1) Work-Sample Tests of Trainability : These are tests through a period of instruction when the applicant

is expected to learn tasks involved in a work sample. The work-sample tests of trainability are suitable for
untrained applicants with no previous job experience. The predictive validity of this technique is low
relative to other techniques and there is evidence the validity of the instrument may attenuate over
time.

The Big Five personality traits are openness, conscientiousness, extraversion, agreeableness, and
neuroticism. These five factors are assumed to represent the basic structure behind all personality traits.

a)Opennes : Openness is one of the five personality traits of the Big Five personality theory. It indicates
how open-minded a person is. ... They are imaginative, curious, and open-minded. Individuals who are
low in openness to experience would rather not try new things. They are close-minded, literal and enjoy
having a routine.

b)Conscientiousness : Conscientiousness is the personality trait of being careful, or diligent.

Conscientiousness implies a desire to do a task well, and to take obligations to others seriously.
Conscientious people tend to be efficient and organized as opposed to easy-going and disorderly.

c)Extraversion : Extraversion (also spelled as extroversion) is the state of primarily obtaining gratification
from outside oneself. Extraverts tend to enjoy human interactions and to be enthusiastic, talkative,
assertive, and gregarious. Extraverts are energized and thrive off being around other people.

d)Agreeableness : Agreeableness is one of the five personality traits of the Big Five personality theory. A
person with a high level of agreeableness in a personality test is usually warm, friendly, and tactful. They
generally have an optimistic view of human nature and get along well with others.

e)Neuroticism : In the study of psychology, neuroticism has been considered a fundamental personality
trait. For example, in the Big Five approach to personality trait theory, individuals with high scores for
neuroticism are more likely than average to be moody and to experience such feelings as anxiety, worry,
fear, anger, frustration, envy, jealousy, guilt, depressed mood, and loneliness.[1] Such people are thought
to respond worse to stressors and are more likely to interpret ordinary situations, such as minor
frustrations, as appearing hopelessly difficult. They are described as often being self-conscious and shy,
and tending to have trouble controlling urges and delaying gratification.

The two personality test items I would suggest they use are : 1) Conscientiousness and 2) Extraversion.
Because in a hotel business you'll need those types of people who can greet,talk,take care etc of their
respected guests.
If you go to a hotel and see the employees are not friendly or not co-operative you won't like that hotel
and you will never go back there again.
But if you go to a hotel where the employees are friendly and co-operative you will love that hotel and
will definitely recommend the hotel to your friends and family.
1) Work-Sample Tests of Trainability : These are tests through a period of instruction when the applicant
is expected to learn tasks involved in a work sample. The work-sample tests of trainability are suitable for
untrained applicants with no previous job experience. The predictive validity of this technique is low
relative to other techniques and there is evidence the validity of the instrument may attenuate over
time. The Big Five personality traits are openness, conscientiousness, extraversion, agreeableness, and
neuroticism. These five factors are assumed to represent the basic structure behind all personality traits.
a)Opennes : Openness is one of the five personality traits of the Big Five personality theory. It indicates
how open-minded a person is. ... They are imaginative, curious, and open-minded. Individuals who are
low in openness to experience would rather not try new things. They are close-minded, literal and enjoy
having a routine. b)Conscientiousness : Conscientiousness is the personality trait of being careful, or
diligent. Conscientiousness implies a desire to do a task well, and to take obligations to others seriously.
Conscientious people tend to be efficient and organized as opposed to easy-going and disorderly.
c)Extraversion : Extraversion (also spelled as extroversion) is the state of primarily obtaining gratification
from outside oneself. Extraverts tend to enjoy human interactions and to be enthusiastic, talkative,
assertive, and gregarious. Extraverts are energized and thrive off being around other people.
d)Agreeableness : Agreeableness is one of the five personality traits of the Big Five personality theory. A
person with a high level of agreeableness in a personality test is usually warm, friendly, and tactful. They
generally have an optimistic view of human nature and get along well with others. e)Neuroticism : In the
study of psychology, neuroticism has been considered a fundamental personality trait. For example, in
the Big Five approach to personality trait theory, individuals with high scores for neuroticism are more
likely than average to be moody and to experience such feelings as anxiety, worry, fear, anger,
frustration, envy, jealousy, guilt, depressed mood, and loneliness.[1] Such people are thought to respond
worse to stressors and are more likely to interpret ordinary situations, such as minor frustrations, as
appearing hopelessly difficult. They are described as often being self-conscious and shy, and tending to
have trouble controlling urges and delaying gratification. The two personality test items I would suggest
they use are : 1) Conscientiousness and 2) Extraversion. Because in a hotel business you'll need those
types of people who can greet,talk,take care etc of their respected guests. If you go to a hotel and see
the employees are not friendly or not co-operative you won't like that hotel and you will never go back
there again. But if you go to a hotel where the employees are friendly and co-operative you will love
that hotel and will definitely recommend the hotel to your friends and family.
1) Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an
organization's employees. HRM is often referred to simply as human resources (HR).HRM is employee
management with an emphasis on those employees as assets of the business.

A line manager is responsible for overseeing and managing employees to fulfill business goals. They are
the main point of contact between the management and the staff. They also provide guidance,
instruction, motivation and feedback to the employees on a day-to-day basis.

Line managers are responsible for implementing and designing, through their resources, an
organization’s policies pertaining to employees and practices in alignment with business objectives and
core values.

Their main functions with regard to employees include: Recruitment and selection Onboarding, training,
mentoring, coaching, and employee development Performance management and appraisal Motivation
Health and Well-being Team bonding

Line managers’ activities typically include: Recruiting the right talent for the job Training, coaching and
mentoring new employees to get them up to speed at work Planning the goals, objectives and tasks of
their department and communicating this to employees as needed Effectively communication
organizational goals set by the management to the employees Managing the resources within their
control (e.g., staff time; finance) to fulfill the objectives set Ensuring compliance with organizational
policy and legislation Providing blueprint, guidance and plan to their teams Scheduling regular meetings
with staff members to discuss progress and any bottlenecks Measuring performance metrics against set
expectations and taking corrective actions where necessary Ensuring quality standards are maintained at
expected levels Evaluating employee performance and providing performance appraisals Motivating and
engaging the employees in a timely manner so as to ensure productivity Providing reports on
performance and goals to higher authorities An efficient line manager is hands on with their team on a
daily basis with the implementation of organizational strategy, giving guidance, resolving bottlenecks,
providing motivation, measuring performance, analyzing reports and taking corrective action in the
event of deviation. Line managers directly influence employee satisfaction and engagement and, as a
result, organizational productivity. While top level management is responsible for formulating
organizational strategies, the task of implementing the strategy happens at the grass root levels of an
organization. Line managers assigned with making sure that strategies are implemented at lower levels
are in the best place to measure performance, identify bottlenecks with the strategy execution programs
and resolve issues to meet goals in a timely manner. Research has also shown that employee
engagement is higher when responsibility for sustaining it is spread throughout an organization. When
companies take proactive steps to help line managers recognize employees, they are more likely to reap
rewards in the form of better employee productivity, improved customer service, revenue growth and
return on working capital, according to a new executive briefing released by Madison Performance
Group. The paper offers specific strategies companies can use to support a front line manager’s role in
enterprise wide engagement efforts. The relationship between line managers and employees is very
important. It is often the line manager who is predominantly responsible for the mood of the team. An
effective, encouraging, engaging manager can motivate the team to produce excellent results even when
times are difficult. Organizations need to ensure line managers receive effective guidance, training and
support from their superiors.

A successful line manager will fulfill the following responsibilities: Attract and engage talent Attracting
and Engaging talent is a key responsibility that rests with the line managers. Hiring the best talent in the
market place, and closing all job positions are one of their key focus areas. They also handle the training
and development, of incoming talent in their respective teams. Set work expectations across functional
teams Key responsibilities include defining work expectations, setting KPA’s and KRA’s for employees in
the team. Continued tracking and measuring the progress of each goal. Communicating the status of
each goal to the employees, resolving bottlenecks in implementing corporate strategies, analyzing
reports and taking corrective action in the event of deviation and non-achievement of goals.
Implementing quality controls for all processes. Improve employee engagement Line managers plays a
vital role in improving employee engagement across functions teams. Corporate leaders are making
more demands on managers to maintain high levels of employee engagement, and HR professionals are
drawing on a variety of strategies to get managers involved in nurturing an engaged workforce.
Employee engagement has a direct impact on worker performance, dedication to mission and drive in
helping an organization accomplish its goals. Communicate with the team effectively Communication
anywhere anytime is of utmost importance. While there may be instances where the manager might
have to withhold information for reasons of confidentiality, an effective manager would always pass
down relevant information to the team members. Timely sharing can go a huge way in motivating and
keeping the team on the same page. Also, sharing ideas and discussing processes leads to innovation as
well as helping employees to have a stake in the organization. Provide relevant training Helping
employees to understand the reasons behind processes and requests is far more productive than giving
orders. Not only will this help the employee to feel responsible for the task, it will also help them to be
proactive in the event of a crisis. Investing in time, money and energy to train up the team only sends
across a positive vibe in the organization and can do a great deal to improve employee morale and
engagement levels. Create successful working relationships It has been found that productivity
dramatically increased when managers were found to spend time with their team members. When
employees and managers begin to separate and not engage in the fun and little weird activities held at
work, the sense of family becomes eroded, and the heart and soul of the company changes. It has been
found that 80% of the employee engagement quotient is down to the approach of their line manager.
62% of employees consider that their manager motivates and inspires them. In these days of downsizing
and lean workforce, an engaged employee is an absolute must to produce results. An engaged workforce
positively reflects on the line manager in charge as they have a vital role to play. Line managers have the
final responsibility for achieving the organization's goals.Staff managers usually help and advise line
managers in achieving organizational goals. HR managers are staff experts. They assist line managers in
areas like recruiting, selecting, training, and compensating. Line managers are responsible for HRM
implementation in an organization since they have to execute the HRM practices on the work floor.

3) Strategic Recommendation : The strategic change recommended to Spotify is to produce original

content to be made exclusively available on the Spotify platform. This recommendation will lower
Spotify’s cost structure and increase differentiation.

“SWOT Analysis”

Strengths : The strengths of Spotify are its powerful brand name, agile organizational structure, large
user base, algorithms, ability to innovate, and flexible financial position.

Weaknesses : The weaknesses of Spotify are its current licensing deals with music rights holders and lack
of differentiation in music content.

Opportunities : Spotify has the opportunity to differentiate its product by producing original content to
be exclusively available on the Spotify platform. Spotify also has the opportunity to capture users in
emerging and existing markets in the music streaming industry.

Threats : The threats to Spotify include the power of music rights holders, who could increase the price
of music licensing for streaming, and changes in data collection policies that could restrict Spotify’s
collection of user data.

“Industry”

The music streaming industry includes companies that provide access to extensive libraries of music over
the internet on the user’s device. Companies in this industry create revenue through subscription fees
and from advertisements. The music streaming industry is expected to have a compound annual growth
rate of 15.4% from 2019 to 2024 (MarketLine, 2020). Industry Attractiveness : The music streaming
industry is moderately attractive due to moderate competitive forces. Competition is primarily driven by
the high bargaining power of suppliers, lower costs to switch for buyers, and industry rivalry.

Competition is weakened by a low threat of new entrants. Strategy and Operations : Spotify operates
with a broad differentiation generic strategy by offering a wide range of music that appeals to a large
market of listeners and differentiates itself by providing personalized playlists and music
recommendations to users. The company offers Spotify Free, which is based on ad revenue, and Spotify
Premium and HiFi, which are based on subscription fee revenue.

Alternative Strategic Options : The first alternative strategic option for Spotify is to lower its prices to
gain new users in emerging markets. The low-cost strategy would set prices below the competition to
gain market share. The second alternative strategic option for Spotify is to make purchases music rights
to make music exclusively available on Spotify. This option would create differentiation for Spotify by
making music exclusive to Spotify. This report includes an external analysis, an internal analysis, and a
strategic recommendation. The external analysis will define the music streaming industry and identify
the strategies of the competitors in the industry. The external analysis will also include Porter’s 5 Forces
analysis and macroenvironmental analysis to identify the opportunities and threats present in the music
streaming industry. The internal analysis will identify Spotify’s strengths and weaknesses through a VRIO
analysis, value chain analysis, and financial analysis. Finally, the report will conclude with a strategic
recommendation and implementation plan based on the strengths, weaknesses, opportunities, and
threats present for Spotify and the music streaming industry.