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Q. Evaluating the training programme?
Need of evaluation: The main objective of evaluating the training programmes is:
a. To determine if they are accomplishing specific training objectives, that is correcting performance deficiencies.
b. To ensure that any change in the trainee capability are due to the training programme and nor due to the any other conditions.
c. Training programmes should be evaluated to determine their cost effectiveness.
d. Evaluation is useful to explain programme failure, should it occur.
e. Credibility of the training and development is greatly enhanced when it is proved that the organization has benefited tangibly from it.
define the following concepts giving examples. a) Preparation b)Recruitment c)Assessing d)Placement e)On-boarding
Adesign a tabusing tcontextual uncertainty, envioronment uncertainty, task uncertainty and structure
effective human resource management depends upon sound reward system comment?
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Problem 1: a) What are the essentials of good communication? Explain your answer with examples. b) What are the different kinds of listening? Describe the ten fundamental
Q. Performance appraisal in job analysis? Performance appraisal: by comparing what an employee is supposed is be doing (based on the job analysis) to what the individual has ac
how many tools are their for recuite the employee.
See the skills and qualities of project managers explained in the ‘developmental approach’. Can you add to such? How far do you consider yourself being proficient in such skills? H
Purposes and importance of the recruitment: The general purpose of the recruitment is too positive providing a pool of potentially qualified job candidates. Specifically, the
Notice of enquiry: the enquiry should be normally held within a reasonable time of receiving the explanation. Proper and sufficient advance notice should be given indicating the d
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