#HRM 500 Performance Management Assignment 3
Explore tagged Tumblr posts
Visit Tumblr Blog
Explore Tumblr blogs with no restrictions, modern design and the best experience.
Last Seen Tumblr Blogs
Fun Fact
Tumblr is used by 21% of adults online aged 18-29 years.
Text
Custom Software in 48 Hours – Powered by OceanMNC
Launch Your CRM, ERP, HRM or Business App in Just 2 Days!
In today’s fast-moving business world, time is money. Whether you run a startup in Europe, a growing business in the USA, or a dynamic team in the UAE, waiting weeks or months for software development just doesn’t work anymore. That’s why OceanMNC introduces a revolutionary solution:
Custom Software Development in Just 48 Hours.
We build and launch your software fast — so you can start managing, automating, and scaling your business without delays.
🌐 Who Is OceanMNC?
OceanMNC is a global IT development company known for rapid, reliable, and scalable web development, AI tools, and custom software solutions. With clients across Germany, UK, UAE, USA, and India, we’ve built over 500+ solutions — from CRMs to Inventory Systems, from HRMs to Invoice Automation Tools.
Now, with our "Software in 48 Hours" service, we give your business a head start.
🚀 What Kind of Software Can We Build in 48 Hours?
Here are software solutions we’ve successfully delivered in under 2 days:
✅ CRM (Customer Relationship Management)
Track leads, manage sales, assign tasks, and improve conversions.
✅ HRM (Human Resource Management)
Attendance, payroll, leave management, and performance tracking.
✅ Inventory Management
Real-time product tracking, barcode scanning, and stock alerts.
✅ Quotation & Invoice Generator
Generate branded invoices, track payments, and send reminders.
✅ Ticketing & Support System
Manage customer queries, complaints, and service requests.
✅ Small ERP Solutions
Custom dashboards for finance, operations, projects, and reports.
We use pre-tested frameworks, proven modules, and cloud hosting to go live faster than traditional development cycles.
💡 How Do We Deliver Software in Just 48 Hours?
Our success formula:
🔹 Modular Architecture – Reusable codebase = faster builds
🔹 Experienced Dev Teams – 24/7 shifts across time zones
🔹 Pre-built UI Templates – Save hours on design
🔹 Clear Requirement Process – We capture your exact needs in 1 call
🔹 Real-Time Collaboration – WhatsApp/Zoom/Slack for instant feedback
🔹 Agile Delivery – First version in 48 hours, then iterate
We start with MVP-first delivery — then upgrade in phases based on your business goals.
🌍 Who It’s For – Business Types We Serve
📍 This service is perfect for:
🏢 Real Estate Agencies
🏬 Wholesale Distributors
🧑💼 Marketing Agencies & Freelancers
🏥 Clinics & Health Practitioners
📦 E-commerce Backoffice Management
🧘 Coaches, Trainers & Consultants
🛠️ Service-Based Small Businesses
Whether you're in Dubai, Berlin, New York, or Mumbai — we deliver the same high-speed, reliable service.
🛠️ Real Case Studies – OceanMNC in Action
🧾 Case 1: Invoice Software – Dubai, UAE
A trading company needed a simple, branded invoicing tool.
Delivered: In 41 hours
Result: Saved 8 hours/week in manual billing.
👥 Case 2: Lead CRM – Munich, Germany
A digital agency needed a lightweight CRM to track and manage clients.
Delivered: In 46 hours
Result: 20% increase in lead conversions in 1st month.
👨⚕️ Case 3: Clinic Software – Chicago, USA
Required patient booking, history management, and billing.
Delivered: In 2 working days
Result: Fully automated appointment system.
🔒 Features That Come Standard
✅ Admin Dashboard + Role-Based Access
✅ Real-Time Reporting
✅ Email & WhatsApp Alerts
✅ Cloud Hosting & Secure SSL
✅ Multi-Device Compatibility
✅ User-Friendly UI
✅ Custom Branding (Your Logo, Colors, Language)
Custom software doesn’t have to be expensive or time-consuming.
🧠 AI-Based Reports or Suggestions
📤 API Integration (Zapier, Twilio, WhatsApp Cloud, etc.)
💬 Chatbot for Internal Use or Client Support
🔍 SEO Panel for Public Pages
🌟 Why Choose OceanMNC?
✔️ 500+ Projects Delivered
✔️ Dedicated Project Manager
✔️ Fast Communication (WhatsApp, Zoom, Slack)
✔️ Flexible Payment Options
✔️ NDA & Data Protection Guaranteed
✔️ After-Sale Support Available
We believe in speed with quality — no shortcuts, just smart execution.
✅ Ready to Build Your Software in 48 Hours?
Don’t wait for months to automate your business.
📞 Call Now: +91 760065 96975
🌐 Visit: www.OceanMNC.com
📩 Email: [email protected]
💬 WhatsApp or DM us to start your project today.
✨ Final Word: From Idea to Launch — in Just 48 Hours
With OceanMNC’s rapid software development model, you get exactly what your business needs — without long delays, heavy budgets, or guesswork. Whether it’s a CRM for sales, an HR tool for teams, or an ERP for business control — we help you build fast and grow smart.
Let us help you transform your workflow, save time, and grow revenue — starting within 48 hours.
0 notes
Text
HRM 500 Week 8 Assignment 3: Performance Management
Click on the Link Below to Purchase A+ Graded Course Material
http://budapp.net/HRM-500-Assignment-3-Performance-Management-200.htm
Due Week 8 and worth 250 points
Imagine that you are the HR manager for a retail store. Your store sells clothing, shoes, handbags, linens, etc. The company recently had its worst quarter, and you want to improve employee performance through sales of the merchandise and through offering excellent customer service. The employees are less motivated, due to the recent negative media attention the company has been getting about its earnings. You want to implement a new performance management system, modify the employees’ current behavior, and link compensation directly to performance.
Write a four to six (4-6) page paper in which you:
1. Create a job description for a retail sales associate. Create an organizational behavior modification (OBM) plan to define a set of three (3) key behaviors that are necessary for job performance.
2. Determine two (2) ways that an HR manager would measure whether prospective employees exhibit the key job performance behaviors. Propose two (2) methods that an HR manager can use to inform employees of the new performance standards.
3. As the HR manager, create a plan with two (2) methods of providing feedback to employees. Include the frequency with which the feedback would be provided. Propose two (2) actions that company leaders should take to reinforce positive employee behaviors.
4. As the HR manager, determine three (3) benefits the organization would gain if it adopts a management by objects (MBO) approach in which the employees’ goals are aligned with the organization’s goals. Provide two (2) reasons why it is important to align pay with performance.
5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
0 notes
Text
HRM 500 Week 8 Assignment 3: Performance Management
Click on the Link Below to Purchase A+ Graded Course Material
http://budapp.net/HRM-500-Assignment-3-Performance-Management-200.htm
Due Week 8 and worth 250 points
Imagine that you are the HR manager for a retail store. Your store sells clothing, shoes, handbags, linens, etc. The company recently had its worst quarter, and you want to improve employee performance through sales of the merchandise and through offering excellent customer service. The employees are less motivated, due to the recent negative media attention the company has been getting about its earnings. You want to implement a new performance management system, modify the employees’ current behavior, and link compensation directly to performance.
Write a four to six (4-6) page paper in which you:
1. Create a job description for a retail sales associate. Create an organizational behavior modification (OBM) plan to define a set of three (3) key behaviors that are necessary for job performance.
2. Determine two (2) ways that an HR manager would measure whether prospective employees exhibit the key job performance behaviors. Propose two (2) methods that an HR manager can use to inform employees of the new performance standards.
3. As the HR manager, create a plan with two (2) methods of providing feedback to employees. Include the frequency with which the feedback would be provided. Propose two (2) actions that company leaders should take to reinforce positive employee behaviors.
4. As the HR manager, determine three (3) benefits the organization would gain if it adopts a management by objects (MBO) approach in which the employees’ goals are aligned with the organization’s goals. Provide two (2) reasons why it is important to align pay with performance.
5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
0 notes
Text
HRM 500 Week 8 Assignment 3: Performance Management
Click on the Link Below to Purchase A+ Graded Course Material
http://budapp.net/HRM-500-Assignment-3-Performance-Management-200.htm
Due Week 8 and worth 250 points
Imagine that you are the HR manager for a retail store. Your store sells clothing, shoes, handbags, linens, etc. The company recently had its worst quarter, and you want to improve employee performance through sales of the merchandise and through offering excellent customer service. The employees are less motivated, due to the recent negative media attention the company has been getting about its earnings. You want to implement a new performance management system, modify the employees’ current behavior, and link compensation directly to performance.
Write a four to six (4-6) page paper in which you:
1. Create a job description for a retail sales associate. Create an organizational behavior modification (OBM) plan to define a set of three (3) key behaviors that are necessary for job performance.
2. Determine two (2) ways that an HR manager would measure whether prospective employees exhibit the key job performance behaviors. Propose two (2) methods that an HR manager can use to inform employees of the new performance standards.
3. As the HR manager, create a plan with two (2) methods of providing feedback to employees. Include the frequency with which the feedback would be provided. Propose two (2) actions that company leaders should take to reinforce positive employee behaviors.
4. As the HR manager, determine three (3) benefits the organization would gain if it adopts a management by objects (MBO) approach in which the employees’ goals are aligned with the organization’s goals. Provide two (2) reasons why it is important to align pay with performance.
5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
0 notes
Text
HRM 500 Assignment 3 Performance Management
Follow Below Link to Buy Answer or Oder Us for 100% Original and Plagiarism Free Work
Email us for original work at ( [email protected] )
http://homeworkeducation.com/downloads/hrm-500-assignment-3-performance-management-2/
0 notes
Text
HRM 500 Week 8 Assignment 3: Performance Management
Click on the Link Below to Purchase A+ Graded Course Material
http://budapp.net/HRM-500-Assignment-3-Performance-Management-200.htm
Due Week 8 and worth 250 points
Imagine that you are the HR manager for a retail store. Your store sells clothing, shoes, handbags, linens, etc. The company recently had its worst quarter, and you want to improve employee performance through sales of the merchandise and through offering excellent customer service. The employees are less motivated, due to the recent negative media attention the company has been getting about its earnings. You want to implement a new performance management system, modify the employees’ current behavior, and link compensation directly to performance.
Write a four to six (4-6) page paper in which you:
1. Create a job description for a retail sales associate. Create an organizational behavior modification (OBM) plan to define a set of three (3) key behaviors that are necessary for job performance.
2. Determine two (2) ways that an HR manager would measure whether prospective employees exhibit the key job performance behaviors. Propose two (2) methods that an HR manager can use to inform employees of the new performance standards.
3. As the HR manager, create a plan with two (2) methods of providing feedback to employees. Include the frequency with which the feedback would be provided. Propose two (2) actions that company leaders should take to reinforce positive employee behaviors.
4. As the HR manager, determine three (3) benefits the organization would gain if it adopts a management by objects (MBO) approach in which the employees’ goals are aligned with the organization’s goals. Provide two (2) reasons why it is important to align pay with performance.
5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
0 notes
Text
HRM 500 Week 8 Assignment 3: Performance Management
Click on the Link Below to Purchase A+ Graded Course Material
http://budapp.net/HRM-500-Assignment-3-Performance-Management-200.htm
Due Week 8 and worth 250 points
Imagine that you are the HR manager for a retail store. Your store sells clothing, shoes, handbags, linens, etc. The company recently had its worst quarter, and you want to improve employee performance through sales of the merchandise and through offering excellent customer service. The employees are less motivated, due to the recent negative media attention the company has been getting about its earnings. You want to implement a new performance management system, modify the employees’ current behavior, and link compensation directly to performance.
Write a four to six (4-6) page paper in which you:
1. Create a job description for a retail sales associate. Create an organizational behavior modification (OBM) plan to define a set of three (3) key behaviors that are necessary for job performance.
2. Determine two (2) ways that an HR manager would measure whether prospective employees exhibit the key job performance behaviors. Propose two (2) methods that an HR manager can use to inform employees of the new performance standards.
3. As the HR manager, create a plan with two (2) methods of providing feedback to employees. Include the frequency with which the feedback would be provided. Propose two (2) actions that company leaders should take to reinforce positive employee behaviors.
4. As the HR manager, determine three (3) benefits the organization would gain if it adopts a management by objects (MBO) approach in which the employees’ goals are aligned with the organization’s goals. Provide two (2) reasons why it is important to align pay with performance.
5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
0 notes
Text
HRM 500 Week 8 Assignment 3: Performance Management
HRM 500 Week 8 Assignment 3: Performance Management
Click on the Link Below to Purchase A+ Graded Course Material
http://budapp.net/HRM-500-Assignment-3-Performance-Management-200.htm
Due Week 8 and worth 250 points
Imagine that you are the HR manager for a retail store. Your store sells clothing, shoes, handbags, linens, etc. The company recently had its worst quarter, and you want to improve employee performance through sales of the merchandise and through offering excellent customer service. The employees are less motivated, due to the recent negative media attention the company has been getting about its earnings. You want to implement a new performance management system, modify the employees’ current behavior, and link compensation directly to performance.
Write a four to six (4-6) page paper in which you:
1. Create a job description for a retail sales associate. Create an organizational behavior modification (OBM) plan to define a set of three (3) key behaviors that are necessary for job performance.
2. Determine two (2) ways that an HR manager would measure whether prospective employees exhibit the key job performance behaviors. Propose two (2) methods that an HR manager can use to inform employees of the new performance standards.
3. As the HR manager, create a plan with two (2) methods of providing feedback to employees. Include the frequency with which the feedback would be provided. Propose two (2) actions that company leaders should take to reinforce positive employee behaviors.
4. As the HR manager, determine three (3) benefits the organization would gain if it adopts a management by objects (MBO) approach in which the employees’ goals are aligned with the organization’s goals. Provide two (2) reasons why it is important to align pay with performance.
5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
0 notes
Text
HRM 500 Week 8 Assignment 3: Performance Management
HRM 500 Week 8 Assignment 3: Performance Management Click on the Link Below to Purchase A+ Graded Course Material
http://budapp.net/HRM-500-Assignment-3-Performance-Management-200.htm Due Week 8 and worth 250 points Imagine that you are the HR manager for a retail store. Your store sells clothing, shoes, handbags, linens, etc. The company recently had its worst quarter, and you want to improve employee performance through sales of the merchandise and through offering excellent customer service. The employees are less motivated, due to the recent negative media attention the company has been getting about its earnings. You want to implement a new performance management system, modify the employees’ current behavior, and link compensation directly to performance. Write a four to six (4-6) page paper in which you: 1. Create a job description for a retail sales associate. Create an organizational behavior modification (OBM) plan to define a set of three (3) key behaviors that are necessary for job performance. 2. Determine two (2) ways that an HR manager would measure whether prospective employees exhibit the key job performance behaviors. Propose two (2) methods that an HR manager can use to inform employees of the new performance standards. 3. As the HR manager, create a plan with two (2) methods of providing feedback to employees. Include the frequency with which the feedback would be provided. Propose two (2) actions that company leaders should take to reinforce positive employee behaviors. 4. As the HR manager, determine three (3) benefits the organization would gain if it adopts a management by objects (MBO) approach in which the employees’ goals are aligned with the organization’s goals. Provide two (2) reasons why it is important to align pay with performance. 5. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting requirements: •Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions. •Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
0 notes
Text
New Post has been published on Fazeup
New Post has been published on https://www.fazeup.tk/2019/05/garmin-forerunner-245-music-evaluation-putting-the-appropriate-stability/
Garmin Forerunner 245 Music evaluation: Putting the appropriate stability
24 days: That’s how way back Garmin despatched me its new mid-tier operating watch. That’s additionally how lengthy I’ve had it on my wrist, too.
When Garmin introduced its up to date operating watch lineup again in April, I didn’t assume the standout of the bunch could be the middle-of-the-road Forerunner 245 Music. I used to be unsuitable.
It provides a lot of the options many search for in a GPS operating watch — together with onboard music help — with no gigantic price ticket. Learn our full Garmin Forerunner 245 Music evaluation to be taught why this is likely to be the watch to purchase.
Garmin Forerunner 245 Music evaluation notes:
I’ve been utilizing the Garmin Forerunner 245 Music as my primary health look ahead to roughly three weeks, operating software program model 2.60. The Forerunner 245 Music has been related to my Google Pixel 2 XL all through this evaluation.
This can be a considerably condensed evaluation. We don’t go into particulars on the Garmin Join companion app on this evaluation, however you possibly can be taught all there’s to find out about it proper right here.
Present Extra
The massive image
The Garmin Forerunner 235 was one of many firm’s hottest operating watches of all time, but it surely was in want of an replace. So, Garmin took a handful of options from higher-end operating watches (645 Music and Fenix 5), paired them with a few of the newer options launched within the Vivosmart 4, and known as it the Forerunner 245 Music.
Design
1.2-inch transflective memory-in-pixel (MIP) show
240 x 240 decision
Corning Gorilla Glass 3
Case: 42.Three x 42.Three x 12.2mm
Strap: 20mm Fast Launch
38.5g
Fiber-reinforced polymer case, silicone strap
5ATM water and dirt resistance
I received’t get into an excessive amount of element on design — this can be a Garmin operating watch by way of and thru. It primarily seems to be like all different Garmin watches within the Forerunner sequence. Since that is extra of a budget-friendly system, the case is manufactured from sturdy plastic as an alternative of chrome steel. This enables for the watch to weigh solely 38.5 grams, that means you received’t discover it continuously when it slides round in your wrist.
It has a 1.2-inch show on the entrance that’s completely readable in direct daylight, and 5 bodily buttons across the casing. This isn’t a touchscreen show, so all navigation across the watch takes place with the bodily buttons.
A number of different Forerunner 245 Music design tidbits earlier than we transfer on:
It helps 20mm Fast Launch straps, so you possibly can swap them out for those who’re not happy with the inventory silicone straps, although those that ship with the system are nice.
Like most different Garmin watches I’ve used, the buttons take some pressure to press. I normally must seize the entire watch case to verify the buttons register.
It additionally has a 5ATM water resistance score, so be happy to go swimming with it (right down to 50 meters), or put on it within the bathe.
Garmin quotes the Forerunner 245 Music’s battery to last as long as seven days in smartwatch mode or between 6-24 hours in GPS mode relying on whether or not or not you’re taking part in music. I’ve discovered this quote to be spot-on. Even with taking a run (with music) each different day and recording yoga each morning, I’ve achieved a strong 5 to 6 days in between costs.
Health and well being monitoring
I feel most individuals will discover the Forerunner 245 Music very succesful. Garmin’s naming scheme makes it straightforward to grasp the place the 245 sequence suits in with the remaining: It’s the successor to the super-popular Forerunner 235 sequence and a full step down from the costlier Forerunner 645 sequence. As such, the 245’s function set suits proper in step with these different units.
Do not miss
Greatest GPS operating watches (April 2019)
There are many nice health trackers in the marketplace proper now, every of which cater to completely different customers with completely different wants. Simply must keep watch over your each day exercise ranges? Possibly the Fitbit …
The watch doesn’t have extra superior options like Garmin Operating Energy or the chrome steel bezel of the 645 sequence. Nevertheless, it will get plenty of upgrades over the 235 sequence: Bluetooth Good sensor help, pool swimming, power exercises, Galileo, UltraTrac mode, all-day stress monitoring, and extra.
The largest caveat with the Forerunner 245 sequence is the dearth of a barometric altimeter, which implies your elevation knowledge received’t be as correct. That is the principle motive somebody may wish to improve to the 645 sequence, however I didn’t actually discover the omission to be an enormous deal. Nonetheless, it’s a curious omission — even Garmin’s cheaper Vivoactive Three sequence, Vivosmart 4, and Vivosport have altimeters.
It’s nearly like the corporate needed to take away one thing, so it selected the altimeter at random.
Regardless, there’s lots right here that intermediate and superior runners will get pleasure from. Garmin included Operating Dynamics help (I couldn’t check this as I don’t personal a Operating Dynamics Pod or HRM-Run/Tri), in addition to Garmin Coach help. Garmin Coach provides all kinds of runners the instruments to succeed in a sure aim, whether or not that’s a 5K, 10Ok, or half marathon. Personally, I began a half marathon Garmin Coach plan throughout my testing and I’m loving it. You get all of the directions for every run proper in your watch.
See additionally: The most effective health trackers in the marketplace proper now
The Forerunner 245 sequence additionally will get useful options like coaching standing, which tells you for those who’re over- or undertraining; coaching impact, which helps you to see how your exercises affect your velocity and endurance; and coaching load, which compares your current train quantity to the optimum vary to your coaching historical past. As a daily runner, all three of those options are tremendous useful. Garmin’s estimated restoration ideas after runs are getting extra correct too.
There are a ton of different options packed into this factor, lots of which I’ve already lined in different Garmin product evaluations. Listed below are the ultimate few options I’d like to the touch on:
Pulse oximeter: This function got here from the Vivosmart 4, making the Forerunner 245 sequence the primary Garmin watches to have it.
The heart beat ox sensor estimates your physique’s blood oxygen saturation to provide you an concept as to how nicely or poorly your physique is utilizing oxygen.
You’ll be able to flip the heartbeat ox sensor on for monitoring throughout sleep, although word that this may have an effect on battery life.
Physique Battery: That is one other function introduced over from the Vivosmart 4. Garmin primarily assigns a quantity to your physique’s estimated power ranges. The quantity is calculated utilizing a mixture of your exercise ranges, stress ranges, and coronary heart charge variability.
This may be very useful earlier than your exercises — when you’ve got a very low Physique Battery rating, you may wish to skip that lengthy afternoon run.
Menstrual monitoring: Garmin has lastly added menstrual monitoring to Garmin Join, permitting ladies to trace their present cycle part and bodily and emotional signs. I wasn’t capable of check this out, however you possibly can learn all about it proper right here.
New coronary heart charge sensor: New to the 245 sequence is the model Three Garmin Elevate coronary heart charge sensor, the identical one used within the new Forerunner 945.
To see the way it performs, I examined the Forerunner 245 Music’s coronary heart charge sensor towards the Fitbit Versa and Polar H10 chest strap on the similar time throughout a 43-minute treadmill run. You’ll be able to see the outcomes beneath, with peak coronary heart charge identified for every system.
Garmin Forerunner 245 Music
Polar H10 chest strap
Fitbit Versa
For this comparability, let’s use the Polar H10 because the management. The Forerunner 245 Music and Polar H10 each hit peak coronary heart charge — 183 and 182bpm, respectively — at roughly the 35-minute mark. All through all the exercise, each units additionally continued to incrementally rise, with extra stark highs and lows being recorded on the Garmin system.
Not solely did the Fitbit Versa file my peak coronary heart charge at solely the 26-minute mark, it did not persistently rise to 180 bpm after that time.
Total, I’m impressed with the Forerunner 245 Music’s coronary heart charge sensor. It appears as if this model Three sensor is a step up from the Garmin Elevate sensors that got here earlier than it.
Lastly, Garmin’s superior sleep monitoring metrics are right here, permitting you to trace your deep, gentle, and REM sleep levels, in addition to motion and the way usually you get up all through the night time. After all, I’m sleeping when that is taking place so I can’t actually inform how correct it’s, however I’ve but to note any wildly inaccurate metrics in Garmin Join. I had a very stressed sleep one night time, and Garmin Join mirrored that within the morning.
As talked about, the heartbeat oximeter can kick in mechanically whilst you’re sleeping. I nonetheless discover it odd that it solely tracks for a number of hours in the course of the night time, as an alternative of the entire time I’m sleeping. I’ve reached out to Garmin for clarification on this.
Smartwatch options
Music storage as much as 500 songs / ~3.5GB
Smartphone notifications
Wi-Fi help
Incident detection and Garmin Help
No Garmin Pay
Because the identify implies, the Forerunner 245 Music comes with onboard music storage — as much as 500 songs to be actual. You’ll be able to load up native music recordsdata out of your laptop or switch total playlists from streaming companies like Spotify or Deezer. The music transferring course of is simple — simply obtain the Garmin Specific laptop app, plug in your system, and switch your music over. It doesn’t take practically as lengthy to switch as, say, the Fitbit Ionic, both. A pair hundred of my songs transferred over in only some minutes. The 245 Music additionally paired with my Fitbit Flyer in only a few seconds, and Bluetooth connection between the 2 units has been nice.
Additionally learn: Greatest exercise earbuds | Greatest true-wireless earbuds
After all, there’s all the time room for enchancment. Not all streaming companies are supported, although most customers received’t want greater than Spotify — one thing opponents just like the Fitbit Ionic and Versa smartwatches nonetheless don’t have. Particularly, the Forerunner 245 Music helps Spotify, Deezer, and Pandora.
Yet one more gripe and I’ll transfer on: The one variations between this mannequin and the usual Forerunner 245 (which is $50 cheaper) are music storage and Wi-Fi help. Getting folks to spend that additional $50 only for music storage looks like a money seize — certainly it doesn’t value Garmin that a lot to incorporate additional reminiscence.
The one different omission that will deter patrons is Garmin Pay help. It’s unlucky customers at this worth level miss out on contactless funds — even the cheaper Vivoactive Three and three Music have Garmin Pay help. Nevertheless, Garmin has to provide customers some motive to improve to the costlier Forerunner 645 line.
On a optimistic word, I like that the 245 Music comes with Garmin’s new incident detection function. In case your watch senses it’s possible you’ll be in bother — for those who fall, for example — the incident detection mode will mechanically ship your real-time location and a message to your emergency contacts. I haven’t been capable of make incident detection kick in mechanically, however possibly I’m not falling arduous sufficient. There’s additionally a strategy to manually set off this mode — known as Garmin Help — by navigating to the app immediately or holding down the top-left button.
You’ll want your telephone close by to make use of this function, since there’s no LTE choice for the Forerunner 245 Music. Depart it at residence, and the incident detection function received’t work.
Like all different current Garmin watches, the Forerunner 245 helps smartphone notifications, and lets you reply to SMS and reply or reject calls. It’s a smartwatch by way of and thru, although it might’ve been good to see Garmin Pay help right here.
Garmin Forerunner 245 Music Show 1.2-inch transflective memory-in-pixel (MIP) show 240 x 240 decision Corning Gorilla Glass 3 Dimensions and weight Case: 42.Three x 42.Three x 12.2mm Strap: 20mm Fast Launch Matches wrists with a circumference of 127-204mm
38.5g
Construct supplies Case: Fiber-reinforced polymer Strap: Silicone Battery Smartwatch mode: As much as 7 days GPS mode with music: As much as 6 hours GPS mode with out music: As much as 24 hours IP score 5ATM Sensors GPS GLONASS Galileo Garmin Elevate coronary heart charge sensor Compass Accelerometer Pulse ox Connectivity Bluetooth ANT+ Wi-Fi Storage Music: As much as 500 songs Actions: 200 hours Compatibility Android, iOS Garmin Pay No Smartwatch options Smartphone notifications Textual content response/reject telephone name with textual content (Android solely) Controls smartphone music Performs and controls smartwatch music Discover my telephone/discover my watch VIRB Digital camera Distant Incident Detection LiveTrack Dwell occasion sharing (Android solely)
Garmin Forerunner 245 Music evaluation: The decision
The Garmin Forerunner 245 Music is obtainable on Amazon and Garmin.com for $349.99 in black, white, and Aqua coloration choices. There’s additionally a non-music variant obtainable for $50 much less.
With the Forerunner 245 Music, Garmin struck the appropriate stability between options and affordability. For $350, you get an correct, feature-packed system with most of the similar operating options as higher-end fashions.
The choice to take away the altimeter is puzzling, and I nonetheless don’t like that it’s a must to pay a full $50 additional for music and Wi-Fi. The omission of Garmin Pay stings too. These three options are necessary to many customers, however you may end up wanting previous them, contemplating all the opposite issues provided right here.
In case you want one thing with a barometric altimeter and Garmin Pay, take a look at the Forerunner 645 Music. It’s $100 costlier, although. In case you don’t wish to spend as a lot cash and don’t thoughts getting a much less highly effective watch, the Vivoactive Three Music can also be an amazing choice.
Subsequent: Tips on how to use your health tracker to truly get match
Supply
#5G#additional#again#ahead#already#alternative#amazon#amd#and#android#appears#apple#april#battery#Battery Life#being#below#beneath#black#bluetooth#button#camera#comes#companies#company#computers#construct#Corning#could#customers
0 notes
Text
2nd Sem NMIMS Assignments Solution Dec 2018
Must read before purchase You must edit minimum 20 percent for submission, because universities/institute can catch copy case and provide 0 marks. 1. Marketing Management Q1. Mr. Hari has joined as a marketing head in a startup that deals with online sale of Groceries. The online store is named as www.baniyakidukaan.com. The store will start its operation in 4 cities namely Mumbai, Pune, Delhi and Bangalore. The company faces tough competition from various online stores. The company s major focus is to make the items available at lowest possible price. You have been asked to prepare the 7P s of marketing mix for the online store. Q2. M/s Kids Corporation is planning to launch its own brand of Dolls across India. The doll will be named Senorita and it will be available in the price range of 600/- to 1400/- Rupees. The doll will be available in major types of profession like Doctor, Lawyer, Teacher, etc. so that it can even inspire girls to go for these careers in future. Design the Segmentation, Targeting and Positioning strategy for Senorita. Q3. M/s Joy Corporation wants to enter into the production, marketing and distribution of Mobile Phones. The company is a market leader in Washing Machines and Refrigerators. The company wants to penetrate into the ever increasing Mobile Market. It plans to sell mid-range mobile phones where the major competitors are Oppo, Vivo and Xiaomi. a. Explain various steps involved in the new product development of Joy Mobile Phones. b. Explain various marketing strategies that Joy mobile phones should undertake during the time of launch i.e. introduction phase of Joy Mobile Phones. 2. Financial Accounting and Analysis Question 1: You visited Subway that’s the fast food restaurant to purchase a Combo worth Rs 499. The restaurant paid for the raw material and utilities amounting Rs105 for each sale. In addition to that, the restaurant also paid for certain expenses in cash in total Rs 50 per sale. Discuss how these financial transactions will be recorded by way of journal entry, and also, discuss the various stages of the whole accounting process. (10 Marks) Question 2: The Companies Act 1956 was the first Act which governs the various Companies registered in India. However, in the year 2013, the Act was amended holistically to bring more transparency in terms of accountability, presentation and disclosure aspects in relation to various financial information of a company. However one of your friend is of the opinion that there is only one difference between the two Act , that is , the presentation of financial statements , previously it was governed by Schedule VI and now Schedule III governs it. Now, you are assigned with the task of convincing your friend that there is a huge difference between the two Acts, by briefing him on atleast five other points of differences between the two. (10 Marks) Question 3: The following information pertains to the Income statement of Beta Ltd.
a. Redraft the information in the vertical form of Income statement and also, calculate Earnings After Taxes (EAT) (5 Marks) b. Calculate the gross profit ratio and operating profit ratio. Discuss, how they differ from each other? (5 Marks) 3. Essentials of HRM Q1. Sanskruti Ltd. is an apparel manufacturing company. Lately it was observed that the absenteeism as well as the employee turnover has increased tremendously. An external consulting firm was roped to understand the entire concern. The report presented by the consulting firm specified that the workers are dissatisfied with their job roles as well as they find no career planning and progression which is affecting the overall organisational productivity. Discuss the objectives as well as merits of career planning which can be included to make the employees happy and satisfied in Sanskruti Ltd. Q2. Kadambari Enterprises, which is a family managed business in the area of food manufacturing (Indian Snacks) has grown over the years. The business turnover has now become 500 crore. The organisation never had a concept of performance appraisal, the employees were given raise based on their seniority and relationship with the management. Sneha the new heir of Kadambari Enterprises wants to change the entire outlook and bring in the latest Performance Management System to bring parity and justice for the employees. You have been selected as the head HR and have been asked to present the benefits of appraisal and best PMS for Kadambari Enterprise. Q3. Sameera is a fresh MBA graduate and has joined as a Trainee- Talent Management in Fresoc Ltd. It is her first week at work and she is all geared up for some great learning. To her disappointment she is just handed over some brochures to read. After a fortnight she is assigned some task to work on. Sameera is really confused as she does not have any job clarity and work is being assigned to her randomly. The entire month after joining Fresoc Ltd has been a very demotivating as an outcome she resigned from her services. a. Do you think that the induction of Sameera was wrong? Justify your answer b. What could have been an ideal situation where young talent like Sameera would have been retained? 4. Strategic Management Q1. One of IKEA s key competitors ASDA wants to enter into India into the furniture product category. Conduct a PESTLE analysis for ASDA in India & suggest whether ASDA should enter India or otherwise. Q2. You have been appointed as a Strategy Consultant to the Burj Al Arab brand wanting to enter India. Which one of Porter s Generic Strategies would you choose to be operational in India & explain the reasons in detail behind your choice of strategy? Once the strategy has been chosen, explain the categories of customers you would target? Q3. You are the Chairman of General Motors in the US. Your Indian subsidiary GM India has been fast losing market share to Competitor brands which now account for over 90% of the market share. a. What turnaround strategies can you suggest to arrest the decline of revenues & profitability of your company? b. In your opinion, would it be considered appropriate to pursue a Combination Strategy? State your response with appropriate justifications & reasons. 5. Business Statistics Business Statistics Assets Expense Ratio Return 2006 3-Year Return 5-Year Return 904.8 1.51 4.6 10.7 8.1 675.9 1.28 8.5 11.9 7.3 909.7 0.80 13.1 10.4 6.3 52.2 1.50 11.6 10.3 6.4 8411.5 0.63 10.9 12.4 8.0 282.3 1.22 7.1 10.2 8.0 9870.7 0.86 12.3 15.0 7.7 424.8 1.13 12.3 11.0 6.2 15422.9 0.72 14.0 10.2 6.2 497.9 1.36 8.6 12.0 7.3 547.3 1.09 7.5 12.8 7.2 5527.1 0.41 11.2 10.2 6.5 22592.9 0.46 12.3 13.0 8.4 240.8 1.42 4.4 10.3 6.6 2403.4 0.93 8.0 10.1 4.3 233.3 1.33 6.5 9.4 5.4 71.2 0.15 15.4 6.6 5.0 506.9 1.15 11.2 9.3 4.5 221.6 1.12 13.2 8.9 4.7 434.9 1.19 14.2 12.3 7.1 7834.2 0.56 13.7 9.6 5.5 152.1 1.34 12.4 9.6 4.6 815.4 0.73 13.0 8.9 4.5 85.7 0.45 13.2 9.6 4.0 166.1 1.41 3.3 7.8 5.3 47.2 0.74 8.1 10.8 5.7 6955.2 0.87 7.8 10.7 5.8 135.4 1.25 14.6 8.2 5.8 142.0 1.18 9.2 9.7 5.6 601.8 1.00 9.7 7.9 3.8 Q1. For the data on 31 mutual funds given above, conduct the following analysis: i. Determine the measures of central tendency and of dispersion for the five variables. ii. Provide the five-number summary i.e. the minimum, 1st quartile, median, 3rd quartile and maximum value for asset size. Interpret the above results and comment on how the data is distributed. Answer 2: Q2. For the same data on mutual funds given above: i. Is there a strong association between asset size and expense ratio? ii. Create a scatterplot diagram depicting the association between the two variables. iii. Using the regression equation, predict the 5-year return of a fund whose 3-year return was 8%. Q3. Assume there are 400 athletes in a training camp, who are required to attend the morning drill starting at 4 am. The attendance in morning drills is 70%, i.e. on an average, 280 athletes are present. Fifty new athletes are admitted in this batch. a. What is the probability of attendance being at least 70% among the new athletes, thus ensuring the overall attendance does not fall below 70%? (5 Marks) b. The training coach thinks that this probability will increase, if the new batch size is 40 instead of 50 students. Is he right in assuming so? (5 Marks) 6. Business Law Q1. What is the difference between valid, void or voidable contract. Please explain the instances when a contract becomes valid, void or voidable contract. Q2. Please give at least two (2) real life examples on how the recent amendments in Companies Act, 2013 has brought about sweeping changes in corporate scenario of India. Q3. Arun and Smitha are good friends since a long time. Smitha is in need of a house loan with a bank and Arun has agreed to be a be a co-applicant cum guarantor to help Smitha secure the house loan. Smitha after taking possession of the Flat started defaulting payments of the house loan and absconded. In light of the above instance, you are called to advise the bank on the following queries: a. What is the contract between Arun, Smitha and the bank termed as? Identify Arun, Smitha and the bank according to their roles in such contract? (5 Marks) b. Does the bank have any right against Arun? If yes please explain in detail? If, Arun voluntarily offers to pay the loan to the Bank, what are his rights? Please explain in detail? Read the full article
0 notes
Text
The Guide to 360-Degree Performance Appraisals that Work for You, and Your Employees
360-degree appraisals can change lives, says an essay in the Harvard Business Review. With as many as 90% of Fortune 500 companies using these performance evaluations, there’s good reason to trust in their usefulness. But like most good things in life, there’s a caveat. Badly done 360 reviews can make little difference to employees and the organization—or even make things worse. Evaluating an employee’s performance, then, is clearly tricky. Flexible, holistic appraisals that cover every aspect of an employee’s performance are the need of the hour. Understanding what 360-degree performance appraisals are, and how to get them right, will help you handle that need with finesse.
Working every angle
How much of your daily work is really visible to your team lead? How much of it can be broken down into a simple annual checklist? It’s clear that the feedback that comes from managers once a year just isn’t enough to understand the modern workplace.
360-degree appraisals look to present a broader perspective on performance by focusing on two key areas—who these reviews come from, and what they cover. By incorporating feedback from peers, direct reports, and clients alongside managers’ perspectives, this type of appraisal offers a more balanced view of the employee. This is especially helpful when managers themselves are not directly involved in the day-to-day tasks of an employee.
Further, 360-degree appraisals focus on constructive employee growth, rather than simply pointing out areas they need improvement in. The objective is to open up conversations about employee strengths and weaknesses, the skills that they can leverage, and the training they need to do their job better. Identifying and understanding these factors is where 360-degree performance reviews are particularly useful.
These reviews can also go a long way in helping HR understand the dynamics of their workforce, and how they can work to cultivate the best and brightest talent. However, there are several aspects to consider in implementing this system if you’re to truly reap its benefits.
Company values—a cornerstone of successful reviews
The foundation for a productive 360-degree appraisal system is a company culture that is ready for change. Implementing these appraisals isn’t easy, especially in organizations used to more rigid methods. Building a climate of trust in the workplace is very useful in carrying out effective 360-degree reviews.
An essential ingredient in enabling trust is to uphold the integrity of the leadership of the organization. The people at the top should lead the way through transparency in their communications, decisions, and actions, and commitment to their organizational duties. The presence of a strong unifying mission and vision can also promote a trusting work environment.
These elements coalesce to create a workforce that is ready for 360-degree reviews. Employees are open to providing and receiving feedback to each other, regardless of their role. Management is ready to commit to the process. Everyone is aware of the goals they must work toward. They know how they can work with those around them to achieve these goals.
A simple guide to designing reviews
With a receptive company culture, it’s time to get to the nitty-gritty of the reviews. No two organizations can have the same approach to 360-degree appraisals. Replicating another appraisal system without accounting for the specific characteristics of your organization can easily lead to failure. The responsibility for this groundwork lies with HR.
Establish and define the purpose of 360-degree reviews
What do you hope to accomplish with your appraisals? What are the questions you hope to answer in such a process? Creating a well-defined goal is the critical first step to actually achieving it.
Identify the competency and assessment items
Once you know the ‘why’ of your 360-degree reviews, the focus is on the ‘how’; how can you direct the review to cover what’s most important to your organization? Recognizing key factors that influence employee performance go a long way in setting a comprehensive review agenda. These could include the strength of their skills, valuable core competencies, and their results in key areas.
Construct a feedback plan
Essential to having productive 360-degree appraisals is designing a system that provides useful feedback to participants.
Questions on interactions with other employees and clients, proficiency in their assigned work, and more, form the basis of the feedback itself. These questions in the feedback questionnaire must be precise and relevant to the purpose of the review. Getting useful answers relies on tuning your questionnaires to the specific requirements of your organization, focused on areas like creativity, and leadership and interpersonal skills.
The next stage is choosing how to collect these inputs—through surveys, in-person conversations, or online systems.
Deciding how to deliver feedback is the final stage in the process. Whether through a review meeting, reports, or a combination of methods, this step will determine the benefits of the feedback process.
Appraisals are thus designed to prop up organization-specific performance ideals through a holistic process of identifying and assessing these factors.
Test your appraisals to see how they work
Once you’ve set up a 360-degree appraisal system tailored to your requirements, getting it to run smoothly and productively takes some more effort.
A useful first step in the implementation could be running a pilot process. Opening up the review system to a small number of reliable employees allows honest opinions on what works and what doesn’t. Acting upon this information greatly improves the odds of its success when deployed on a larger scale.
The 3-point guide to implementing appraisals
When the appraisals are ready to go company-wide, you’ll need to make it easy for your employees to get on board. This is where choosing the right 360 system goes a long way. Ideally, it has a simple, structured interface that’s used to gather input and present complex details collected through the reviews. This entire flow must integrate smoothly with your HRMS to ensure a cohesive experience. A confusing appraisal process is self-defeating.
With everything set up, the 360-review process itself comes down to 3 simple steps:
Selecting the reviewers – employees can usually choose their reviewers or raters, although they’re sometimes assigned by HR. Selecting a good number of reviewers who’ve worked closely with the subject across settings is critical to a constructive review.
Carrying out the review – the main review essentially has two steps—sending out the reviews to the employee with notifications and a feasible deadline, and the subject answering the questions in the review. An online review system is particularly helpful here to ensure that the responses can be easily recorded.
Reporting results from the review – reports summarize the information that the reviews have collected, including self appraisals and feedback from the various raters. One way to present these to the subject is directly, through physical or online documents. A more personal approach is a one-on-one review with the employee. The reviewer gives the employee their input on where they could improve, based on the information the reviews came up with.
Work with your employees after the review
According to a popular Forbes essay, one of the main reasons a 360-degree review system fails is the lack of follow-up. No matter how thorough your actual reviews are, they won’t measurably empower your staff until the post-review process is properly carried out.
Your responsibility in HR is to ensure that the employee is putting to practice the suggestions made after the review. There must be an effort towards guiding the employee on the path of personal and professional progress, with room for the occasional failure.
A good way to champion the employee’s growth is to encourage them to set up a personal development plan. Checking in regularly assures the employee you are equally committed to their success. Having follow-up meetings after a couple of months can help track which of their goals they’ve accomplished, and in which they could use your support.
The remodelled appraisal
The key to the success of 360-degree reviews or appraisals is to look at them as a tool to help employees reach their potential. Done right, they can make your workforce a highly motivated group of people who are ready to do whatever it takes to get better—including acknowledging their missteps.
The post The Guide to 360-Degree Performance Appraisals that Work for You, and Your Employees appeared first on Zoho Blog.
from Zoho Blog https://ift.tt/2yFemxd via IFTTT
0 notes
Text
HRM 500 Assign 3
HRM 500 Assign 3
MUST BE ORIGINAL & PASS SAFE ASSIGN
Assignment 3: Performance Management
You are the HR manager for an upscale retail store which sells clothing, shoes, handbags, and other accessories. Due to the economic downturn, the company has experienced a significant reduction in earnings, resulting in the layoff of a number of retail sales associates. Business seems to be rebounding, but you are…
View On WordPress
0 notes
Text
HRM 500 Week 10Assignment 4: Recognizing Employee Contributions
Click on the Link Below to Purchase A+ Graded Course Material
http://budapp.net/HRM-500-Assignment-4-Recognizing-Employee-Contributions-201.htm
Due Week 10 and worth 400 points
Assume that you are the HR Manager at a university. You want to create a way to recognize employee contributions in the Admissions Office. Determining the methods to motivate employees to enroll new students has been challenging. However, you are now being pressured by top management to reach admission goals. Employee participation in pay-related decisions could be part of a general move toward employee empowerment. Employees have hands-on knowledge about the kinds of behavior that can help the organization to perform well. Consider ways that you would attempt to meet the admission goals.
Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:
1. As the HR manager, propose two (2) methods that you will use to determine incentive pay. Explain if the rewards are tailored towards individual, group, and / or company performance. Explain how you as the HR manager will create an incentive pay program that will motivate employees.
2. The balanced-score card approach is useful in designing executive pay. Propose three (3) measures the HR manager can use to assess shareholder value, customer value, and employee value.
3. As the HR manager, analyze two (2) difficulties in creating a benefits package that motivates employees.
4. As the HR manager, propose three (3) incentives that can be used to motivate employees.
5. As the HR manager, examine two (2) ethical risks of making incentive pay a large portion of employees’ total compensation. Propose two (2) suggestions as to how the company could balance or reduce these risks.
6. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
0 notes
Text
HRM 500 Assignment 2: Organizational Structure
Click on the Link Below to Purchase A+ Graded Course Material
http://budapp.net/HRM-500-Assignment-2-Organizational-Structure-199.htm
Due Week 6 and worth 300 points
To achieve high-quality performance, organizations have to match job requirements with people. A job analysis is used to acquire detailed information about jobs. In addition, the job analysis is critical in determining the selection of qualified candidates, the design of a job, staffing and training needs, performance appraisals, and compensation.
Write a six to eight (6-8) page paper in which you:
1. Analyze three (3) elements of a job analysis, and discuss its significance to the hiring and employee development aspects of human resource management.
2. Describe the importance of the position analysis and questionnaire (PAQ). Propose two (2) ways that the results of a PAQ can be used by human resource managers for work redesign of a customer service job to make it more efficient and to improve quality.
3. Develop two (2) strategies that a human resource professional can use in the selection of qualified applicants for a customer service position based on the Fleishman Job Analysis System.
4. Consider the job of a customer service representative who handles consumer inquiries for a company that sells items online and by catalog. Examine two (2) challenges of designing this job for efficiency. Propose two (2) suggestions for how the job can be redesigned to make it more efficient.
5. Propose three (3) ways the human resource manager can use the information obtained from a job analysis to measure the performance of the customer service representatives.
6. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
0 notes
Text
HRM 500 Assignment 2: Organizational Structure
Click on the Link Below to Purchase A+ Graded Course Material
http://budapp.net/HRM-500-Assignment-2-Organizational-Structure-199.htm
Due Week 6 and worth 300 points
To achieve high-quality performance, organizations have to match job requirements with people. A job analysis is used to acquire detailed information about jobs. In addition, the job analysis is critical in determining the selection of qualified candidates, the design of a job, staffing and training needs, performance appraisals, and compensation.
Write a six to eight (6-8) page paper in which you:
1. Analyze three (3) elements of a job analysis, and discuss its significance to the hiring and employee development aspects of human resource management.
2. Describe the importance of the position analysis and questionnaire (PAQ). Propose two (2) ways that the results of a PAQ can be used by human resource managers for work redesign of a customer service job to make it more efficient and to improve quality.
3. Develop two (2) strategies that a human resource professional can use in the selection of qualified applicants for a customer service position based on the Fleishman Job Analysis System.
4. Consider the job of a customer service representative who handles consumer inquiries for a company that sells items online and by catalog. Examine two (2) challenges of designing this job for efficiency. Propose two (2) suggestions for how the job can be redesigned to make it more efficient.
5. Propose three (3) ways the human resource manager can use the information obtained from a job analysis to measure the performance of the customer service representatives.
6. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
0 notes