com/view/f3d4df2fed630b1c59eeb547.html سوال 11 غلط عندي Question 1 1 out of 1 points Which of the following statements might be made by an interviewer in a job-related interview? Selected Answer: "Can you tell me about a time in the past when you used leadership skills to handle a difficult situation?" Question 2 1 out of 1 points Which type of interview could also be described as somewhat like a general conversation? Selected Answer: non-directive Question 3 1 out of 1 points Which question
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Semester-1 Examination Paper MM.100 Human Resource Management Section A: Objective Type (30 marks) Part One: Multiple choices: 1.It is a cultural attitude marked by the tendency to regard one’s own culture as superior to others A.Ethnocentrism. 2. It is the systemic study of job requirements & those factors that influence the performance of those job requirements. A.Job analysis 3.This Act provides an assistance for minimum statutory wages for scheduled employment A. Minimum Wages Act
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A Study of Interview Michael Parkinson interviews Meg Ryan In order to analyse an interview‚ it is utmost important‚ to understand the difference between a speech and an Interview. A speech is usually prepared and rehearsed well in advance‚ much before the actual date of event and the speaker can also take his liberty to add-in more details according to the responses receive from the audience. An interview would be more structured activity; wherein interviewer can prepare a series of questions
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12 PRA TOOLS.................................................................................................................................. 16 3.1. 3.2. 3.2.1. 3.2.2. 3.3. 3.4. 3.4.1. 3.4.2. 3.5. 3.6. 3.7. 3.8. 3.9. SEMI-STRUCTURED INTERVIEW (SSI)........................................................................................ 16 MAPS
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conducting the interview can make which can lead to a bad interview‚ therefore affecting the person being interviewed. Luckily there are ways to avoid these errors‚ resulting in a successful interview for both the candidate and the interviewer. The first error that can be made by a person interviewing is that they don’t take the time to plan properly in terms of not planning ahead on the type of questions to ask the candidate as well as lacking structure and organization an interview needs in order
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Features of HRM It has the following features: Pervasive force: HRM is pervasive in nature. It is present in all enterprises. It permeates all levels of management in an organization. Action oriented: HRM focuses attention on action‚ rather than on record keeping‚ written procedures or rules. The problems of employees at work are solved through rational policies. Individually oriented: It tries to help employees develop their potential fully. It encourages them to give their best to the organization
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for new job applicants is critical to the continuous accomplishment of any industry. “Interview formats allow the applicant(s) to ask his or her own questions to help reveal additional information useful for making a selection decision”. A detailed screening of the process also assistances with defining if the candidate has the required communication or social skills needed for the position. Some set interview processes can be revised as needed to obtain key material about an applicant. The following
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Question 5 Question 6 Question 7 Question 1 The unstructured Interview: With this type of interview the number and type of questions are left entirely to the interview’s discretion. While this gives s an experienced interviewer a degree of freedom‚ the process becomes suspect & could be challenged. The structured interview: It’s characterized by planning and the use of skilled interviews. The interview is clear and usually the interviewers have a pre-prepared list of questions
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selection decision may be outsourced to the senior team and the interviews by the service managers. It makes sense‚ therefore‚ to treat each activity separately. The acquisition of new staff is traditionally usually done by the human resources team in the organisation that I work for. However‚ through discussions with the senior team‚ managers of services are slowly being recognised as having the skills to select staff at interviews. I believe this is a good development because service managers are
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various methods that they use in staffing more so in the selection process. One of the methods is through personality assessment. This is the most common and widely used method worldwide. Personality assessments can be described a formal structured process aimed in engaging an individual; in this case an applicant‚ in order to assess their qualifications and credentials. It is generally a vehicle I which information is exchanged between the Human resource and the applicant. The basic aim of
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