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The more cohesive the group, the stronger its norms will be, and the more likely the group will be punitive and intense when deviant behaviour threatens important group interests. The implication of this for managers trying to push through changes is that they should consider the norms of the groups they are dealing with. For example, strong group norms may be a source of resistance to change. To change norms explicit statements from a supervisor/colleague and critical events can be used. For example, teams can use feedback they received at the end of their first task to change norms before the second task. Alternatively, a manager might build on group norms in order to facilitate change. For example, a group that doesn't allow individuals to pull the group down can help each other to learn new tasks and processes.
Question 1: a) Fully describe the process of manpower planning b) Why is manpower planning considered to be an important activity? Question 2: a) Clearly different
Q. Role of Administrative expert? Administrative expert: the administrative role of an HR manager is deeply oriented to processing and record keeping. Maintaining employee file
Q. Show Ratio trend analysis? Different ratio like total output number of workers, total sales volume or the number of sales persons, direct analysis of the workers / indirect
HRM depends on sound reward system discuss
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“Effective Human Resources Management depends upon sound reward system” Comment.
Optimizing cost of the compensation: compensation management is aims at optimizing cost of the compensation by establishing some kind of linkage with performance and compensation.
Off the job or classroom methods: training on the job is not a part of everyday activity under these methods. Location of these training may be a company classroom an outside plac
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