Human Resources

Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major job requirements.

The benefits of human resource planning is that a company knows their needs for staff ahead of time. This allows the company to hire the best people before they are needed and move people within the company as needed.

Production is the process of converting inputs into outputs through various operations. All the operations which demands consumption of resources together known as manufacturing. Both the terms are used interchangeably yet both are different axioms.

The difference is in the raw material.

In production, the raw material is not procured from outside, the company owns it and after processing and make the final product.

But in Manufacturing, the company procures the raw material from outside, and then makes the final product.

manufacturing is a process of converting raw material in to finished product by using various processes,machines and energy.it is a narrow term.

production is a process of converting inputs in to outputs.it is a broder term.

every type of manufacturing can be production, but every production is not a manufacturing.

exa- making of a turbine by various processes is manufacturing

assemble the various parts to make an engine is production not manufacturing.

Manufacturing isn't just when producing the product, it includes other stages such as design, sales, management and marketing

A budget gives you an idea of where you can spend or invest and how much.

Working out estimates inline with available resources and the benchmark of the firm

I recently had this happen and it was horrible. I took a few minutes to calm down and called their supervisor to explain everything. I kept a record of what happened and now I am looking for a new job because I doubt things will change. Now the boss knows if he needs to tell me something there has to be a witness. It's uncomfortable but what he did was inappropriate and it is now clear that nobody is allowed to talk to me like that no matter what.

1) Analysing the organisational plan

2) Forecasting the demand of HR

3) Forecating the demand of supply

4) Making an estimate of the net human resource

5) preparing the action plan

6) Audit

In terms of the Ulrich framework, the participant organizations were strongest in the role of employee champion. All of the sample organizations displayed a strong focus on supporting the rights and needs of employee. This focus was evidenced by rigorous and innovative policies and programs in the areas of occupational health and safety, grievances, work-life balance, diversity, and employee assistance (amongst others). The high level attention given by HR to the rights and needs of employees and the need to provide fair and reasonable treatment seems to be influenced by factors such as the high degree of unionization and union involvement in sample organizations, the 'fishbowl' aspect of the public sector resulting in a concern around 'being seen to be doing the right thing', and a focus in legislation (such as in the form of the employment principles set out by the Public Sector Management and Employment Act) on employee rights. However, in some focus groups employees expressed a desire to be better understood by HR. Aspects limiting HR's capacity for a greater understanding of employees included a limited ability for regular face-to-face contact with staff. This may be due to insufficient numbers of HR staff, HR structures that centralize HR staff and limit the connection to the business units, a disconnect between the working hours of HR and other staff (e.g. where there are high numbers of shift workers), and the location of employees over a large geographical area.

The three important concepts regarding electrostatics are Coulomb's Law, electric field, and electric potential. Coulomb's Law describes the force between two charged objects, stating that the force is directly proportional to the product of their charges and inversely proportional to the square of the distance between them. The electric field represents the influence of a charge in the space around it, indicating the force a positive test charge would experience per unit charge. Electric potential, or voltage, measures the potential energy per unit charge at a point in an electric field, reflecting the work done to move a charge from a reference point to that location.

Dietary fibers are the indigestible portion of plant foods that move food through the digestive system, absorbing water and making defecation easier

Centralized Organization is a type of organisation where all decision are made by the top manegement to bottom. No autonomy to sub groups

Mental resources is a term used in psychology to quantify the amount of "processing power" a human brain has. In cognitive psychology, the working memory is synonymous with mental resources, and is separate from the long term memory. This concept is essential to most psychology research involving learning, and is an integral part of Cognitive Load Theory.
As a benchmark, research by G.A Miller has shown that the average person can hold 7 plus or minus 2 numbers at a time in their working memory.

When your pay practices are similar to the practices of other organizations competing for the same talent, then your program is said to be competitive or externally equitable.

There is not a really big difference between Human Resource Management and Personnel Management, in actual fact "Human Resources" have largely replaced the term "Personnel Management".

Human Resource Management is basically much broader in scope than Personnel Management.

Human Resource Management could be described in two ways. Strategic and Proactive. The reason being that there strategies are ongoing and they constantly work towards managing and developing an organisations workforce. It can be seen as Proactive because of their continuous development and functions to improve the company's workforce.

Human Resource Management is the type of Management where almost everybody in Managing Position can play a part in Training and Development. They aim to have many different Managers in various departments with the necessary skills to handle employee tasks at hand.

Personnel Management can be described as reactive. The reason why I would say this is because of the way they operate. An example of this would be that they respond to demands and concerns as they are presented.

Personnel Management could also be seen as a independent way of managing. It is a sole responsibility of the organisation.

Quoted: "When a difference between personnel management and human resources is recognized, human resources is described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.

Personnel management can include administrative tasks that are both traditional and routine. It can be described as reactive, providing a response to demands and concerns as they are presented. By contrast, human resources involves ongoing strategies to manage and develop an organization's workforce. It is proactive, as it involves the continuous development of functions and policies for the purposes of improving a company's workforce.

Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organization's personnel department. With human resources, all of an organization's managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks.

As far as motivators are concerned, personnel management typically seeks to motivate employees with such things as compensation, bonuses, rewards, and the simplification of work responsibilities. From the personnel management point of view, employee satisfaction provides the motivation necessary to improve job performance. The opposite is true of human resources. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators."

Human Relations management focuses on building positive relationships between employees and fostering a supportive work environment, which can lead to higher job satisfaction and increased employee morale. In contrast, scientific management primarily focuses on optimizing efficiency and productivity through standardized procedures and tasks, which may lead to employee dissatisfaction and burnout. Overall, Human Relations management is considered better as it promotes employee well-being and engagement.

i just want some sample question paper for attending the interview

It takes more than just motivation to improve productivity. It takes seeing employees as human beings first, employees second. Trust from the employer and one deceitful act will cost the employer plenty in the end. My husband and I run a crew of over 30 men and that's how we work it. There is the odd one that will take advantage on a given situation, but on the whole it works very well. With those that take advantage they are hauled into my husband's office and given ultimatums .... consider yourself lucky, do your job or you're out the door. Kindness and sternness go well hand in hand. To motivate people you basically have to give them a goal and at the end of that goal there has always got to be a reward. This world is all about money and not much else so bonus' are well accepted or extra time off for a job well done. Many companies today don't really seem to care and will not treat their employees well. It's actually a very unintelligent way to run a business be it a small or large organization. If you don't treat the people working for you fairly then you lose productivity, loyalty and may lose some good people to other companies.

A learning organization is the business term given to a company that provides the learning of its members and continuously transforms itself.

Inter-organizational partnerships refers to cooperation between different entities or firms. These partnerships may be aimed at making business much easier and successful.

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this is what Blacklisting is in INDIANA: IC 22-5-3 Chapter 3. Blacklisting IC 22-5-3-1 Disclosure of information after employee's discharge Sec. 1. (a) A person who, after having discharged any employee from his service, prevents the discharged employee from obtaining employment with any other person commits a Class C infraction and is liable in penal damages to the discharged employee to be recovered by civil action; but this subsection does not prohibit a person from informing, in writing, any other person to whom the discharged employee has applied for employment a truthful statement of the reasons for the discharge. (b) An employer that discloses information about a current or former employee is immune from civil liability for the disclosure and the consequences proximately caused by the disclosure, unless it is proven by a preponderance of the evidence that the information disclosed was known to be false at the time the disclosure was made. (c) Upon written request by the prospective employee, the prospective employer will provide copies of any written communications from current or former employers that may affect the employee's possibility of employment with the prospective employer. The request must be received by the prospective employer not later than thirty (30) days after the application for employment is made to the prospective employer. (Formerly: Acts 1889, c.166, s.1.) As amended by Acts 1978, P.L.2, SEC.2227; P.L.218-1995, SEC.1. As I've never actually understood how a blacklist the type of which you suggest would operate...perhaps you can elaborate? You don't really think a group of employers, competing with each other over everything, get together regularly and say..."OK..here's a good employee I had but don't like...so, even though he'd be good for your business, none of you hire him as a favor to me....", do you? OK, I mean, how can you tell if a former employer is blacklisting (giving a bad reference)????

Understand please, "blacklisting" and giving a professional reference that isn't positive ARE 2 different things. Blacklisting is a term that really originated in Hollywood during the McCarty era. Writer, actors, directors, etc., who refused to co-operate with the anti-communist hysteria, or were even thought to maybe have been associated with someone that was a "communist", were listed and blatantly told "you won't work here anymore" and the studio heads all agreed to do so - even though their professional abilities were unquestioned - even considered exceptional. See link. To answer your question most directly though...there are a number of services that for a modest fee will check your references or you - as a prospective employer might - and report on what is actually being said. However, if an employer is saying that he didn't like your work, thought you were a drunk, incompetent, etc., there really isn't much you can do about it. And if it is what he believes, well anything less would be untruthful. (And I guess as someone seemingly insists I add, in Indiana it appears, if you knowingly lie and say bad things as a reference about someone, it may be called blacklisting). If someone can prove the (almost impossible) that you really knew it was a complete lie I guess you can be subject to some type of action.
Your best course of action is to not list them as a reference and if it is required, try to gear any prospective employer to disregard what they may say - hopefully by providing insight as to why the facts prove different than what the individuals comments may be - like you were given 3 raises and a promotion while you were there.
Two other ideas: If you were given written performance reviews, bring and provide them at the interview. If the reviews show you were rated well on paper and now wants to say something different...it tends to support the employers opinion may be biased. Also, if the Co has a Human Resources dept., make them the contact. Most companys policy is only to confirm dates of employment, salary range and basic things like that (to avoid any possible legal/publicity problems). HR people are very skilled at doing this, even though the caller is trying to get more out of them.

NASA created the first human factors/CRM workshop in 1979. Frank Hawkins also created a human factors training program in 1984 for Royal Dutch Airlines/KLM.

Crew Resource Management edited by Kanki, Helmreich, and Anca. 2010

HR can set the tone for an entire company. They regulate and smooth out many different types of situations between management and workers. They also can improve morale if they do their job right.

Under the most recent laws in the US, the check funds will be pulled from your account within a day or two. The process to receive funds takes a little bit longer.

They can only state whether you worked there and what dates.