WEEK 2
Day 2: Valuing/Integration
The best method for hiring and recruitment of several employees would be a job advertisement.
It is an announcement of an open job position. It can be printed in a newspaper, journals,
magazines, bulletin boards and the most convenient way is thru internet in which many people
can see that. The main goal of a job advertisement is to inform potential job candidates about a
new opening and attract them to apply. It is written in an engaging tone and it contains
information not only about the job position, but also about the company and the benefits that
can be offer.
Day 3: Application
Strengths
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I'm very creative. I often impress clients with a new perspective on their brands.
I communicate well with my clients and team.
I have the ability to ask key questions to find just the right marketing angle.
I'm completely committed to the success of a client's brand.
Weaknesses
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I have a strong, compulsive need to do things quickly and remove them from my "to do"
list, and sometimes the quality of my work suffers as a result.
This same need to get things done also causes me stress when I have too many tasks.
I get nervous when presenting ideas to clients, and this fear of public speaking often takes
the passion out of my presentations.
Opportunities
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One of our major competitors has developed a reputation for treating their smaller clients
poorly.
I'm attending a major marketing conference next month. This will allow for strategic
networking, and also offer some great training seminars.
Threats
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One of my colleagues, is a much stronger speaker than I am, and he's competing with me
for the position.
Due to recent staff shortages, I'm often overworked, and this negatively impacts my
creativity.
The current economic climate has resulted in slow growth for the marketing industry.
Many firms have laid off staff members, and our company is considering further cutbacks.
Post Assessment
Workforce planning connects recruiting, hiring, employee development, and talent management
by identifying needed skills, assisting recruiters in targeting the right candidates with those skills,
and assisting managers in charting internal employee growth pathways. Workforce planning is
about more than just hiring new employees; it is also about bridging the gap between what you
have and what you need. If done correctly, you can determine who is capable of stepping into
new roles with training and development and who may not be able to stay in a job because the
required skill set is changing. Workforce planning is concerned with all types of movement—up,
down, in, out, and across the organization.
WEEK 3
Day 2: Valuing/Integration
1. The ability to endure an unpleasant situation is the most important quality HR managers
look for in a candidate. Because turnover can be costly for the company, HR prefers to
hire someone who is dedicated and willing to stick around for a long time. Another quality
is trustworthiness. This is the most important trait to look for in a candidate. A reliable
employee will provide long-term benefits to the organization and is likely to remain with
the company for a long time. Companies prefer to hire multi-tasking employees as
competition grows across all industries. This quality not only benefits the company but
also improves the individual's job profile. Businesses frequently cut costs by hiring fewer
employees who can multitask. As a result, being a multi-tasked can help you land that job.
Everyone wants an asset in their kitty rather than a liability, so motivated and self-driven
individuals are the best bet for any organization. Employees who are naturally ambitious
work hard and strive to outperform their own performance at work. Organizations are
full of various beings; some are afrai of competition, while others are too relaxed to
bother. As a result, a team player's role is critical in maintaining the balance. A person
who demonstrates a high level of perseverance and gratitude to work is a good candidate
for employment. Finally, maintain a positive attitude. A positive attitude attracts winners,
so organizations seek employees with a positive attitude. A person with a positive attitude
is more likely to be hired because they can face failure and competition with confidence.
2. Integrity means living in accordance with your deepest values, being honest with
everyone, and always keeping your word. Integrity is a highly valued characteristic,
particularly among leaders. You are more likely to be considered for important
promotions and leadership positions if you live with integrity. Workplace integrity is
beneficial not only to businesses, but also to individuals. You will gain respect and trust
from your peers and managers if you demonstrate that you are an honest and dependable
person, which can also play a significant role in your career growth, progression, and
overall success.
Day 3: Application
For the Salesperson, Screening sales tests are typically divided into sections such as sales
skills, personality profile, and aptitude. A questionnaire in which job seekers rate their skills, a
sales scenario test, and a test to measure reasoning, analytical skills, language, and basic math
may all be included. A sales skill assessment, also known as a sales talent assessment, is a test
that determines how well a sales job candidate can complete the tasks assigned to them.
Candidates may be required to act out a client phone call, submit a writing sample, conduct client
research, and other tasks. For the experienced supervisor, we can use Cognitive Ability test and
Work Sample test. These tests are used by employers to predict a candidate's ability to perform
various job functions and learn new skills. Cognitive ability tests, also known as General Mental
Ability or GMA assessments, can be used to provide a quick assessment of a job candidate's
overall reasoning, memory, and perception. Work sample tests require applicants to complete
tasks or activities that are similar to those performed by employees on the job. For example,
applicants for Administrative Assistant positions may be required to use a word processor to
transcribe an internal memo or to accurately file a stack of paperwork.
Post – Assessment
1. The qualifications and competencies for the position is that the applicant must be a
Bachelor’s degree holder in History, Humanities or any related Business course. She/He
must have at least 1 year work experience in events management, office work or in retail.
He/She must have a good communication skills, must have a good attention to details,
good time management skills and ability to work with minimal supervision. He/She is
willing to travel outside Metro Manila and work long hours. The salary package of Php.
15,000 awaits the candidate.
2. The suitable for the job is Jenny. Although she did not have any working experience due
to be a Fresh Graduate; she had a on the job training in a certain foundation which is in
line with preserving Spanish Artwork and related to a staff of the museum. The salary
expectation is within reach. She has a good English communication skills and scored high
on intelligence test. The other two applicant doesn’t match the job qualification dues to
some inconsistencies and the mismatch.
WEEK 4
Day 1: Pre – Assessment
Don't lower your expectations to meet your performance. Raise your level of performance to
meet your expectations. Expect the best of yourself, and then do what is necessary to make it a
reality. -Ralph Marston
You were so determined to walk that your success mechanism went through several iterations:
try; error; adjust; error;. success and walk! Your expectations of success influenced what you
accomplished even before you could think in words.
Day 2: Valuing/Integration
Last semester has been challenging but fruitful for me because I have had to work hard
so far, but I have made significant progress in my learning and believe I have been successful thus
far. In this regard, my failures are as important as, if not more important than, my successes
because I have learned more from my failures than from my successes. As a result, the main
lesson I have probably learned is that I should not rejoice when I succeed, but rather stay aware
and focused on my progress in order to perform well and succeed in my learning. After reviewing
my performance throughout the semester, I believe I was quite successful to a large extent. In
this regard, it is worth noting that I completed seven essays during the semester, almost all of
which were quite successful, as I received grades on the majority of them. I was pleased with my
performance, but I am constantly concerned with receiving grades for my work, as this is the only
acceptable grade for me. I am a person who is driven by success. By the way, I believe research
skills became especially important for me this semester because I conducted research before
writing my papers. I noticed that I wasn't particularly enthusiastic about researching topics that
I thought I was well-versed in. However, when I began my research, I discovered many important
and noteworthy facts that I had never known before.
Day 3: Application
Marie must provide a fair and balanced assessment of an employee's performance annually,
semi- annually, quarterly, depending on her preferences. Analyze the satisfaction levels and the
self- perception of productivity of employees from their business. Increase in satisfaction can
lead to increase in productivity. Marie must learn to communicate organizational accountability
for meeting those goals, track individual and organizational performance results. It involves of
planning, coaching and reviews. Marie must provide fair and balanced assessment of employee's
performance and business policies. She must provide business mission, vision, goals and
objectives for the succession of their business. She also needs to analyze employees satisfaction,
for an increase of satisfaction may lead to increase in productivity.
Post – Assessment
Your criteria for judging employee performance should include quantitative elements such as
their goals and target achievement. While much of a performance appraisal is qualitative and
subjective, the goals and achievement element is objective and measurable in clear numbers.
Employee performance is defined as how an employee fulfills their job duties and executes their
required tasks. It refers to the effectiveness, quality, and efficiency of their output. Performance
also contributes to our assessment of how valuable an employee is to the organization.