Can you help me with a detailed answer on each question?

1. Using the Ulrich Model, what are the three product lines of an HR department and who does HR serve? Why are these lines important? What a limitation of the Ulrich Model? What is the Agile model of HR? Which do you prefer and why?

2. As reviewed in class, HR is responsible for helping an organization achieve the human capital. What is human capital? What are knowledge, skills, and organizational culture? How are these important to achieving an organizations strategic goals? Discuss three different HR practices involved in developing these needs. [Chapter 2]

3. What is a customer-oriented perspective of the HRM function? How could traditional HR departments restructure to accomplish the departments goals? Briefly describe to two main ways we can measure if a department is being effective and provide a brief example for each one. Provide an example of how an HR department can reengineer a process to better meet customer needs. [Chapter 16]

4. What is Equal Employment Opportunity (EEO)? What is the core underlying theme of EEO? What are two different types of discrimination? What is the plaintiffs burden when filing a legal complaint for each type of discrimination? Describe three of the business advantages of having a diverse workforce that reflects the local population.

5. What is workflow analysis and why is it so important? What is job analysis? Review and contrast the four approaches of job (re)design including mechanistic, motivational, biological, and perceptual-motor. Which approach, if any, is superior to the others? Which is most relevant to a current or past job you have held? Make sure to review the job and ensure I can understand the relevance.

6. Review the human resource planning model. This should include: What is a labor surplus and

labor shortage? How do we forecast these? What comes next? When reviewing goal setting and strategic planning, review at least 2 methods we can use to reduce a labor surplus and 2 methods we can use to reduce a labor shortage. Be specific and include both their strengths and limitations.

7. Employee recruitment is a critical functionit determines who might join our workforce. What are the three main recruitment influences that an employer has control over? For each influence, review at least two choices an organization has. What is the difference between active and passive recruitment? If you were a hiring manager at your current or past workplace, which recruiting methods would you use and why? Would you use active or passive recruitment and why?

8. Which selection methods are best used for screening minimum qualifications and why? Why should we use structured interviews instead of unstructured interviews? What personality trait(s) is/are relevant to most jobs? What is cognitive ability and why is helpful across most jobs? Integrity (or honesty) testing and drug testing can be useful in some situations. What are the drawbacks to using these measures? Which selection tools would use at a current or past job? Why?

9. What is reliability and validity? How do they differ? Can a test be reliable and not valid? Why does this matter in the context of selection? Whats the difference between concurrent and predictive validity? We discussed two distributions of performance in class normal and power law. What are the hiring implications of each distribution? Whats an example of each performance distribution?