1. Measuring and monitoring retention and turnover data traditionally involved assessing total turnover. Many organizations fail to analyze retention beyond this number. Describe a thorough approach to evaluating turnover. What alternatives are available to refine total turnover? How should a company benchmark turnover?
2. Describe the relationship between job analysis and job description. What are some methods available for job analysis? What are some of the advantages and disadvantages of each method? What sources of information are available when developing job descriptions? What are some of the limitations of each source?
3. Organizations today have a variety to tools available to improve their employee selection. Some of these tools are used to improve the results of candidate interview. Other tools supplement the interview to provide a prediction of employee success. Describe and evaluate these tools. In general what tools would you recommend to more accurately predict job performance? What steps would you take to ensure that job interviews are applied more effectively?
4. Jamie Sanchez is the manager of a company that provides diabetic supplies directly to consumers. Jamie has hired you to develop an effective approach to managing turnover at the company. You tend to rely on the ROI approach to turnover. Describe this approach. What are the steps involved in this approach? What are the benefits of adopting an ROI approach? How is this approach different from the typical approach that many organizations take to managing turnover?