This document discusses discipline and recruitment in nursing. It defines discipline as training to bring about desired behaviors according to rules and regulations. The aims of discipline include achieving organizational goals and developing tolerance among employees. Positive discipline takes a supportive approach while negative discipline is punitive. Recruitment is defined as the process of securing applicants to fill positions. The objectives of recruitment are to attract skilled candidates. Sources of recruitment include internal and external options. The recruitment process involves planning, developing strategies, searching, screening, and evaluation. Selection involves choosing suitable candidates from applicants.
Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and onboarding employees. Its. only for study purposes. Kindly share to others.
Since conduct is behavior, misconduct is behavior that's not quite right: some kind of shady or criminal conduct. If an accountant cooked the books — lied about finances — that's misconduct. A police officer taking a bribe is guilty of misconduct. Often, misconduct specifically refers to someone who does improper things on behalf of someone else, like the misconduct of a dishonest lawyer.
Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and onboarding employees. Its. only for study purposes. Kindly share to others.
Since conduct is behavior, misconduct is behavior that's not quite right: some kind of shady or criminal conduct. If an accountant cooked the books — lied about finances — that's misconduct. A police officer taking a bribe is guilty of misconduct. Often, misconduct specifically refers to someone who does improper things on behalf of someone else, like the misconduct of a dishonest lawyer.
The talent management process is how you organize the management of your human resources. It is how you choose employees, how you hire them, and how (or if) you train them, motivate them, fire them, and so on.
Steps
1.Specify What Skills You Need.
2.Attract the Right People.
3.Onboard and Organize Work.
4.Strategize to Retain Your Best Talent.
5.Plan for Successions.
Principles
Alignment with strategy.
Internal consistency.
Cultural embeddedness.
Management involvement.
Balance of global and local needs.
Employer branding through differentiation
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
The talent management process is how you organize the management of your human resources. It is how you choose employees, how you hire them, and how (or if) you train them, motivate them, fire them, and so on.
Steps
1.Specify What Skills You Need.
2.Attract the Right People.
3.Onboard and Organize Work.
4.Strategize to Retain Your Best Talent.
5.Plan for Successions.
Principles
Alignment with strategy.
Internal consistency.
Cultural embeddedness.
Management involvement.
Balance of global and local needs.
Employer branding through differentiation
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
Supervision is a process that involves a manager meeting regularly and interacting with worker(s) to review their work. It is carried out as required by legislation, regulation, guidance, standards, inspection requirements and requirements of the provision and the service.
maintenace of dicipline, type, aims, principle, need for dicipline, function, error, cause of indicipline, diciplinary action, role of nurse nurse manager.
discipline in nursing
Discipline service rules Self discipline Constructive versus destructive discipline Problem employee. Disciplinary proceeding enquiry.
2. The word “discipline” is derived from the Latin word “disciplina”, which means teaching, learning and growing. Megginson offer three distinct meaning of the word discipline: Self-discipline Necessary condition of orderly behavior Act of training and punishing.
Career Development and Counseling PSYG 542Career Information, .docxannandleola
Career Development and Counseling PSYG 542
Career Information, Career Counseling and Career Development,
Duane Brown, (2016)
Chapter 1
Objectives
Articulate an understanding of the impact of the global economy on work in the U. S.
Explain how people view work as a part of their lives and the lives of others.
Form a personal view of their own career development.
Show familiarity with the basic terminology used in career development.
Demonstrate the role career development programs can play in the drive for social justice in the U. S.
Demonstrate knowledge of the historical roots of career development.
Brown adopts Sears’s (1982) definition of Career development: a lifelong process involving psychological, sociological, educational, economic, and physical factors as well as chance factors that interact to influence the career of an individual. Brown also adds culture to Sears’s list of factor that influence career development
Career Interventions Defined
Career intervention is the broadest term and subsumes individual, small group, large group and organizational career development instruments. It’s a deliberate act aimed at enhancing some aspects of a person’s career development.
Career Guidance –organized, systematic efforts designed to influence various aspects of the career development of a client group such as high school or college students.
Career Education is a systematic attempt to influence the career development of students and adults through various types of educational strategies.
Career counseling occurs both individually and in groups and may deal both with personal issues and specific career problem. Career counseling is more likely to be regulated by codes of ethics and legislation at the state level.
Career information is sometimes referred to as labor market information (ONet – online system developed by the U.S. Department of Labor).
Career coaching is, usually a one on one intervention and is often initiated by managers to improve individual employees functioning and for the business to identify the talent it needs to be successful.
Chapter 2
Ethical and Legal Guidelines and the Competencies Needed for Career Development Practice
Learning Objectives
Identify ethical principles that govern career development practitioners’ work
Outline the requirements for the Master Career Counselor, Master Career Development Professional, and Career Development Facilitator credentials
Identify the major competencies needed by career development professionals.
NACE’s Principles for Ethical Professional Practice
Are designed to provide everyone involved in the career development and employment process with two basic precepts on which to base their efforts: maintain a recruitment process that is fair and equitable; support informed and responsible decision making by candidates.
1. Practice reasonable, responsible, and transparent behavior
2. Act without bias …
3. Ensure equitable access …
4. Comply with.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Routes to Discipline".
Nursing administration and management is a novel responsibility of a nurse which she has to perform in the field of Nursing Education, Administration and Clinical practice.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
3. INTRODUCTION
The word “discipline” comes from the latin word
“disciplina” which means teaching, learning and
growing.
Discipline – disciples(pupils) + deciphere (to
comprehend); disciplina – instruction or
knowledge.
Applying standards in a consistent, flexible and
fair manner.
4. DEFINITION
Discipline is defined as a training or molding of
the mind and character to bring about desired
behaviors. Discipline refers to working in
accordance with certain recognized rules,
regulations and customs whether they are written
or implicit in character.
5. AIMS AND OBJECTIVES
To obtain a willing acceptance of the rules,
regulations and procedures of an organization, so
that organizational goals can be achieved.
To impart an element of certainity despite several
differences in informal behavior patterns and
other related changes in an organization.
To develop among the employees, spirit of
tolerance and desire to make adjustments.
6. Contd…
To give and seek direction and responsibility.
To create an atmosphere of respect for the human
responsibility and human relations.
To increase the working efficiency and morale of
the employees so that their productivity is stepped
up, the cost of production brought down and the
quality of production is improved.
8. POSITIVE DISCIPLINE
Take the form of positive support and
reinforcement
Aim is to help the individual in moulding his/her
behavior and developing in a corrective and
supportive manner.
9. NEGATIVE DISCIPLINE
Forcing the students to obey the order and function
in accordance with set rules.
They are not told why they are punished
Corrective, punitive or autocratic approach
10. PRINCIPLES OF DISCIPLINARY
ACTION:
HAVE A POSITIVE ATTITUDE:
Expecting the best
INVESTIGATE CAREFULLY:
Proceed with caution and talk to witnesses
BE PROMPT:
Punishments and the offence becomes less clear.
PROTECT PRIVACY:
Discussing the situation in private, causes less resentment and
greater chance for future cooperation.
11. CONTD..
FOCUS ON THE ACT:
Should emphasize that it was the act that was
acceptable, not the employee.
ENFORCE RULES CONSISTENTLY:
Reduces the possibility of favoritism, promotes
predictability and fosters acceptance of penalties.
BE FLEXIBLE:
Individuals and circumstances are never the same.
Penalties should be determined only after the entire
record is reviewed.
12. APPROACHES OF DISCIPLINE
1. TRADITIONAL APPROACH
2. DEVELOPMENTAL APPROACH
3. POSITIVE DISCIPLINE APPROACH
4. SELF – CONTROLLED DISCIPLINE
APPROACH
5. ENFORCED DISCIPLINE APPROACH
6. CONSTRUCTIVE AND DESTRUCTIVE
APPROACH
13. TRADITIONAL APPROACH
Authority of old over young
Emphasizes punishment for undesirable behavior.
Authoritarian discipline
Traditional form
14. DEVELOPMENTAL APPROACH
Emphasizes discipline as a shaper of desirable
behavior.
Providing favorable consequences for the right
behavior and unfavorable consequences for the
wrong behavior.
Avoidance of physical punishment
15. POSITIVE DISCIPLINE
APPROACH
Based on the assumption that an employee with
self – respect, respect for authority and interest in
the work will adhere to high – quality work
standards
A friendly reminder is enough to redirect their
efforts in the desired direction.
16. SELF – CONTROLLED
DISCIPLINE APPROACH
Behavior into agreement with the organization’s
behavioral official code.
The employee regulate their own activities fro the
common good of the organization.
As a result, human beings are reduced to work for
a peak performance under self controlled
discipline.
18. CONSTRUCTIVE VS
DESTRUCTIVE DISCIPLINE
constructive
Positive discipline.
Uses discipline as a
means of helping the
employees glow, not as
a punitive measure.
Assisting employees to
behave in a manner
that allows them to be
self - directive.
destructive
If employees are forced
to follow the rules and
regulations of the
organization by
inducing fear in them,
then it is termed as
negative discipline.
19. TYPES OF DISCIPLINE
AUTHORITARIAN DISCIPLINE – authority of
old over young
DEMOCRATIC DISCIPLINE – students &
teachers have mutual participation.
ASSERTIVE DISCIPLINE – clear expectation for
the required behavior is set out by the teacher and
verbal praises are given for the desired behavior
21. SELF – DISCIPLINE
Self – discipline refers to one’s effort to self –
control for the purpose of adjusting oneself a
certain needs and demands.
This form of discipline is based on two
psychological principles:
Punishment seldom produces the desired
outcomes. Often, it produces undesirable results.
Self respecting person tends to be a better worker
than who is not.
22. CONTD…
PREVENTIVE DISCIPLINE - involve and
empower your students by asking them for output
and help. Be a role model.
SUPPORTIVE DISCIPLINE – when signs of
incipient misbehavior appear, bring supportive
discipline into play.
CORRECTIVE DISCIPLINE – talk with the
offending student appropriate to the misbehavior
in accordance with class rules.
24. INDISCIPLINE IN CLASSROOM
Not attending
Sleeping
Lying
Cheating
Not studying
Not completing work
Not punctual
25. INDISCIPINE IN CLINICAL
AREAS
Gross negligence, disobedience
No attitude and improper behavior
Not punctual
Not considerable
Not studying, laziness
Not completing the assignment
Absenteeism
Leaving without permission.
27. 1. Encourage the individual to be self – discipline in
establishing rules and regulations
2. Assist the individuals to identify themselves with
organizational goals
3. Humanistically uses discipline as a means of promoting
his/her growth.
4. Periodically assess the needs for existing rules and
regulations and suggest modifications as necessary.
5. Use developed communication skills
6. Discipline union employees in accordance with the
steps, penalties and time frames established in the
union contact.
28. FOLLOW UP
Make rules, regulation, guidelines
Prepare managerial policies
Ensure proper and effective supervision
Make a proper system of routine activities
Be clear about the disciplinary actions
Make a manual of the issues and distribute them
among students
33. INTRODUCTION
Recruitment is a process of securing applicants to
fill vacant positions. Recruitment and selection are
the phases of the same process.
RECRUITMENT is a positive process of
searching the employees.
Selection is a negative process, it involves
rejection od unsuitable candidates.
34. DEFINITION
Recruitment is the process of searching the
candidates for employment and stimulating them
to apply for jobs in the organization.
“the recruitment is limited to specific steps taken
to attract suitable candidates to apply for
examination.
36. PLANNED:
Arise from changes in organization and recruitment
policy.
ANTICIPATED:
By studying trends in the internal and external
organization.
UNEXPECTED:
Arise due to accidents, transfer and illness
37. OBJECTIVES OF
RECRUITMENT
Attract multidimensional skilled and experiences for present
and future organizational strategies.
Induct outsiders as a leader in organization.
Infuse fresh blood at all levels.
Develop organic culture to attract competent people.
Device proper methodology for assessing psychological
traits
Search talent globally
Anticipate and find people for positions.
38. SOURCES OF
RECRUITMENT
INTERNAL SOURCES
Present employees
Former employees
Previous applicants
MODERN SOURCES
Walk – in
Consult in
Tele recruitment(through world wide web)
39. EXTERNAL SOURCES:
Professional or trade association
Advertisements
Employment exchange
Campus recruitment
Walk – ins
Consultants
Contractors
40. METHODS OF
RECRUITMENT
DIRECT:
These include
sending travelling recruiters to the education and
professional institutions,
employees contact with public and
manned exhibits.
INDIRECT:
Indirect methods involve mostly advertising in
Newspaper
Radio
Journals
Technical magazines
41. THIRD PARTY:
The third party includes
commercial or private employment agencies
Schools, colleges and professional associations
Recruiting firms, management consulting firms
Indoctrination seminars for college
Employee referrals (friends, relatives)
Trade unions
Voluntary organizations
Computer data banks
43. PLANNING
This process begins with receiving the requisition for
recruitments from different department of the organization
to the HR department which contains
Number of posts to be filled
Number of positions
Duties and responsibilities to be performed
It includes
Job specifications and its nature
Experience
Qualification
Skill required for the job
44. SEARCHING
It is a process of
Identifying
Analyzing and
Determining the duties,
Responsibilities,
Skills,
Abilities and work environment of a specific job.
45. CONTD..
It helps in understanding what tasks are important and
how to perform them.
Its purpose is to establish and document the jobs
relatedness of employment procedures such as
Selection
Training
Compensation and
Performance appraisal
46. STEPS INVOLVED IN ANALYZING A
JOB
Recording and collecting job information
Accuracy in checking the job information
Generating job description based on the information
Determining the skills, knowledge and skills, which are
required for job.
The immediate products of job analysis are job descriptions
and job specifications.
47. SCREENING
It is descriptive in nature and contains the final statement of
the job.
It is very important for a successful recruitment process.
It is generated for fulfilling the following processes.
Classification and ranking of jobs
Placing and orientation of new resources
Promotion and transfers
Describing the career path
Future development of work standards.
48. A JOB DESCRIPTION
PROVIDES INFORMATION ON THE FOLLOWING
ELEMENTS.
Job title/job identification/ organization position
Job location
Summary of the job
Job duties
Machines, materials and equipments
Process of supervision
Working conditions
Health hazards
49. EVALUATION
Job evaluation is a comparative process of analyzing,
assessing and determining the relative value of/ worth of a
job in relation to the other jobs in an organization.
The main objective of job evaluation is to analyze and
determine which job commands how much pay.
There are several methods such as job grading, job
classifications, job ranking etc. which are involved in job
evaluation.
Job evaluation forms the basis for salary and wage
negotiations.
50. THE STEPS INVOLVED IN
DEVELOPING A RECRUITMENT
STRATEGY INCLUDE
Setting up a board team
Analyzing HR strategy
Collection of available data
Analyzing the collected data
Setting the recruitment strategy
51. SELECTION OF RIGHT
CANDIDATE
Selection is a process of recruitment where the resources
are sourced depending upon the requirement of the job.
After the recruitment strategy is done, the searching of
candidates will be initialized.
this process consists of two steps
52. 1. SOURCE ACTIVATION
Once the line manager verifies and permits the existence
of the vacancy, the search for candidates starts.
2. SELLING
Here, the organization selects the media through which
the communication of vacancies reached the prospective
candidates.
53. THE COST INCURRED IN THE RECRUITMENT
PROCESS ARE TO BE EVALUATED AND
CONTROLLED EFFECTIVELY
These include the following:
Salaries to the recruiters.
Advertisements cost and other costs i.e., agency fees.
Administrative expenses and recruitment overheads
Overtime and outstanding costs, while the vacancies remain
unfilled.
Time spent by the management and the professionals in
preparing job description, job specifications and conducting
interviews.
54. CONCLUSION
Above all the process recruitment and selection has all the way
become more difficult. Since the organizations want to hire
more talented and effective employees and can create a
difference in the interest of the organization.
