition, supervisors, and managers, as well as another type of employees, can be interviewed, including the customers and clients the employee might interact or converse with while doing the job. Moreover, each of the five jobs can be compared to others in the department including the job grade or the family of the job to indicate where it falls on the scale of pay. Observations are also very important especially if there are other people that perform the same job. One simply observes the workers in performance of their roles as he or she records observations. Observation entails looking at what the employee accomplishes, used equipment, the work environment as well as all other factors that are relevant to the job. Upon getting the findings, it is good practice to review them with workers that do the job and their supervisors to tweak them until there is an accurate reflection of the duties and responsibilities of each job.
There are different tools that can be used to conduct the job analysis. For example, ONet model lists job-related data for different jobs simultaneously. This tool helps in the collection and recording of basic data such as educational, physical and emotional requirements of the job. FJA model is another tool enables job analysts to collect deeper information regarding the job to generate task related statement. PAQ model is a commonly used tool to perform job analysis by getting the job incumbents and superiors fill a questionnaire. Competency model entails the competencies of the workers and helps in understanding the requirements of a prospective candidate during entry in the organization. The F-JAS model is used in discovering common elements in varying jobs including reasoning and verbal abilities, generation of ideas, attentiveness and other aspects that should be looked for in a candidate. There is also job scan, which is a technique that defines the dynamics of personality and makes suggestions for an ideal model of the job (MSG, 2018).
Long Answer: Question Three
Each issue relating to human resource management has legal obligations or considerations. The human resource manager has to design approaches to employ so as to minimize organizational liability and risk that are associated with different issues (Schwind, 2016).
Collective Agreement
The collective agreement concerns labor and it is also referred to as collective labor agreement. It is also known as collective bargaining agreement and denotes a special form of business agreement that is collectively negotiated between the management of a company and trade unions that advocate for employees. The terms and conditions of workers in their place of work are regulated by the collective agreement. It regulates the employees’ and employers’ duties through a process of collective bargaining that exists between the employer or employers and a trade union that represents the workers.
Human resource managers ought to know that whenever a union is avowed to be the exclusive representative of a collection of employees, then a bargaining responsibility arises. Therefore, to avoid liability and risks for the organizations, the human resource managers should not attempt striking deals with individual workers. Instead, they must be able to communicate with the union and discuss a collective agreement, usually in good faith to ensure that the unionized employees’ terms and conditions of any form of employment are governed. It is also important to realize that once the collective agreement is put in place, the human resource managers and the union have to bargain to alter any of the terms therein.
The human resource managers should act in good faith and enter the process of bargaining with a real commitment to reach a just or reasonable written agreement and utilize their best efforts to realize this objective. They must plan to meet at reasonable times as well as locations that are reasonable. In addition, they must be in a position to respond adequately to requests of the union for information that is relevant to its responsibility as a representative of bargaining. Moreover, the human resource managers should confer on compulsory subjects of bargaining like wage and hour, discipline, benefits as well as other employment terms and conditions.
First, it is important for the human resource managers to be prepared, especially, when faced with the upcoming concern of bargaining. They should have sufficient knowledge regarding the present collective agreement as well as the alterations that have taken place in the recent past. It is important to review filed grievances since the last agreement. Secondly, the human resource managers should know the bargaining unit, which is very important in helping the team in preparing its proposals that will be more likely accepted by the union. Thirdly, it is paramount to have the necessary data to support any made positions. This should entail having copies of past bargaining agreements, financial documents as well as other information sources that are required to support positions.
Diversity
It is worth noting that management of strong diversity has a potential of providing an organization with the competitive gain in the market. However, the human resource management team has a duty of providing workers with a safe work environment that is free from harassment, discrimination as well as intimidation. With no proper management, the workplace can be a place for actions and behavior entailing unlawful as well as unfair practices of employment. Therefore, to minimize organizational liability and risks that are associated with the issue of diversity, the human resource managers ought to set an effective strategy regarding the management of divert. Firstly, it should establish a diversity task force that is able to offer leadership, continuity, and focus to direct the organization’s diversity efforts. Specifically, the task force should ensure that most of its time and energy are focused on connecting the initiative of diversity management with other goals of the business. Secondly, there must be a well-designed cultural audit to identify the strength, climate, challenges, and understanding of the organization regarding diversity management. Therefore, an organization will have empirical data that can be analyzed to suggest future directions as well as actions that should be taken. Thirdly, it is important to create a diversity committee that should be comprised of members that represent every facet of the workforce of the organization. The diversity committee should develop a statement about diversity that is consistent with the organization’s strategic goals. Fourthly, the human resource managers should empower the committee to establish programs that will support diversity and make the environment safe for every worker.
Health and Safety
It is very important to note that human resources department of any organization has a vital responsibility of guaranteeing the health and safety of every worker. Failure to facilitate the wellbeing of the employees can lead the organization to liability and risks. For this reason, human resource managers need to make use of every resource available to create and sustain health and safety standards for their companies.
First, the managers should establish effective open communications to maintain the trust of employees regarding any observed health and safety issues. With open communication, employees will freely express their concerns on issues that they believe interfere with the goals of the organization regarding occupational safety and health. Therefore, best supervisors should be recruited and educated to encourage accessibility as well as interactions. Second, strict safety policies should be implemented. Awareness should also be spread through labeling of environments that are not safe and posting of general signs to warn the employees. Moreover, the qualification and expertize needed for someone to enter a certain region should be referenced. Third, there needs to be coordination with facility management such that the occupational safety and health goals are harmonized with the human resource and facility managers’ goals to be at a better position to protect the employees. Lastly, provision of health and safety training is very important for every employee. The training programs ought to entail emergency action plan as well as first aid training. Ensuring that each work zone is supplied with first aid kit ensures that even the smallest injury is quickly remedied.
References
Schwind, H. F. (2016). Canadian human resource management. Canada: McGraw-Hill Ryerson Ltd.
MSG. (2018). Job Analysis Tools. Retrieved on 10th
January, 2018 from http://managementstudyguide.com/job-analysis-tools.htm
