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Question 1:
"Job Analysis (JA) is a procedure by which pertinent information is obtained about a job, i.e. it is a detailed and systematic study of information relating to the operations and responsibilities of a specific job."
(a) Briefly outline the components of a Job Analysis.
(b) Discuss the various techniques used to gather data for Job Analysis
Question 2:
a) Define and illustrate the term " Human Resource Management"
b) What are the roles of Human Resource Management in modern organizations?
Explain your answer as far as possible.
Features of the human resource management: 1. Pervasive force: HRM is pervasive is nature. It is present is all enterprise. It fills all levels of management in an organization
Question 1: (a) How can the use of computerized system such as the Human Resource Information System (HRIS) help in the HR process? (b) What are the potential drawbacks of
effective HRM depends upon sound reward system. discuss
Q. Country level of training needs? Country level: in similar vein we are often interested in common nationwide characteristics and needs of the management population in planni
Given below is the HR policy glimpse of the "VARK-LEARNING" a learning and training solutions company 1. It offers cash rewards for staff members 2. It promotes the culture
Question 1: a. Why do individual monetary incentives tend to have greater motivational effects than group incentive systems? b. How does goal setting operate as a motivat
Q. Suggestions for the effective employee orientation? 1. The most significant part of the organization is the human side, giving new employees knowledge of what supervisors an
Question: (a) What is a conflict? Is conflict necessary? When is it a problem? (b) What types of managerial actions cause workplace conflicts? (c) What are the key manageria
Q. Conduct of the enquiry? Conduct of the enquiry: this step should deal with three points: 1. Deciding as to who should be the enquiry officer. 2. Deciding as how to pro
Discuss that technological breakthrough has brought a radical changes in HRM
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