CYCLE 5 1.1. Introduction to On-the-Job-Training 5 Overview of On-The-Job-Training 5 History of On-The-Job Training 6 On-The-Job-Training at Workplace 8 1.2 Definition of On-The-Job Training 9 Job Rotation 10 Coaching 11 Job Instruction 11 Committee Assignments 11 Apprenticeship 11 1.3 Pre-evaluation of OJT in organization 12 1.4 Purpose and Objective of the Workshop 18 1.5 Participants Objectives 22 1.6 On-the-Job-Training (OJT) Policies and Procedures
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Screening of Application: • All application received from various sources will be screened by the concerned department and HR based on the job description and specification and the applicant profile. • Shorting of prima facile suitable candidates who should be called for test/interview shall be prepared. 2. Test: • Depending on the requirement of the job if required‚ management may conduct written/aptitude/psychometric/physical or any other test as deem fit. • Short listed application will
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reporting integrity concern work? * Which methods G.E use to analyze and evaluate the job? * Interviews/ Questionnaire * An Add of G.E Job advertisement * Job specification – Qualification/experience * Job description—Skills‚ tasks or outline of duty * Briefly explain the recruitment policy followed by your organization. * Internal Recruitment * Time for job posting * External Recruitment * Recruitment Agencies * For contract
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rendering predictions of future actions. Behavioral interviews are based on actual experiences‚ rather than hypothetical situations (Bethel University‚ 2013). Therefore‚ additional questions will often be asked in order to understand how specific‚ job-related challenges and situations were handled by the potential candidate. Questions could be asked concerning group related
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team in the future … this is wonderful because it is a structured interview question‚ which has higher levels of validity and reliability across the board compared to unstructured or undirected interview questions. Also based on job analysis to its directly tied to the job. Also because each question is the same‚ so you can compare across the board. You wont get carried away from personal similarities. Could they do more? Yes – the could use situational interview questions… why?... because they provide
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CHAPTER 1: INTRODUCTION & THEORETICAL FOUNDATIONS/ IMPORTANCE OF ETHICS FOR MANAGERS (Week 1) TRUE/FALSE 1. Stockholders are individuals‚ companies‚ groups‚ and nations that cause and respond to external issues‚ opportunities‚ and threats. 2. A first step toward understanding stakeholder issues is to gain an understanding of environment forces that influence issues and stakes of different groups. 3. Demographically‚ the workforce has become more homogeneous. 4. For business
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for the job I would first follow the organisations policies and procedures to guide me in the right direction: First of all I would have to set out a job specification and ensure any possible applicant understands the role: See Appendix 1. This document will also contain a "Person Specification" which will highlight the attributes that we will be looking for in an applicant‚ as well as the job description. I would then speak to my line manager and Human resources team‚ show them the job specification
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Assignment Title Unit 13: Recruitment and Selection in Business Assessor Date Issued Hand in Date Duration (approx.) Qualification suite covered Level 3: BTEC Diploma in Business Units covered Unit 13 Learning aims and objectives The aim of this unit is to develop learners’ skills and knowledge of recruitment and selection in business. Learners will do this through preparing the relevant documents used in the selection process‚ planning and taking part in mock interviews and researching
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objectives of job analysis and job descriptions. Job Analysis A job analysis uses the process of collecting information on how to accomplish a specific profession. It explores the necessary skills to complete the job‚ personnel’s responsibilities‚ and the working environment. A job analysis takes into account of recruiting for the profession like advertising and developing employees. After composing this investigation‚ a job analysis is able to constructs job titles‚ job summaries‚ job duties‚ safety
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| Café Co Project | Introduction to Human Resource management | | 1. With reference to the’ hard’ and ‘soft’ (Storey‚ 1989) academic model of HRM‚ explain the main similarities and differences between the approaches to people management at Café Co before and after the review When Kim became appointed as HR director‚ the attitude towards HR changed from viewing employees as a tool for reaching the company’s objectives to a valued asset to invest in. Before the new structure‚ performance
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