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Question 1:
(a) Distinguish between monitoring and assessment. Support your answer by giving one example of each.
(b) Write short notes on the two types of assessment.
(c) Discuss the importance of assessment to you, as supervisors.
Question 2:
There are many different styles and theories of leadership which a supervisor/leader we studied in ‘Supervision and Leadership'. Write in detail on any two of them which will assist you in your task as supervisors. Provide evidence from your field of work wherever possible.
Question 3:
(a) Define ‘change'.
(b) Mention the two sources of change.
(c) What are the two forms of change?
(d) Suggest reasons why people fear change and how would you as supervisors assist your staff in overcoming their fear of change.
HR management depends on sound reward sustem explain
Discuss that technological breakthrough has brought a radical changes in HRM.
Need for career planning: Career planning competent persons and to retain them in the organization. 1. To provide suitable promotional opportunities. 2. To enable the emp
Question 1: (a) Describe ‘Performance-Related-Pay' and what are its advantages and disadvantages?. (b) Explain three Performance- Related-Pay Schemes. (c) Briefly outline
discuss the evolution and development of human resource management in Tanzania and both in developed country.
Question : In time of crisis, many organisations cut down their costs in order to stay in business. One of the costs that some organisations will cut first is their training an
Technician's File : Technician file is for you to keep any information that might be of use to you or your successor in the future. The form that it takes is a matter of personal
Consultants and Need for Consulting Services Consultants are professionals with required skill, who can be employed on project basis. Growth of consultant profession is of rece
“Effective Human Resources Management depends upon sound reward system”. Comment
"HRM is relatively new phenomena in Oman, indicating that there are many organizations in both public and private sectors with no HRM departments" (Al Hamadi, 2007). This was t
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