JOB INTERVIEWS A job interview is a process in which a potential employee is evaluated by an employer for prospective employment in their company‚ organization‚ or firm. During this process‚ the employer hopes to determine whether or not the applicant is suitable for the role. TYPES OF JOB INTERVIEWS 1. Traditional one on one job interview 2. Panel Job Interview 3. Behavioural Job Interview 4. Group Job Interview 5. Phone Job Interview 6. Lunch Job Interview 1. Traditional one on one
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LETTER OF APPLICATION A letter of application is one’s first introduction to his/her prospective employer. It is a persuasive message that sells the applicant’s talents to the employer. In that case‚ it should be similar to that of a sales letter in attracting and impressing the reader and motivating him to take action. Job application letter‚ usually‚ has two parts: (i) Cover letter and (ii) Resume. (i) COVER LETTER The cover letter is not just a forwarding letter. The purpose of writing
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References: 1. Bennett-Alexander‚ Dawn D. Employment Law for Business. 6. VitalSource Bookshelf. McGraw- Hill Learning Solutions‚ 2009‚ Saturday‚ March 17‚ 2012. http://online.vitalsource.com/books/0077588967/outline/Root 2. Society for Human Resource Management. ADA: ADA/ADAAA Policy. Retrieved 1 Apr 2012‚ from http://www.shrm.org/TemplatesTools/Samples/Policies/Pages/ADAADAAAPolicy.aspx 3. The U.S. Equal Employment Opportunity Commission. The Americans With Disabilities Act:
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The Business Strategy Game COMPETING IN A GLOBAL MARKETPLACE 2010 Edition Player’s Guide Created by Arthur A. Thompson‚ Jr. The University of Alabama Gregory J. Stappenbeck GLO-BUS Software‚ Inc. Mark A. Reidenbach GLO-BUS Software‚ Inc. The Online Edition of The Business Strategy Game is published and marketed exclusively by McGraw-Hill/Irwin‚ 1333 Burr Ridge Parkway‚ Burr Ridge‚ IL 60527 Copyright © 2010 by GLO-BUS Software‚ Inc. All rights reserved. No part of this document
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3RTO ACTIVITY 1 1.1: 3 organisation benefits of attracting and retaining a diverse workforce In this era of economic globalization‚ many companies are making efforts to achieve workforce diversity‚ which aims to employ workers from different backgrounds to provide tangible and intangible benefits to the organization. Understanding the advantages of workforce diversity helps an organization to establish with a competitive edge. This can include employing workers with cultural and language skills
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INDUSTRIAL RELATION AND LABOUR WELFARE In industrial relation and labour welfare the case studies which we play in different role that helps to identify and analysis about the trade union activities that are following in the industries. It shows different aspect such as how a trade union problems would be solved by the top management and the labours‚ in what ways the industries gives important to labour‚ what are all the procedures to be followed to manage the industrial conflicts
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Assignment 3 Adidas +F50 11/25/2010 Conestoga College Dayanna Lopez Francisco Hurtado Target Market Age:15 to 30 Gender: Male or Female Occupation: Amateur and professional soccer players Education: No specific level of education Lifestyle: Active people who play soccer as a recreational activity‚ and professional soccer players. Demographics Adidas +F50s series is targeted specifically to a soccer audience. Their target market is strictly soccer players that are looking for the
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MATTHEW CABLE has completed the Firefighter Employment Scenario with the following responses: Although it’s not clear in the story whether an associates degree is a precondition for taking the exam‚ in your opinion‚ should a degree be a requirement to sit for the exam? Yes Why or why not? A Fire science degree should be a requirement to take the test. It shows that the fire fighter it trying to improve him or her self and become more knowledgeable of their craft. It also shows that they are committed
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Gujarat University‚ Ahmedabad – MBA in MM Programme GUJARAT UNIVERSITY B. K. SCHOOL OF BUSINESS MANAGEMENT MBA IN MARITIME MANAGEMENT CURRICULUM EFFECTIVE FROM ACADEMIC YEAR 2011-12 ONWARDS (ACADEMIC COUNCIL DATED:-18/08/2012) GU/Syllabus MBA in Maritime Management / 11-12 Onwards Page 1 of 88 Gujarat University‚ Ahmedabad – MBA in MM Programme Programme structure a) Duration of the programme b) No. of semesters : : Two years full time programmes. Two semester each in the1st and 2nd year
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IPM who helped me in Professional Qualification in Human Resources Management(Module 08)‚ friends for their ongoing support. Thank you. Contents… 1. Introduction 2. Causes of the situation 3. Proactive measures that could have been taken 4. Reasons for the poor industrial relations of Bolts and Nuts 5. Is the HR Manager to be blamed? 6. Reactive measures that could’ve been taken 7. Conclusion and recommendations 1. Introduction Bolts & Nuts Company was manufacturing
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