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    4.3 Configuration Management Plan Campaign manager would be responsible for handling the configuration process. Responsibility for establishing baseline: • Baseline budget would be made by the financial analyst through bottom upestimating technique of estimating the elements of the WBS. • The campaign manager would develop the baseline schedule. Process: Baseline campaign schedule and budget would be communicated to the project team inthe project kick off meeting. Any changes in the baseline proposed by the team wouldbe discussed and analyzed in the project status review meetings held after theaccomplishment of each deliverable.Team members with proposed changes would be first brought into the attention of thecampaign manager. Campaign manager would then decide the agenda and the timingof the project status meeting. The approved changes would finally be incorporated inthe campaign plan by the concerned team members. 4.4 Quality Assurance Plan The development and the execution of the campaign would be in the hands of the IMCagency and the media buying house respectively. Therefore the quality of the marketingcampaign would be dependent on the performance of hired IMC agency and mediabuying house. Responsibilities:Campaign manager would hand over the requirements of campaign development inthe form of creative brief to the account manager at IMC agency. He would also overseethe campaign development status in the project status meetings held with accountplanner. Account manager would keep the campaign manager updated about the campaigndevelopment status. He would also communicate any changes in the Heinz campaignrequirements to the account planner. Account planner would have to ensure that the creative team develops the campaignaccording to the Heinz requirements. He would make sure that the creative team usesthe marketing research done by the Heinz MR team in the message development. MR Head would have to ensure that the media buying house: • Place the ads on media channels to which the target market is exposed. • Put up the billboards in areas with maximum target market traffic. Testing: The campaign would be tested before its execution. The final components of thecampaign would be: • TV & radio ads • Billboard designs • Point of purchase displays designsAll these components would be tested to gauge whether the customer perceived themessage as intended by Heinz. This would be done by: • Organizing focus groups. Participant would be chosen from the target market. • Using projective techniques. 4.5 Documentation Plan Document Templateor standardCreated byReviewedbyDistribution Target marketsegmentationdocumentAsspecifiedbycampaignmanager Brandmanager Campaignmanager TeammembersBusiness problemdocumentAsspecifiedbycampaignmanager Brandmanager Campaignmanager TeammembersIMC objectives &strategy___Campaignmanager CountryHeadIMC agencyCreative brief ___Campaignmanager Brandmanager Accountmanager Risk managementplan___Campaignmanager ___ TeammembersMR reportAsspecifiedbycampaignmanager MR Head ___Campaignmanager Sales reportAsspecifiedbycampaignmanager Salesmanager ___Campaignmanager Financial reportAsspecifiedbycampaignmanager Financialanalyst___Campaignmanager Team membersperformancereportAsspecifiedby countryheadCampaignmanager ___CountryHeadIMC agency &media buyinghouseperformancereportAsspecifiedby countryheadCampaignmanager ___CountryHead 4.6 Process Improvement Plan There are two main process performed by the internal Heinz campaign team.1. Market research performed by the MR team2. Trials generation by the Heinz sales force teamSee section 3.1.3 for details.

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    4.3 Configuration Management Plan Campaign manager would be responsible for handling the configuration process. Responsibility for establishing baseline: • Baseline budget would be made by the financial analyst through bottom upestimating technique of estimating the elements of the WBS. • The campaign manager would develop the baseline schedule. Process: Baseline campaign schedule and budget would be communicated to the project team inthe project kick off meeting. Any changes in the baseline proposed by the team wouldbe discussed and analyzed in the project status review meetings held after theaccomplishment of each deliverable.Team members with proposed changes would be first brought into the attention of thecampaign manager. Campaign manager would then decide the agenda and the timingof the project status meeting. The approved changes would finally be incorporated inthe campaign plan by the concerned team members. 4.4 Quality Assurance Plan The development and the execution of the campaign would be in the hands of the IMCagency and the media buying house respectively. Therefore the quality of the marketingcampaign would be dependent on the performance of hired IMC agency and mediabuying house. Responsibilities:Campaign manager would hand over the requirements of campaign development inthe form of creative brief to the account manager at IMC agency. He would also overseethe campaign development status in the project status meetings held with accountplanner. Account manager would keep the campaign manager updated about the campaigndevelopment status. He would also communicate any changes in the Heinz campaignrequirements to the account planner. Account planner would have to ensure that the creative team develops the campaignaccording to the Heinz requirements. He would make sure that the creative team usesthe marketing research done by the Heinz MR team in the message development. MR Head would have to ensure that the media buying house: • Place the ads on media channels to which the target market is exposed. • Put up the billboards in areas with maximum target market traffic. Testing: The campaign would be tested before its execution. The final components of thecampaign would be: • TV & radio ads • Billboard designs • Point of purchase displays designsAll these components would be tested to gauge whether the customer perceived themessage as intended by Heinz. This would be done by: • Organizing focus groups. Participant would be chosen from the target market. • Using projective techniques. 4.5 Documentation Plan Document Templateor standardCreated byReviewedbyDistribution Target marketsegmentationdocumentAsspecifiedbycampaignmanager Brandmanager Campaignmanager TeammembersBusiness problemdocumentAsspecifiedbycampaignmanager Brandmanager Campaignmanager TeammembersIMC objectives &strategy___Campaignmanager CountryHeadIMC agencyCreative brief ___Campaignmanager Brandmanager Accountmanager Risk managementplan___Campaignmanager ___ TeammembersMR reportAsspecifiedbycampaignmanager MR Head ___Campaignmanager Sales reportAsspecifiedbycampaignmanager Salesmanager ___Campaignmanager Financial reportAsspecifiedbycampaignmanager Financialanalyst___Campaignmanager Team membersperformancereportAsspecifiedby countryheadCampaignmanager ___CountryHeadIMC agency &media buyinghouseperformancereportAsspecifiedby countryheadCampaignmanager ___CountryHead 4.6 Process Improvement Plan There are two main process performed by the internal Heinz campaign team.1. Market research performed by the MR team2. Trials generation by the Heinz sales force teamSee section 3.1.3 for details.

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    Human Resource Management: Employee Testing and Selection

    Uploaded by

    Usman Tariq
    4.3 Configuration Management Plan Campaign manager would be responsible for handling the configuration process. Responsibility for establishing baseline: • Baseline budget would be made by the financial analyst through bottom upestimating technique of estimating the elements of the WBS. • The campaign manager would develop the baseline schedule. Process: Baseline campaign schedule and budget would be communicated to the project team inthe project kick off meeting. Any changes in the baseline proposed by the team wouldbe discussed and analyzed in the project status review meetings held after theaccomplishment of each deliverable.Team members with proposed changes would be first brought into the attention of thecampaign manager. Campaign manager would then decide the agenda and the timingof the project status meeting. The approved changes would finally be incorporated inthe campaign plan by the concerned team members. 4.4 Quality Assurance Plan The development and the execution of the campaign would be in the hands of the IMCagency and the media buying house respectively. Therefore the quality of the marketingcampaign would be dependent on the performance of hired IMC agency and mediabuying house. Responsibilities:Campaign manager would hand over the requirements of campaign development inthe form of creative brief to the account manager at IMC agency. He would also overseethe campaign development status in the project status meetings held with accountplanner. Account manager would keep the campaign manager updated about the campaigndevelopment status. He would also communicate any changes in the Heinz campaignrequirements to the account planner. Account planner would have to ensure that the creative team develops the campaignaccording to the Heinz requirements. He would make sure that the creative team usesthe marketing research done by the Heinz MR team in the message development. MR Head would have to ensure that the media buying house: • Place the ads on media channels to which the target market is exposed. • Put up the billboards in areas with maximum target market traffic. Testing: The campaign would be tested before its execution. The final components of thecampaign would be: • TV & radio ads • Billboard designs • Point of purchase displays designsAll these components would be tested to gauge whether the customer perceived themessage as intended by Heinz. This would be done by: • Organizing focus groups. Participant would be chosen from the target market. • Using projective techniques. 4.5 Documentation Plan Document Templateor standardCreated byReviewedbyDistribution Target marketsegmentationdocumentAsspecifiedbycampaignmanager Brandmanager Campaignmanager TeammembersBusiness problemdocumentAsspecifiedbycampaignmanager Brandmanager Campaignmanager TeammembersIMC objectives &strategy___Campaignmanager CountryHeadIMC agencyCreative brief ___Campaignmanager Brandmanager Accountmanager Risk managementplan___Campaignmanager ___ TeammembersMR reportAsspecifiedbycampaignmanager MR Head ___Campaignmanager Sales reportAsspecifiedbycampaignmanager Salesmanager ___Campaignmanager Financial reportAsspecifiedbycampaignmanager Financialanalyst___Campaignmanager Team membersperformancereportAsspecifiedby countryheadCampaignmanager ___CountryHeadIMC agency &media buyinghouseperformancereportAsspecifiedby countryheadCampaignmanager ___CountryHead 4.6 Process Improvement Plan There are two main process performed by the internal Heinz campaign team.1. Market research performed by the MR team2. Trials generation by the Heinz sales force teamSee section 3.1.3 for details.

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    of 12

    Human Resource

    Management
    ELEVENTH EDITION
    1
    GARY DESSLER

    Part 2 | Recruitment and Placement

    Chapter 6

    Employee Testing and Selection

    2008 Prentice Hall, Inc. PowerPoint Presentation by Charlie Cook


    All rights reserved. The University of West Alabama
    After studying this chapter, you should be able to:

    1. Explain what is meant by reliability and validity.


    2. Explain how you would go about validating a test.
    3. Cite and illustrate our testing guidelines.
    4. Give examples of some of the ethical and legal
    considerations in testing.
    5. List eight tests you could use for employee selection,
    and how you would use them.
    6. Explain the key points to remember in conducting
    background investigations.

    2008 Prentice Hall, Inc. All rights reserved. 62


    Why Careful Selection is Important

    The Importance of
    Selecting the Right
    Employees

    Costs of Legal
    Organizational
    Recruiting and Obligations and
    Performance
    Hiring Liability

    2008 Prentice Hall, Inc. All rights reserved. 63


    Types of Validity

    Test
    Validity

    Criterion Content
    Validity Validity

    Face
    Validity

    2008 Prentice Hall, Inc. All rights reserved. 64


    Types of Tests

    What Tests
    Measure

    Cognitive Motor and Personality


    (Mental) Physical and Achievement
    Abilities Abilities Interests

    2008 Prentice Hall, Inc. All rights reserved. 65


    The Big Five

    Extraversion

    Emotional Stability/
    Conscientiousness
    Neuroticism

    Openness to
    Agreeableness
    Experience

    2008 Prentice Hall, Inc. All rights reserved. 66


    Work Samples and Simulations

    Measuring Work
    Performance Directly

    Miniature
    Management Video-Based
    Work Job Training
    Assessment Situational
    Samples and
    Centers Testing
    Evaluation

    2008 Prentice Hall, Inc. All rights reserved. 67


    Background Investigations and
    Reference Checks (contd)

    Former Employers

    Current Supervisors

    Sources of Commercial Credit


    Information Rating Companies

    Written References

    Social Networking Sites

    2008 Prentice Hall, Inc. All rights reserved. 68


    Limitations on Background Investigations
    and Reference Checks

    Legal
    Issues:
    Defamation

    Background
    Legal
    Employer Investigations
    Issues:
    Guidelines and Privacy
    Reference Checks

    Supervisor
    Reluctance

    2008 Prentice Hall, Inc. All rights reserved. 69


    Substance Abuse Screening (contd)

    Safety:
    Impairment vs.
    Presence

    Americans with Recreational


    Disabilities Act Use vs.
    Ethical Addiction
    and Legal
    Drug Free Issues
    Intrusiveness of
    Workplace Act
    Procedures
    of 1988

    Accuracy of
    Tests

    2008 Prentice Hall, Inc. All rights reserved. 610


    Improving Productivity Through HRIS: Comprehensive
    Automated Applicant Tracking and Screening Systems

    Benefits of Applicant
    Tracking Systems

    Can match
    Knock out Allow employers
    hidden talents
    applicants who to extensively test
    of applicants to
    do not meet job and screen
    available
    requirements applicants online
    openings

    2008 Prentice Hall, Inc. All rights reserved. 611


    KEY TERMS

    negligent hiring
    reliability
    test validity
    criterion validity
    content validity
    expectancy chart
    interest inventory
    work samples
    work sampling technique
    management assessment center
    situational test
    video-based simulation
    miniature job training and evaluation

    2008 Prentice Hall, Inc. All rights reserved. 612

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