Training is the act of increasing the knowledge and skills of an employee for performing the job assigned to him. It is a short-term process. After an employee is selected, placed and introduced in an organization he must be provided with training facilities so that he can perform his job efficiently and effectively.

Development is a long-term educational process utilizing an organized and systematic procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose. It covers not only those activities which improve job performance but also those activities which improves the personality of an employee.

A summary of qualifications can be used at the beginning of a resume instead of a resume objective statement. A summary of qualifications is usually a two or three line paragraph that states your experience as well as some skills you may be proficient at. This kind of summary works well with the combination resume format or the functional resume format.

Personal skill development is important at every level of your career and your personal life as well. Today's work forum is constantly changing. To stay with the current trends and growth areas, you must have a realistic appreciation of your current personal skills, improve upon those that are the highest demand and at the same time learn new skills. Those who are the most successful have learned how to get and use skills on new demands. These are the people who will journey the farthest.

Effective HRM decreases cost of production and increases the profit of a company. We say effective in the manner that employees' morale is in its' peak to be able to carry out job well. In this situation, it leads the organization to have a reduction of the wages based on time, effort, and resources because employees do job very well. It also causes the employees to have harmony in the workplace which causes them to accomplish more work or yield to increase in output which offer more profits as well.

A human resource is either: humans who have skills to be sold (doctor/scientist)

lots of peole who make products to be sold

These are both human resources because they involve humans (obviously), either one can be used depending on the type of question, or the text it is included in.

we learnt about this in school, so this is the true definition! :)

According to SHRM, the comparative method is when the appraiser directly compares the performance of each employee with that of others. Some comparative methods are Ranking, Paired Comparison and Forced Distribution.

sales line

Job knowledge: 3

Quality of work: 3

Sense of Responsibility: 3

Following Instructions: 4

Attitude Towards Work: 3

Customer Service Skills: 3

Relationship with Others: 4

Conduct / Behaviour: 4

Attendance at Work: 2

General Appearance : 3

total points 32.

Decide what you are looking for a write up a job description for the position. Post the description on job websites. Review the candidates and select ones to interview. Interview and then make an offer.

a) Conduct a job analysis by asking incumbents to complete a position information questionnaire(PIQ). This can be provided for incumbents to complete, or used as a basis for conducting one-on-one interviews using the PIQ as a guide. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs.

b) Using the results of the job analysis, a competency based job description

is developed. It is developed after carefully analyzing the input from

the represented group of incumbents and converting it to standard

competencies.

c) With a competency based job description, mapping the competencies can be done. The competencies of the respective job description become factors for assessment on the performance evaluation. Using competencies will help to perform more objective evaluations based on displayed or not displayed behaviors.

d) Taking the competency mapping one step further, one can use the results of one's evaluation to identify in what competencies individuals need additional development or training. This will help in focusing on training needs required to achieve the goals of the position and company and help the employees develop toward the ultimate success of the organization.

examples of human resources are as follows:-

1. bridges

2. buildings

3. table, chair

4. dresses, etc.

Approach to be followed in conflict resolution include problem identification, providing different options, choosing the best solution, agreement between the parties involved, implementation of the solution and making a follow up. Different conflict resolution methods may be used.

It's because women are discriminated because of their gender. Though it is much better now, there are still some problems that needs to be fixed. There are still some areas in education that does not allow females.

Even though that is true, more women graduate from college than men.

To implement strategic planning and lead as a team

employee’s work results and behaviors, significant discussions related to employee’s work, and development plans

To motivate and control employees, managers should use a motivation based on that particular industry or business and also based on the employee themselves. Some employees need very gentle motivation and others need to be under pressure to work their best.

DOT Class 1 is for explosives and is divided into six divisions.

MBO is a process of agreeing upon objectives of the organisation so that management and employees agree to the objective and understand them in the context of long-run.

This performance management system introduced SMART criteria which is an acronym for:

S Specific

M Measurable

A Attainable

R Realistic

T Time bound

Thus MBO provides guidline and hence enhances the performance of the workforce since it integrates the objcectives of the organistaion and inividuals.

FEATURES:

- It integrates the corporate objectives with that of individuals'.

- The use of objectives provides a basis for measurement.

- It is management by agreement rather than management by command.

- It requires employees to manage their own performance.

It provides coordination of

- Long-term goals with short term

- Plans of the junior workforce with the plans of senior management

- The working between departments.

Training and development an affect employees and depending on the type of training received can depend on the impact. For the most part when there is a positive introduction to training and development the employees greatly benefit.

When any organization start to visionize their business, their first priority is to hier competent work force means right person on the right job after that this man power decide about other tangible and intangible resources, where to get? how to get? how to manage efficiently?what modification required?. essencely, other resources depends on human resource without which they are worthless because if their would be no human then who will plan, organize, or monitor the other resources. The manager is recocnized as a holder of organization by his knowledge and art.

the running of these arts and knowledge needs supporter which called staffs and are human resource of the an organization.

HR can improve the level of managment ,be helper to increase the efficiency,and let the manager to be effective.

How can manage the HR would be a very important rule during period of management.

So Human resource is as a strategic assets of an organization.

With out co-operation of HR there are NO:

1-compony for plans 2-helper for executive program 3-running the aims and getting

the feedbacks 4-support of efficiency 5-making the product attraction for cosumer point of view

Why human resource management is important for an organization? I try to answer briefly:

The manager is recocnized as a holder of organization by his knowledge and art.

the running of these arts and knowledge needs supporter which called staffs and are human resource of the an organization.

HR can improve the level of managment ,be helper to increase the efficiency,and let the manager to be effective.

How can manage the HR would be a very important rule during period of management.

So Human resource is as a strategic assets of an organization.

With out co-operation of HR there are NO:

1-compony for plans 2-helper for executive program 3-running the aims and getting

the feedbacks 4-support of efficiency 5-making the product attraction for cosumer point of view

Measuring an employee's performance against established standards.

This process assesses employee job traits and/or behaviors. Included in this group are the following methods: the critical incident appraisal, the checklist, the graphic rating scale, forced choice, and behaviorally anchored rating scales.

Organizational studies, organizational behavior, and organizational approach is the systematic study and careful application of knowledge about how people - as individuals and as groups - act within organizations. Organizational Behavior Approaches Organizational behavior, as we have been showing in the previous articles, relates to the relationship between employees and the employers in an organization. Both are working towards the realization of the goals and objectives of any organization, and a close and fruitful coordination between the two is one of the major factors towards this realization. Organizational behavior approaches are a result of the research done by experts in this field. These experts studied and attempted to quantify research done about actions and reactions of employees, with regard to their work environments. It is a field that has begun developing only recently and new approaches and results are being expounded everyday, as more and more data comes to the forefront. There are various aspects of these theories, since each one deals with complex human behavior. The most important ones are the approaches about motivation. All of them are aimed towards motivating the members of the organization into optimizing their performance and thereby resulting in better and more improved performances. The more popular theories in this field are: Alderfer's approach of motivation Herzberg's approach Expectancy approach Maslow's approach In the field of Leadership, the most commonly followed theories are Houses Path-Goal approach and McGregor's approach X and approach Y. As we begin to understand the importance of leaders and their role in an organization, the study of leadership theories assumes greater importance. Selecting a good leader is possible only if you understand the qualities and the strategies that a good leader needs to adopt. Another approach that is being studied in greater depth is the communication approach. Since organizational behavior is concerned mainly with interpersonal relationships, communication or the lack of it, is being studied in great depth. Effective communication has become an influential tool in the overall running of any organization. Group theories are also an important component of any organizational behavior study. The dynamics of group behavior and of the formation and cohesiveness of any group need to be understood and implemented well, in order to achieve a harmonious working environment. It is a complex series of equations and analysis that leads to the formation of any theories, and each approach normally has many variable factors which are a part of its basis. Hence, it is important to realize that these theories are a necessary part of any study of organizational behavior, but that they are fluid and will change as new research comes up.

listen the prof to be a fast learner

There are many different kinds of work attitudes. For example, there is the 'job doer,' who is passionate about their work and focuses most of their attention on work related subjects. Another example is the 'job doer,' who works for the benefits, and not for the job itself. They may burn out in their career eventually. One more example is the 'job hater,' who is also working for the benefits, but they do a lot of complaining and are generally miserable on the job.

An advantage of job design include forming a systematic approach that enables workers to know what is expected. a disadvantage of job design is that it could be time consuming to plan and implement.