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Question 1:
(i) Why and how may self-managed teams and groups be effective? What makes them attractive and unattractive to management and to the individual employee?
(ii) How do cultures differ in their values regarding the use of authority and power amongst the US and Japanese organizations? What could be the implications of these differences?
Question 2:
Critically evaluate the view that with tremendous pressures on cost-cutting, outsourcing, delayering and downsizing, learning organisations are no longer crucial for organisational survival.
Question 3:
(i) " With rapid technological changes in every industry, Training Needs Analyses (TNAs) as an effective tool for people development are no longer justifiable". Critically evaluate the validity of this statement.
(ii) On-the-job training for production workers, although widely used, has a number of deficiencies. What alternative procedures may be used to overcome them?
Egoism: The best long-term interest for the moral actor (The person/organisation making the decision or taking an action) Egoism is a Consequentialist theory so positive an
On successful completion of this unit, students should be able to: 1. Explain the role of human resource (HR) managers and their part in achieving organisational goals.
A staffing service that is contracted to presume the employers everyday jobs and risk for his/her employees. Employees are lawfully co-employed through the PEO. The PEO is accounta
Q. What is Confidential report method? Confidential report method: Confidential report method each employee is rates confidently be one or more senior officers for his performa
QUESTION 1 Teachers are in effect agents of capitalism who through their classroom work reproduce the exploitative relations of capitalism. They produce pupil 'types' who will
Human resource research: it is the process of evaluating the effectiveness of human resources policies and practises and developing more appropriate ones. It includes: a. Condu
Question 1: It is an offence to dismiss an employee or reduce his remuneration or make any change in his conditions of employment on account of trade union membership or union
“Effective Human Resources Management depends upon sound reward system”. Comment.
Disadvantages of BARS: a. It is very time consuming and expensive to develop BARS for the every job. b. Behaviours used are more activity oriented than result oriented. Seve
i want to ask that what is validity and reliabilty in hrm?
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