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Explain Crucial and value-adding knowledge
The decision to invest in knowledge depends upon knowing what knowledge is relevant and crucial to the organisation and what knowledge adds value. Crucial knowledge includes the ever-changing dynamic knowledge necessary to operate within the industry at an acceptable level. It may be obtained through consultation with experts, their tacit knowledge that manifests as problem-solving behaviour. The continued availability, development, and retaining of experts in the organisation with such problem-solving proneness and capability is an important aspect of human resources management.
Candidates should be able to identify those international standards and conventions listed in the syllabus that may have been infringed e.g. Guidelines on Occupational Safety and H
Points related to Personal interview: Here the interviewer is likely to play an important role. Due considerations should be given to the followings points. a. Nature of the
Effectiveness of human resources management Effectiveness of the various personnel programmes and practises can be measured or evaluated by means the organization health and hu
Question 1: (a) What is Human Resource Management? (b) Discuss the effectiveness of the HRM functions in the public sector? Question 2: (a) What is Performance Manag
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Problem: Write short notes on any three (a) According to Adler ‘the combination of both multiculturalism and geographic dispersion is of fundamental importance for multinati
#Need to write a report of 2000 words. report to include the different styles in learning. Part 1 A written report (2000 words) on the student’s personal position on learning and d
Question 1: a) Define and explain the term ‘recruitment.' b) As the Human Resource Manager of an organisation, what arguments will you put forward to convince your col
Question 1 Define HRM. Describe the various issues that must be considered while studying about the HRM in the 21st century Question 2 Explain the factors determining c
Identify and explain a minimum of two traditional approaches to HRD and the implications for these approaches of recent developments in critical HRD research and writing
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