What do you think about the article below about an article related to Occupational Health and Safety in the Phillippines? HRM

Solution- According to the article, the government will downgrade the ECQ to GCQ that is good news for several occupations in the Philippines. This will allow several businesses to function with 50 percent of their employees. But, this also worries the government to think about the health and safety of the employees as well. The employees would be provided mental and physical resilience along with health supplements. It will be mandatory to wear face masks and other precautionary actions. Also, employees will have to submit a questionnaire about their health if they would be feeling unwell while working. It will be the duty of the employer to clean the surfaces, doorknobs, and other regularly touched surfaces to reduce the risks of infection. Explanation- The government of the Philippines is trying to track back the country. They have allowed several businesses to operate with half of their human resource capacities. This gives responsibility to both the employees and an employer to take care of their and other’s health. References https://www.manilatimes.net/2020/05/07/business/columnists-business/workplace-safety-and-health-standards-during-covid-19/723182/

Outline the main objectives of recruitment process in an organization?

Solution-

According to me, the main objectives of the recruitment process in an organization are as follows-

1. Creating a pool of talented individuals

2. Attracting and engaging the top talent available

3. Improvement in the quality of hire

4. Finding the right people to be fit in the culture of the company

5. Streamlining the process of recruitment

Explanation-

The main objectives of the recruitment and selection process in an organization are to find the right people who can take part in the success of an organization and to streamline the process.

References

Khalid, S., & Tariq, S. (2015). Impact of employer brand on selection and recruitment process. Pakistan Economic and Social Review, 351-372.

Networking is not only about interacting with each other but it's about building a trustable relationship with others. What is the process of building a strong network and how this works together?

Solution-

According to me, to build a strong network, first, there is a need to find the right people to whom trust can be made. Networking is not about just meeting as many people you can but, it is about creating a strong chain of communication. The second thing to create a strong network is about creating win-win situations for each party involved in networking. No one in the network should feel cheated otherwise you will lose the relationship. Always try to support each other and whenever anyone is in need, stand along with them.

A strong network works together as people not only take benefits from the network but, contribute to making it stronger. A person can act as a connector between two people as well.

Explanation

A strong network of people requires cooperation from each individual and need the support of each person whenever needed.

References

Bo, Z., Huan, Z., Meizi, L., Qin, Z., & Jifeng, H. (2017). Trust Traversal: A trust link detection scheme in the social network. Computer Networks, 120, 105-125.

For what sorts of jobs do you think computerized interviews are most appropriate? Why? For what sorts of jobs do you think situational content-based interviews are most appropriate? Why?

Solution-

According to me, computerized interviews are most appropriate for the jobs having a large number of applicants. For example- sales executives, customer support executives, or inventory in charge, etc. Computerized interviews can be used as virtually screening among the candidates thus saving time and money of the employer.

Situational content-based interviews assess the situational reaction of the candidate through which he or she has passed through. The purpose of this interview is to utilize the experience of the candidate that he or she has learned from his or her mistake. Such jobs may be related to management or supervisory level.

Explanation-

Computerized interviews are appropriate for every type of job requiring a large number of candidates. Situational interviews, on the other hand, assess the reaction of the candidate for a given particular situation.

References

Latham, G. P., Saari, L. M., Pursell, E. D., & Campion, M. A. (1980). The situational interview. Journal of Applied Psychology, 65(4), 422.



Petrie, K., & Abell, W. (1994). Responses of parasuicides to a computerized interview. Computers in Human Behavior, 10(4), 415-418.

Why can changing employee behavior be so difficult? Explain and provide specific examples to support your response.

Solution-

Changing employees' behavior is difficult because the employee tends to feel disrespected and uncomfortable when someone starts monitoring and evaluate their behavior. They become habitual of something and start resisting the change in the behavior. On another side, the management wants to make a change in employee behavior for the benefits of the organization as well as that of the concerned employee. Changing behavior requires a deep analysis of the productivity of the employee because that employee in the subject may get annoyed and start misbehaving in most of the cases. The management finds it most difficult to manage the employee in such a critical situation because the employee does not coordinate in the change activity at all.

Examples-

• 1.    Upon noticing the frequent absenteeism of an employee, management wants this habit to be changed. But, when the concerned employee is addressed on this behavior, he starts resisting and shows rude behavior.
• 2.    In another example, an employee found misbehaving with other employees very often. Management gave him a warning about his behavior and asked him not to repeat the same. But, the employee took this warning personally and did not work efficiently in-office hours. He found it insulting being addressed by the management.

References

Bartlett, A. C. (1967). Changing behavior as a means to increased efficiency. The Journal of Applied Behavioral Science, 3(3), 381-403.