RECORD NO – SL/CH/001 Job safety analysis 1. Date : /dd/mm/yy 2. Job Location : Cast House. VAL-Jharsuguda 3. Job Details : Thermograph Test of Tilting Furnace 4. Description of the Job to be carried out: Thermograph Test of Tilting Furnace Requirement of All Personal Protective Equipments and Else: 1. Safety Helmet. 2. Safety Shoe. 3. Electrical Rubber Hand Gloves 4. Flash Proof Jacket 5. Safety Google 7. Dust Mask / Respirator 8. Fire Extinguisher |Sr. No
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International Journal of Management and Innovation Volume 3 Issue 2 (2011) Impact of Job Satisfaction on Employee Performance: An Empirical Study of Autonomous Medical Institutions of Pakistan Alamdar Hussain Khan‚ University of the Punjab‚ Lahore‚ Pakistan Ishfaq Ahmad‚ University of the Punjab‚ Lahore‚ Pakistan Muhammad Aleem‚ University of the Punjab‚ Lahore‚ Pakistan Wasim Hamed‚ University of the Punjab‚ Lahore‚ Pakistan Abstract In Pakistan‚ the Doctor’s profession is considered gorgeous
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Chapter 6 Perception and Individual Decision Making 6 CHAPTER Perception and Individual Decision Making LEARNING OBJECTIVES After studying this chapter‚ your students should be able to: 1. 2. 3. 4. 5. 6. 7. 8. 9. Define perception‚and explain the factors that influence it. Explain attribution theory‚ and list the three determinants of attribution. Identify the shortcuts individuals use in making judgments about others. Explain the link betweenperception and decision making
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| |Job Title: CHIEF EXECUTIVE OFFICER | |Reports to: |Chairman / Managing Director |Date: |August 2013 | |Job Description: Provide leadership to position the company at the forefront of the industry. Develop a strategic plan to advance the company’s mission and | |objectives and to
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116 CHAPTER- IV SECTION-I JOB SATISFACTION 4.1 INTRODUCTION Human Resource Management is considered to be the most valuable asset in any organization. It is the sum-total of inherent abilities‚ acquired knowledge and skills represented by the talents and aptitudes of the employed persons who comprise of executives‚ supervisors‚ and the rank and file employees. It may be noted here that human resources should be utilized to the maximum possible extent‚ in order to achieve individual
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Attitudes and Job Satisfaction © HJ Lin in‐class Material All rights reserved. 3‐0 Attitudes Attitude: “a learned predisposition to respond in a consistently favorable or unfavorable manner with respect to a given object” gi Attitude object: physical objects‚ issues‚ ideas‚ events‚ people‚ places © HJ Lin in‐class Material All rights reserved. 3‐1 Attitudes Evaluative statements or judgments concerning objects‚ people‚ or events. Three components of an attitude:
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have received endless help from him. Also it gives Us immense pleasure to express my sincere and whole hearted thanks to NIVT providing us with a quality training program. Objective This project is aimed at developing a web page and central online job portal for HR Group for a company. Some features of this system will be creating vacancies‚ storing applicants’ data‚ interview process initiation‚ scheduling interviews‚ storing interview results for the applicant and finally hiring of the applicant
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A STUDY OF THE RELATIONSHIP BETWEEN ABSENTEEISM AND JOB SATISFACTION ABSTRACT Absenteeism - employees not showing up for work when scheduled is a major problem for organizations. Absenteeism is a habitual pattern of absence from a duty or obligation. Traditionally‚ absenteeism has been viewed as an indicator of poor individual performance‚ as well as a breach of an implicit contract between employee and employer As competitiveness of companies increases and fierce cost reduction applied to
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TOPIC : JOB SATISFACTION COURSE TITLE: ORGANISATIONAL BEHAVIOR TABLE OF CONTENTS A. INTRODUCTION…………………………………………………… B. RESEARCH ON JOB SATISFACTION…………………………… C. ISSUE RELATED TO JOB SATISFACTION…………………….. D. OBJECTIVE OF THE RESEARCH………………………………. E. METHODOLOGY OF THE RESEARCH………………………… F. FINDING OF THE RESEARCH…………………………………… G. DISCUSSION AND THEORY……………………………………… H. CONCLUSION AND RECOMMENDATIONS…………………... I. REFERENCE………………………………………………………… J. APPENDIX…………………………………………………………… Page 3
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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. Contents 1 Role 2 Interview constructs 3 Process 4 Process model 5 Types of questions 5.1 History of interview questions 5.2 Behavioral questions 5.3 Situational interview questions
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