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To for effective manpower and organizational planning.
may not be able to perform their roles or tasks in work groups in a competent manner.
The responsibility for sound HRP is to , and the operating management to plan and establish objectives.
Matching the job with a suitable applicant is naturally, a .
To in total organizational terms and to ensure consistency with long-range objectives and other elements of the total business plan.
Executives too are mostly from within.
is the hiring of relatives which will be an inevitable component of recruitment programmes in family-owned firms.
An is a traditional, widely accepted device for getting information from a prospective applicant
Conflicts in perception w.r.t. also impact employee behaviour at work.
The majority of the problems in organizational settings are and rather than physical, technical or economic.
indicates any process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased
According to Douglas McGregor, there are three different purposes of learning , , .
Sources for recruiting should be periodically .
Through planning, management strives to have the right number and the right kind of people at the right places, at the right time, to do things which result in both the receiving the maximum long-range.
Psychologically, it is characterized by and .
Friends and relatives of present employees are also a good source from which employees may be drawn, this is done through .
provides the basic premises on which the manpower planning is built.
In the broadest sense, human relations refer to the of people in all walks of life in schools, homes, businesses and government.
Human Resource Planning is essential because of frequent which is unavoidable and even beneficial.
Every person brings a unique set of talents, ambitions and work experience to a job. Innovations in technology and production methods generally require the restructuring of and .
A contains data about each employee's skills, abilities, work preferences and other items of information which indicate his overall value to the company.
Manpower Planning is required in order to meet the needs of expansion programmes which become necessary because of the increase in the demand for goods and services , a rising standard of living
According to , ‘the human factor’ refers to a whole consisting of inter-related, interdependent and inter-acting physiological, psychological, sociological and ethical components.
The selection procedure is essentially a series of methods of securing pertinent information about the .
Leadership practices and work-group pressures profoundly influence employee and .
From the 14th century B.C. to the latter half of the 10th century A.D., the relationships between the employer and employees were marked by
is a process that brings employees into contact with and causes them to be influenced by their leaders, their jobs, and other aspects of the organizations in which they work.
The elements in managing employees are more challenging as compared to the physiological ones.
Recruiting should take into consideration ethical practices, such as the use of
is a combination of direct and indirect questioning of the applicant.
There was exponential growth in employment in both as well as .
Manpower planning consists of and developing manpower plans for the implementation of the projections'
In management awareness training, managers are made more (such as thinking all engineers are male) and in .
Any factor influencing employee behaviour is embedded in a . For instance, to understand the impact of pay on performance, you also have to understand the that exists in the work group and the of the superior.
For lack of , the workers cannot and do not have any say in their jobs or working conditions.
To against the plan and keep the top management informed about it.
An expansion following enlargement and growth in business involves the use of additional machinery and personnel, and a re-allocation of facilities, all of which call for of human resources.
Human relations seek to emphasise '' aspects of work rather than technical or economic aspects.
The concern is for the organization's variability, that it is should adapt itself to a .
In most instances, the jobs are posted on , though some carry listings in the company newspapers.
The real purpose of recruitment is not to fill up a vacancy but to add a person to the staff whom the management expects to become important in the of things.
, in other words, the local population in the matter of employment within the local area has, of late, assumed a complex character.
All public sector enterprises are required to consider candidates sponsored by the .
The decline in popularity of the term “human relations" stems in part from the frustrations experienced by managers of the fifties and sixties who attempted to use a human relations concept which was unrealistically limited to .
The recruitment of manpower selection process is the first step in the employment of .
cover the complete life history of the applicant.
are firms that are looked upon as 'head hunters', 'raiders' and 'pirates' by organizations which lose human resources through their efforts.
A new employee may require knowledge about .
Broadly speaking, training is the act of increasing the knowledge and skill of an employee for doing a .
are deliberate attempts to create pressure to observe how an applicant performs under stress.
is probably the most widely used single method of selection.
The origin and progress of the human relations movement (particularly in the U.S.A.) have been due to certain and working there, such as Recognition of the dignity of the individual and his personality.
Anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of requirements to determine their adequacy, both .
here means not only the efficient sending and receiving of messages but also includes sensitivity to the understanding of feelings, attitudes and cognitions of the subordinate.
help determines the correct processes for setting goals and measuring achievements.
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