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Question 1:
Describe the difference between Personnel Management and Human Resource Management? Why is knowledge of this distinction important to a manager? Discuss your answer with relevant examples.
Question 2:
Why do performance management initiatives fail? How will you diagnose the performance issue?
Question 3:
Explain and discuss using relevant industry examples, the benefits and drawbacks of internal and external recruiting.
Question 4:
Describe why a tourism organisation has the duty of ensuring a safe and healthy working environment for its employees and how the HR Management make sure that it is the practice in the organisation.
Characteristics of career development: 1. It is an ongoing process. 2. It develops and shares transferability of skills and competencies. 3. It aligns individual goals w
Problem 1 a. Give a definition of communication. b. Briefly explain the main functions of communication. c. Give and describe the 4 secondary functions of communication.
Resistance to change and move: this is a growing resistance among the employees to change and move. There is also a growing emphasis on the self evaluation and on evaluation on the
Problem 1: a) Discuss the importance of evaluation of training and is training considered a worthwhile activity in your organization. b) Discuss the Kirkpatrick's and the
What are the development phase of Human resources management concept?
objectives of job design
Observation: In observation, you are concerned with recording what people do and say. The aim is to come as close as possible to an understanding of "real life". There are thr
The logic of the labor supply chain approach is compelling: Efficiently matching labor skills to demands pays off. However, consider what the labor supply chain approach means to w
There is an increasing amount of material available on-line through the Internet, and the Web in particular is becoming a very useful tool in research. • The Internet can be use
“Effective Human Resources Management depends upon sound reward system” Comment.
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