Human Resources

The best way to deal with ambiguity is to have a manager explain the process to you. When you do this, they will be able to answer any questions you may have.

none of your buisness

The concept of internationalization

When you Are mean and cruel to others.

I have not received the tax forms for the end of year Kodak retirement benefits that I received for last year. Are they in the mail"

legitimate, clientela, parantela, and illegitimate, and they are spelled correctly.

Human resources management generally refers to all aspects of HR. Human resources development is a subset of human resources management and focuses on building capabilities (through training, mentoring, etc.).

Human reorce management deals with everything(payroll, erformance appraisal, HR welfare, tradeunion, etc) relate to HR. Human resource development deals with the enhancement of the capabilities, knowledge and skills of the human resource(employees) with the help of training, counselling, motivation activities,learning,etc)

yes

There are many challenges to human resource management. A major issue is being able to handle all of the important complaints while providing for employees' needs.

Cultural differences can cause misunderstandings and conflict in the workplace. Understanding cultural diversity can prevent this.

It means the morality implied by something, like how the right to privacy is implied by the Constitution.

Or the moral(s) that aren't specifically stated by something. For example, the ethical implications of a policy that encouraged frequent lay-offs would be something harsh, like "survival of the fittest" or worse, like "social Darwinism."

Ethical implications is how the possible outcomes of a situation will affect everyone's best interests.

ORGANIZATIONAL IMPROVEMENT AND STRATEGYFor the organization to be effective, the vision contained in the organization's strategy must be concerned with the overall task of the organization. There have been many descriptions of this task. However, for our purposes the description generated by Igor Ansoff will serve best. This states that the overall task of the organization is that of arranging, managing and controlling the 'resource conversion process in such a WA as to optimize the attainment of the objectives.'

For profit-making organizations, these objectives will be concerned with a complex mixture of often conflicting issues such as profit maximization, growth, revenue increase and power. Non-profit-making organizations will be concerned with an equally complex mixture which might include service provision, resource maximization, influence etc.

Whatever the nature or detail of these objectives might be, they are all concerned with gain. The common presence of this gain in the strategy of all organizations means that we begin to view strategy as an organization improvement process. This is so because the strategy or vision of an organization and the decision taken to arrive at it, represent, a deliberate and conscious attempt to improve outcome of the actions or performance of the organization.

These strategic decisions can be described as generating the framework within which performance improvement can take place. What certainly is true that the absence of organization strategy will mean that any effect at performance improvement might be short lived, in conflict with each other or even irrelevant.

 There is a need for well defined strategy for improving organization for achieving objectives of business and mutuality.

 Strategy can provide a steering force for organization improvement.

 Whether explicitly thought over, written or not in practice strategic decisions are taken by management for organizational improvement, as they are required for healthy existence and growth of the organization.

Make it up to suit whatever your argument might be. Wrap around it a large dose of economistic double talk so that you sound clever and nobody is brave enough to question your predetermined conclusions.

An example of a price ceiling could be in the 1970's the government controlled the prices of gasoline, causing shortages.

Another example is the price ceiling on rent specially after second world war when soldiers were free and they were going to make families and it is still in the practice

one more example is the prices of "rotti" in Pakistan govt set the price RS 2.00 per rotti which is low than the equilibrium price

Diminished Marginal Utility is the lack of satisfaction a person receives from using a product repeatedly.

describe different managerial roles

No

''Human resources'' is a term in which many organizations describe the combination of traditionally administrative personnel functions with performance management, employee relations and resource planning. The field draws upon concepts developed in Industrial/Organizational Psychology. Human resources has at least two related interpretations depending on context. The original usage derives from political economy and Economics, where it was traditionally called labor, one of four factors of production. The more common usage within corporations and businesses refers to the individuals within the firm, and to the portion of the firm's organization that deals with hiring, firing, training, and other personnel issues. This article addresses both definitions.

The fancy word for "people." The human resources department within an organization, years ago known as the "personnel department," manages the administrative aspects of the employees.

'''Human Resources - HR (department)'''

The company department charged with finding, screening, recruiting and training job applicants, as well as administering employee-benefit programs.

As companies reorganize to gain competitive edge, human resources plays a key role in helping companies deal with a fast-changing competitive environment and the greater demand for quality employees. Research conducted by The Conference Board has found six key people-related activities that human resources completes to add value to a company:

1. Effectively managing and utilizing people.

2. Trying performance appraisal and compensation to competencies.

3. Developing competencies that enhance individual and organizational performance.

4. Increasing the innovation, creativity and flexibility necessary to enhance competitiveness.

5. Applying new approaches to work process design, succession planning, career development and inter-organizational mobility.

6. Managing the implementation and integration of technology through improved staffing, training and communication with employees.

The main Goal that i think is that i should have to give my 100 % in the interview and also try to satisfy the concern person with my skills.

Differentiation advantage

staff authority

Short answer; you can't. It's utterly impossible to perform any act which will guarantee ethical behaviour throughout the organization. You can fool yourself using the 'Marijuana Method'. If we make marijuana legal, then all the crime attaching it disappears!!! Solution!!! This translates into things like announcing 'If you need paper, staplers or staples at home, just take them', this eliminates your 'pilferage problem' by legalizing pilferage. This is, of course, just playing with definitions. The best you can do is demo by example, from the VERY top. If the Big Boss is seen to be ethical, honest and behaving with integrity All The Time, then it will gradually percolate down through the organization. If you have the unenviable position of being on the Ethics Committee, focus your energy on the CEO and make him a stakeholder in the process. Make him understand that if he is seen taking home just one package of computer paper, he's sabotaged all your Ethical policy meetings for at least a year. For the rest of it, you have to be able to content yourslf that 'it's not as bad as it could be'.

no, anything on a employee is confidential. but if someone calls and ask "is Jane doe there? they can say "yes," and ask if you would like to leave a message. but they don't have to give out any data if they don't want to.

Have to, no. Can, yes.

Because of many potential problems, many employers today as a matter of policy, will only agree to confirm you were an employee and the dates of your employment. (And virtually all go at least that far).

Also, consider form many it may be better that an employer states they do not provide references or information on past employees as a matter of policy...than give what they feel is an honest response (that may not be complimentary).

Potential appraisal helps to identify what can happen in future so that it can be guided and directed towards the achievement of individual and organizational growth and goals. Therefore, potential should be included as a part of the Performance appraisal in organisations.