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Question 1:
(a) Consider how your organization, or any organization of your choice, currently identifies the Training needs, i.e., on a deficit basis or looking more towards future needs.
(b) Project yourself into the future and explore the likely skills gaps for individuals in some departments and analyse how do you envisage closing these gaps?
(a) ‘Informal learning is thought to be vastly more effective in building proficiency than more formalized learning methods'. Discuss how far you agree with this statement
(b) "A formal mentoring scheme is useful in an organization." Discuss.
Question 2:
"The traditional view of employee development was very much that it is an expense or cost ... [but] in many organizations, this traditional view of training and development is being challenged."
(a) What are the reasons for this change of attitude?
(b) Describe and justify the principal components of a strategic approach to human resource development.
Role of money in motivation: Money plays an important role in motivation. Managements generally make use of financial incentives like wages and salaries, bonus, retirement ben
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Effective Human Resource Management depends upon sound reward system. Comment
.Should benching be a matter of concern at delta?
Q. Purpose of Motivating personnel? Compensation management aims at motivating personnel for higher productivity. Monetary compensation has its own limitations in motivating p
How can it convert bench into capital?
How does Organizational Behavior help a student of HRM? 2. OB helps to simplify the job' how? 3. without knowledge of OB it is quite impossible to be a good leader' Explain. please
Explain the Contextual Differences - Communication Process Some culture depend on words more than non verbal communication to communicate while other culture use less wor
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
Disciplinary action is the action taken by the supervisor or owner against the any activity of indiscipline by the employee. According to Edwin B. Flippo, "disciplinary action i
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