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  • Job Analysis is a primary tool to collect job-related data. The process results in collecting and recording two data sets including job description and job specification. Any job vacancy can not be filled until […]

  • Job Analysis supports all other management activities including recruitment and selection, training and development need analysis, performance analysis and appraisal, job evaluation, job rotation, enrichment and […]

  • Though job analysis plays a vital role in all other human related activities but every process that has human interventions also suffers from some limitations. The process of job analysis also has its own […]

  • Identifying KRAs: Job Analysis process helps in identifying Key Result Areas/Key Responsibilities Areas (KRAs) such as knowledge, technical, communication and personal skills, mental, aptitude, physical and […]

  • Workplace mentoring is a ‚Äúlearning partnership between employees for purposes of sharing technical information, institutional knowledge and insight with respect to a particular occupation, profession, o […]

  • Performance improvement is measuring the output of a particular business process or procedure, then modifying the process or procedure to increase the output, increase efficiency, or increase the effectiveness of […]

  • The focus of mentoring is to develop the whole person and so the techniques are broad and require wisdom in order to be used appropriately. A 1995 study of mentoring techniques most commonly used in business found […]

  • Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An “engaged […]

  • Organizational competencies: The mission, vision, values, culture and core competencies of the organization that sets the tone and/or context in which the work of the organization is carried out (e.g. […]

  • The Center for Disease Control and Prevention (CDC) recommends a workplace health model incorporating elements and fundamental ideas of The Community Guide’s framework and Healthy People 2020 in a coordinated […]

  • Benchmarking can be internal (comparing performance between different groups or teams within an organization) or external (comparing performance with companies in a specific industry or across industries). Within […]

  • A circle of competence is the subject area which matches a person’s skills or expertise. The mental model was developed by Warren Buffett and Charlie Munger to describe limiting one’s financial investments in […]

  • Common law jurisdictions in former members of the British empire, including the United States, Canada, India, South Africa, and Australia ultimately originate with the law of England and Wales. What distinguishes […]

  • A performance metric measures an organization’s behavior, activities, and performance. It should support a range of stakeholder needs from customers, shareholders to employees. While traditionally many metrics are […]

  • A human resources manager has several functions in a company:

    =>> Determine needs of the staff.
    =>> Determine to use temporary staff or hire employees to fill these needs.
    =>> Recruit and train the best […]

  • Employee benefits and benefits in kind (also called fringe benefits, perquisites, or perks) include various types of non-wage compensation provided to employees in addition to their normal wages or salaries. In […]

  • Sexual harassment in the workplace has been considered a form of discrimination on the basis of sex in the United States since the mid-1970s.

    United States law recognizes two forms of sexual harassment:

    Quid […]

  • 1. Promotions:
    The promotion policy is followed as a motivational technique for the employees who work hard and show good performance. Promotion results in enhancements in pay, position, responsibility and […]

  • If you attach recognition to real accomplishments and goal accomplishment as negotiated during a performance development designing meeting, you wish to create certain that the popularity meets the above-stated […]

  • You need to ascertain criteria for what performance or contribution constitutes rewarding behavior or actions.

    By telling the staff the behavior that you simply wish to ascertain, you set them up for […]

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