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Q. Critical incident for the job analysis?
In this method the supervisor is asked to provide instances of on the job behaviours of people which he considers to be noteworthy. Such instances can be both of good and bad on the job behaviour. The number of such instances can be as many as the supervisor can recall. These instances can provide information about the critical aspects of the job, but the method does not provide an integrated picture of the entire task.
Problem 1: Explain carefully using concrete examples, the communication flow within organisations. Explain the importance of downward and upward flow of communication for e
When assessing whether a team is effective, we need to understand the proximal issues that the team has influence over and also the team outcomes. Unpacking both issues highlights
effective human resources management depends upon sound reward system.comment
Question 1: "In a knowledge-based industry, every manager is responsible to ensure that knowledge is neither lost nor under-utilised in his/her department". Critically evaluate
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.
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Q. Human approach to job design? Human approach: the Human relations approach recognized the need of design jobs which are interesting and rewarding. In the past two decades mu
Q. Show Formal performance of Leadership? Formal performance refers to those aspects of an employee's job that are defined as compulsory by the organization. Informal performan
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