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Components of syndicate method
The method should have a trainer who would be competent in handing the processing of the method and he should be ready with the theme or content for the session. The trainer should have a core group of co- trainers who should be equally competent in handling different assignments give to them. Large group trainers who could probably be trained through lecture method because of their size should be divided into a few 5 to 6 small groups. Each group could have 10 to 12 participants at the most. Each small group should have its leader and a secretary to record the proceedings. There should be adequate seating arrangements for all the small groups for functioning smoothly.
Sampling Methods: It is not always feasible or necessary to contact everyone in a population. Instead, a sample can be used, from which to generalise to the population as a wh
Q. What do you mean by Halsey system? Halsey system: under the Halsey system, standard time is fixed for the completion of a job and the rate per hour is then determined. If th
Effective HRM depends upon sound reward system
Q. Demerits of lectures? 1 in this method we can find only passive participants as it only provides for learning and not doing. 2 there is no feedback from the audience due
critically discus the evolution and development of human resource management in both developing and developed countries
Wanted to know about the group conflicts at work and strategies to solve these problem
Question 1: (i) Name the four main propositions on which the Code of Practice of the Industrial Relations Act, 1973 is founded. (ii) What are the objectives of the Code o
Assume that you are being employed as a consultant by a company that needs to seek your advice on the alleged issues of pay gaps between the women and male employees in the same po
How will you influence people to strive willingly for group objectives in your organization (Target based industry)? Apply your interpersonal influence through communication proces
Process of performance appraisal: Performance appraisal is planned developed implemented through a series of steps: Job analysis job description and job specification: perf
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