Tag: management

Employee training and methods,”It is a learning experience that seeks a relatively permanent change in employees by improving their ability to perform on the job. It involves changing skills, knowledge, attitudes or behaviour. Training is necessary when there is low productivity, when it is not related to effort, and when the workforce is changing.Training methods:On-the-job training. – Job rotations, understudy assignments•Off-the-job training Classroom lectures, films and videos, simulation exercises

Management

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Sexual harassment,”any unwanted action or activity of a sexual nature that explicitly or implicitly affects an individual’s employment, performance, or work environment. Sexual harassment is the single largest financial risk facing companies today, through compensation, absenteeism, low productivity and turnover. 1. Creates an intimidating, offensive, or hostile environment2. Unreasonably interferes with an individual’s work3. Adversely affects an employee’s employment opportunitiesThe hostile environment is most problematic. Employers’ can be held responsible for sexual harassment. However, how to determine whether something is offensive. It is wat makes employees feel uncomfortable. In sexual harassment cases, the court wants to know two things: did the organization know about, or should have known about the alleged behaviour, and what did managers do to stop it. The supreme court states that harassment is defined by ugly behaviour

Management

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3 tasks in identifying and selecting competent employees,”Employment planning – It is ensuring that managers have the right number and kinds of people in the right places at the right times, that help the organization achieve its goals. It is also a matter of supply and demand. This process can be divided into two steps:current HR assessmentdetermining future employee needsRecruitment and downsizing – is the process of locating, identifying, and attracting capable applicants. On the other hand

Management

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Employment planning,”The process by which managers ensure that they have the right number and kinds of people in the right places at the right times. This involves 2 steps:• Assessing current HR and future HR needs.Review current HR by generating a HR inventory. This allows managers to assess what talents and skills are currently available. Job analysis. More fundamental, where workflows are analysed and skills and behaviours that are necessary to perform jobs are identified. The goal is to determine the kinds of skills, knowledge and attitudes needed to successfully perform each job. This info is then used to develop/revise job descriptions (describes the job) and job specifications (minimum qualifications that a person must possess to perform a job).• Developing a plan to meet those needs.Demand for HR(employees) is a result of demand for the organization’s products/services.After assessing both current capabilities and future needs

Management

Average Rating 0 out of 5 stars. 0 votes.You must log in to submit a review.Employment planning,”The process by which[…]

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