Job specification
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The document discusses job specifications, which describe the knowledge, skills, education, experience, and abilities needed to perform a particular job. A job specification includes the required experience in years, necessary skills, knowledge, and characteristics based on a job analysis. It also lists the required and preferred education levels such as degrees, training, or certifications. An example is provided of a marketing manager job specification detailing responsibilities, experience requirements, education, skills, knowledge, and characteristics.
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The document discusses job specifications, which describe the knowledge, skills, education, experience, and abilities needed to perform a particular job. A job specification includes the required experience in years, necessary skills, knowledge, and characteristics based on a job analysis. It also lists the required and preferred education levels such as degrees, training, or certifications. An example is provided of a marketing manager job specification detailing responsibilities, experience requirements, education, skills, knowledge, and characteristics.
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Employee Assistance Programs (EAPs) are benefit programs offered by employers to help employees deal with personal problems affecting their work. EAPs provide support for issues like substance abuse, family/relationship problems, legal/financial concerns, and aging parents. Services are usually free and confidential. Studies show EAPs can lower costs and increase productivity by improving employee health and reducing absenteeism and turnover. However, targets of workplace bullying should be wary of EAPs as managers may view use of EAPs as weakness and some EAP counselors do not properly address bullying by managers. EAPs also may not actually help targets being disciplined or dismissed due to fabricated performance issues resulting from the bullying.
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This document discusses the human resource management function of job analysis. It describes how job analysis involves forecasting human resource needs, gathering job information through interviews and observations, and analyzing the data to develop job descriptions and specifications. The key aspects of job analysis are determining the tasks, skills, and qualifications required for each job based on objectives, standards, and work conditions.
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This document discusses performance appraisal methods in human resources. It examines ways to evaluate employees' quality, quantity, cost and time contributions and analyze successes, failures, strengths and weaknesses. The objectives of performance appraisals are to provide feedback, identify needs, form a basis for communication, and enable improvement. Popular appraisal methods include numerical rating systems, 360-degree feedback, management by objectives, behavioral observation scales, and behaviorally anchored rating scales.
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Human resources management involves attracting, selecting, orienting, training, developing, and evaluating an organization's most important resource - its employees. It includes critical functions like creating job descriptions and specifications, advertising positions, handling payroll and benefits, and ensuring compliance with local laws. The human resources manager acts as a social counselor, arbitrator, mediator, contact person, negotiator, teacher, and lawyer. They must integrate personnel aspects with the economic and financial strategies of the organization using knowledge of administration, law, psychology, pedagogy, and social problems. The human resources manager advises management on developing staff and coordinating between departments. They are often internally promoted and must understand diverse company cultures to effectively support the business. Tre
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This document appears to be collecting demographic information such as address, age, gender, and area of study from students, possibly to analyze risky behaviors. It asks the student to provide their address, age, gender, selecting if they are in the high school or technical institute program.
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Job specification with video
The document discusses job specifications, which describe the knowledge, skills, education, experience, and abilities needed to perform a particular job. A job specification includes the required experience in years, necessary skills, knowledge, and characteristics based on a job analysis. It also lists the required and preferred education levels such as degrees, training, or certifications. An example is provided of a marketing manager job specification detailing responsibilities, experience requirements, education, skills, knowledge, and characteristics.
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Human Capital refers to the knowledge, skills, abilities and other attributes in people that are valuable to an organization. It is represented in the intellectual capital chart along with structural capital and customer capital. The total value chart shows how application of human capital, structural capital and customer capital contribute to the total value of an organization. The document provided is an employment application form seeking personal and educational details of an applicant as well as job history, references and health information.
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Recruitment involves attracting suitable candidates for open positions using various techniques. Internal recruitment focuses on promoting or transferring current employees, while external recruitment considers outside candidates. Common recruitment sources include internal employee referrals, external employment agencies, educational institutions, and advertising through media like newspapers, radio, television, and professional networks on the internet.
Recruitment
This document discusses recruitment techniques and processes. It defines recruitment as the set of procedures used to attract suitable candidates to fill positions in an organization. The recruitment process begins with searching for candidates and ends when applications are received. There are internal recruitment methods which fill vacancies with current employees, and external recruitment which attracts new candidates from outside the organization. The document also outlines various recruitment sources and techniques including job boards, agencies, universities, job fairs, and professional social networks. It notes that new recruiting trends involve interacting with candidates on the web through profiles, networking, and social media.
Recruitment
This document discusses recruitment techniques and processes. It defines recruitment as the set of procedures used to attract suitable candidates to fill positions in an organization. The recruitment process begins with searching for candidates and ends when applications are received. There are internal recruitment methods which fill vacancies with current employees, and external recruitment which attracts new candidates from outside the organization. The document also outlines various recruitment sources and techniques including job boards, agencies, universities, job fairs, and professional social networks. It notes that new recruiting trends involve interacting with candidates on the web through profiles, networking, and social media.
Recruitment
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and details the typical steps in human resource planning including internal investigation of needs and external research of available candidates. Common recruitment techniques are described such as using internal promotions or external sources like employment agencies, educational institutions, job fairs, and professional social networks. New trends in recruitment utilizing online tools are also mentioned.
Human resources proyect
The document discusses employee orientation and provides steps to make the process faster and more effective. It recommends covering company documents, providing a strategic and cultural overview of the company, introducing the new employee to the team, and cultivating a relationship with the employee. This helps the new hire contribute more quickly by understanding their role and how it fits within the company culture and larger goals.
Job specification
The document discusses job specifications and what they entail. A job specification describes the knowledge, skills, education, experience, and abilities needed to perform a particular job. It includes the required experience such as number of years, skills, knowledge, and characteristics needed based on a job analysis. A sample job specification is provided for a Marketing Manager which outlines the job description, required 10 years of experience including supervising staff, an education requirement of a Bachelor's Degree in Marketing or related field and a Master's preferred, and a list of required skills and knowledge like communication, teamwork, productivity, marketing strategy, and managing campaigns.
The changing face of the hrm function presentation1
The document discusses the evolution of the human resource management (HRM) function and managing human capital and knowledge. It traces the changing roles of HRM from welfare departments to strategic contributors that manage knowledge and human capital. It also discusses key challenges for HRM like employer branding, increasing legislation, and motivation/retention. For the tourism and hospitality industry specifically, it notes challenges like high labor turnover, poor training, and discrimination. The document emphasizes the importance of accurately measuring human capital and intellectual capital as drivers of competitive advantage. It also discusses concepts like empowerment, corporate culture, and the characteristics of service-based organizations.
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- 2. DEFINITION • DESCRIBES: –Knowledge –Skills –Education –Experience and –Abilities Essential to performing a particular job.
- 3. COMPONENTS OF A JOB SPECIFICATION • EXPERIENCE: –Number of years • REQUIRED SKILLS, KNOWLEDGE AND CHARACTERISTIC –Job Analysis data • EDUCATION – Degrees – Training or – Certifications
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