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Job evaluation: job analysis helps in the finding the relative worth of a job, based on certain criteria such as degree of difficulty, type of the work done, skills and knowledge needed etc. this in turn assists in to match the mental make -up of the employees.
Discipline: job analysis studies the failure of the workers to meet the required standard of the performance. Corrective measures may be taken in time to avoid untoward situations. In this way, it helps in maintaining discipline in the organization.
Labour relations: job analysis will be helpful in improving labour management relations. It can also be used to resolve disputes and grievances relating to the work load, work procedures etc.
Difference between traditional and realistic job preview: Traditional job preview Realistic job preview 1. Setting unrealistic and high job expectations. Setting realistic j
Reasons why some companies do not pay sufficient attention to staff induction
Q. Show Merits of sources of recruitment? Familiarity: the organization and its employees are familiar to each other. The organization knows the ability and skills of the likel
Does an organisation lead to improve communication and employee efficiency?
effective HRM depends upon sound reward system? comment
Question 1: "Human Resource Management is just a new label for Personnel Management". Discuss. Question 2: (a) Define the term Leadership. (b) Discuss the style o
difference between hrm and hrd
Retention of the HR Function within Organisation Your Executive Directors are proposing to reduce the size of the HR section, or even close the function completely. You are to
Question 1: (a) Discuss on the effectiveness of 360 Degree Feedback by describing of its advantages and disadvantages respectively. (b) Describe the essentials steps that
Importance or benefits of the human resource development: 1. People are major assets and that an organization can make full utilization of the individual potential by providin
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