please give thorough answers

SECTION A Instruction: Complete ALL questions from this section and upload within the stipulated time. Is nepotism the new normal? - Recruitment and Selection Gone Wrong Business is booming, and the need for staffing becomes critical; however, when the manager performs all the managerial and administrative staff, the company starts to crumble. Where did I go wrong, Mr. Charles pondered as he sips from his regular cup of coffee thinking of his next move? Nepotism which involves the hiring of relatives is the method employed by Mr. Charles; he believes it is the easiest way to find employees suited for the job. As a need arises, his preferred methods are to look for a family member to quickly fill the vacancy, with little or no experience they are left on their own to carry out the daily tasks. From time to time, he uses his emotions and readily increases the salary of a preferred staff and family based on the volume of work staff produced over time. There is no standard operation policy governing employee welfare, training, vacation, compensation and other regular employee benefits. Little did he know that his actions would soon bring about legal and staff retention issues, low productivity and an increase in recruitment costs. Employees are unsettled as there is no genuine commitment and staff members are willing to walk off the job at first sign of conflict. It was only a few days ago the administrative assistant asks Mr. Charles to hire her husband, as he lost his job because of the Covid 19 pandemic. He failed to recognize the importance of job analysis, recruiting and selecting the ideal candidates for the business. Mr. Charles is in dire need of assistance to resolve his recruitment and selection dilemma (Source: Developed by Bobsie Levy for Knox Community College Human Resource Management 2020) Required: A. B. With your experience in Human resource management, explain THREE (3) importance of proper recruitment and selection to Mr. Charles. Discuss the first TWO (2) stages of the recruitment and selection process that Mr. Charles can use in his organization to improve the company's recruitment and selection process. Describe TWO (2) selection techniques that Mr. Charles could use in his business to retain staff and build loyalty. C. SECTION B Instruction: Complete ALL questions from this section and upload within the stipulated time. Question 1 Mrs Ann-Marie Russell recently graduated from the University of Technology, Kingston, Jamaica with a Masters degree in Business Administration majoring in Human Resource Management. She also has a BSc in Management Studies. Mrs Russell is the newly appointed Human Resource Manager at Seprod Company Limited; a Jamaican-based manufacturing company with branches all over the Caribbean Seprod's Jamaican operation is fairly new and, as such, only some positions have been filled. The responsibility has fallen unto Mrs Russell to get the other positions in full operation, and she has decided to conduct a job analysis of cach post within the company. Seprod has a good reputation for being employee friendly, with a dynamic culture of being an efficient and effective company. Their wages are competitive, and employee benefits are excellent. Inevitably, Mrs Russell wants to ensure that this aspect of the organizational culture is maintained within the company. Unfortunately, however, Seprod faces countless interpersonal conflicts, many of which stem from cultural differences between expatriates and locals. All HR functions are affected as a result. Hence, Mrs Russell desperately wants to find a solution that uses employees' cultural differences to benefit the organization. However, there is the issue of how to get employees to buy-in. As the assistant HR Manager, she sits with you and outlines the problem. From what she has described, you are to: Required Evaluate, using FIVE (5) steps in the training program how the manager can both resolve the existing issue, mitigate new occurrence, as well as get employee "buy-in". Question 2 Confronting the virtual Fear-Employee Performance amidst the pandemic The global pandemic has accelerated digital transformation, and employers alike are reworking the organizational structure and, to a greater extent, the job descriptions of the employees. There is a massive drive to mine data to support a system that can stand in this ever-changing and unpredictable working environment. Working from home, attending to the job and the family can be challenging tasks. Embracing the technical changes and opening up to the use of a variety of tools to monitor business activities and achieving companies' goals is fast becoming the new normal. There is an effort to redesign jobs which begins with examining individual qualifications, the jobs to be performed and gain a direct match of skills and competences to work under these changing conditions. Supervisors and employees are figuring out how to navigate, the bureaucratic wall has fallen, and micromanagement has stepped out the door. There is a race to identify strategies to properly assess employee performance as they continue to produce the outcomes in a different working environment. Work ethic, organizational culture, performance management and assessment systems (PMAS) are some of the critical discussion surrounding managers as they try to capture the contributions of employees. The need exists to regroup, re-examine and redefine jobs while seeking new ways of assessing performance. Put simply, employers, supervisors and subordinates despise the appraisal process which, at times, has several biases and the information is not fed back into the employee development process. To appraise or not to is the question of the day... Source: Developed by Bobsie Levy for KNOX internal assessment October 2020 A With your knowledge of Human Resource Management, discuss TWO (2) reasons why job analysis is important to an organization, Outline the first TWO (2) steps in the Performance Appraisal process that is essential in assessing performance c. Discuss any TWO (2) problems or challenges that are likely to arise when conducting Performance Appraisals. B Question 3 A hardware store discharged a member of staff who had been working for the company for twelve (12) months. The employee, who was fifty-three (53) years old, claimed that she was discriminated against because of her age, as the company wanted to put someone younger in her position. An investigation was carried out, and the hardware store owner stated that the employee was terminated because of continued poor performance. He was asked to provide copies of the employee's appraisals to justify that the termination was based on poor performance and not the employee's age. The hardware owner was unable to provide performance appraisals for any of the employees. The matter was settled out of court with the employee being compensated. The manager, not wanting to find himself in such a predicament asks for your assistance: A Explain to him what a performance management system. In the process, describe what a performance appraisal is. B. Discuss with the hardware owner THREE (3) uses of performance appraisals to help him understand why it is important for employers to do performance appraisals for each employee C. Suggest THREE (3) performance appraisal methods that could be used considering his limited knowledge and the type of job and employees. Assess cach method giving one advantage and one disadvantage of each