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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.
Crisis Management Obviously, any company hopes not to countenance "situations causing a major business disruption which arouses extensive media coverage" (crisis). The public a
Describe and indicate the management values and international staffing policies and practices applied by the multinationals.
Functions of Human resource development: Human resource development seeks to achieve the goals and objectives of an effective manner through developing the employees of the organi
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Q. Basic Techniques of job design ? Work simplification: in this technique, the job is simplified or specialized. A given job is broken down into small sub sections (making a ca
example of job requirements matrix
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Structured Direct Interviews: The usual type of interview is the structured direct interview. A formal questionnaires consisting of non disguised questions are used for this
Question 1: You are the HR manager of a large organisation and some unit supervisors are complaining about a shortage of human resources in their respective units. Available i
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