2. Status of HR in organizational ethics/compliance programs Corporate ethics programs typically involve many components and initiatives, and research has catalogued these elements (Berenbeim; Center and Weaver). Expectations for ethical behavior typically are communicated to employees via codes and policy documents, formal training programs, and messages from senior management. Ethics programs also often provide means for employees to communicate with management, sometimes anonymously through telephone
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Techniques, Types and its advantages & disadvantages. Control Process and its constituents. Introduction to Human Resource Management HRM planning & steps in planning process. HRM process Recruitment, selection, Training and development. Performance Appraisal and issues in human resources Leadership concept and some leadership theories. Leadership theories. Leadership Models. Leadership Development and Motivation. Motivational theories Suggested Readings: 1. Harold Koontz & Heinz Weihrich
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Illustrations Chapter 3 Role of OD practitioner The role of the OD practitioner is varied and dynamic. Descriptions include; helper, advisor, sounding board, navigator, coach, facilitator, designer, developer, leader, consultant, expert, partner, problem solver, diagnostician, process specialist and collaborator. These roles can be practiced as an employee within the organization or as an external consultant. Internal consultants are the members of the organization and may be located in the
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Quality Assurance / Quality Control Plan for Continuous Emission Monitor Systems and Continuous Opacity Monitor Systems (CEMS/COMS) The following is a Quality Assurance / Quality Control (QA/QC) Plan for Continuous Emissions Monitoring Systems or CEMS. This QA/QC Plan meets the minimum requirements of the Indiana State Rule 326 IAC 3-5-4 Standard Operating Procedures and Chapter 20 of the Indiana Quality Assurance Manual. This example QA/QC Plan may be used as a
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hiring process is full of challenges. The most important of these are: a) Determining which personal characteristics are most important to performance. b) Measuring those characteristics c) Evaluating applicants´ motivation levels d) Deciding who should make the selection decision a) Determining Characteristics Important to Performance For several reasons, the characteristics a person needs to perform a job effectively are not obvious. * The job itself is very often a
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settings (e.g., medical schools, hospitals). Some are employed in industrial and organizational settings, or in other areas such as human development and aging, sports, health, and the media, as well as in forensic investigation and other aspects of law. Sample Question 1. Define Psychology APPROACHES OF PSYCHOLOGY Major approaches to explaining human behavior There are many different ways to think about human thought and behavior.
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1981 AMACOM, a division of American Management Association, New York. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system, or transmitted in whole or in part, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior
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Human Resource Management IIBM INSTITUTE OF BUSINESS MANAGEMENT DISTANCE LEARNING PROGRAM HUMAN RESOURCE MANAGEMENT ( IIBM - B102 ) www.iibmindia.in www.iibmonline.com Author: VSP Rao Copyright © 2010, VSP Rao All Rights Reserved Produced and Printed by EXCEL BOOKS PRIVATE LIMITED A-45, Naraina, Phase-I, New Delhi-110 028 For IIBM Institute of Business Management Meerut - 250002 Distance Learning Education, IIBM Institute of Business Management The ultimate vision of this Institute
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direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. More About Human Resources Management An HRM strategy pertains to the means as to how to implement the specific
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CHAPTER ONE 1.1 Introduction The students work experience scheme (SIWES) is the accepted skill training programme, which formed part of approved minimum academy standards in the various degree programme for all the Nigerian Universities, the programme was for six (6) months and formally at the end of first semester of 300 level and 400 level student. This programme started from July to December it is aimed at exposing students to machines, devices and equipments, professional method, ways of safe
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