NAME: EVELYN BORTELEY BORTEY

ANSWER TO QUESTION 1.

1. Retaining top talents:

Hiring is one thing. But retaining high-performing employees is another. According to a new
study, 60% of workers have quit or considered quitting their jobs and it’s not because of how
much they are paid, but how they are treated. HR planning encompasses talent retention. The
thing is, businesses lose more money on attrition than on recruitment. So, the lower the attrition
rate, the better for companies.

2. Addressing the organization’s manpower needs:

HR departments are primarily responsible for recruitment and staffing. Recruiting and screening
employees are time-consuming processes that require detailed attention. They involve many
steps, from advertising or creating job posts, managing application process, screening applicants
based on the qualifications set, interviewing prospective candidates, creating an offer and
contract for successful applicants, on-boarding newly hired personnel, and training them.

3. Ensuring that the right people are hired:

Another benefit of a recruitment plan is ensuring that only the most qualified individuals are
hired to handle varying roles. Part of HR planning is determining the skill sets needed for a
specific role and creating an interviewing process so that managers or interviewers can ask the
right questions to their applicants.

4. Training employees:

HR planning also involves creating training models and procedures. After finding the people
who possess the right skill sets, the next thing that the HR department needs to do is to ensure
that they are able to perform their roles based on the needs of the organization and the customers.
Training and onboarding are also necessary to teach new employees about the company rules and
policies, its culture, ways of working, internal databases, tools and software, benefits and
compensation, and other things they need to know.
ANSWER TO QUESTION 2.

Performance analysis is a task performed in order to analyze the level of physical effort,
efficiency, safety, or independence the person demonstrates as he or she performs each goal-
directed action or performance skill during the task performance.  In other words, these type of
observations are focused on the quality of the task performance and is termed as performance
analysis.

Task analysis is a task performance in order to analyze and interpret what underlying body
functions (e.g., perception, postural control, attention, problem-solving, etc.) are impacting the
task performance.  We call this type of observation a Task analysis.

ANSWER TO QUESTION 3.

As an employer, I believe Education Results and Experience are both important when
appointing employees to undertake duties and responsibilities of a job. I believe practical
experience is simply the smart thing to do when you’re preparing for a career in a specific field.
The test results show the intelligent level of the employee, but the practical experience shows the
readiness and skills of the employee to carry out duties and responsibilities. It also shows the
hands on training the employee has acquired in carrying out same or similar duties. One can be
more educated and very unprofessional because he lacks practical experience, and same way one
can be very illiterate but has practical job experience. These type of people fail to learn new
things and lack the innovative way of bringing new things on board. They also lack the theory
and professional background to present the company during external meetings and submit their
inputs.

ANSWER TO QUESTION 4.

Building a cohesive, efficient workforce is the goal of every small business owner. Hiring the
right employee is no easy task, not to mention the added pressures that small companies face. In
a small company each employee is crucial to the culture and success of your business. So how do
you know you have the right person for the job? I believe in using a personality test and
situational tests to assist in your employment processes.

Personalities are set. They don’t change over time and usually end up shining through at some
point or another, no matter how hidden they may seem. Personality tests provide employers huge
amounts of insight on each of their employees. Perhaps you have an employee who you know
can become more engaged or produce at a higher level.

Situational tests also present candidates with realistic scenarios that job-holders face on a day-to-
day basis. The scenarios can be presented as text, video or even audio recordings (for example,
with 999 call handlers). Alongside each scenario are a number of response options – actions that
the role holder could take in response to the scenario. For each scenario, candidates rate the
effectiveness of different response options.