Professional Documents
Culture Documents
people’s labor in
production, human resource management (HRM) goes back to the
dawn of
human history.
The generic practice of HRM does not require a formal human
resource department
or any specialized personnel staff.
INTERVIEWING TECHNIQUES.
After interview, the panel will discuss the candidates and decide
to hire or not to hire or even delay its decision untill it has seen
other applicants.This kind of interview minimizes the time
managers will take from regular duties and allows interviewers to
base comments and comparisons ona uniform experience. Watch
out not to be intimidated by panel interviews. It is important as an
applicant to expect that it will be a panel interview and possibly be
informed in advance who will sit on the panel.
However, this method is not usually used for first interview, but
is most likely to be used from the second interview onwards.
5. PSYCHOMETRIC INTERVIEW.
The part that tests play in getting you the job will vary greatly.
For some employers, test scores have major significance, others
look at candidates' test scores alongside other evidence. Some
employers may use tests to 'cream off' high-scoring applicants but
for many other it may be enough for your scores to fall within, or
slightly below the average group.
The earlier in the selection procedure you are asked to sit a test,
the more influential it will be to your eventual selection. It is
important to beging tests in the best possible frame of mind. If you
do not feel well on the day of a testing session, try to rearrange it.
If there is any factor that may affect your performance (e.g a
disability or if English is not your first language) inform testers in
advance so that this can be taken into account.
6. ASSESSMENT CENTRES.
Essentially, an Assessment Centre is a place where a number of
candidates are brought together by an employer for assessment. It
could be an employer's premises or hired premises outside the
work enviroment.
Travelling Expenses.
ACCIDENTS:
Causes :
Unsafe condition on the part of employee- improper equipment
Hazardous work
Inadequate safety
Lack of ventilation
Remedies:
Situation factor
SAFETY ADMINISTRATION
Responsible
-Management
-Depends upon the nature and size of company
Safety Programmes:
HRM in IT sectors
Changes i
n technology have altered employment and occupational
patterns
IT-Major implications on HRM , jobs and organizational
structures will have to be redesigned
Firms or organizations need to be more competitive
IT- requires more quality staff – technology and skill become
obsolete fast
Need continuous updating of knowledge and skill
Hiring, developing and retaining HR’s is more
crucial in IT
Companies face skilled labour crunch
Developing talent
HR in infosys –everyone who works at the company are called
‘OUR PEOPLE’
Tomorrow’s HR Today