The employee referral policy simply means a process of recruitment wherein an existing employee refers a candidate for an opening in the organisation. It is one of the most prominent sources of recruitment.
For more information visit https://www.hrhelpboard.com/hr-policies/employee-referral-policy.htm
Training methods are a way to sharpen employees' existing skills and learn new skills. The skills may vary from technical or soft skills.
Training techniques are used to improve and upgrade an employee's skill and knowledge so that they can do their given job to the best of their ability within the business. The nature of the job, the types and amount of people in a business, and the expense of selecting a certain Training Method are all factors involved in the decision.
A transfer refers to lateral movement of employees within the same grade, from one job to another. According to Flippo “a transfer is a change in the job (accompanied by a change in the place of the job) of an employee without a change in responsibilities or remuneration”.
The employee referral policy simply means a process of recruitment wherein an existing employee refers a candidate for an opening in the organisation. It is one of the most prominent sources of recruitment.
For more information visit https://www.hrhelpboard.com/hr-policies/employee-referral-policy.htm
Training methods are a way to sharpen employees' existing skills and learn new skills. The skills may vary from technical or soft skills.
Training techniques are used to improve and upgrade an employee's skill and knowledge so that they can do their given job to the best of their ability within the business. The nature of the job, the types and amount of people in a business, and the expense of selecting a certain Training Method are all factors involved in the decision.
A transfer refers to lateral movement of employees within the same grade, from one job to another. According to Flippo “a transfer is a change in the job (accompanied by a change in the place of the job) of an employee without a change in responsibilities or remuneration”.
Induction training helps in the integration of newly-hired employees in and across the organization. Let's look at a presentation on "Successful Implementation of Induction Program for New Hires".
An internship is a period during which a student or new graduate gets practical experience in a job. An internship is a professional learning experience that offers meaningful, practical work related to a student's field of study or career interest.
For more information visit https://www.hrhelpboard.com/contract-letters/internship-letter.htm
Promotion refers to the upward movement of employees within the company for an new or higher job role with additional tasks and responsilities. Promotion is a part of Reward and Recongnition program of the company.
For more information visit https://www.hrhelpboard.com/hr-policies/promotion-policy.htm
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Job specification (job spec) is defined as a statement about qualification and characteristics of employee required to perform the job task in a satisfactory manner. It is derived from job analysis and act as an important tool for the recruitment and selection of employee.
For more information visit
https://www.hrhelpboard.com/performance-management/job-specification.htm
Meaning of Training and Induction, objective and purpose of induction, need for training, benefits of training, identification of training needs, methods of training.
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Induction training helps in the integration of newly-hired employees in and across the organization. Let's look at a presentation on "Successful Implementation of Induction Program for New Hires".
An internship is a period during which a student or new graduate gets practical experience in a job. An internship is a professional learning experience that offers meaningful, practical work related to a student's field of study or career interest.
For more information visit https://www.hrhelpboard.com/contract-letters/internship-letter.htm
Promotion refers to the upward movement of employees within the company for an new or higher job role with additional tasks and responsilities. Promotion is a part of Reward and Recongnition program of the company.
For more information visit https://www.hrhelpboard.com/hr-policies/promotion-policy.htm
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Job specification (job spec) is defined as a statement about qualification and characteristics of employee required to perform the job task in a satisfactory manner. It is derived from job analysis and act as an important tool for the recruitment and selection of employee.
For more information visit
https://www.hrhelpboard.com/performance-management/job-specification.htm
Meaning of Training and Induction, objective and purpose of induction, need for training, benefits of training, identification of training needs, methods of training.
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Dear students get fully solved SMU MBA WINTER 2014 assignments
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NCV 4 Management Practice Hands-On Support Slide Show - Module 3Future Managers
This slide show complements NCV 4 Management Practice Hands-On Training by Bert Eksteen & Anthony Hill, published by Future Managers Pty Ltd. For more information visit our website www.futuremanagers.net
Mu0016 – performance management and appraisalsmumbahelp
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The following data reflect the frequency with which people voted.docxoreo10
The following data reflect the frequency with which people voted in the last election and were satisfied with the officials elected:
Satisfied
Voted
Yes
No
Yes
48
35
No
33
52
(a) What procedure should we perform? (b) What are H0 and Ha? (c) What is fe in each cell? (d) Compute . (e) With α = .05, what do you conclude about the correlation between these variables?
ASSESSMENT CONTEXT
Human Resource Management (HRM) is concerned with organising and looking after people in the workplace. On a day-to-day basis this includes recruitment, selection, training and development and assessing staff performance. An important part of HRM is workforce planning. This involves getting the right people in the right place at the right time. It also involves identifying the numbers of people required to enable the business to operate at full efficiency. These people need to have the right skills to do the job. Recruitment and selection are the most critical and significant human resources functions. Unless the organization has the best available employees, it will not be able to grow and flourish in the market. The drive and motivational levels of the employees need to be high to enable the company to attain its goals. All the steps of the recruitment and selection processes are equally important in attracting and retaining the right talent. A major part of management's job is ensuring that good policies and procedures are in place to ensure the successful recruitment and induction of high quality employees.
TASK 1. Analyse Strategic & Operational plans and policies
For this task, you are required to study the following 2 documents and answer the following questions: Search for this and answer the Q1, Q2, Q3 (I, ii, iii)
a) Tourism Australia enabling strategy (An extract from the Tourism Australia Corporate Plan 2016 – 2017)
b) Tourism Australia Recruitment Policy
Q1) Outline the recruitment and selection process for Tourism Australia. How does the Recruitment Policy ensure that suitable candidates are attracted to Tourism Australia?
Q2) What policies and procedures are in place to ensure that all shortlisted candidates are treated equally and that the selected candidate is likely to share Tourism Australia’s culture and values?
Q3) Explain the purpose of the following documents listed in the forms section at the end of the Recruitment Policy:
i) Behavioural Questions Manual
ii) Interview Guide Template
iii) Selection Assessment Form
TASK 2 Develop recruitment and selection policies and procedures and supporting documents
A job description should detail the purpose, tasks and responsibilities of the job. It is of great importance both in the recruitment process and the subsequent management of safe practice following appointment – for example it can help with induction and training. On the other hand, a clear and comprehensive job specification is the key tool for successful recruitment. The job specification enables the organisation to profile ...
Mu0010 – manpower planning and resourcingsmumbahelp
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Mu0016 – performance management and appraisalStudy Stuff
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a brief and effective tool Addressing:
1-how to design a job Position and description
2-how to conduct an employment interview.
3-tips for conducting a successful employee search
4-tools for evaluating employee performance and a lot MORE..
The propose of making report is considered whose ideas and facts are most important for conveying the significance of the organization.
The scope of the report is given ……….
1. Decide what positions we’ll have to fill through personnel planning and forecasting.
2. Build a pool of candidates for these jobs by recruiting internal or external candidates.
3. Have candidates complete application forms and perhaps undergo an initial screening interview.
4. Use selection techniques like tests, background investigations, and physical exams to identify viable candidates.
1. ASSIGNMENT
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1 Explain the objectives and methods of Training.
Answer:-Explaining the objectives of Training
1. Improving employee performance: When an employee is recruited by an organisation, he might
not have all the skills required to carry out his job. Training at this stage helps him learn his job
faster and ensures better performance.
DRIVE SPRING 2014
PROGRAM MBADS/ MBAFLEX/ MBAHCSN3/ MBAN2/
PGDBAN2
SEMESTER 1
SUBJECT CODE & NAME MB0043 –Human Resource Management
BK ID B1626
CREDIT & MARKS 4 Credits, 60 marks
2. 2. Updating employee skills: It is important for the management to continuously evaluate and
adopt any technological advances that can help the organisation function more effectively and
efficiently.
2 Discussthe elements of a Career Planning Programme. Explain some of the benefits of a Career
Planning program to an organization
Answer:-Elaborate the elements of a Career Planning Programme
Individual assessment and need analysis
Many people begin their careers without any formal assessment of their abilities, interests, career needs
and goals.This phenomenon of people entering their jobs, occupations and careers with little attention
to career planning and then feeling disengaged is known as career drift.
Organisational assessment and opportunity
3 Explain the process of Job Analysis. Discuss the methods of Job Analysis
Answer:-Definition of Job Analysis.
Job analysis is the process of determining and recording all the pertinent information about a specific
job, including the tasks involved, the knowledge and skill set required to perform the job, the
responsibilities attached to the job and abilities required to perform the job successfully. Job analysis is
a process to identify and determine in detail the particular job duties and requirements and the relative
importance of these duties for a given job. It is a process where judgements are made from data
collected on a job.
4 Discuss the objectives of Discipline. Explain the Action –penalties of Discipline
Answer:-Objectives of Discipline
to ensure and enable employees to work in accordance with the rules and regulations of the
organisation.
to ensure that employees follow the organisational processes and procedures in spite of their
different personalities and behaviour.
3. 5 Suppose you have joined as an HR and you have been assigned a task to carry out the grievance
handling procedure in your organization. What according to you are the causes of Grievance? Describe
in detail the Grievance handling procedure.
Answer :What might happen if an organization does not provide some method by which a employee can
voice his complaints and obtain a explanation? The employee will be unhappy, his productivity is
impacted, he openly begins to share his discontent with not just his colleagues but also outsider‟s,
friends, relatives, maybe even customers and vendors. Just as the employee has all the right to voice a
grievance, as employer (or the management) owes it to the employee to respond suitably to the
grievance. It is but commonsense that the
6 Write a short note on the following :
a)Index /Trend Analysis
b)Delphi Technique
a) Index/Trend Analysis: Trend analysis forecasts the requirement for additional manpower by
projecting trends of the past and present to the future. It makes use of operational indices for this.
Historical relationship between the operational index and the Demand for Labour.
Operational indices used are:
Sales
b) Expert forecasting or Delphi technique: This method is essentially a group process to achieve a
consensus forecast. This method calls for selection of a panel of experts either from within or outside
the organisation. A series of questions is prepared from the responses received from a prior set of
questions in sequencing manner.
The procedure of Delphi technique involves the following steps:
1. To start with, it requires selection of a coordinator and a panel of experts from both within and
outside the organisation.
2. The coordinator then circulates questions in writing to each
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