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Q. Show Methods or techniques of requirements?
Methods or techniques of requirements: the following are the most commonly used to recruitment people:
Promotions and transfers: this is a method of filling vacancies from within through the transfers and promotions. A transfer is an internal movement within the same grade, from one job to another. It may lead to changes in the duties and responsibilities, working conditions, etc. but not necessarily salary. Promotion, on the other hand, involves movement of employee from a lower level of position to a higher level position accompanied by (usually) changes in duties, responsibilities, status and value. Job posting: Job posting is another way of hiring people from within. In this method, the organization publicized the job openings on the bulletin boards, electronic media and similar outlets.
Employee referrals: Employee referral means using personal contacts to locate job opportunities. It is a recommendation from a current employee regarding a job applicant. The logic behind the employee referral is that "it takes on to know one".
There is an increasing amount of material available on-line through the Internet, and the Web in particular is becoming a very useful tool in research. • The Internet can be use
Question 1: (a) What is a human resource system? Describe its usefulness. (b) Using the concept of a human resource system, explain the supply push and demand pull models us
effective human resources mananagement depends upon sound reward system
steps to be followed
effective HR Management depnds upon sound reward system comment
Name and Discuss the main reasons why some companies do not day sufficient attention to staff induction?
how introduction?
After reading through the Zinnia and ACME scenarios presented on page 225 of the John Budd text (Labor Relations: Striking a Balance), outline an employer strategic level (organizi
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Q. What are the Training methods? Training methods: under these methods the principal of learning by doing is used. These methods are briefly described below: On the job tra
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