1. Philosophy: Expressed in statements defining business values and culture. It expresses how to treat and value people. (adsbygoogle = window.adsbygoogle || []).push({}); 2. ...

There are two broad sources of recruitment – internal and external. A brief description of each source follows: 1. Internal Sources of Recruitment: Existing employees of an organization ...

Outcomes of SHRM are manifold. Outcomes may be both satisfactory and unsatisfactory. SHRM outcomes may be satisfactory if all activities are done properly and as per desire of the organization. ...

Here are some softer training methods that are not necessarily essential to conveying information, but that can make receiving data or instructions a much more enjoyable experience, ...

Incentive systems exist for almost every type of job from manual labor to professional, managerial, and executive work. The more common incentives are discussed in the following pages. ...

Tests are of twelve types. These tests are conducted by many organizations. It does not mean that every organization conducts all of these tests. Some organizations may not conduct ...

One human resource objective for using performance appraisal systems is to determine who should be promoted, demoted, transferred, or terminated. However, these are not the only human ...

Life insurance is a contract between an insurance policy holder and an insurer or assurer, where the insurer promises to pay a designated beneficiary a sum of money (the benefit) in ...

Brewster (1993 ) described a European model of HRM as follows: ● environment – established legal framework; ● objectives – organizational objectives and social concern – people ...

The problems outlined above can be improved in a variety of ways. The one thing that is important to keep in mind is that both the appraiser and the appraise will be nervous. Giving ...