Human Resources

Its the next step in my career as an Accountant. I saw the Msc Accounting in the ACCA magazine.

Manufacturing

All the human skills and experts are considered to be human resource.

Thus,a personnel is considered a human resource.Therefore to give honour to personnels, Personnel Office is now called HRD.

This is a BIG ZERO now.

GORIA

A good resource should be believable, factual with a credible reputation.

The author of the resource needs to be someone with vast experience in whatever field and relevant education is essential to make his or her source more trustworthy.

If your boss does not pay you, first review your employment agreement and ensure you understand your payment terms. Then, communicate directly with your boss or HR department to address the issue calmly and professionally. If the problem persists, document your communications and consider seeking advice from a labor union or legal professional to explore your options for recourse.

Probably not, Considering the fact that its a over the counter drug, Because it contains DXM wich is very addictive and in hard drugs. You need to have a doctors note or be over 18 to get it.

Job analysis is information about a position to be filled that helps to identify the major job requirements (MJR) and links them to skills, education, training, etc., needed to successfully perform the functions of that job. The purpose of the job analysis is to identify the experience, education, training, and other qualifying factors, possessed by candidates who have the potential to be the best performers of the job to be filled. It can also be used to identify documents and other elements vital to the candidate evaluation, referral and selection process, such as measurement methods and interview requirements.

There are two key elements of a job analysis:

1. Identification of major job requirements (MJRs) which are the most important duties and responsibilities of the position to be filled. They are the main purpose or primary reasons the position exists. The primary source of MJRs is the most current, official position description.

2. Identification of knowledge, skills and abilities (KSAs) required to accomplish each MJR and the quality level and amount of the KSAs needed. Most job analyses deal with KSAs that are measurable, that can be documented, and produce meaningful differences between candidates. Typically, possession of KSAs is demonstrated by experience, education, or training. The goal of KSAs is to identify those candidates who are potentially best qualified to perform the position to be filled; they are most useful when they provide meaningful distinctions among qualified candidates. Source documents for KSAs may be the position description, Office of Personnel Management qualification standards and job classification standards.

• An hr department can perform performance evaluation of employees, and refer the results to the other departments. For example if the hr discovers that employees in a particular department have a low morale, this is referred to the underlying department.
• the hr can also help accounting department to budget labour costs.
• the hr is often responsible to train and integrate workers within the firm.

cannot have unhelthy effect because pay for performance increase the team spirt and performance and copration during working hour.

I don't think water is dependent on humans, but humans are definitely dependent on water.

Our body is made of about 75% water. If we didn't have water, we would become dehydrated, and in a few days, we would DIE!

That is why Earth is so far the only planet known to support life, because it has WATER!

are landform human

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.