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part of the organization. The efficiency and quality of its people determines the fate of the organization. Hence choice of right people and placing them at right place becomes essential. Recruiting and selection comes at this point of time in the picture. Recruiting is a strategic function for HR department. Recruitment and selection form the process of hiring the employees. Recruitment is the systematic process of generating a pool of qualified applicant for organization job. The process
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|disagree |what agree | | |1. |Training helps in increasing productivity of employees, to |1 |2 |3 |4 |5 | | |achieve organizational goals. | | | | | | |2. | Training programs are well-planned. |1 |2 |3
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shows a model of HRM that is commitment based, which is distinct from compliance-based personnel management. According to Guest, HRM is: * linked to the strategic management of an organization * seeks commitment to organizational goals * focuses on the individual needs rather than the collective workforce * enables organizations to devolve power and become more flexible * Emphasizes people as an asset to be positively utilized by the organization. Guest (1987) sees HRM as a
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(analytical and predictive), case study analysis Type of investigation: causal versus correlational Extent of researcher interference with the study Study setting: contrived and noncontrived Unit of analysis: individuals, dyads, groups, organizations, cultures Time horizon: cross-sectional versus
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A Study on Work Life balance in 24/7 Environment in SERCO Dissertation Submitted to the D.Y. Patil University in partial fulfillment of the requirements for the award of the Degree of MASTERS IN BUSINESS ADMINISTRATION Submitted by: Nazneen Sheikh (Roll No. MBAHR 014137) Research Guide: Ms. Vidhya Kshirsagar Assistant Professor School of Management D.Y. Patil University CBD Belapur, Navi Mumbai. December 2015 1 DECLARATION I hereby declare that the dissertation “A Study on Work Life balance
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Leadership…changing over the years. The study of leadership and its styles over the years has proven to be quite a challenge owing to its abstract nature and differences in perception, making an objective discourse rather difficult. Over the years, different researchers have come up with models of their own, as they attempted to explain leadership and the various roles it encompasses. It is therefore a fruitful approach to first consider the major theories on the topic. This would help us better
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Regional Director for Happy Face Frozen Foods (HFFF), I hold a great responsibility to meet sales projection levels at each of my sales districts. Hitting goal is not just a numbers game- it’s a task of managing people within the culture of the organization. My ultimate goal for District IV and district manager Tony’s performance deficiency is to diagnosis issues and problem areas. Multiple management/leadership models and concepts are needed in order to shift this district to become profitable and
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Three most pressing issues in Organizational Behavior and the practices that might be implemented Organization behavior is the study of behaviors and attitudes of people in an organization. After all human behaviors and attitudes determine effectiveness of any organization. The approach used in studying OB is the system approach. In other words, this approach interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose
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\ Shankar Ganesan Determinants of Ijong-Term Orientation in Buyer-Seller Relationships Marketing managers must know the time orientation of a customer to select and use marketing tools that correspond to the time horizons of the customer. Insufficient understanding of a customer's time orientation can lead to problems, such as attempting a relationship marketing when transaction marketing is more appropriate. The author suggests that long-term orientation in a buyer/seller relationship is
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