performance appraisal, meaning, types, methods, problems in performance appraisal, 360 degree performance appraisal, definition of peformance appraisal , process of performance appraisal , miskates or error in performance appraisal, Errors in rating & objective
performance appraisal, meaning, types, methods, problems in performance appraisal, 360 degree performance appraisal, definition of peformance appraisal , process of performance appraisal , miskates or error in performance appraisal, Errors in rating & objective
Negotiation may be competitive or collaborative, but collaborative negotiation generally have more positive outcome. A major goal is to make the other part feel satisfied with the outcome. The focus should be creates a win-win situation.
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
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.
Generating a great Applicant Pool And selecting the best candidate who is a perfect job fit and organisational fit as well is a challenging task. get back to the basics and understand where you are going wrong !
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
Negotiation may be competitive or collaborative, but collaborative negotiation generally have more positive outcome. A major goal is to make the other part feel satisfied with the outcome. The focus should be creates a win-win situation.
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
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.
Generating a great Applicant Pool And selecting the best candidate who is a perfect job fit and organisational fit as well is a challenging task. get back to the basics and understand where you are going wrong !
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
This Presentation is made by Toran Lal Verma. The presentation deals with sales force management, process of recruitment, sources of recruitment, Process of Selection etc.
NVBDCP.pptx Nation vector borne disease control programSapna Thakur
NVBDCP was launched in 2003-2004 . Vector-Borne Disease: Disease that results from an infection transmitted to humans and other animals by blood-feeding arthropods, such as mosquitoes, ticks, and fleas. Examples of vector-borne diseases include Dengue fever, West Nile Virus, Lyme disease, and malaria.
Pulmonary Thromboembolism - etilogy, types, medical- Surgical and nursing man...VarunMahajani
Disruption of blood supply to lung alveoli due to blockage of one or more pulmonary blood vessels is called as Pulmonary thromboembolism. In this presentation we will discuss its causes, types and its management in depth.
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Prix Galien International 2024 Forum ProgramLevi Shapiro
June 20, 2024, Prix Galien International and Jerusalem Ethics Forum in ROME. Detailed agenda including panels:
- ADVANCES IN CARDIOLOGY: A NEW PARADIGM IS COMING
- WOMEN’S HEALTH: FERTILITY PRESERVATION
- WHAT’S NEW IN THE TREATMENT OF INFECTIOUS,
ONCOLOGICAL AND INFLAMMATORY SKIN DISEASES?
- ARTIFICIAL INTELLIGENCE AND ETHICS
- GENE THERAPY
- BEYOND BORDERS: GLOBAL INITIATIVES FOR DEMOCRATIZING LIFE SCIENCE TECHNOLOGIES AND PROMOTING ACCESS TO HEALTHCARE
- ETHICAL CHALLENGES IN LIFE SCIENCES
- Prix Galien International Awards Ceremony
The prostate is an exocrine gland of the male mammalian reproductive system
It is a walnut-sized gland that forms part of the male reproductive system and is located in front of the rectum and just below the urinary bladder
Function is to store and secrete a clear, slightly alkaline fluid that constitutes 10-30% of the volume of the seminal fluid that along with the spermatozoa, constitutes semen
A healthy human prostate measures (4cm-vertical, by 3cm-horizontal, 2cm ant-post ).
It surrounds the urethra just below the urinary bladder. It has anterior, median, posterior and two lateral lobes
It’s work is regulated by androgens which are responsible for male sex characteristics
Generalised disease of the prostate due to hormonal derangement which leads to non malignant enlargement of the gland (increase in the number of epithelial cells and stromal tissue)to cause compression of the urethra leading to symptoms (LUTS
These simplified slides by Dr. Sidra Arshad present an overview of the non-respiratory functions of the respiratory tract.
Learning objectives:
1. Enlist the non-respiratory functions of the respiratory tract
2. Briefly explain how these functions are carried out
3. Discuss the significance of dead space
4. Differentiate between minute ventilation and alveolar ventilation
5. Describe the cough and sneeze reflexes
Study Resources:
1. Chapter 39, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 34, Ganong’s Review of Medical Physiology, 26th edition
3. Chapter 17, Human Physiology by Lauralee Sherwood, 9th edition
4. Non-respiratory functions of the lungs https://academic.oup.com/bjaed/article/13/3/98/278874
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Title: Sense of Taste
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the structure and function of taste buds.
Describe the relationship between the taste threshold and taste index of common substances.
Explain the chemical basis and signal transduction of taste perception for each type of primary taste sensation.
Recognize different abnormalities of taste perception and their causes.
Key Topics:
Significance of Taste Sensation:
Differentiation between pleasant and harmful food
Influence on behavior
Selection of food based on metabolic needs
Receptors of Taste:
Taste buds on the tongue
Influence of sense of smell, texture of food, and pain stimulation (e.g., by pepper)
Primary and Secondary Taste Sensations:
Primary taste sensations: Sweet, Sour, Salty, Bitter, Umami
Chemical basis and signal transduction mechanisms for each taste
Taste Threshold and Index:
Taste threshold values for Sweet (sucrose), Salty (NaCl), Sour (HCl), and Bitter (Quinine)
Taste index relationship: Inversely proportional to taste threshold
Taste Blindness:
Inability to taste certain substances, particularly thiourea compounds
Example: Phenylthiocarbamide
Structure and Function of Taste Buds:
Composition: Epithelial cells, Sustentacular/Supporting cells, Taste cells, Basal cells
Features: Taste pores, Taste hairs/microvilli, and Taste nerve fibers
Location of Taste Buds:
Found in papillae of the tongue (Fungiform, Circumvallate, Foliate)
Also present on the palate, tonsillar pillars, epiglottis, and proximal esophagus
Mechanism of Taste Stimulation:
Interaction of taste substances with receptors on microvilli
Signal transduction pathways for Umami, Sweet, Bitter, Sour, and Salty tastes
Taste Sensitivity and Adaptation:
Decrease in sensitivity with age
Rapid adaptation of taste sensation
Role of Saliva in Taste:
Dissolution of tastants to reach receptors
Washing away the stimulus
Taste Preferences and Aversions:
Mechanisms behind taste preference and aversion
Influence of receptors and neural pathways
Impact of Sensory Nerve Damage:
Degeneration of taste buds if the sensory nerve fiber is cut
Abnormalities of Taste Detection:
Conditions: Ageusia, Hypogeusia, Dysgeusia (parageusia)
Causes: Nerve damage, neurological disorders, infections, poor oral hygiene, adverse drug effects, deficiencies, aging, tobacco use, altered neurotransmitter levels
Neurotransmitters and Taste Threshold:
Effects of serotonin (5-HT) and norepinephrine (NE) on taste sensitivity
Supertasters:
25% of the population with heightened sensitivity to taste, especially bitterness
Increased number of fungiform papillae
- Video recording of this lecture in English language: https://youtu.be/lK81BzxMqdo
- Video recording of this lecture in Arabic language: https://youtu.be/Ve4P0COk9OI
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Knee anatomy and clinical tests 2024.pdfvimalpl1234
This includes all relevant anatomy and clinical tests compiled from standard textbooks, Campbell,netter etc..It is comprehensive and best suited for orthopaedicians and orthopaedic residents.
Couples presenting to the infertility clinic- Do they really have infertility...Sujoy Dasgupta
Dr Sujoy Dasgupta presented the study on "Couples presenting to the infertility clinic- Do they really have infertility? – The unexplored stories of non-consummation" in the 13th Congress of the Asia Pacific Initiative on Reproduction (ASPIRE 2024) at Manila on 24 May, 2024.
2. RECRUITMENT
DEFINITION
• Recruitment is the process of finding and attracting capable
applicants for employment. The process begins when new recruits
are sought and ends when their applicants are submitted.
William B Werther &K.Devis
3. • Recruitment is the process of searching prospective employees and
stimulating them to apply for the jobs in the organization.
Edwin B Flippo
• Recruitment has been defined as the process of seeking out and
attracting individuals from the labour market who are capable and
interested in filling the employment vacancies.
Taylor & Bergman
4. PURPOSE AND IMPORTANCE OF RECRUITMENT
• Attract and encourage candidate to apply for the post in the organization.
• Determine present and future requirements of the organization.
• Create a pool of candidate at the low cost.
• Begin identifying and preparing potential applicants who will be
appropriate candidates.
5. FACTORS DETERMINING RECRUITMENT
• Size of the business.
• Employment conditions in the locality of recruitment.
• The past recruiting policy of the organization in retaining good workers.
• Working environment and compensation package that influence
employees to continue or take exit from the organization.
• The rate of growth of the organization; future, cultural, legal and economic
factors
• Cost of recruitment.
6. RECRUITMENT POLICY
• The policy provides a framework for recruitment and contains aspect
such as
• Organizational objectives
• Identification of recruitment needs
• Preferred sources of treatment{internal /external}
• Criterion of selection and preferences
• The cost of recruitment and financial implementation of the same
7. RECRUITMENT PROCESS
Recruitment process involves a systematic procedure from searching
the candidates to arranging and conducting the interviews and
requires many resources and time. It has following activities.
1. Identify vacancies: It begins with the human resource department
receiving requisitions for recruitment from different departments in the
organization. It includes posts to be filled, number of vacancies, duties
to be performed and qualification with experience.
8. • Preparing job and person specification: Job specification is helpful to
think of job under broad heading; main characteristics of the training,
background of the job, main responsibilities and job boundaries,
experience of job holder, resources and constraints affecting the job. It
has to be decided what types of candidates are to be invited and what
would be their characteristics.
• Advertising vacancies: This is the method by which the candidates will
be located. It is either through internal sources or external sources and
also decided the method of advertising for the post.
9. • Managing response: This step is to the way adopted to receive the
applications and scrutinize each application as per the recruitment policy
by the scrutiny committee.
• Short listing and identifying the prospective candidates: After the
scrutiny the eligible candidates are shortlisted and a list is prepared.
• Arranging the interview with the shortlisted employees: Interview
dates are finalized. Criteria for the merit list are prepared by the
committee is formulated.
• Conducting the interview and decision making: Interview is
conducted on the scheduled date by the selection committee. Then the
candidates are selected.
10. SOURCES OF RECRUITMENT
• Sources of recruitment can be grouped into two categories: internal and
external.
Recruitment from internal sources
• It is done within the organization. It includes the candidates who are
already on pay rolls of the organization and also who were once on the
pay roll and plan to return or whom organization would like to retire. These
include:
• TRANSFERS: It involves shifting from one department to another
department. It does not involve any drastic change in the responsibilities,
pay and status of employee.
• PROMOTION: It leads to shifting of employees to a higher position,
11. RECRUITMENT FROM EXTERNAL SOURCES
These sources lie outside the organization. These include:
• ADVERTISEMENT: It is the most effective means used to search for
the potential employees. Advertisements in the leading newspapers,
Television ads etc help in searching the qualified and experienced
personnel for vacant jobs.
• ENPLOYMENT AGENCIES: Employment agencies run by
government are regarded as important source of recruitment. The
employment exchanges bring employees in contact with the job
seekers.
12. • DEPUTATION: This method is also quite common. The employees of one
organization are selected or taken on deputation from other organization
for filling the vacancies.
• ON THE CAMPUS RECRUITMENT: In this method a preliminary search
for prospective employees is done by conducting interviews at the campus
of various institutions, universities and colleges on predetermined dates
and suitable candidate are selected.
• TELECASTING: The practice of telecasting of vacant posts over TV
(Doordarshan) is gaining importance these days. Special programs like
‘job watch’, ‘youth pluse’ etc over TV have become quite popular in
recruitment for various types of posts.
13. SELECTION
• Selection is the process of choosing from a group of applicants those
individuals best suited for a particular position. Selection is an integral
part of staffing, wherein one person is chosen in preference to other
for the announced job position. It involves a series of steps by which
candidates are screened for choosing the most suitable person for
vacant posts in the organization.
14. DEFINITION
• Selection is the process of differentiating between applicants in order to
identify those with a greater likelihood of success in the job.
• It is a process of choosing the fit candidates or rejecting the unfit
candidates or combination of both.
15. SIGNIFICANCE OF SELECTION
• The objective of selection process is to achieve the best fit between
the job requirements and holders. The benefits of selecting the best
fit or right candidate for various posts are as follows:
• Proper selection and placement lead to build up suitable workforce.
• It helps to bring competent and skilled persons and thereby higher
efficiency in providing the quality care.
• The satisfied nurses with positive attitude and good aptitude will
initiate to fulfill the organizational goals.
16. • The morale of nurses who are satisfied with their jobs is often high.
• Right nurses for providing nursing care will keep the turnover low and
less absenteeism.
• There will be less occupational hazards and less negligence.
• The selected nurses will be more dedicated and contended towards their
work and patients.
• The quality of one’s organization usually depends on its staff.
17. PROCESS OF SELECTION
• The basic purpose of selection process is choosing right type of
candidates to hold various positions in an organization. In order to
achieve this purpose, a well organized selection procedure involves
many steps. However this process is classified in three stages:
Preselection. Interview and assessment stage
18. • PRE SELECTION
• This particular stage can also be covered under recruitment. This stage involves
defining the job and deciding what sort of nurses are required, analizing application
and short listing for interview.
• INTERVIEW
• The eligible candidate is then called and is evaluated according to pre determined
criteria through interview, where the candidate has to face the selection committee,
constituted by the organization.
• ASSESSMENT
• In this stage, the candidate is assessed to predict how he/she is likely to behave in
future. Some practices are making use of cognitive and psychometric tests. The
assessment report should end with list of strengths and limitations pointing to a final
decision.
19. RETENTION
• The most challenging job today is not only to attract the excellent
employees but also to retain them. Employee retention involves taking
measures to encourage employees to remain in the organization for
maximum period of time. Organizations are facing a lot of problems in
retaining the employees. They may leave for personal or professional
reasons. Organizations are becoming aware of these concerns and
adopting many strategies for employee retention. The following are the
strategies to retain the employees in any organization:
20. • Selecting and training: After selecting the nurses, the organization must
initiate policies to invest in the development of their skills through training.
These programmes help in reducing the skill gaps for new employees.
Training helps the employees to adjust to rapidly changing job requirement
and it builds satisfaction and trust.
• Effective orientation: It helps the nursing personnel to understand the
work environment and organization. It also helps in producing good
working relationships and to adjust with new environment.
21. • Job satisfaction: Lower job satisfaction translates into higher
resignation rate with resulting loss of valuable competent nurses. If they
are satisfied, they will become loyal and retain for longer time.
• Creating trust: The most effective way of building trust in the workplace
is to work together through team work, honesty and fairness. It will form
the foundation for effective communication and motivation.
22. • Empower each nursing personnel: It is essential to empower each
employee in the organization irrespective of her position in the hierarchy
to create a sense of belongingness in each member. Each staff will
enjoy autonomy while doing the job and ensure accountability.
• Built relations with subordinates: Develop healthy relationship with
subordinates and create a family like feeling within the organization. Try
to motivate them by providing good facilities for work, value their ideas
and recognize their work.
23. • Recognize employees: Prioritize the recognition of each personnel
and help them to retain.
• Stress management: In order to retain the nursing personnel, focus
should be there that should not be dissatisfied. Attention should be
given on innovation. Special career needs, determining their other
needs and help them.
24. • PLACEMENT
• Placement may be defined as ‘the determination of the job to which
an accepted candidate is to be assigned’ and his assignment to that
job. A proper placement of workers reduces employee turnover,
absenteeism and accident rates and improves morale
25. • EFFECTIVE PLACEMENT: Placement can be made effective in the following ways:
• Job rotation: This enables an employee to satisfy his aptitude for challenging work.
• Team work: This allows the employee to use their skills, knowledge etc thereby
minimizing the problems in placement.
• Training and development: Continuous training and development programmes help
employees acquire new skills and knowledge.
• Job enrichment: This gives the opportunity of utilizing the varied skills of the
employees and minimizing problems in management.
• Empowerment: Empowering employees makes the employer exploit their
potentialities and most effectively make use of them.
26. PROMOTION
• Promotion comes from the Latin word Promover meaning to move
forward. A promotion is the transfer of an employee to a job which pays
more money or one that carries some preferred status.”
Scott and Clothier’
• Promotion is an advancement of an employee to a better job better in
terms of greater responsibility, more prestige and status, great skill and
specialty increased rate of pay or salary.
Pigers and Mayers
27. PURPOSE
• To motivate employee to higher position.
• To attract and retain the competent and cream employee.
• To recognizing and reward deserving and competent employee.
• To increase the effectiveness and efficiency of capable employee and
organization.
• To fill higher vacancies within organization
• To build morale and belongingness among the employees.
• To provide opportunities to the employees to grow within organization.
28. BASIS OF PROMOTION
• Seniority: It means promotion of an employee to a higher position on the
basis of length of service. Seniority as a basis of promotion provides an
objective criterion and prevents arbitrary selection or favoritism. It
develops a sense of loyalty to the organization, reduces employee
turnover and minimizes disputes on promotion. However it does not
provide no incentive for improved performance thus it tends to demoralize
competent persons leading to higher turnover and mobility.
29. • Merit system: It is just the opposite to the principles of seniority. It provides
due incentives to the employees for continues development in work
performance. This adds positively to overall organizational effectiveness and
success. The limitation of this policy is that it is difficult to assess the merit
objectively and leaves a wide scope for favoritism.
• Seniority cum merit system: This is the most widely used basis of
promotion. This system combines both seniority and merit system for
promotion process.
30. CREDENTIALING
• Credential is an attestation of qualification, competence, or authority issued to an
individual by a third party with a relevant or assumed competence to do so.
• Examples: Academic diplomas, academic degrees, certifications, security
clearances, identification documents, badges, passwords, user names, keys,
powers of attorney, and so on.
31. • Sometimes publications, such as scientific papers or books, may be
viewed as similar to credentials by some people, especially if the
publication was peer reviewed or made in a well known journal or
reputable publisher.
• A person holding a credential is usually given documentation or secret
knowledge (e.g., a password or key) as proof of the credential. Sometimes
this proof (or a copy of it) is held by a third, trusted party.
32. • . While in some cases a credential may be as simple as a paper
membership card, in other cases, such as diplomacy, it may involve
presentation of letters directly from the issuer of the credential detailing its
faith in the person representing them in a negotiation or meeting.
• Purpose:
• To prevent a problem before it happens
• Credentialing shows that an individual or company performing a service is
qualifies to do so. E.g a doctor must have certain credentials to prescribe a
medicine.