what is the difference between job description and job
evaluation.
Answers were Sorted based on User's Feedback
Answer / anu subramanian
Job description describes the duties and responisbilites of
a given job.
job evaluation means evaluating a job in realtion to other
Is This Answer Correct ? | 12 Yes | 6 No |
Answer / suhail khan
Job description means : About the job , the
responsibilities, the profile,what a person is supposed to
do if hired...
Job Evaluation means Evaluating the job to make easier the
Hiring process. OR in other words to hire the RIGHT PERSON
FOR THE RIGHT JOB..
Answer by :Suhail Khan (A.P.IIMT)
09808697111
Is This Answer Correct ? | 4 Yes | 3 No |
In a few sentences, please describe what you enjoy about working with people!
The contexts in which human resources are managed in today's organizations are constantly, changing. No longer do firms utilize one set of manufacturing processes, employ a homogeneous group of loyal employees for long periods of time or develop one set way of structuring how work is done and supervisory responsibility is assigned. Continuous changes in who organizations employ and what these employees do require HR practices and systems that are well conceived and effectively implemented to ensure high performance and continued success. 1. Automated technologies nowadays require more technically trained employees possessing multifarious skills to repair, adjust or improve existing processes. The firms can't expect these employees (Gen X employees, possessing superior technical knowledge and skills, whose attitudes and perceptions toward work are significantly different from those of their predecessor organizations: like greater self control, less interest in job security; no expectations of long term employment; greater participation urge in work activities, demanding opportunities for personal growth and creativity) to stay on without attractive compensation packages and novel reward schemes. 2. Technology driven companies are led by project teams, possessing diverse skills, experience and expertise. Flexible and dynamic organizational structures are needed to take care of the expectations of managers, technicians and analysts who combine their skills, expertise and experience to meet changing customer needs and competitive pressures. 3. Cost cutting efforts have led to the decimation of unwanted layers in organizational hierarchy in recent times. This, in turn, has brought in the problem of managing plateau employees whose careers seem to have been hit by the delivering process. Organizations are, therefore, made to find alternative career paths for such employees. Examination Paper Semester I: Human Resource Management IIBM Institute of Business Management 4. Both young and old workers, these days, have values and attitudes that stress less loyalty to the company and more loyalty to oneself and one's career than those shown by employees in the past, Organizations, therefore, have to devise appropriate HR policies and strategies so as to prevent the flight of talented employees Question 1. Discuss that technological breakthrough has brought a radical changes in HRM
I completed my MBA from OU 2 years back and still am in search of job, every company is asking me same question what u did these many days? how should i answer this question
what is the best method of recuitment exercise of military oganisation.
what are the duties of a person handling hr and admin
why is it important for personnel management to know the reasons for staff leaving the organisation?
WHAT ARE 19 MODELS OF EDUCATIONAL COUNSELLING?
0 Answers Nagarjuna Fertilizers,
From a strategic perspective, how can senior management make the best use of human resource function?
What control mechanisms might be most appropriate to ensure that action plans match targeted needs?
what is the difference between personal management and hr management?
What is the difference between selection and hiring?
Where does Recruitment end and Selection begin?