The document discusses guidelines for hiring employees including following discrimination laws, creating job descriptions through analyzing job tasks, conducting structured interviews, determining compensation by researching average salaries and offering benefits such as health insurance and retirement plans to attract qualified candidates. The resources provided can help employers understand hiring processes and create compliant job descriptions, interview questions, compensation packages and benefit options.
Common Employee Selection Tools: Trends and Recommendationsphauenst
Retention rates, individual productivity, and business competitiveness all hinge on effectively matching individuals to jobs. This white paper provides an overview of common employee selection tools, identifies current trends that are impacting how employees are selected and matched to jobs, and provides recommendations for tool use.
The major motto of this ppt is to ignite entrepreneurship skills and manifestation of corporate skills among the students lacking in entrepreneurial skills.
Recruitment and Selection in Canada 7th Edition Catano Solutions ManualLancere
Full download : http://alibabadownload.com/product/recruitment-and-selection-in-canada-7th-edition-catano-solutions-manual/ Recruitment and Selection in Canada 7th Edition Catano Solutions Manual
ppt for b.com 1st year according to the syllabus of Punjab University.
good luck for exams
about me: Parteek Manwani, a former student of GCCBA Chandigarh
STEPS OF SELECTION IN MANAGEMENT
source selection steps
management selection process
selection management systems
process of natural selection steps
project management selection process
project management step by step
5 steps of management process
steps of planning in management
what is process selection
process selection types
process selection for product production
project management selection process
process selection in operations management
selection management systems
what is a selection process
steps in selection process
Common Employee Selection Tools: Trends and Recommendationsphauenst
Retention rates, individual productivity, and business competitiveness all hinge on effectively matching individuals to jobs. This white paper provides an overview of common employee selection tools, identifies current trends that are impacting how employees are selected and matched to jobs, and provides recommendations for tool use.
The major motto of this ppt is to ignite entrepreneurship skills and manifestation of corporate skills among the students lacking in entrepreneurial skills.
Recruitment and Selection in Canada 7th Edition Catano Solutions ManualLancere
Full download : http://alibabadownload.com/product/recruitment-and-selection-in-canada-7th-edition-catano-solutions-manual/ Recruitment and Selection in Canada 7th Edition Catano Solutions Manual
ppt for b.com 1st year according to the syllabus of Punjab University.
good luck for exams
about me: Parteek Manwani, a former student of GCCBA Chandigarh
STEPS OF SELECTION IN MANAGEMENT
source selection steps
management selection process
selection management systems
process of natural selection steps
project management selection process
project management step by step
5 steps of management process
steps of planning in management
what is process selection
process selection types
process selection for product production
project management selection process
process selection in operations management
selection management systems
what is a selection process
steps in selection process
Job Analysis and Recruitment and SelectionAtul Chanodkar
- Job Analysis
- Job Description
- Job Specification
- Methods of Job Analysis
- Process of Job Analysis
- Purpose of Job Analysis
- Uses of Job Analysis Information
- Writing the Job Descriptions
- Writing Job Specification
- Recruitment and Selection
- Recruitment
- Selection
- Sources of Recruitment
- Methods of Selection
- Process of Selection
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
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After immersing yourself in the blue book and its red counterpart, attending DDD-focused conferences, and applying tactical patterns, you're left with a crucial question: How do I ensure my design is effective? Tactical patterns within Domain-Driven Design (DDD) serve as guiding principles for creating clear and manageable domain models. However, achieving success with these patterns requires additional guidance. Interestingly, we've observed that a set of constraints initially designed for training purposes remarkably aligns with effective pattern implementation, offering a more ‘mechanical’ approach. Let's explore together how Object Calisthenics can elevate the design of your tactical DDD patterns, offering concrete help for those venturing into DDD for the first time!
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
Encryption in Microsoft 365 - ExpertsLive Netherlands 2024Albert Hoitingh
In this session I delve into the encryption technology used in Microsoft 365 and Microsoft Purview. Including the concepts of Customer Key and Double Key Encryption.
UiPath Test Automation using UiPath Test Suite series, part 4DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 4. In this session, we will cover Test Manager overview along with SAP heatmap.
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Participants will gain insights into the responsibilities, challenges, and best practices associated with test management in SAP projects. Additionally, the webinar delves into the significance of heatmaps as a visual aid for identifying testing priorities, areas of risk, and resource allocation within SAP landscapes. Through this session, attendees can expect to enhance their understanding of test management principles while learning practical approaches to optimize testing processes in SAP environments using heatmap visualization techniques
What will you get from this session?
1. Insights into SAP testing best practices
2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
Topics covered:
Execution from the test manager
Orchestrator execution result
Defect reporting
SAP heatmap example with demo
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
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A presentation about the usage and availability of Varnish on Kubernetes. This talk explores the capabilities of Varnish caching and shows how to use the Varnish Helm chart to deploy it to Kubernetes.
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Generative AI Deep Dive: Advancing from Proof of Concept to ProductionAggregage
Join Maher Hanafi, VP of Engineering at Betterworks, in this new session where he'll share a practical framework to transform Gen AI prototypes into impactful products! He'll delve into the complexities of data collection and management, model selection and optimization, and ensuring security, scalability, and responsible use.
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
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Welocme to ViralQR, your best QR code generator.ViralQR
Welcome to ViralQR, your best QR code generator available on the market!
At ViralQR, we design static and dynamic QR codes. Our mission is to make business operations easier and customer engagement more powerful through the use of QR technology. Be it a small-scale business or a huge enterprise, our easy-to-use platform provides multiple choices that can be tailored according to your company's branding and marketing strategies.
Our Vision
We are here to make the process of creating QR codes easy and smooth, thus enhancing customer interaction and making business more fluid. We very strongly believe in the ability of QR codes to change the world for businesses in their interaction with customers and are set on making that technology accessible and usable far and wide.
Our Achievements
Ever since its inception, we have successfully served many clients by offering QR codes in their marketing, service delivery, and collection of feedback across various industries. Our platform has been recognized for its ease of use and amazing features, which helped a business to make QR codes.
Our Services
At ViralQR, here is a comprehensive suite of services that caters to your very needs:
Static QR Codes: Create free static QR codes. These QR codes are able to store significant information such as URLs, vCards, plain text, emails and SMS, Wi-Fi credentials, and Bitcoin addresses.
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Pricing and Packages
Additionally, there is a 14-day free offer to ViralQR, which is an exceptional opportunity for new users to take a feel of this platform. One can easily subscribe from there and experience the full dynamic of using QR codes. The subscription plans are not only meant for business; they are priced very flexibly so that literally every business could afford to benefit from our service.
Why choose us?
ViralQR will provide services for marketing, advertising, catering, retail, and the like. The QR codes can be posted on fliers, packaging, merchandise, and banners, as well as to substitute for cash and cards in a restaurant or coffee shop. With QR codes integrated into your business, improve customer engagement and streamline operations.
Comprehensive Analytics
Subscribers of ViralQR receive detailed analytics and tracking tools in light of having a view of the core values of QR code performance. Our analytics dashboard shows aggregate views and unique views, as well as detailed information about each impression, including time, device, browser, and estimated location by city and country.
So, thank you for choosing ViralQR; we have an offer of nothing but the best in terms of QR code services to meet business diversity!
SAP Sapphire 2024 - ASUG301 building better apps with SAP Fiori.pdfPeter Spielvogel
Building better applications for business users with SAP Fiori.
• What is SAP Fiori and why it matters to you
• How a better user experience drives measurable business benefits
• How to get started with SAP Fiori today
• How SAP Fiori elements accelerates application development
• How SAP Build Code includes SAP Fiori tools and other generative artificial intelligence capabilities
• How SAP Fiori paves the way for using AI in SAP apps
3. Job Discrimination Laws
Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination
based on race, color, religion, sex, or national origin.
The Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially
equal work in the same establishment from sex-based wage discrimination.
The Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are
40 years of age or older.
Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit
employment discrimination against qualified individuals with disabilities in the private sector,
and in state and local governments.
Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against
qualified individuals with disabilities who work in the federal government.
The Civil Rights Act of 1991, which, among other things, provides monetary damages in cases
of intentional employment discrimination.
(THE U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION, 2004)
4. Employment Laws
Uniform Guidelines on Employee Selection Procedures
“The guidelines are designed to aid in the achievement of our nation's goal of
equal employment opportunity without discrimination on the grounds of race, color,
sex, religion or national origin. The Federal agencies have adopted the Guidelines
to provide a uniform set of principles governing use of employee selection
procedures which is consistent with applicable legal standards and validation
standards generally accepted by the psychological profession and which the
Government will apply in the discharge of its responsibilities.” (Uniform Guidelines
c/o Biddle Consulting Group)
(UNIFORM GUIDELINES C/O BIDDLE CONSULTING GROUP, N.D.)
6. Job Task Analysis (JTA)
Job Task Analysis (JTA) is the process of analyzing a job to come
up with a description of common duties on the job, as well as
descriptions of knowledge, skills and abilities required to perform
those tasks.
For newly created positions, individuals who will be affected by
the work of the new employee should be consulted.
(HR-GUIDE.COM, 2001)
7. Job Analysis - Data Collection
Duties and Tasks
The basic unit of a job is the performance of
specific tasks and duties. Information to be Tools and Equipment
collected about these items may include:
frequency, duration, effort, skill, complexity,
equipment, standards, etc. Some duties and tasks are performed using
specific equipment and tools. Equipment may
include protective clothing.
Environment
Requirements
This may have a significant impact on the
physical requirements to be able to perform a
job. The work environment may include The knowledges, skills, and abilities (KSA's)
unpleasant conditions such as offensive odors required to perform the job. While an
incumbent may have higher KSA's than those
and temperature extremes.
required for the job, a Job Analysis typically
only states the minimum requirements to
Relationships perform the job.
Supervision given and received. Relationships
with internal or external people.
(HR-GUIDE.COM, 2001)
8. Job Analysis
The results of a job analysis may include:
Major job functions or duties Work experience requirements
Common personal interactions Decision making authority
Work tasks Education requirements
Skills or competencies Typical-day descriptions
Critical situations faced by incumbents Training requirements
Work related knowledge Certification requirements
Performance standards and rating scales Determining hiring criteria
Physical abilities Defining new positions
Identifying training content needs Communicating job responsibilities
Restructuring jobs and businesses Determining appropriate measures for
Work environment factors performance appraisals
(HR-GUIDE.COM, 2001)
9. Job Descriptions
A job is a collection of tasks and responsibilities
to be performed by an individual in an
organization.
A task is a unit of work that is performed to
produce a desired result.
Job Descriptions contain a general list of tasks or
functions and responsibilities for a particular
employee. Job descriptions often include a list of
superiors, qualifications of the person holding the
position, skills desired, salary range, etc.
(HR-GUIDE.COM, 2001)
12. Interviewing Potential Candidates
An interview is a selection procedure that is designed to predict future job
performance on the basis of applicants’ oral responses to oral inquiries.
Advantages
Disadvantages
• Useful for determining if the applicant has requisite
communicative or social skills which may be necessary for • Subjective evaluations are made.
the job.
• Decisions tend to be made within the first few minutes of
• Interviewer can obtain supplementary information. the interview with the remainder of the interview used to
validate or justify the original decision
• Used to appraise candidates’ verbal fluency.
• Interviewers form stereotypes concerning the characteristics
required for success on the job.
• Can assess the applicant’s job knowledge.
• Negative information seems to be given more weight.
• Can be used for selection among equally qualified
applicants.
• Not much evidence of validity of the selection procedure.
• Enables the supervisors and/or co-workers to determine if
there is a compatibility between applicant and employees. • Not as reliable as tests.
• Allows the applicant to ask questions that may reveal
additional information useful for making a selection
decision. (HR-GUIDE.COM, 2001)
13. Interview Types
Unstructured Interview - Involves a procedure where
different questions may be asked of different applicants.
Situational Interview - Candidates are interviewed about
what actions they would take in various job-related
situations. The job-related situations are usually identified
using the critical incidents job analysis technique. The
interviews are then scored using a scoring guide constructed
by job experts.
Behavior Description Interviews - Candidates are asked
what actions they have taken in prior job situations that are
similar to situations they may encounter on the job. The
interviews are then scored using a scoring guide constructed
by job experts.
(HR-GUIDE.COM, 2001)
14. Interview Types
Comprehensive Structured Interviews - Candidates are
asked questions pertaining to how they would handle job-
related situations, job knowledge, worker requirements, and
how the candidate would perform various job simulations.
Interviews tapping job knowledge offer a way to assess a
candidate's current level of knowledge related to relevant
implicit dimensions of job performance.
Structured Behavioral Interview - This technique involves
asking all interviewees standardized questions about how they
handled past situations that were similar to situations they may
encounter on the job. The interviewer may also ask
discretionary probing questions for details of the situations, the
interviewee's behavior in the situation and the outcome. The
interviewee's responses are then scored with behaviorally
anchored rating scales.
(HR-GUIDE.COM, 2001)
15. Interview Tips for the Employer
Minimize stereotypes Keep it Job Related
To minimize the influence of Try to make the interview questions
stereotypes in the interview process, job related. If the questions are not
provide interviewers with a job related to the job, then the validity of
description and specification of the the interview procedure may be lower.
requirements for the position.
Interviewers with little information
about the job may be more likely to
make stereotypical judgments about
the suitability of candidates than are
interviewers with detailed information
about the job.
(HR-GUIDE.COM, 2001)
16. Interview Tips for the Employer
Train Interviewers Interviewers should be trained to:
Improve the interpersonal skills of • avoid asking questions unrelated to the
job
the interviewer and the interviewer's
ability to make decisions without • avoid making quick decisions about an
influence from non-job related applicant
information.
• avoid stereotyping applicants
• avoid giving too much weight to a few
characteristics.
• try to put the applicant at ease during the
interview
• communicate clearly with the applicant
• maintain consistency in the questions
asked
(HR-GUIDE.COM, 2001)
18. Compensation
When hiring a new employee, giving time to
compensation is very important. This
compensation will guide the salary structure of this
employee for their tenure with the company. It will
also guide the salary structures of other
employees with similar skill sets in related
positions.
(NFIB, 2002)
19. Determining Compensation
1. Search salary surveys by various trade organizations and the U.S. Department of Labor for
similar positions and locations.
2. Network with owners and managers in your industry to compare salaries offered by similar
companies.
3. Find out salary history of potential employee. This will create a guideline. If unsure of what
to offer, begin with a 5-10% increase over previous salary.
4. It is best to offer a salary based on skill and knowledge of the employee rather than salary
history.
5. Make sure to keep an eye on what all other employees are making. This will help to assure
employees that no one is being undervalued financially.
6. Definitely consider offering incentive payments such as year-end bonuses or profit sharing.
If you are unable to offer a high salary up front, these added incentives may often entice the
employee to join your company. Make sure to offer these incentive plans to each employee
and create eligibility requirements.
(NFIB, 2002)
21. Benefits
Benefits are items such as health insurance, dental insurance, disability insurance,
retirement plans, etc. They are often offered in addition to a base salary package.
Benefits are often a necessity when trying to hire the best employees for your
company. Their skill sets and knowledge most likely make them a highly, sought-
after individual.
For small businesses, offering benefits can be an issue. Adding benefits to a
compensation package will increase payroll costs for the employer.
It is recommended that small business owners and managers seek out a local
broker for these insurance and benefit options. As with any “purchase” be weary of
inherent conflicts of interest by the benefits brokers.
(FARRELL, 2006)
22. Types of Benefits
• Health Care
• Specialty Items
• Health Insurance
• Life Insurance
• Dental Insurance
• Vision Plans
• Retirement Plans
• Disability Insurance
• Pension Plans • Etc.
• Contribution Plans - 401(k)
ON AVERAGE, A DECENT BENEFITS PACKAGE WITH HEALTH CARE PLAN, A
RETIREMENT PLAN AND A FEW EXTRA PERKS WILL COST ABOUT 30-45%
OF TOTAL PAYROLL EXPENSES.
(FARRELL, 2006)
23. Benefits - Health Care
To remain competitive and attractive to perspective employees, small
business owners should at least consider health insurance.
According to Bureau of Labor Statistics’ 2006 National Compensation
Survey, 60% of firms with less than 100 workers offered health
benefits.
Small business owners should keep in mind that health insurance
programs can represent 10-15% of total payroll costs.
(FARRELL, 2006)
24. Benefits - Retirement Plans
Often, seasoned employees will be looking for a retirement plan to accompany their
compensation plan. Companies can offer a pension plan or a contribution plan, such as a
401(k) plan.
A pension plan is when a company agrees to pay a certain dollar amount to an employee
every year during retirement. With higher job turnover and less employees staying with the
same company until retirement, this option is less utilized than a contribution plan.
A contribution plan, like a 401(k) allows the employee to invest their money in a variety of
investments, like mutual funds.
The employee can put this money into their 401(k) for retirement every payroll period.
The employer can, but is not required to, match a certain percentage of the investment
by the employee.
The employer should be sure to set eligibility requirements. Typically, an employer will
match part of the contribution after one year of service at the company.
(FARRELL, 2006)
25. Benefits - Specialty Items
Specialty options are added bonuses to compensation plans. These include
disability insurance, life insurance, dental insurance and vision plans.
Disability insurance would provide a percentage of an employee’s salary if they
were to get injured and could not return to work for a determined amount of
time.
Life Insurance would provide a determined amount of money to an employee’s
beneficiary in the case of death.
Small companies that are offering health insurance normally offer vision and dental
insurance although these are not part of health insurance plans.
(FARRELL, 2006)
27. Resources
Appendix B: sample job descriptions. (2004, January). Technology Coordinator's Handbook, Retrieved
October 7, 2008, from Education Research Complete database.
Farrell, M. (2006, October 6). The Best Benefits Package For Small Biz . Retrieved October 2, 2008, from
Forbes.com: http://www.forbes.com/entrepreneurs/2006/10/06/aetna-unitedhealth-retirement-
ent-hr-cx_mf_1006benefits.html
Hr-Guide.com. (2001, 12 31). Hr-Guide.com. Retrieved October 1, 2008, from HR-Guide.com: http://
www.hr-guide.com
Jerabek, A. (2003). Job Descriptions - Don't Hire Without Them. Journal of Interlibrary Loan, Document
Delivery & Information Supply , 13 (3), 113-126.
NFIB. (2002, April 9). Five Tips on Determining New-Employee Compensation. Retrieved October 2,
2008, from Tools, Tips and Practical Management Advice: http://www.nfib.com/object/
1584049.html
The U.S. Equal Employment Opportunity Commission. (2004, April 20). Overviews-Laws. Retrieved
October 2, 2008, from The U.S. Equal Employment Opportunity Commission: http://www.eeoc.gov/
abouteeo/overview_laws.html