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Question 1:
(a) Distinguish between Personnel Management and Human Resources Management. Illustrate your answer with relevant examples in a company.
(b) "Human Resources are nowadays considered, to be Assets of an organisation". Discuss this statement in the context of Strategic Human Resources Management.
Question 2:
(a) What is Recruitment and Selection?
This process must be cost-effective to an organisation, what are the reasons for it.
(b) What are the main sources of Recruitment?
What are their advantages and disadvantages?
Explain Downward, Upward and Horizontal Flow of Communication? i) Downward flow - flows from executives to employees, sharing executive decisions and providing information that
My very first instinct while taking the poll was to choose that yes, the employer could pass the cost on to the employee, and no, it wasn't illegal! But, as others have pointed out
Explain the Structure of Business Letters? Usually to convey information from one organization to another. All business letters include standard elements. The layou
Q. Show Basic Objectives of the human resource development ? Objectives of the human resource development: the prime objective of the human resource development is to facilit
Q. Explain Human resource audit? Human resource audit: Human resource audit refers to an examination and evaluation of policies, procedures and practises to determine the effec
Purpose of organization Organizations are started for a purpose(s) and to accomplish these purposes, organizations employ both human and non human resources. The human resource
Q. What do you mean by Application pool ? Application pool: whatever the method of recruitment is adopted, the ultimate objective is to attract as many candidates as possible s
“Discuss the implications of individual freedom and organisational control to the future organisation.”
Define the Negative and Positive Feedback? Negative - not necessarily detrimental to receiver, depends on how feedback is provided. Positive - from superiors / peers
Evaluate guest model of HRM in relationship to modern organisations
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