nrd;idg; gy;fiyf;fofk;; UNIVERSITY OF MADRAS (Established under the Act of Incorporation XXVII of 1857 – Madras University Act 1923) B.Sc. / B.C.A. DEGREE [CHOICE BASED CREDIT SYSTEM] EXAMINATIONS November 2012 (State University) TIME-TABLE [For candidates admitted to the Course of Study from the Academic Year 2008-2009] Time: FN – 10.00 am to 01.00 pm AN - 02.00 pm to 05.00 pm Max: 75 Marks DATE & SESSION SUBJECTS SUBJECT CODE FOUNDATION COURSES PART – I – LANGUAGES - FIRST SEMESTER Tamil
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A job description is usually developed by conducting a job analysis‚ which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. A job usually includes several roles. The job description might be broadened to form a person specification or may be known as Terms Of Reference. The person/job specification can be presented as a stand alone document though in practice‚ it is usually included within
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SHARPIE Sharpie‚ the company that produces a line of high quality markers that comes in a wide variety of colors. College or university students use them because of their bright and vibrant colors. To further spread the word out for their amazing product‚ a campaign is devised. Thus‚ we came out with “Let the colors speak”. This campaign focuses on the variety of colors they provide‚ and how important it is without them. It is collaboration between… This campaign will first begin promoting
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MOI UNIVERSITY SCHOOL OF BUSINESS MANAGEMENT AND ECONOMIES INDUSTRIAL ATTACHMENT REPORT NAME: BIASHA ABDALLAH AMUR REG NO: ATTACHMENT PERIOD: 25/11/2013-25/02/2014 (77 DAYS) COMPANY NAME: TAIFA CABLES AND RETREADS LIMITED TABLE OF CONTENT 1.1AKNOWLEDGEMENT CHAPTER 2: 2.1 LOCATION AND BRIEF HISTORY OF THE COMPANY 2.2 ATTACHMENT ACTIVITIES AND EXPERIENCE GAINED 2.3 EVALUATION 2.4 ORGANIZATIONAL CULTURE 2.5 THEORIES 2.6 INCIDENCE 2.7 DIAGRAM CHAPTER 3: 3.1 ASSESSMENT OF THE ATTACHMENT CHAPTER
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Introduction 3 2. JOB ANALYSIS 4 2.1 Concept of Job analysis 4 2.2 Components of Job analysis 4 2.3 Process of Job analysis 4 2.4 Methods of Job analysis 6 2.5 Benefits of Job analysis 6 3. JOB DESCRIPTION 7 3.1 Concept of Job description 7 3.2 Components of job 7 3.3 Purpose of Job description 8 3.4 Criticism of Job description 8 4. JOB SPECIFICATION 9 4.1 Advantages of job specification 9 4.2 Problems of Job specification 9 5. JOB DESIGN 10 6. JOB ANALYSIS INTERVIEW
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LACK OF JOB QUALITY IN TOUCHSTONE COMMUNICATION ABSTRACT The number of call centers has increased rapidly over the last decade as technological advancements have increased the geographical reach and the applicability of call centre operations to a wide variety of industries and business functions. This has increased the research on various aspects of call centre operations. Issues associated with job quality have arisen from various call centre studies. However‚ there is yet to be a study
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Job Analysis Multiple Choice 1. _____ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions. a. Job description b. Job specification c. Job analysis d. Job context e. None of the above (c; easy; p. 112) 2. The information resulting from job analysis is used for writing _____. a. job descriptions b. work activities c. work aids d. job context e. performance standards (a; easy; p. 112) 3. Which of the following
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like interviews and psychometric tests of how to assess a candidate in terms of competencies and job requirements. It stresses on the facts of end to end recruitment thus covering all the objectives‚ factors affecting recruitment and also on the procedure in a step by step process. INTRODUCTION Recruitment: “The process of searching for prospective employees and stimulating them to apply for jobs in the organization” Objectives of recruitment: * To attract people with multi-dimensional
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Job Analysis is the procedure through which you determine the duties of the positions to be staffed and the characteristics of people who should be hired for them. The analysis produces information on job requirements this information is then used for developing job descriptions and job specifications (i.e. jobs human requirements‚ or what kind of people to hire for the job). A supervisor or Human Resource (HR) specialist normally aims to collect one or more of the following types of information
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ROYAL UNIVERSITY OF PHNOM PENH MASTER IN DEVELOPMENT STUDIES PROGRAM Course Syllabus (Tentative) Course Title: Human Resource Management (HRM) Credit: 3 (45 hours) Faculty: Mr. Rong Chhorng Course Description The concept of sustainable development cannot ignore the important role of “good governance”. As an aspect of good governance‚ the effectiveness of human resource management has strong impact on the successful operation of organizations working in any development fields
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