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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.
Discuss meaning and definition of placement,its importance and problems in detail?
Q. Disadvantages of job rotation ? 1. The employees who want to perform challenging jobs feel frustrated. Even though they are shifted to new positions but it is only a horizon
effective human resources management depends upon sound reward system somment
what is offshoring?what are its advantages and disadvantages?
Suggestions for conducting appraisal reviews: 1. Give the employee a few days notice of the discussion and its purpose. 2. Prepare notes and use the completed performance a
Q. What is the preliminary interview? Preliminary interview: it is generally regarded as exchange of basic information between the candidate and the personnel manager about the
Notes on theories of motivation in a company
Resume Banks Resume bank is a posting opportunities to enter your resume into a database which is reviewed through employers. Costs range from free to as high as $100 for a lim
(a) Explain how women and men use different strengths and styles for decision making and leadership on the common ways: Attitude towards tasks vs. relationships Way of
A commonly used model for the stages teams go through is Tuckman and Jensen's (1977) framework. This stage model is an observation by the authors of the typical life cycle of teams
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