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Human Resources
Human Resources (HR) is responsible for the implementation of policies and strategies relating to the management of people in an organization. Its key functions include recruitment and selection; employee recordkeeping; compensation and employee benefit management; and training and development.
2,946 Questions
How do human resources recruit?
Some of the strategies used by the company for recruiting are:
- In some cases companies recruit by posting the job on the company website and wait for the applicants to apply for that particular opening.
- Job boards play an important role in recruiting candidates. Job seekers can make profile on these sites and apply for the job openings.
- Some companies also place their ads on newspaper which is a good source to apply for job.
- Employees can refer their friends or family for the job opening.
- Social Media is is the great way to attract the potential candidates.
- Some employers till now follow the walk in interview procedure.
Human resource is a key function of any organization including a human services organization. Human resources helps in achievement of the strategic goals not directly but indirectly as it helps the organization in getting the right people with the right qualifications and experience. These people are then helpful in achieving the strategic goals of the organization.
induction means introducing the new employee in the organisation,means when a new employee enters in the organisation he is told about the company's policies and rules. by - varun nayyar sunny gupta MBA students jims
The study of human relations is very important in the workplace. It helps people grow not only professionally but also personally.
How managers should behave to motivate and control employees?
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.
Importance of human resource management?
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
If I wanted to work in Human Relations I would tell my employer that in my opinion I have a lot of experience in this field and I am sure that in working with the Union or Association that together we could make great strides in helping workers over come any bad experiences that they may be having. That as a Human Relations Officer it would be my goal to keep the workers as happy as possible.
What is the phone number for Office Depot Human Resources?
Human Resources is 866-698-4347 At-home services RSW is 770-795-6500 (not toll-free)
What are examples of a Primary Job?
- cattle rancher
- farming
- cotton farmer
- fruit picker
- mining
- fishing/trawling
- lumber jack
there are loads think of what type of jobs do developing countries mostly have
How will this scholarship contribute to the organisation's human resource development needs?
Surely the schlorship will contribute to the organization's human development needs by equiping the methods and skills which one cannot attain in ones home country due to some unavoidable reasons. Exposure to foreign world how they tackle problem in some particular conditions, are learnt only when an individual get a chance to have study abroad.
Should you check YES or NO if an application askes if they may contact your current employer?
You can give permission to contact your present employer only if an offer is made. Advise employer you will not permit prior to an offer being made, but certainly afterwards. This protects you either way.
AnswerI'd say it depends on your situation. If you're working part-time while hunting for a full time "real" job, your current employer should be (obviously) aware that you NEED a full time job and should be nice enough to give you the reference. And always tell your current employer (if you're part time) that you intned to keep the PT job whether you intend to or not. But be courteous, always give two week's notice lest you be damned to hell for all eternity and lose that potentially good reference.
All depends on your relation with the current employer , if you go out to get pissed couple times a week with him, then let your potential employer contact him.
What are the signs of employees lack of motivation at work?
Greatly frustrated people may act violently. Blaming them only adds to their problems and makes the situation worse. Like all other kinds of behavior, frustration has a cause. Effective leaders know they must seek out and remove that cause (or causes) in order to correct the condition. When leaders know the symptoms, they can seek the causes. Any signs of frustration should signal alert leaders to attempt an adjustment. In individual cases, effective leaders learn the early background and history of the person. An intimate understanding of the personality traits of the worker, as well as attitudes, helps to explain many of the causes. Leaders must, of course, gain the person's confidence in order to help. People react to frustration in several ways. Effective leaders often spot the symptoms easily because frustrated people usually adopt one of these modes of behaviour: · attack · withdrawal · detour · resignation. Let's see how each of these works. 1. Attack Behaviour Attack often takes the form of verbal abuse rather than physical violence. When frustrated people fear those whom they think have caused the difficulty, they try to smear their enemies' reputations through rumours or gossip. Many wild rumours circulate in organizations by frustrated individuals who are trying to get even. The attack phase of frustration comes out by several kinds of aggressive behaviour, such as: · Unreasonably criticizing the boss/bosses or the organization · Damaging equipment · Spoiling and wasting materials · Excessive absenteeism · Constant/frequent complaining · Hostility toward fellow employees · Spreading wild rumours and malicious gossip. Managers use attack behaviour when they · Inflict heavy penalties · Strongly discipline for minor infractions · Blame employees for managerial errors. Important: If you want to be an effective leader, you must · learn to recognize attack behaviour · determine the real cause · ask yourself, is there genuine basis for dissatisfaction? 2. Withdrawal Behaviour Withdrawal involves escaping or leaving the field of action. This often takes the form of unwillingness to accept new responsibilities. Other common signs: · horseplay · frequent complaints · absenteeism.
How many people typically working on an oil rig?
They vary depending on what kind they are. Some could have 2-3 or 200-300! ☺☻☺
The lumberjacks are a very strong and hardy group of people (both men and women) who work in the forest to harvest, trim and prepare the logs for the saw mill. This is extremely dangerous work done in all kinds of weather (even in the winter time) where they are using specialized equipment to cut down trees, remove them from the forest and transport them to holding areas.
Their lives are not easy. They live in camps near in the forest and eat together and sleep in dormitories. Have little privacy and work very long and difficult hours. They get up before the sun, eat a hearty breakfast, then go into the forest to work. They break for lunch while in the forest and then do not return to camp until dark. Once back in camp they have a hearty dinner and then are responsible for maintaining their equipment and repairing the machinery they use. Due to t he vast quantities of lumber used, a day lost due to equipment failure can cost a lot of money so maintenance is very important.
Difference between hr generalist and hr specialist?
In today's world, and in many companies - there is NO difference. Much like many titles, it really essentially depends on what your company wants you to do. Many HR "coordinators" are also "administrators", it is easy enough to tie the two together. Essentially, a coordinator is one who coordinates between a group of people and/or departments, and an administrator ensures that all functions according to set company standards, or practices. Regardless, both are in administration, and more often that not, "coordinator" and "administrator" are dolled-up words for "assistant".
What is Selection as an HR function?
HR selection process is the tactically considered routine approach developed by human resources professionals and implemented by organizations when recruiting, evaluating new employees. HR managers have developed selection tools such as application screening depending upon the previous career experience, educational qualification, leadership qualities etc. The eventual goal of selection is to take candidate into service who is the best possible match for the culture of the company and job duties. This makes developing and using the right selection tools effectively to align candidate with the organizational prospects.
What is the difference between a centralized and decentralized organization?
dan evans is a melt
Dissertation topics on human resource management?
these are as follows:
- Role of Training and Development in any organization
- Effects of Organizational change
- Why HR department is necessary for an organization
- Role of HR department in an organization's growth
- etc, etc.
reply for more
Is human resource a land resource?
human resource can make use of
land and capital. Land and capital cannot
become useful on its own.
How does an educated population contribute to the success of a country?
Education is truly the key to development in any country. Those that are educated can solve a country's problems. Those with increased education can improve the country's infrastructure, economy, etc. and so forth. Education can also improve health: as children learn how to keep themselves healthy and others healthy, they will pass that knowledge on to their future children. Death rates can decrease through education when citizens learn how to handle disease and illness properly, as well as daily hygiene.
One problem that can emerge, however, is brain drain. Often times, those that become educated in developing countries will leave their country for more developed countries (such as the UK or US) to further their studies or just to live their. When this happens, the developing country will experience a brain drain because the educated people will have left.
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call center is a firm that takes upon itself the responsibility of handling telephone calls of a big company that has a huge customer database but doesn't want to invest in the staff required to handle customer calls. For example, when you call up for airline reservations, directory assistance or PC breakdown help, the calls will most likely be handled by a call center. Here are the top 5 call center interview questions and how you must prepare for them:
1. Question: Tell us about your previous call center work experience and describe the manner in which you serviced the customers?
This question may be thrown at you in the middle of the interview and you must be prepared for it. Before heading for any call center job interview, you must always review your past work experience and note down the highlights.
Also, call centers look for team players, so focus on the successes you achieved with a team and talk about the achievements as being part of a team effort, not as your personal achievements. As far as the customer service part goes, you have to lay it down straight - tell your prospective employers about how you handled customers without any fiction thrown in.
2. Question: Are you proficient in using different software? What are your computer skills?
All call centers use net telephony because it is cheaper than using land lines. Next, all call centers have a customer database and you must figure out what software is used for maintaining a customer database across different call centers.
Then there are the log files, which have to be created after every call is answered. Finally, there are the usual applications such as MS Word, Excel, etc. Figure out all these software before you go for the interview.
3. Question: This is not really a question, but the interviewer/s will be judging you by your communication skills, the way you deliver your lines and by your grammar.
So, when you are speaking in the interview, remember to speak in a clear and concise way and pick and choose your words. Use short sentences and deliver them in a slow, patient manner.
4. Question: What does a call center mean to you?
This question may seem harmless, but its connotations are huge. The interviewer is trying to gauge your seriousness and commitment to the job and this question is a standard call center interview question.
Remember, you have to reply to this question in all seriousness and earnestness - never ever give the impression to the interviewer that you are taking the job just until you get a better one or for fun and profit. Be serious and say in a formal voice that you want to make a career out of working in a call center.
5. Question: Describe the importance of teamwork and team spirit?
All call centers thrive on team spirit and if they get a whiff that you are a loner and will turn hostile while working in a team, they won't hire you. So, go ahead and pick up some management books that expound the virtues of teamwork and lay it on thick during the interview.
These are the top 5 call center interview questions you can expect to be asked. If you have applied for a technical job, then expect the questions to focus on the technical subject with all the others questions being mainly fluff.
A call center manager's interview questions will mostly focus on team building, team spirit and man-management skills. So, whatever job it is that you have applied for: prepare in the manner we have advised you and you will come up trumps.
What is the conclusion of training and development?
Conclusion of training and development can have different meanings for different businesses. Generally speaking training and development expands the knowledge of employees in the career of their choice.
Computer application in Human resource management?
Human resource software that tracks when employees clock in and clock out is a good example of the use of computers in human resource management. Another example is the system used to print payroll checks.
What are the functions of a good HR executive?
HR Executive has to perform duties on all aspects of HRM including
Performance Management
Leadership Development
Compensation & Benefits
Learning & Development
Employee Engagement
Employee Relations
Payroll Administration
Benefits Administration
HR recruiter has to perform duties on all aspects of Recruitment & Selection
Understanding the requirements
Developing and tracking the Manpower Requisition Forms
Sourcing candidates
Scheduling Interviews
Conducting HR / Technical Interviews
Background verification
Making Job offers &
On Boarding
