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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.
What are the techniques used for KDD? The techniques used for KDD include: faceted classification that helps to draw hierarchies, trees; statistical techniques, e.g., co-word a
Question 1: Write short notes on (a) Delphi technique. (b) Ratio trend analysis. (c) Skills inventory. (d) Usefulness of human resource planning. Question 2:
Q. What do you mean by Work flow? The flow of the work in an organization is strongly influenced by the nature of the product or service. The product or service usually suggest
#questioDiscuss the specific challenges in managing the relationships between human resourcesn..
Q. Define Simulation? Simulation: it is an extension of vestibule training. The trainee work in closely duplicated real job conditions. This is essential in cases in which ac
Explain about the Line and Staff Organisation? Line and Staff Organisation: When the industry grew into size and complexity, the line executives might not perform correctly a
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
rEQUIRE 2000 WORDS APPROX DEADLINE 20TH November
Question 1: Analyse the entity risk control matrix • Definition or explanation • Explanation of factors included in entity control risk • analysis of the factors Quest
In brief, teams are not very compatible with the traditional notion of supervisors conducting annual performance appraisals for individuals. This is because supervisors often have
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