Ans 1. 3 criteria that can be used for measuring the performance of Sales manager:
For encouraging the team to perform in a better manner, Tim could apply the following performance management systems:
Ans: Balanced card refers to a performance metric that is used for strategic management. This scorecard helps in identifying and improving the functions that are internal for the business and the outcomes that will be external (Norreklit, kure & Trenca, 2018). These scorecards are used as a measure for providing the feedbacks that are related to the organization. Balanced scorecard helps in reinforcing the behavior which is good in the organization by creating 4 separate areas that are to be analyzed. These areas include legs, involve learning, the process of business, finance, and customers (Hansen & Schaltegger, 2016). The card is used to attain objectives, measurements, and initiatives and goals. Balance scorecard helps in identifying the factors that are hindering the performance of business and outlines changes in strategy that can be tracked by the scorecards prepared in the future. It helps in providing information about the company as a whole while viewing the objectives of the company.
Balanced scorecard help in measuring the performance for strategic management on 4 parameters
Ans: The benefits of benchmarking are:
Different areas where benchmarking can be used by HR:
It is a written statement that explains the requirements that are major for a specified job. It describes the roles that employees will perform after getting selected.
It specifies the minimum eligibility requirements of the person for performing the job. It defines the qualification requirement (Shehata & Usaf, 2019).
It describes the traits that are required in a person for a particular job like the skills of communication, past work experience, etc.
The 3 methods for job analysis are as follows:
Benefits: It yields higher returns and a perfect sample can be created as the information derived is more appropriate than other techniques.
Weakness: The interview method consumes a lot of time, cost, and energy. Also, it depends on how appropriately a person is willing to answer.
Benefit: It is a simple method and less time-consuming. Results can be drawn by observing and greater accuracy can be derived (Beck, Billing & Carr, 2016).
Weakness: The data collected would be unstructured and certain data won’t serve any purpose.
Benefits: It helps in easy gathering of data and specific requirements can be withdrawn from them.
Weakness: The data can be unreliable. With time the required specification changes and there are additions and subtraction in the job profile which cannot be determined through this method. Thus, not reliable for the present situation.
Ans: 5 measures for an effective process of recruitment:
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