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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.
what is the degree of autonomy does hrm presents to its stakeholders
what could be the possible answers for the case study?
#questioN CAREER AND SKILLS REPORT BRIEFING..
Question 1: "While work and family have changed, the private and public policies and practices governing employment remain mired in the past, modeled on the image of an ideal w
Promoting individual growth and development: the employee's confidence in the personnel practises must be respond. The policy should be not only be fair and just also to be perceiv
Random sampling: In this case, a sample of people is selected at random, meaning that every section of the population has an equal chance of being selected. There are, though,
#USING THE GUEST MODEL OF HRM DEMONSRTATE THAT THE DISCIPLINE OF HR IS IN A WORLD OF ITS OWN IN TERMS OF PEOPLE MANAGEMENT
what is HRM function in the business environment?
Q. Principal of impersonality or consistency? The principal of impersonality or consistency, the disciplinary authority should not have a sense of elation or triumph or sadisti
Limitations of the selection tests: 1. Selection test cannot make a hundred prediction of an individual on the job success. 2. If the number of candidates is small, the use
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