1. The disadvantages of administering tests to its employees is the cost associated with them and the legal factors that surround them. *If they ask the wrong question they could be faced with a law suit that would hurt the company’s image. *The advantages of administering tests is that they have shown to reveal positive results for the employer. *They tend to be reliable and dependable results so they may be worth the cost if they can stay within the legal aspects. 2. Jennifer should check to see if her company can afford background checks and see if the savings they receive from less employee theft will outweigh the expense.
*If they do background checks, I also think that the employee turnover rate would decrease as a result of better candidates filling positions. *They could also try “scaring” the job applicants by emphasizing that theft will be punished with a ride in a cop car or something to that effect. *It seems to work on shop lifters. 3. She should call the police as soon as she has proof that the employee engaged in theft. *Police reports and court documents are public documents that will warn future employers of the individuals’ actions.
* It will also set an example to the other employees of the consequences they face if they engage in the theft. Continuing Case Chapter 7 1. I think Jennifer should use interview forms that rate a candidates answers to the specified questions from Unsatisfactory to Distinguished Performer. *I think the form should include questions that pertain to the job available and then have 3-7 boxes that can be check marked to gauge the answer. *The number of boxes can be more or less depending on how specific they want their answers to be. Question should inquire about behavioral, situational, and level of knowledge about the job.
The Essay on Typical Employee Vacation Check Email
Now the question is, "Should an employer insist on a typical employee to check his or here-mail while on vacation? ? There are a few different ways to look at this. One way to look at this is to figure out what is considered to be a "typical? employee. Different companies would probably have different views and definitions as to what a typical employee may be. Take a secretary for example. If he ...
*One that I am always asked is “Tell me about a time where you had to deal with an unfavorable customer, how did you handle the situation? ” or “Why should I hire you? ” *I think that since the organization is still small, that a computer based internet approach would be too costly and not effective for the type of interview they want. * They stated previously that they put the applicant into a job scenario to see if they know how to use the cleaning equipment, a computer based interview wouldn’t be able to give them that ability. 2. Yes, she should implement training similar to the training I had at a supermarket.
* It was a video based training that showed a scenario, let you answer the question, and explained the correct answer. *In this case it could place a manager in an interview, state that they need to ask a certain question, pop up a short list of questions to choose from, then explain why one answer is correct over the others. *Recently at my colleges job placement service, I went to several mock interviews that really helped me understand the types of interview questions that would be asked and how to answer them. *I think this would also help managers know what questions would be appropriate.