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Search results “Human resources jobs examples” for the 2016
The role of HR has evolved. Meet the 21st century HR Leader
 
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In the beginning, the role of your HR team was largely functional. It was centered around payroll, leave, policy making and training. Recruitment generally meant putting an ad in the paper and hoping for the best, or hiring a recruiter. Then things changed. Technology and social media happened and as a result, your role as the head of HR began to evolve. The employer brand was born. Recruitment began to change too. Technology opened up a whole new world of talent, it was a game changer. As the head of HR, you now also need to be a communications expert and motivator. Today, the role of HR in an organisation is no longer functional, it is transformational. As your partners at LinkedIn, we are here to provide you with just the tools and insights you need to get the job done. ​See more details on our solutions talent.linkedin.com Stay on the cutting edge with our blog talent.linkedin.com/blog Follow us on LinkedIn www.linkedin.com/company/linkedin-talent-solutions Follow us on Twitter @hireonlinkedin​
The Manager’s Role in Strategic Human Resource Management (Lecture 02) | HR Management
 
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The Manager’s Role in Strategic Human Resource Management (Lecture 02) | HR Management - Principles of Management. Subscribe this channel to get more knowledge,Lectures,Presentations etc. Youtube: https://www.youtube.com/channel/UCuBvNmo-Q42RPTisa-b1_-w?sub_confirmation=1 Facebook: https://www.facebook.com/g8knowledge Twitter: https://www.twitter.com/g8knowledge Instragram: https://www.instagram.com/knowledgeget Course Description: Human Resource Management is a course designed to make the students familiar with the concepts of managing human resources. It is rightly said that the organizations need effective people not efficient people. The course also describes the bench mark practices of Human Resource Management Course Objectives: This course has been designed keeping the following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: 1. Explain why strategic planning is important to all managers. 2. Explain with examples each of the seven steps in the strategic planning process. 3. List with examples the main generic types of corporate strategies and competitive strategies. 4. Define strategic human resource management and give an example of strategic human resource management in practice. 5. Briefly describe three important strategic human resource management tools. 6. Explain with examples why metrics are important for managing human resources At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates to the management process 2. Illustrate the human resources responsibilities of line and staff (HR) managers 3. Discuss and illustrate each of the important trends influencing human resource management 4. Describe important trends in human resource management 5. Explain why strategic planning is important to all managers 6. Explain the main generic types of corporate strategies and competitive strategies Explain why metrics are essential for identifying and creating high-performance human resource policies and practices 7. Discuss the nature of job analysis, including what it is and how it’s used 8. Write job descriptions, including summaries and job functions, using the Internet and traditional methods 9. Write a job specification 10. Explain what is meant by reliability and validity 11. List eight tests you could use for employee selection 12. Describe the strengths and weaknesses of the main types of selection interviews 13. Explain each of the four steps in the training process 14. Explain how to distinguish between problems you can fix with training and those you can’t 15. Explain five training techniques. 16. Describe four management development programs. 17. Define performance management and discuss how it differs from performance appraisal 18. Describe the appraisal process 19. Compare and contrast coaching and mentoring and describe the importance of each 20. Describe the basic factors determining pay rates 21. Describe the methods for conducting job evaluation 22. Explain how to apply five motivation theories in formulating an incentive plan 23. Describe the most popular organization wide variable pay plans 24. Describe each of the main pay for time not worked benefits.
Views: 6529 Get Knowledge
Creating an Employee Development Plan for Improved Employee Performance
 
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Get a free coaching session with Stephen Goldberg for leaders and managers https://mailchi.mp/4966f7407de6/freecoachingsession Sgn up to receive my bi-monthly newsletter http://eepurl.com/gChMb Download free worksheets, forms and templates from https://www.eloquens.com/channel/stephen-goldberg Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX Read articles on my blog http://www.optimusperformance.ca/blog/ Support the making of these videos by becoming a Patreon https://www.patreon.com/StephenGoldberg The old expression, “failing to plan is planning to fail" also applies to employee development. In my recent article (http://www.optimusperformance.ca/managing-employees-for-change-improved-productivity/) about a leaders' struggle to deal with employees being resistant to change, I wrote that strategic planning for employee development is a practice that a leader must undertake to avoid this dilemma. Developing a human resource or employee development plan is often the responsibility of the human resource department if there is one. From my perspective, it's the leader’s responsibility because the leader is accountable for the performance of the department and each employee. Here is my list of things for the leader or manager to do to develop a strategic plan for employee development..... Read full article here: A Leadership Job Description :http://www.forbes.com/sites/mikemyatt... How to set and achieve any goal using a goal planning worksheet: http://www.optimusperformance.ca/how-... Learn How to Write a Job Description including a downloadable template https://curious.com/stephengoldberg/j... Learn How to Set & Achieve Goals including Goal Setting Form for download https://curious.com/stephengoldberg/g... Take my lessons +20,000 more @Curious on anything from tennis, to test prep, to tango. As my student, get 20% OFF! http://curious.com?coupon=curiousteac...
Views: 33529 Stephen Goldberg
Writing a Statement of Purpose: Samples, Tips, Resources and Help
 
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Get Recruitment Notifications of all private and govt jobs , Mock test details ,Previous year question papers only at Freshersworld.com – the No.1 jobsite for entry level candidates in India. (To register : http://freshersworld.com?src=Youtube ) – This video is all about “Writing a Statement of Purpose: Samples, Tips, Resources and Help” WHAT IS A STATEMENT OF PURPOSE? The Statement of Purpose is the single most important part of your application that will tell the admissions committee who you are, what has influenced your career path so far, your professional interests and where you plan to go from here. Methods or strategy to write statement of purpose 1. Write stories, not statement. If choice is given to us than we will prefer stories over a statement because in story we can connect to human feeling and imagine our self in place of NARRATOR. e.g. we will choose novel over a newspaper heading without any doubt. 2. Quantify your stories Even though we say to write story, your story should be not only qualitative, but also quantitative. You will have to remember that your story should not read like a thesis. 3. Be specific You have to make sure that whatever you say on your statement of purpose, you need to be very specific with it. Don’t just say something because you think it will impress the admissions committee. Whatever you say, you have to really dig into details. Be introspective. Don’t just say “I chose this degree because I love this field.” Find your reasons and then find a nice, memorable way to say it. 4. Use a Formal But Conversational Tone Nearly all statements or essays come under two categories: The super formal, and the super friendly. The first category is when you write a statement of purpose that is so formal, it looks like you are writing to your lieutenant in the military. The second one, of course, looks like a casual email to a friend. Now, when asked which one seems like a better choice, most students say the formal way is the way to go, and super friendliness is a big no. 5. Decide How You Want To Portray Yourself. And Learn How to Portray Indirectly. You must see that the statement of purpose serves as a medium to convey your attitude, your personality and your character. Alright, those are some heavy words, and it can actually be difficult to them on paper. So, what you can do is, learn what your statement of purpose should portray you as 6. Don’t Create Stories. Be Yourself Because we asked you to write stories, there would naturally be an inclination to “create” stories out of thin air. Do not do this at all. Write great stories only if you have great stories. Some people might come from normal backgrounds, who had normal lives, and probably didn’t achieve anything spectacular. It’s completely okay. If you don’t have anything great to write, don’t write it. 7. Address your problems The Statement of Purpose is a great opportunity for you to address some of your problems. If you have had any problematic academic background, or a gap year in your career, or if you had any work-related problems, you can address them on the statement of purpose in order to reassure the admissions committee. You must try and be as honest as possible, and talk about your problems in a matured manner. 8. Proofread, Edit, and Re-edit. Ask Friends and Family To Grade Your Essay Another mistake students make is, they try and keep their essays to themselves. Maybe they are shy, or maybe they think their friends and family aren’t necessarily experts on the subject. So they think there’s no point in asking friends and family to critique on their essays. Wrong. Your statement of purpose speaks about you as a student, as an individual. Yes, there is technical slang involved, and yes your family members may not be experts on that. But, they sure are experts on ‘you’. Freshersworld.com is the No.1 job portal for freshers jobs in India. Check Out website for more Jobs & Careers. http://www.freshersworld.com?src=Youtube Download our app today to manage recruitment when ever and where ever you want : Link :https://play.google.com/store/apps/details?id=com.freshersworld.jobs&hl=en ***Disclaimer: This is just a training video for candidates and recruiters. The name, logo and properties mentioned in the video are proprietary property of the respective organizations. The Preparation tips and tricks are an indicative generalized information. In no way Freshersworld.com, indulges into direct or indirect promotion of the respective Groups or organizations.
Josephine’s HR Career Roadmap
 
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Discover Josephine’s exciting HR career path at L’Oréal in APAC in the last fifteen years in Learning and Development, Recruitment and HR Generalist roles. A career in HR at L’Oréal offers a vast range of career opportunities across multiple playgrounds, giving every possibility to develop professional competencies, business insights and people management skills across our multinational company. Subscribe now for the latest content from L'Oréal: http://bit.ly/YqZUxj Like Careers at L'Oréal on Facebook: http://goo.gl/5L1Ifm Follow L'Oréal on LinkedIn: http://linkd.in/Yt0wmi Follow Careers at L'Oréal on Twitter: http://bit.ly/ZadYRP Follow L'Oréal on Twitter: http://bit.ly/YX2bm3 Follow Careers at L'Oréal on Pinterest: http://bit.ly/1kh7rxy Get to know more about L'Oréal on our official site: http://careers.loreal.com
Views: 1138 L'Oréal Talent
Employee testing and selection (Lecture 05) | HR Management
 
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Employee testing and selection (Lecture 05) | HR Management - Principles of Management. Subscribe this channel to get more knowledge,Lectures,Presentations etc. Youtube: https://www.youtube.com/channel/UCuBvNmo-Q42RPTisa-b1_-w?sub_confirmation=1 Facebook: https://www.facebook.com/g8knowledge Twitter: https://www.twitter.com/g8knowledge Instragram: https://www.instagram.com/knowledgeget Course Description: Human Resource Management is a course designed to make the students familiar with the concepts of managing human resources. It is rightly said that the organizations need effective people not efficient people. The course also describes the bench mark practices of Human Resource Management Course Objectives: This course has been designed keeping the following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: 1.Explain what is meant by reliability and validity. 2.Explain how you would go about validating a test. 3.Cite and illustrate our testing guidelines. 4.Give examples of some of the ethical and legal considerations in testing. 5.List eight tests you could use for employee selection and how you would use them. 6.Give two examples of work sample/simulation tests. 7.Explain the key points to remember in conducting background investigations At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates to the management process 2. Illustrate the human resources responsibilities of line and staff (HR) managers 3. Discuss and illustrate each of the important trends influencing human resource management 4. Describe important trends in human resource management 5. Explain why strategic planning is important to all managers 6. Explain the main generic types of corporate strategies and competitive strategies Explain why metrics are essential for identifying and creating high-performance human resource policies and practices 7. Discuss the nature of job analysis, including what it is and how it’s used 8. Write job descriptions, including summaries and job functions, using the Internet and traditional methods 9. Write a job specification 10. Explain what is meant by reliability and validity 11. List eight tests you could use for employee selection 12. Describe the strengths and weaknesses of the main types of selection interviews 13. Explain each of the four steps in the training process 14. Explain how to distinguish between problems you can fix with training and those you can’t 15. Explain five training techniques. 16. Describe four management development programs. 17. Define performance management and discuss how it differs from performance appraisal 18. Describe the appraisal process 19. Compare and contrast coaching and mentoring and describe the importance of each 20. Describe the basic factors determining pay rates 21. Describe the methods for conducting job evaluation 22. Explain how to apply five motivation theories in formulating an incentive plan 23. Describe the most popular organization wide variable pay plans 24. Describe each of the main pay for time not worked benefits.
Views: 6261 Get Knowledge
Emilie’s HR Career Roadmap
 
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Discover Emilie’s exciting career path at L’Oréal Corporate in France and UK, across Talent Acquisition, Sales and Marketing, Learning for Development and Talent Management. A career in HR at L’Oréal offers a vast range of career opportunities across multiple playgrounds, giving every possibility to develop professional competencies, business insights and people management skills across our multinational company. Subscribe now for the latest content from L'Oréal: http://bit.ly/YqZUxj Like Careers at L'Oréal on Facebook: http://goo.gl/5L1Ifm Follow L'Oréal on LinkedIn: http://linkd.in/Yt0wmi Follow Careers at L'Oréal on Twitter: http://bit.ly/ZadYRP Follow L'Oréal on Twitter: http://bit.ly/YX2bm3 Follow Careers at L'Oréal on Pinterest: http://bit.ly/1kh7rxy Get to know more about L'Oréal on our official site: http://careers.loreal.com
Views: 1108 L'Oréal Talent
Top 10 Job Interview Questions & Answers (for 1st & 2nd Interviews)
 
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This top 10 job interview questions and answers video will show you how to be prepared for your next job interview. When you know how to answer these interview questions and answers, you will be more prepared than everyone else who is interviewing for this job. Read the article here: http://www.jobinterviewtools.com/top-10-job-interview-questions/ Download Top 10 Interview Answers here: http://www.jobinterviewtools.com/top10/ Read the Top 10 Interview Questions: http://www.jobinterviewtools.com/top-10-job-interview-questions/ No matter what kind of job interview you have coming up, it’s likely they will ask you several of these questions, if not all of them. So I want to share with you my best tips for answering these top 10 interview questions. These are the 10 most common questions a hiring manager, recruiter, or interviewer will most likely ask you on a first, second, or even third job interview. To make answering these top 10 questions easy for you, I’m going to break down each question in to all the Do’s and Don’ts so it will be blatantly obvious how to answer them, and as equally important, how NOT to answer them. Since these are the most popular interview questions, you’ve probably seen or heard of them before, and you may think you know how to answer them. These questions have been around for a long time and interviewers have been asking them since people started interviewing for jobs. Even though they are old questions, one thing has changed: The best way to answer them for the current times. Back in the 80’s and 90’s, your answer to any of these top 10 questions would have been different than the way you would answer it today in 20xx. And I’m going to show you how to answer these questions for current times. No doubt, there are many other questions you will be asked on your interview, but these are the root questions. You need to know these. Once I show you how to answer these top 10 questions, I’ll show you where you can a complete list of other common interview questions and answers with a break-down on the best way to answer each one.
Views: 3890344 Don Georgevich
Top 10 HRD Ideas - Human Resources Development Stakeholders
 
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Top 10 HRD Ideas (Human Resource Development) Series. Human Resources Development Stakeholders include: 1. Government The first example provided is a Canadian government effort to provide Human Resource Development for unemployed Aboriginal Canadians, suggesting a win-win scenario for the participants and overcoming skills shortages in industry. They use learning on the job, with mentoring and coaching. In addition there are elements of action learning and experiential learning. Online or distance learning has helped to reduce the costs for governments wishing to educate populations which have been previously difficult to reach. Human Resource Development costs for Korea and Thailand are provided (tertiary education in this case). 2. Unions In addition to bargaining about the training and development of their members and industries in general, unions also provide their own Human Resource Development. In this example the Community and Public Sector Union's Learning and Development Trainer talks about training for union delegates (in workplaces). 3. Employers A Workforce Training Manager outlines the importance of developing human capital for businesses to remain competitive. Similarly, it is suggested that training allows individuals to enhance their careers individually, while allowing business to grow and take on new technology. Human Resources is the broad area under which Human Resource Development (HRD) is often considered, along with the various stakeholders. Other areas of interest are Workplace Training, Workplace Learning HR Advice and so on. Recognition of informal learning has changed the way people consider Human Resources Development and the more formal workplace education structures, such as degrees, diplomas and apprenticeships.
The (uncomfortable) truth of HR and leadership development | Patrick Vermeren | TEDxKMA
 
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Quackery and pseudoscience can be very dangerous. Not only in medicine but also in human resources. Alarmed by the nonsensical ideas of Transactional Analysis, Patrick Vermeren set out on a mission to reveal the truth about the many HR theories, models and questionnaires. The academic literature revealed that most HR practices (in recruitment, assessment, development, coaching…) are very problematic and some even dangerous. In this Talk valid alternatives are presented. Patrick Vermeren has been active as a consultant, trainer and coach since 1996. He built on his experience at major Belgian banks ( Cera and Dexia) and an American multinational ( Procter & Gamble). Since he joined Perco he advises HR professionals and he guides groups and individuals in the areas of leadership, coaching and facilitating decision making in groups ( participation). He also assists CEOs, managers and high potentials through training and personal coaching. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 244938 TEDx Talks
HUMAN RESOURCE MANAGEMENT - Discuss the scope of Human Resource Audit.
 
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WE PREPARE & PROVIDE MBA, EMBA, BMS, GDM, DMS, PGDBM, MIS, MIB , PDM CASE STUDY ANSWERS, ASSIGNMENT SOLUTIONS, PROJECT REPORTS AND THESIS [email protected] http://www.mbacasestudyanswers.com ARAVIND - 09901366442 – 09902787224 Human Resource Management 1. Define and differentiate between Job Analysis, Job Description and Job Evaluation. Select an appropriate job evaluation method and create a plan for evaluating jobs of scientists in different grades. 2. Discuss the role of indoctrination in organizations. How can Performance Appraisal, and Training and Development be made an integral part of Human Resource Planning? Discuss. 3. Discuss the scope of Human Resource Audit. While auditing Reward systems for employees in a manufacturing organization, which factors should be taken into account and why? Explain with suitable examples. 4. Define and discuss the need for Human Resource Planning in an organization. Briefly discuss various approaches to HRP 5. Write short notes on any three of the following: (a) Training methods (b) Value determinants of HRP (c) Human Resource accounting (d) Labour Market Behavior (e) Promotion and Reward Policies SECTION B 1. Define and discuss the objectives of Human Resource Planning at organizational level. How does it help in determining and evaluating future organizational capabilities, needs and anticipated problems? Explain with suitable examples. 2. Define and describe Job Analysis. Briefly discuss several methods in which information about a job is collected and evaluated. 3. What is the purpose and process of recruitment function? Discuss various methods of sourcing manpower. 4. How is monetary value assigned to different dimensions of Human Resources costs, investments, and worth of the employees? Briefly explain Cost and Economic value approaches of measurement. 5. Write short notes on any three of the following : (a) MBO (b) Succession Planning (c) Competency Mapping (d) Job Evaluation (e) H.R. Inventory (a) Was the management justified in taking a decision to recruit a qualified and experienced person from outside as Deputy Chief Quality Controller? (b) Was it in the interest of the organization to transfer Ratnam to the new auto-wheeler plant and promote Kapil Kumar? What could have prompted the management to take this decision? (c) How do you view the role of O.A.s in supporting only the local and internal candidates and overlooking the interests of direct recruits even when they were family members of the Association, particularly at a time, when the industry needed professionally qualified persons to fill key technical posts? (d) How would you react to the management's scheme for quarter allotment and why? (i) Identify the issues related to manpower planning as evident in the case. (ii) Discuss the strategies to tackle the percentage of internal promotion at the organizational level. (iii)What type of additional training programmers’ should be imparted for direct entrants? (iv) Suppose you are the head of the personnel division. What would be your suggestions in the meeting - Which has been called by the General Manager?
Views: 73 Mba Casestudyhelp
Steps to Successful Employee Communication
 
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http://blog.hr360.com/hr-blog/steps-to-successful-employee-communication-video-blog Video Highlights: http://blog.hr360.com/hr-blog/steps-to-successful-employee-communication-video-blog
Views: 17273 HR360Inc
Tell Me About Yourself - A Good Answer to This Interview Question
 
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INTERVIEW TELL ME ABOUT YOURSELF - HOW TO ANSWER THE TELL ME ABOUT YOURSELF QUESTION ➡️ Get your brand new, impressive, Top Notch Resume here: https://topnotchresume.lindaraynier.com/signup ➡️ Get private career coaching from Linda here: http://www.lindaraynier.com/standoutgethired ➡️ Get your brand new, Strategic Cover Letter here: https://www.lindaraynier.com/strategic-cover-letter-workshop/ ➡️ ‘Top Notch Interview’ is coming soon! For enrolment updates: http://www.jointni.com ________________ In this video, I will teach you the tell me about yourself job interview answer so you can stand out in front of hiring managers and land more job offers. You will learn how to answer the tell me about yourself question with ease by implementing 4 simple tried and true tips. There are many possible interview answers tell me about yourself question, but I will show you a way that will always get the employers’ attention so that you can be hired! Ground Rules to Know Before I Share the Tell Me About Yourself Answer Sample: When they ask you to tell me about yourself in interview it is critical that you do not talk about your personal/family life but instead focus on your professional background and credentials. Secondly, remember to tell a story. Not a life long story, but your professional work story consisting of your work experiences, qualifications and why you’re a good fit for this role. 4 Major Tips to Tell Me About Yourself Job Interview Answer include: Tip # 1: Give a snapshot of your work history. Tip #2: Make your mini stories achievement-oriented. Tip #3. Tell the employer what you KNOW about this role. Tip #4. Finally, tell the employer WHY you’re the RIGHT fit for what they need. Watch the video and now you know how to approach THIS interview question, do you know if your resume is good enough to even land the interview in the first place? ----- FREE DOWNLOADS: ⬇️ Download my FREE Resume Samples PDF document here: https://bit.ly/2vjNwMM ⬇️ Download a copy of my 10 Ultimate Resume Hacks to Land more Interviews and Job Offers PDF here: https://bit.ly/2JRQR93 ________________ Become part of a growing community with over 3700 other corporate professionals in the supportive Ambitious Professionals Mastermind Facebook group here: https://www.facebook.com/groups/288240514997485/ Interested in getting personally coached by Linda to enhance your personal brand, advance your career and/or land your dream job? ➡️ Click here: http://www.lindaraynier.com/standoutgethired and fill out the application form. ________________ CONNECT WITH ME: Website: https://www.LindaRaynier.com Instagram: https://www.instagram.com/lindaraynier/ LinkedIn: https://www.linkedin.com/in/lindaraynier Facebook: https://www.Facebook.com/lindaraynier If you want to learn more about how to make your resume stand out, watch my Resume Hacks - How to Make a Resume Stand Out video here: https://youtu.be/bueXJC5Myow Also, to learn more about answering the tell me about yourself question, see: https://www.youtube.com/watch?v=CumOvDWnUDY https://www.youtube.com/watch?v=OW-yxxPMtro
Views: 12262320 Linda Raynier
Excel HR dashboard - Chart for HR Professionals
 
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Add a variety to your reporting with innovative graph for your presentations, and precise data representation using Excel add-ins creatively.
Views: 21304 Excel to Excel
HRM - TIME SHEET - ADMIN ROLE
 
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All HR Departments require a system to store their employee details securely. SSOMENS HRM Management system allows companies to centralize confidential employee information and define access permissions to authorized personnel to ensure that employee information is both secure and accessible. Please contact [email protected]
Views: 358 Archana Ssomens
Recruitment Manager Excel Template (HR Dashboard) - Tour
 
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The Recruitment Manager template is useful for Managers and Recruiters to manage their recruitment process. It is a handy tool to store jobs and applications received for those jobs. It is designed to make it easy to track progress/status of all the applications or candidates. It has a fully automated dashboard which provides the relevant key metrics to analyze and optimize your recruitment process. Product Page: https://indzara.com/product/recruitment-manager-excel-template/ Key Features • Simple Design and Easy Data Entry • Understand recruitment funnel performance • Instant access to active pipeline • Identify top decline reasons and top application sources • Find bottlenecks in recruitment process • Compile a job report which shows all candidates’ summary • Analyze performance using key metrics in Dashboard • Customize to suit your needs (Stages, Sources and Reasons) Benefits A streamlined process to manage recruiting data Save time in data entry due to the simple and effective design Printable dashboard with relevant metrics to optimize recruiting Save money compared to expensive specialist software All within Microsoft Excel. Easy to Extend. Requirements Microsoft Excel for Windows (2010 or later), Microsoft Excel for Mac (2016 or later) Simple and Effective Excel Templates: http://indzara.com/ Free Excel Templates: http://indzara.com/free-excel-templates/ Premium Excel Templates: http://indzara.com/shop/ Small Business Management Templates: http://indzara.com/small-business-excel-templates/ Project Management Templates: http://indzara.com/project-management-excel-templates/ HR Templates: http://indzara.com/hr-excel-templates/ Free Excel Course: http://indzara.com/useful-excel-for-beginners/ Social: Subscribe to YouTube: http://www.youtube.com/user/theindzara?sub_confirmation=1 Facebook: https://www.facebook.com/theindzara YouTube: https://www.youtube.com/user/theindzara LinkedIn: https://www.linkedin.com/company/indzara Twitter: https://www.youtube.com/user/theindzara -~-~~-~~~-~~-~- Please watch my latest video: "Highlight events, weekends and holidays on calendar in Excel" https://www.youtube.com/watch?v=b0lWFlhAj3k -~-~~-~~~-~~-~-
Views: 24385 Indzara
Human Resources Management  -  Write an essay on Human Resources Planning
 
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Need Answer Sheet of this Question paper Contact us at [email protected] M: 7019944355 Human Resources Management (Part – 1) 1. The effective management of performance is probably one of the biggest problems now facing organizations. Describe. 2. How is an effective Performance Appraisal ensured? Explain. 3. Explain the main on the job training techniques. 4. Explain the finer points on developing a strategy for Human Resource. 5. Describe the open socio-technical systems model for bringing changes in an organization. 6. Write an essay on International Human Resource Management. Human Resources Management (Part – 2) 1. Discuss the Bill on Workers Participation in Management. 2. What are the types of strikes? Explain each type. 3. Describe the different penalities regarding strikes and lockouts. 4. Explain the factories Act, 1948. 5. What are the duties and liabilities of a registered Trade Union? Explain. 6. Discuss the various authorities constituted under Industrial Disputes Act for the settlement of Industrial Disputes. Human Resources Management (Part – 1) 1. Explain the main HRM activities. 2. What are the main reasons for undertaking Human resource planning in an organization? Explain. 3. Explain the principles and techniques of Job Analysis. 4. In identifying the need to recruit what issues are to be considered by an employer? Explain. 5. Explain the stages of the Performance Management process. 6. Explain the factors that affect a training requirement. Human Resources Management (Part – 2) 1. Explain the Growth of labor legislation in India. 2. What are unfair labor practice and penalties? Explain. 3. Explain the Trade Union Movement in India. 4. What is the object and scope of Industrial Employment Act., 1946?Explain. 5. Explain the rules requiring approval, licensing and registration of factories. 6. Explain the provisions of working hours of adults in factories. HUMAN RESOURCES MANAGEMENT 1. Explain the emerging role of Personnel Management. 2. Describe the steps in Human Resource Planning. 3. Explain the different sources and methods of Recruitment. 4. Explain Calendar preparation for training. 5. Explain the concept of Workers Participation in Management. 6. Explain the purposes and importance of Performance Appraisal Human Resources Management 1. Explain the steps in Human Resource Planning. 2. What makes career planning a success? Explain. 3. What are the benefits of an MBO Programme? Explain. 4. Explain the pre requisites of a good recruitment policy. 5. Examine the need and benefits of Training 6. Describe the methods, techniques or tools for Appraising Performance. Human Resources Management 1. What makes a Career Planning a success? Explain. 2. Describe the different forms of Worker Involvement in Quality Circle. 3. Write an essay on Human Resources Planning. 4. What is the purpose of Performance Appraisal? Explain. 5. Examine in detail the needs and benefits of Training. 6. Explain the different techniques of Recruitment. Need Answer Sheet of this Question paper Contact us at a[email protected] M: 7019944355
Views: 151 Answer Sheet
Handling employee grievance (COM)
 
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Subject : Commerce Paper :Human Resource Management
Views: 23686 Vidya-mitra
Human Resources Templates | Job Application Form - template
 
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https://formtitan.com/preview/Human-Resources/Job-Application-Forms/job-application-form Did you know that most businesses never stop recruiting? Use this simple template to manage your efforts and recruit online. You can even post it at your premises by printing its QR Code directly from the app. Human Resources Templates | Application Form | Job Application Form [https://formtitanpreviews.s3.amazonaws.com/ftFP1001295.png] Human Resources Templates | Application Form | Job Application Form [https://formtitan.com/preview/Human-Resources/Job-Application-Forms/job-application-form] Job applications, Employees peer & manager evaluations and Event planning are some examples for common human resources related forms. Get started with one of our human resources templates. Pick one that you like, use as is or modify according to your needs.https://formtitan.com/preview/Human-Resources/Job-Application-Forms/job-application-form
Views: 105 FormTitan
Establishing effective pay programs (Lecture 10) | HR Management
 
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Establishing effective pay programs (Lecture 10) | HR Management - Principles of Management. Subscribe this channel to get more knowledge,Lectures,Presentations etc. Youtube: https://www.youtube.com/channel/UCuBvNmo-Q42RPTisa-b1_-w?sub_confirmation=1 Facebook: https://www.facebook.com/g8knowledge Twitter: https://www.twitter.com/g8knowledge Instragram: https://www.instagram.com/knowledgeget Course Description: Human Resource Management is a course designed to make the students familiar with the concepts of managing human resources. It is rightly said that the organizations need effective people not efficient people. The course also describes the bench mark practices of Human Resource Management Course Objectives: This course has been designed keeping the following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: 1.List the basic factors determining pay rates. 2.Define and give an example of how to conduct a job evaluation. 3.Explain in detail how to establish pay rates. 4.Explain how to price managerial and professional jobs. 5.Explain the difference between competency-based and traditional pay plans. 6.Explain the importance today of broad banding, comparable worth, and board oversight of executive pay. At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates to the management process 2. Illustrate the human resources responsibilities of line and staff (HR) managers 3. Discuss and illustrate each of the important trends influencing human resource management 4. Describe important trends in human resource management 5. Explain why strategic planning is important to all managers 6. Explain the main generic types of corporate strategies and competitive strategies Explain why metrics are essential for identifying and creating high-performance human resource policies and practices 7. Discuss the nature of job analysis, including what it is and how it’s used 8. Write job descriptions, including summaries and job functions, using the Internet and traditional methods 9. Write a job specification 10. Explain what is meant by reliability and validity 11. List eight tests you could use for employee selection 12. Describe the strengths and weaknesses of the main types of selection interviews 13. Explain each of the four steps in the training process 14. Explain how to distinguish between problems you can fix with training and those you can’t 15. Explain five training techniques. 16. Describe four management development programs. 17. Define performance management and discuss how it differs from performance appraisal 18. Describe the appraisal process 19. Compare and contrast coaching and mentoring and describe the importance of each 20. Describe the basic factors determining pay rates 21. Describe the methods for conducting job evaluation 22. Explain how to apply five motivation theories in formulating an incentive plan 23. Describe the most popular organization wide variable pay plans 24. Describe each of the main pay for time not worked benefits.
Views: 3385 Get Knowledge
Salary Negotiation: 6 Tips on How to Negotiate a Higher Salary
 
09:57
SALARY NEGOTIATION - HOW TO NEGOTIATE A HIGHER SALARY ➡️ Get your brand new, impressive, Top Notch Resume here: https://topnotchresume.lindaraynier.com/signup ➡️ Get private career coaching from Linda here: http://www.lindaraynier.com/standoutgethired ➡️ Get your brand new, Strategic Cover Letter here: https://www.lindaraynier.com/strategic-cover-letter-workshop/ ➡️ ‘Top Notch Interview’ is coming soon! For enrolment updates: http://www.jointni.com ________________ In this video, I will teach you 6 salary negotiation tactics on how to negotiate a higher salary for yourself, whether you’ve just received a new job offer or you’re wanting to ask for a raise in your current job. You will learn the salary negotiation techniques that I know work on how to negotiate a salary that is in line with your expectations. There are many salary negotiation strategies, but it takes the right salary negotiation skills to get that bump in pay that matches what the market offers and what you’re worth. The 6 Major Tips on How to Negotiate a Higher Salary include: Tip # 1: Talk about your value - bring up evidence that prove why you’re worth what you’re worth. Tip #2: Do market research - know what the market is paying for someone with your credentials and level of experience. Tip #3. Give a number, not a range - many people are afraid to offend the employers and give a range for what salary they’d be open to. This is not the way to go. Tip #4. Go in with leverage - you want to leverage everything you can to enhance your chances of getting that bump in pay. Tip #5. Time it appropriately - if you’re in a job offer situation vs. asking for a raise, you need to know the right timing on when to bring up your salary expectations Tip #6. Be humble and polite, yet confident. Watch the video so you can learn the salary negotiation skills that I know work to getting you a higher salary. ----- FREE DOWNLOADS: ⬇️ Download my FREE Resume Samples PDF document here: https://bit.ly/2vjNwMM ⬇️ Download a copy of my 10 Ultimate Resume Hacks to Land more Interviews and Job Offers PDF here: https://bit.ly/2JRQR93 ________________ Become part of a growing community with over 3700 other corporate professionals in the supportive Ambitious Professionals Mastermind Facebook group here: https://www.facebook.com/groups/288240514997485/ Interested in getting personally coached by Linda to enhance your personal brand, advance your career and/or land your dream job? ➡️ Click here: http://www.lindaraynier.com/standoutgethired and fill out the application form. ________________ If you liked this video, please give it a thumbs up 👍 , subscribe, share it with your friends. CONNECT WITH ME: Website: https://www.LindaRaynier.com Instagram: https://www.instagram.com/lindaraynier/ LinkedIn: https://www.linkedin.com/in/lindaraynier Facebook: https://www.Facebook.com/lindaraynier If you want to learn more about how to make your resume stand out, watch my Resume Hacks - How to Make a Resume Stand Out video here: https://youtu.be/bueXJC5Myow Or if you want to learn how to answer the “Tell Me About Yourself” interview question, watch my “Tell Me About Yourself - A Good Answer to this Question” video here: https://youtu.be/kayOhGRcNt4 Also, to learn more about salary negotiation and how to negotiate a higher salary feel free to watch: https://youtu.be/nFDKoNuzt7I by Recruiter https://youtu.be/twJbXSpTVFA by Ramit Sethi https://youtu.be/Lm7T8vGModU by Ramit Sethi
Views: 849366 Linda Raynier
Sustainable HRM
 
26:51
Views: 1247 NOC16 MG03 Jan-Mar
HR Interview Questions for Freshers with best Answers and Examples
 
00:58
HR Interview Questions for Freshers with best Answers and Examples
Views: 277 sap4india
Chapter 6 - Human Resources | Geography ncert class 8
 
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Key notes, lecture and summary of Class 8 NCERT Chapter 6 - Human Resources. In this chapter we will cover: 1. What is Human Resource? 2. Distribution of population 3. Density of population 4. Factors affecting distribution of population 5. Population change 6. Patterns of population change 7. Population composition --- Click here if you want to subscribe:- https://www.youtube.com/user/TheRealS... --- You can also view playlists of other NCERT Geography videos:- Class 6 - https://www.youtube.com/watch?v=gAZP9... Class 7 - https://www.youtube.com/watch?v=Whz0l... Class 8 - https://www.youtube.com/watch?v=PIrwd... Class 9 - https://www.youtube.com/watch?v=VuDbi... Class 10 - https://www.youtube.com/watch?v=hTT_d... Class 11 - https://www.youtube.com/watch?v=Nntks... Whether you are preparing for UPSC Civil Services Exam, National Defence Academy NDA, Combined Defence Services CDS, Bank (PO, Clerk, Specialist), RBI (PO, Clerk, Specialist), Combined Graduate Level CGL, Central Armed Police Force CAPF (Assistant Commandant), Intelligence Bureau IB and many more exams. You can watch this video without having to read the entire book full of texts. If you find it useful, please like and share. Happy studying!
Views: 89253 Amit Sengupta
Interviewing Candidates (Lecture 06) | HR Management
 
04:21
Interviewing Candidates (Lecture 06) | HR Management - Principles of Management. Subscribe this channel to get more knowledge,Lectures,Presentations etc. Youtube: https://www.youtube.com/channel/UCuBvNmo-Q42RPTisa-b1_-w?sub_confirmation=1 Facebook: https://www.facebook.com/g8knowledge Twitter: https://www.twitter.com/g8knowledge Instragram: https://www.instagram.com/knowledgeget Course Description: Human Resource Management is a course designed to make the students familiar with the concepts of managing human resources. It is rightly said that the organizations need effective people not efficient people. The course also describes the bench mark practices of Human Resource Management Course Objectives: This course has been designed keeping the following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: 1. List the main types of selection interviews. 2. List and explain the main errors that can undermine an interview s usefulness. 3. Define a structured situational interview. 4. Explain and illustrate each guideline for being a more effective interviewer. 5. Give several examples of situational questions, behavioral questions, and background questions that provide structure At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates to the management process 2. Illustrate the human resources responsibilities of line and staff (HR) managers 3. Discuss and illustrate each of the important trends influencing human resource management 4. Describe important trends in human resource management 5. Explain why strategic planning is important to all managers 6. Explain the main generic types of corporate strategies and competitive strategies Explain why metrics are essential for identifying and creating high-performance human resource policies and practices 7. Discuss the nature of job analysis, including what it is and how it’s used 8. Write job descriptions, including summaries and job functions, using the Internet and traditional methods 9. Write a job specification 10. Explain what is meant by reliability and validity 11. List eight tests you could use for employee selection 12. Describe the strengths and weaknesses of the main types of selection interviews 13. Explain each of the four steps in the training process 14. Explain how to distinguish between problems you can fix with training and those you can’t 15. Explain five training techniques. 16. Describe four management development programs. 17. Define performance management and discuss how it differs from performance appraisal 18. Describe the appraisal process 19. Compare and contrast coaching and mentoring and describe the importance of each 20. Describe the basic factors determining pay rates 21. Describe the methods for conducting job evaluation 22. Explain how to apply five motivation theories in formulating an incentive plan 23. Describe the most popular organization wide variable pay plans 24. Describe each of the main pay for time not worked benefits.
Views: 2706 Get Knowledge
The Surprising Solution to Workplace Diversity | Arwa Mahdawi | TEDxHamburg
 
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Arwa Mahdawi on "The Surprising Solution to Workplace Diversity" at TEDxHamburg (http://www.tedxhamburg.de) Arwa Mahdawi is the founder and Chief Minority Officer of rentaminority.com, a revolutionary new service offering diversity on demand. The site has gained worldwide attention and been covered by the likes of the BBC, Le Monde, the Huffington Post, NPR, and the Atlantic. Arwa is also a partner at cummins&partners, an independent creative agency with offices in Australia and New York. She is a regular speaker at advertising/tech/media conferences, so if you need a minority last minute, give her a call. Arwa is also a freelance writer and writes regularly for the Guardian on issues including marketing, technology, cryptocurrency, and lesbians. Frequent comments on her articles include “Was someone really paid to write this?” and “This comment was removed by a moderator.” This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 150603 TEDx Talks
Job Interview Conversation - Interview Question and Answers in English
 
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It is important to be well prepared for an interview so in this video, I will explain you how to answer the important question of an Interview.
How to Prepare  for Job Interviews Top Questions, Answers and Examples
 
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This talk is sponsored by: Aga Bara http://agabara.com your Real Estate Specialist for the Calgary Area. Adam Czarnecki of http://talenttactics.ca Scott Prince of https://amplifiedstory.com Part 2 How to Prepare for Job Interviews -- questions, answers and examples Transcript: Click Here to Download the Transcripts https://goo.gl/xmEVgT Other Videos Modern Resume and Job Search Playlist https://goo.gl/smR8LR Recruitment and Selection Playlist https://goo.gl/gB6K3T Workplace Respect Training: http://www.talenttactics.ca/respect.html Cannabis Employee’s Rights and Responsibilities: http://www.talenttactics.ca/cannabis.html Adam Czarnecki (chair-net-ski) is a Chartered Professional in Human Resources (CPHR) and a recipient of the CPHR Alberta Award of Excellence and the Distinguished Teaching Award from Mount Royal University. Since 2010 he has been a member of the Senior Management team of a heavy duty truck dealership group in Alberta where he is responsible for Human Resources, Health and Safety, Information Technology and Payroll. He is an Instructor at the University of Calgary, Mount Royal University and Merit Construction Association. Adam Czarnecki is an avid contributor to industry webinars, conferences and expert panel discussions related to human resources, trades and the Alberta employment pool, including a role as technology columnist for CPHR Alberta’s quarterly magazine, HUMANCapital. He is a past CPHR Alberta Board Member as well as volunteer with post secondary institutions and various none for profit societies as a committee member, speaker on employment, corporate readiness and as a resume advisor to students. He holds a Bachelor of Social Sciences Degree from the University of Calgary with a concentration in Crime and Deviance. About Adam Czarnecki Website: http://www.talenttactics.ca/ Linkedin: https://ca.linkedin.com/in/adamczarnecki Twitter: https://twitter.com/adamczarnecki Facebook: https://www.facebook.com/talenttactics Instagram: https://www.instagram.com/talenttactics/ Youtube: http://www.youtube.com/c/TalentTacticsConsultinginc Live Stream: https://www.youtube.com/c/TalentTacticsConsultinginc/live Email Sign-up for Notifications: http://www.talenttactics.ca/contact-us.html
Annual Performance Review Best Practices
 
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Annual Performance Review Best Practices http://www.optimusperformance.ca/ Get a free coaching session with Stephen Goldberg for leaders and managers https://mailchi.mp/4966f7407de6/freecoachingsession Sgn up to receive my bi-monthly newsletter http://eepurl.com/gChMb Support the making of these videos by becoming a Patreon https://www.patreon.com/StephenGoldberg Download free worksheets, forms and templates from https://www.eloquens.com/channel/stephen-goldberg Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX Links to other videos mentioned in this video: Link to article on job description with video http://www.optimusperformance.ca/how-to-write-a-job-description-2/ Link to article and video on coaching style of leadership http://www.optimusperformance.ca/the-most-effective-leadership-style/ How to write a job description http://www.optimusperformance.ca/how-to-write-a-job-description-2/ The Most Effective Leadership Style http://www.optimusperformance.ca/the-most-effective-leadership-style/ Download free worksheets, forms and templates from https://www.eloquens.com/channel/stephen-goldberg Description of this video: Many companies such as Deloite and Microsoft have moved away from conducting an annual performance review or appraisal. In their evolution as an organization they realize that this is not the best practice to boost employee productivity and morale. However, many companies still force their managers and employees to do an annual performance review. If you are in the situation, then you have no choice and must go through with it. Read the full article on our blog page Link to blog article: http://www.optimusperformance.ca/annual-performance-review-best-practices/ Link to previous video: Strategies to Reduce Employee Turnover https://www.youtube.com/watch?v=0qGPc9p2QAM Links Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 Stephen Goldberg google Plus profile https://goo.gl/BjNozD YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 56122 Stephen Goldberg
HR Interview Questions and Answers [Real-time Answers]
 
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HR INTERVIEW QUESTIONS AND ANSWERS EXPERIENCED [Real-time Answers] This video gives top most 30 HR Interview Questions and Answers for experienced with Real-time Answers. This video gives compete information about HR Interview. I covered below topics. 1. What is the HR Interview 2 How to give best at HR Interview 3.HR Interview and Questions and Answers with clear explanations 4 How to overcome fear while giving HR Interview 5. Top 30 HR Best Interview Questions and Answers (English) "Keywords : Top 30 HR Best Interview Questions and Answers (English), HR interview questions and answers, HR FAQS, HR best Interview questions and answers"
Views: 75193 KNOWLEDGE POND
What are your Strengths and Weaknesses? | interview questions & Answers
 
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What are your Strengths and Weaknesses? | interview questions & Answers Freshersworld.com explains how to answer the Job interview question, What are Your Strengths and Weaknesses?, Tips & techniques to tackle type of interview questions, visit http://www.freshersworld.com/interview/campus-interview?src=Youtube for more detailed career information & growth. What would your answer gonna be when the interviewer asks you about your strengths and weaknesses? Confused as in where you have to start and what exactly you have to speak about? No more worries! I am here from Freshersworld.com to help you out and teach you how to answer this question in the best possible way. Now, start with your strengths. If you really can’t outline it in front of him, you can use these tricks to build your answer. Substantiate your answer always with an example. I would suggest you to go through the skill set required for the job role and reflect them in your strengths with a strong example. • For eg, you can say that my top strengths are adaptability, versatile, team player in case your job role tells you that you are supposed to work in a team where in you have to work with different cultured people or when your job role specifies that you need to speak a lot with people and convince them. You can add to it saying I ‘am a quick learner and have an intricate eye for details in case your role mentions that you need to analyze things or you need to closely observe certain things and your work is related to it. Now, moving on to the toughest part, i.e. your weakness. 1) Never state your weakness straight, instead you can tell them how and what are the steps you are taking to overcome your weaknesses. Put up some of your strengths as your weakness. Eg: Perfectionist - You can say that I am perfectionist and you get too much into details due to which I run short of time- Learn how to manipulate them wisely and be prepared with the steps. • I ‘am a perfectionist, but indeed I will end up with an effective work. I ‘am working on that, because I need to be a bit conscious about time also. OR • I do not have any that I know of with respect to my work and in case I come to identify it I would definitely work on it is what you can say. So folks, this is the best way to answer this question and project your weakness also in a smart way. Present yourself in front of the interviewer and get your job!! Goodluck.. We will be back with more such videos so stay connected with us. Disclaimer: The content written and spoken in this video are the soul property of Cassius Technologies Pvt Ltd. In case of any resemblance to any sites or any videos are mere coincidence.
The 4 Sentence Cover Letter That Gets You The Job Interview
 
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Join career expert and award-winning author Andrew LaCivita as he teaches you exactly how to write the 4 sentence cover letter that gets you the job interview! Grab the FREE template here: http://bit.ly/4sentencecoverletter For much more FREE content, see the https://www.milewalkacademy.com/ -------------------- GET INTERVIEW INTERVENTION HARDCOVER FREE! -------------------- Get the Interview Intervention Hardcover, eBook, and Audiobook while supplies last! The $29 book is FREE. I bought it for you. I'm also adding in the $27 digital experience. I only ask that you pay $7 so my friends at the warehouse can pick it, pack it, and ship it. I'll send it anywhere in the world for $7! Get it here: http://bit.ly/YTFreeInterviewIntervention -------------------- FREE DOWNLOADS -------------------- DOWNLOAD: THE 4 SENTENCE COVER LETTER HERE: http://bit.ly/4sentencecoverletter DOWNLOAD: THE ULTIMATE PROFESSIONAL RESUME TEMPLATE HERE: http://bit.ly/ultimateresumetemplate -------------------- WANT MORE AWESOME COVER LETTERS? -------------------- HOW TO APPLY WHEN THERE IS NO JOB OPENING: 7 SENTENCE COVER LETTER: https://youtu.be/O4LcD3VjlfU BOSS HUNTING COVER LETTERS: https://youtu.be/tIzfFliaPYA -------------------- NOT GETTING YOUR RESUME NOTICED VIA THE ATS? -------------------- I recommend my resume format followed by using JOBSCAN. Get it FREE here: https://www.jobscan.co/andrew-lacivita -------------------- JOIN MY JOB SEARCH BOOT CAMP -------------------- Want the most advanced and effective job searching program created? Check out my Job Search Boot Camp to find your dream job fast! 5 sessions, lifetime access, live event (plus recordings), ongoing coaching and so much more: - Start in the right place (your headline/pitch, your why, your needs, your questions for the employers) - Create marketing material that wows (resume, cover letters, LinkedIn Profile) - Run the perfect job hunt (most advanced job search strategies) - Interview to win the job (ace any type of interview and learn advanced selling techniques) - Negotiate like a pro (learn the nuances, psychology and steps to get paid what you deserve) Learn more and ENROLL HERE: https://www.milewalkacademy.com/p/andrew-lacivita-job-search-boot-camp -------------------- CONNECT WITH ANDREW -------------------- Join Andrew's email list: http://milewalk.com/mwblog Get Andrew's books and training: https://www.milewalkacademy.com YouTube: https://www.youtube.com/andylacivita Facebook: https://www.facebook.com/andrewlacivita Twitter: https://twitter.com/arlacivita LinkedIn: https://www.linkedin.com/in/andrewlacivita Instagram: https://www.instagram.com/andrewlacivita iTunes free podcast: https://itunes.apple.com/us/podcast/tips-for-work-life-andrew/id1120387046 -------------------- SUMMARY: -------------------- Modern-day cover letter is your introduction—of any kind—to the employer. There are essentially three ways this occurs: 1. Cover Letter 2. Email (with attached resume) 3. Applicant Tracking System (ATS) Your “cover letter” has three goals: 1. Explain why you’ve contacted the employer. 2. Provide insight on who you are and what you offer. 3. Show enthusiasm and interest in hearing (back) from the employer. You can accomplish these three goals in four sentences, which I discuss in the video. You can also grab the free download to see the exact format! If you have haven’t seen How To Build the Ultimate Professional Resume, check it out because some of the cover letter content references your resume. Get that RESUME TEMPLATE HERE: http://bit.ly/ultimateresumetemplate -------------------- ABOUT ANDREW -------------------- Andrew LaCivita is an internationally recognized executive recruiter, award-winning author, trainer, and founder and chief executive officer of milewalk and the milewalk Academy. He’s dedicated his career to helping people and companies realize their potential, consulting to more than two hundred organizations and counseling more than eleven thousand individuals. He often serves as a trusted media resource and is the author of Interview Intervention, Out of Reach but in Sight, and The Hiring Prophecies. -------------------- ABOUT TIPS FOR WORK AND LIFE® -------------------- Tips for Work and Life® is a weekly careers, hiring, and motivational show full of helpful job search strategies, career management and acceleration tactics, recruitment techniques, and self-help aids with award-winning author, executive recruiter, and trainer Andrew LaCivita. Tips for Work and Life® has been cited by several sources as a Top 100 Careers and HR Blog. He includes these 7-20 minute multicast shows filmed with no teleprompter in one take as part of his blog and podcast. #milewalkacademy #coverletter #resume #jobinterview #jobsearch #careercoach #careercoaching #interviewintervention
Views: 954373 Andrew LaCivita
Strategic HRM
 
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Views: 2713 NOC16 MG03 Jan-Mar
Labor Markets and Minimum Wage: Crash Course Economics #28
 
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How much should you get paid for your job? Well, that depends on a lot of factors. Your skill set, the demand for the skills you have, and what other people are getting paid around you all factor in. In a lot of ways, labor markets work on supply and demand, just like many of the markets we talk about in Crash Course Econ. But, again, there aren't a lot of pure, true markets in the world. There are all kinds of oddities and regulations that change the way labor markets work. One common (and kind of controversial one) is the minimum wage. The minimum wage has potential upsides and downsides, and we'll take a look at the various arguments for an against it. Crash Course is on Patreon! You can support us directly by signing up at http://www.patreon.com/crashcourse Thanks to the following Patrons for their generous monthly contributions that help keep Crash Course free for everyone forever: Mark, Eric Kitchen, Jessica Wode, Jeffrey Thompson, Steve Marshall, Moritz Schmidt, Robert Kunz, Tim Curwick, Jason A Saslow, SR Foxley, Elliot Beter, Jacob Ash, Christian, Jan Schmid, Jirat, Christy Huddleston, Daniel Baulig, Chris Peters, Anna-Ester Volozh, Ian Dundore, Caleb Weeks -- Want to find Crash Course elsewhere on the internet? Facebook - http://www.facebook.com/YouTubeCrashCourse Twitter - http://www.twitter.com/TheCrashCourse Tumblr - http://thecrashcourse.tumblr.com Support Crash Course on Patreon: http://patreon.com/crashcourse CC Kids: http://www.youtube.com/crashcoursekids
Views: 540003 CrashCourse
How is monetary value assigned to different dimensions of Human Resources costs, investments, and wo
 
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Need Answer Sheet of this Question paper Contact us at [email protected] M: 7019944355 Human Resource Management 1. Define and differentiate between Job Analysis, Job Description and Job Evaluation. Select an appropriate job evaluation method and create a plan for evaluating jobs of scientists in different grades. 2. Discuss the role of indoctrination in organizations. How can Performance Appraisal, and Training and Development be made an integral part of Human Resource Planning? Discuss. 3. Discuss the scope of Human Resource Audit. While auditing Reward systems for employees in a manufacturing organization, which factors should be taken into account and why? Explain with suitable examples. 4. Define and discuss the need for Human Resource Planning in an organization. Briefly discuss various approaches to HRP 5. Write short notes on any three of the following: (a) Training methods (b) Value determinants of HRP (c) Human Resource accounting (d) Labour Market Behavior (e) Promotion and Reward Policies SECTION B 1. Define and discuss the objectives of Human Resource Planning at organizational level. How does it help in determining and evaluating future organizational capabilities, needs and anticipated problems? Explain with suitable examples. 2. Define and describe Job Analysis. Briefly discuss several methods in which information about a job is collected and evaluated. 3. What is the purpose and process of recruitment function? Discuss various methods of sourcing manpower. 4. How is monetary value assigned to different dimensions of Human Resources costs, investments, and worth of the employees? Briefly explain Cost and Economic value approaches of measurement. 5. Write short notes on any three of the following : (a) MBO (b) Succession Planning (c) Competency Mapping (d) Job Evaluation (e) H.R. Inventory (a) Was the management justified in taking a decision to recruit a qualified and experienced person from outside as Deputy Chief Quality Controller? (b) Was it in the interest of the organization to transfer Ratnam to the new auto-wheeler plant and promote Kapil Kumar? What could have prompted the management to take this decision? (c) How do you view the role of O.A.s in supporting only the local and internal candidates and overlooking the interests of direct recruits even when they were family members of the Association, particularly at a time, when the industry needed professionally qualified persons to fill key technical posts? (d) How would you react to the management's scheme for quarter allotment and why? (i) Identify the issues related to manpower planning as evident in the case. (ii) Discuss the strategies to tackle the percentage of internal promotion at the organizational level. (iii)What type of additional training programmers’ should be imparted for direct entrants? (iv) Suppose you are the head of the personnel division. What would be your suggestions in the meeting - Which has been called by the General Manager?
Views: 8 Answer Sheet
Human Resources Templates | Job Application - template
 
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https://formtitan.com/preview/Human-Resources/Job-Application-Forms/Job-Application-online-form Did you know that most businesses never stop recruiting? Use this simple template to manage your efforts and recruit online. You can even post it at your premises by printing its QR Code directly from the app. Human Resources Templates | Application Form | Job Application [https://formtitanpreviews.s3.amazonaws.com/ftFP1004969.png]Human Resources Templates | Application Form | Job Application [https://formtitan.com/preview/Human-Resources/Job-Application-Forms/Job-Application-online-form] Job applications, Employees peer & manager evaluations and Event planning are some examples for common human resources related forms. Get started with one of our human resources templates. Pick one that you like, use as is or modify according to your needs.https://formtitan.com/preview/Human-Resources/Job-Application-Forms/Job-Application-online-form
Views: 14 jeff rohnson
Tell Me About Yourself - Learn This #1 Trick To Impress Hiring Managers ✓
 
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✅You can download the PowerPoint templates here; https://goo.gl/VWZD7X ✅My Interview Preparation MasterClass is now on YouTube! You can watch it here; https://www.youtube.com/watch?v=9mXG3AiXVMY Learn the best way to answer "tell me about yourself" job interview question from a PwC Consulting Manager and easily impress the hiring manager. You will learn how to prepare, pass, and land interviews with multinational companies. Tell Me About Yourself is one of the most critical questions you will be asked in your interview. In fact, I'll go ahead and say that it's perhaps THE most important question. I'll also say that it's the only one that can allow you to leave a long lasting impression with the hiring managers. And, it's incredibly easy to pull it off. You need a structure in your pitch. A structure that will allow you to present your background effectively. In this video, I talk in great details as to how you should answer this job interview question. It's all about having a structure, knowing what to say, knowing what not to say and presenting your background smoothly while making sure mentioning important elements in your background which is also what the hiring managers are looking for. In your 2 minute pitch, you need to make sure you present your background in a way that they clearly get the idea that you are THE candidate they want to hire. Watch the video until the end to gain a full understanding on the topic." Visit http://thecareermastery.com for more resources. Enjoy...
Views: 3376297 Deniz Sasal
How Do You Rate Your Communication Skills -5 hr interview questions and answers for freshers
 
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How Do You Rate Your Communication Skills -5 hr interview questions and answers for freshers Placement Papers,Test Pattern,Placement Paper, Interview experience,Campus Placement Process, Placement Papers with Solution,Technical, hr Interview tips, Questions and Answers,aptitude papers,company details,pdf,for cse,ece,eee,Interview Experience and Selection Process,online Aptitude Test,bpo interview questions,Interview Puzzles,Company Profile.Learn and practice Aptitude questions and answers with explanation for interview, competitive examination and entrance test,aptitude,questions, answers, interview, placement, papers, engineering, interview videos,tips,videos for freshers,questions,prank,in hindi,attitude is everything,attitude,at google,actress,about yourself,answers,electronics, civil, mechanical, networking, hr, c,2015, 2016, 2017,2018, reasoning, program, verbal, gk, knowledge, language, explanation, solution, problem, online, test, exam,quizhr, interview, human, resource, questions, answers, freshers, discussion, topics, companies, it, mba, management, exam, jobs, abilities, awareness, communication, skills, quiz, pdf, download, ebooks, interview questions and answers for a job, experienced,freshers,mechanical engineers,cse engineer,for electrical engineers,for civil engineering,for administrative assistant,for a job call center,bpo,bank,b.tech,best,computer science,call center interview body language interview conversation interview communication skills interview cracking tips interview crack interview videos interview questions and answers for freshers in india interview in hindi interview interview at google interview about yourself interview questions and answers hr interview videos in india for freshers engineers hr interview for freshers engineers hr interview hr interview attitude hr interview questions and answers for experienced hr round interview questions and answers hr interview questions and answers for freshers in tcs hr interview questions and answers for freshers in india hr round interview questions and answers for experienced hr assistant interview questions and answers hr haldeman interview how to hr interview hr interview in india hr interview in hindi hr interview in mnc hr interview in english hr interview in infosys hr interview videos in india hr interview videos in india tcs hr interview videos in tcs hr interview videos in india for freshers hr manager job interview hr job interview hr assistant job interview interview of hr executive interview of hr manager videos on hr interview hr interview preparation hr interview process interview questions for hr position hr phone interview personal hr interview hr interview skills sap hr interview questions hr screening interview hr specialist interview sap hr interview hr interview tips for freshers interview with hr manager a job interview a job well done a job video a job interview example job bank job board job consultancy HR INTERVIEW QUESTIONS - How Do You Rate Your Communication Skills -5 3 Ways to Improve Your Communication Skills How to Rate your Communication How to improve your English speaking skills 08 common Interview question and answers - Job Interview Skills Helpful Communication Skills For Your Next Interview How to Improve Your Communication Skills 4 Things to Practice daily to Improve Communication Skills Rate your pronunciation and speech clarity Improve Your Visual Communication Skills with Visual Grammar Interpersonal Communication Skills Success Will your communication skills help you land the job? 352 Communication Skills CAT | XAT | SNAP | NMAT | IIFT | CET | CMAT | MAT Exam Online Video Lectures ISRO Officer Recruitment Preparation |State Bank Of India SO Jobs | Staff selection Commission (SSC) |SSC Upper Division Clerk Exam |Union Public Service Commission-UPSC Online Video Lectures GRE | TOEFL | IELTS Preparation Free Online Video Lectures IELTS | TOEFL |PTE | CAE | GRE |International English Language Testing System | Test of English as a Foreign Language | Pears Test of English Preparation Free Online Video Lectures SBI PO For more details visit: http://goo.gl/pTXZX4 Follow us on: Facebook: https://www.facebook.com/wikitechy Twitter: https://www.linkedin.com/company/wiki... Google Plus: https://plus.google.com/u/0/113860990... Linked in :https://www.linkedin.com/company/wiki... Pinterest: https://www.pinterest.com/wikitechy/ Tumblr: http://wikitechy.tumblr.com/
Define and discuss the need for Human Resource Planning in an organization  Briefly discuss various
 
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Need Answer Sheet of this Question paper Contact us at [email protected] M: 7019944355 Human Resource Management 1. Define and differentiate between Job Analysis, Job Description and Job Evaluation. Select an appropriate job evaluation method and create a plan for evaluating jobs of scientists in different grades. 2. Discuss the role of indoctrination in organizations. How can Performance Appraisal, and Training and Development be made an integral part of Human Resource Planning? Discuss. 3. Discuss the scope of Human Resource Audit. While auditing Reward systems for employees in a manufacturing organization, which factors should be taken into account and why? Explain with suitable examples. 4. Define and discuss the need for Human Resource Planning in an organization. Briefly discuss various approaches to HRP 5. Write short notes on any three of the following: (a) Training methods (b) Value determinants of HRP (c) Human Resource accounting (d) Labour Market Behavior (e) Promotion and Reward Policies SECTION B 1. Define and discuss the objectives of Human Resource Planning at organizational level. How does it help in determining and evaluating future organizational capabilities, needs and anticipated problems? Explain with suitable examples. 2. Define and describe Job Analysis. Briefly discuss several methods in which information about a job is collected and evaluated. 3. What is the purpose and process of recruitment function? Discuss various methods of sourcing manpower. 4. How is monetary value assigned to different dimensions of Human Resources costs, investments, and worth of the employees? Briefly explain Cost and Economic value approaches of measurement. 5. Write short notes on any three of the following : (a) MBO (b) Succession Planning (c) Competency Mapping (d) Job Evaluation (e) H.R. Inventory (a) Was the management justified in taking a decision to recruit a qualified and experienced person from outside as Deputy Chief Quality Controller? (b) Was it in the interest of the organization to transfer Ratnam to the new auto-wheeler plant and promote Kapil Kumar? What could have prompted the management to take this decision? (c) How do you view the role of O.A.s in supporting only the local and internal candidates and overlooking the interests of direct recruits even when they were family members of the Association, particularly at a time, when the industry needed professionally qualified persons to fill key technical posts? (d) How would you react to the management's scheme for quarter allotment and why? (i) Identify the issues related to manpower planning as evident in the case. (ii) Discuss the strategies to tackle the percentage of internal promotion at the organizational level. (iii)What type of additional training programmers’ should be imparted for direct entrants? (iv) Suppose you are the head of the personnel division. What would be your suggestions in the meeting - Which has been called by the General Manager?
Views: 55 Answer Sheet
Stop Trying to Motivate Your Employees | Kerry Goyette | TEDxCosmoPark
 
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It’s a misconception that you can motivate your employees. They’re already motivated. The key is to unleash their motivation. The Founder of Aperio Consulting Group, Kerry Goyette takes a deeper dive into motivation, how to leverage it, and the counterproductive motivations that may be holding us back from success. Kerry is the Founder & President of Aperio Consulting Group, a corporate consulting firm that provides workplace analytics and training to build high performance cultures. Kerry consults clients across the world on scientific strategies for engineering teams that maximize performance. She is also the founding authority of the Motivational Research Institute focused on identifying the key human factor contributors to success.Kerry is certified to administer a wide variety of cutting edge workplace analytics measuring motivation, engagement, safety/risk management behaviors, attitude, mental ability, emotional intelligence and many others. In addition, she is a certified forensic interviewer with advanced training as an expert witness by the American Prosecutors Research Institute. This specialized training has given her unique insight in diagnosing the true problem. Her consulting has taken her all over the world which has exposed her to a variety of workplace cultures and industries. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 764531 TEDx Talks
Define and describe Job Analysis
 
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Need Answer Sheet of this Question paper Contact us at [email protected] M: 7019944355 Human Resource Management 1. Define and differentiate between Job Analysis, Job Description and Job Evaluation. Select an appropriate job evaluation method and create a plan for evaluating jobs of scientists in different grades. 2. Discuss the role of indoctrination in organizations. How can Performance Appraisal, and Training and Development be made an integral part of Human Resource Planning? Discuss. 3. Discuss the scope of Human Resource Audit. While auditing Reward systems for employees in a manufacturing organization, which factors should be taken into account and why? Explain with suitable examples. 4. Define and discuss the need for Human Resource Planning in an organization. Briefly discuss various approaches to HRP 5. Write short notes on any three of the following: (a) Training methods (b) Value determinants of HRP (c) Human Resource accounting (d) Labour Market Behavior (e) Promotion and Reward Policies SECTION B 1. Define and discuss the objectives of Human Resource Planning at organizational level. How does it help in determining and evaluating future organizational capabilities, needs and anticipated problems? Explain with suitable examples. 2. Define and describe Job Analysis. Briefly discuss several methods in which information about a job is collected and evaluated. 3. What is the purpose and process of recruitment function? Discuss various methods of sourcing manpower. 4. How is monetary value assigned to different dimensions of Human Resources costs, investments, and worth of the employees? Briefly explain Cost and Economic value approaches of measurement. 5. Write short notes on any three of the following : (a) MBO (b) Succession Planning (c) Competency Mapping (d) Job Evaluation (e) H.R. Inventory (a) Was the management justified in taking a decision to recruit a qualified and experienced person from outside as Deputy Chief Quality Controller? (b) Was it in the interest of the organization to transfer Ratnam to the new auto-wheeler plant and promote Kapil Kumar? What could have prompted the management to take this decision? (c) How do you view the role of O.A.s in supporting only the local and internal candidates and overlooking the interests of direct recruits even when they were family members of the Association, particularly at a time, when the industry needed professionally qualified persons to fill key technical posts? (d) How would you react to the management's scheme for quarter allotment and why? (i) Identify the issues related to manpower planning as evident in the case. (ii) Discuss the strategies to tackle the percentage of internal promotion at the organizational level. (iii)What type of additional training programmers’ should be imparted for direct entrants? (iv) Suppose you are the head of the personnel division. What would be your suggestions in the meeting - Which has been called by the General Manager?
Views: 60 Answer Sheet
How to write a professional resume for freshers
 
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Being HR Professional myself,I've seen people being so confused about their resume and its format. I've seen candidates copy pasting from sample resumes. So I felt the need of a video which can guide them in making their first evre resume of their career.So I hope this video helps them in combating that issue. This video is for freshers,soon i'll try to post video about the same issue for experienced people. Subscribe for more!!!! Follow me on my Instagram,facebook ,pinterest and google+ Facial exercises video link: https://youtu.be/v9WgIiax63U My other video links: All About lipstick https://youtu.be/0Ew2P782nsI My handbag collection https://youtu.be/FkN-s8_oexg You can connect with me on: My instagram: https://www.instagram.com/punjabibeau... My facebook page: https://www.facebook.com/punjabibeaut... My Google +: https://plus.google.com/102664942574097649297 My Pinterest: https://www.pinterest.com/punjabibeautyon/ My email id :[email protected] Please subscribe and follow me Thanks alot xoxo Punjabibeautyonduty
Views: 69126 Punjabibeautyonduty
Elevator Pitch for Job Seekers: How to Answer "Tell Me About Yourself" In the Interview
 
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Learn exactly how to answer "tell me about yourself" in an interview with 3 simple steps while improving your confidence and public speaking! What to do: 1. Watch the video and review the 3 steps. This article has a detailed recap if you want more info on any of the steps: http://careersidekick.com/best-elevator-pitch Or here are the 3 basic steps at-a-glance: -who are you and what do you do? -why should they care? -what do you want? 2. Once you feel you've practiced enough, record yourself delivering your elevator pitch using your phone or camera so you can see how it sounds! Additional resources: **Full Job Interview Answers Guide** (with a special discount): http://careersidekick.com/job-interview-answers-guide/
Views: 174060 Career Sidekick
Discuss the scope of Human Resource Audit  While auditing Reward systems for employees in a manufact
 
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Need Answer Sheet of this Question paper Contact us at [email protected] M: 7019944355 Human Resource Management 1. Define and differentiate between Job Analysis, Job Description and Job Evaluation. Select an appropriate job evaluation method and create a plan for evaluating jobs of scientists in different grades. 2. Discuss the role of indoctrination in organizations. How can Performance Appraisal, and Training and Development be made an integral part of Human Resource Planning? Discuss. 3. Discuss the scope of Human Resource Audit. While auditing Reward systems for employees in a manufacturing organization, which factors should be taken into account and why? Explain with suitable examples. 4. Define and discuss the need for Human Resource Planning in an organization. Briefly discuss various approaches to HRP 5. Write short notes on any three of the following: (a) Training methods (b) Value determinants of HRP (c) Human Resource accounting (d) Labour Market Behavior (e) Promotion and Reward Policies SECTION B 1. Define and discuss the objectives of Human Resource Planning at organizational level. How does it help in determining and evaluating future organizational capabilities, needs and anticipated problems? Explain with suitable examples. 2. Define and describe Job Analysis. Briefly discuss several methods in which information about a job is collected and evaluated. 3. What is the purpose and process of recruitment function? Discuss various methods of sourcing manpower. 4. How is monetary value assigned to different dimensions of Human Resources costs, investments, and worth of the employees? Briefly explain Cost and Economic value approaches of measurement. 5. Write short notes on any three of the following : (a) MBO (b) Succession Planning (c) Competency Mapping (d) Job Evaluation (e) H.R. Inventory (a) Was the management justified in taking a decision to recruit a qualified and experienced person from outside as Deputy Chief Quality Controller? (b) Was it in the interest of the organization to transfer Ratnam to the new auto-wheeler plant and promote Kapil Kumar? What could have prompted the management to take this decision? (c) How do you view the role of O.A.s in supporting only the local and internal candidates and overlooking the interests of direct recruits even when they were family members of the Association, particularly at a time, when the industry needed professionally qualified persons to fill key technical posts? (d) How would you react to the management's scheme for quarter allotment and why? (i) Identify the issues related to manpower planning as evident in the case. (ii) Discuss the strategies to tackle the percentage of internal promotion at the organizational level. (iii)What type of additional training programmers’ should be imparted for direct entrants? (iv) Suppose you are the head of the personnel division. What would be your suggestions in the meeting - Which has been called by the General Manager?
Views: 35 Answer Sheet
Suppose you are the head of the personnel division  What would be your suggestions in the meeting
 
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Need Answer Sheet of this Question paper Contact us at [email protected] M: 7019944355 Human Resource Management 1. Define and differentiate between Job Analysis, Job Description and Job Evaluation. Select an appropriate job evaluation method and create a plan for evaluating jobs of scientists in different grades. 2. Discuss the role of indoctrination in organizations. How can Performance Appraisal, and Training and Development be made an integral part of Human Resource Planning? Discuss. 3. Discuss the scope of Human Resource Audit. While auditing Reward systems for employees in a manufacturing organization, which factors should be taken into account and why? Explain with suitable examples. 4. Define and discuss the need for Human Resource Planning in an organization. Briefly discuss various approaches to HRP 5. Write short notes on any three of the following: (a) Training methods (b) Value determinants of HRP (c) Human Resource accounting (d) Labour Market Behavior (e) Promotion and Reward Policies SECTION B 1. Define and discuss the objectives of Human Resource Planning at organizational level. How does it help in determining and evaluating future organizational capabilities, needs and anticipated problems? Explain with suitable examples. 2. Define and describe Job Analysis. Briefly discuss several methods in which information about a job is collected and evaluated. 3. What is the purpose and process of recruitment function? Discuss various methods of sourcing manpower. 4. How is monetary value assigned to different dimensions of Human Resources costs, investments, and worth of the employees? Briefly explain Cost and Economic value approaches of measurement. 5. Write short notes on any three of the following : (a) MBO (b) Succession Planning (c) Competency Mapping (d) Job Evaluation (e) H.R. Inventory (a) Was the management justified in taking a decision to recruit a qualified and experienced person from outside as Deputy Chief Quality Controller? (b) Was it in the interest of the organization to transfer Ratnam to the new auto-wheeler plant and promote Kapil Kumar? What could have prompted the management to take this decision? (c) How do you view the role of O.A.s in supporting only the local and internal candidates and overlooking the interests of direct recruits even when they were family members of the Association, particularly at a time, when the industry needed professionally qualified persons to fill key technical posts? (d) How would you react to the management's scheme for quarter allotment and why? (i) Identify the issues related to manpower planning as evident in the case. (ii) Discuss the strategies to tackle the percentage of internal promotion at the organizational level. (iii)What type of additional training programmers’ should be imparted for direct entrants? (iv) Suppose you are the head of the personnel division. What would be your suggestions in the meeting - Which has been called by the General Manager?
Views: 10 Answer Sheet
HOW TO ATTEND A TELEPHONIC INTERVIEW FOR FRESHERS - INTERVIEW TIPS
 
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Let us talk about how to attend a telephonic interview. We all know at least we all have experienced a face to face interview. When I say a telephonic interview people say it is not that important or people don’t consider being important, but letting me tell you what It is one of the most important round in the interviewing process. Normally let me tell you why there is a telephonic interview. A telephonic interview is in a situation where if a candidate stays outside the place where the interviewer is from or he is not able to make time for the interview or say the interviewer does not have a 1hr or 2 for him to spare for the interview process. So in that cases we have a telephonic interview and normally telephonic interview goes on for 20 to 30min if a single person is interviewing you or it might be 30 to 40 min depending if they are 2 -3 people who are interviewing you. So these are the tips and tricks that you have in mind before go ahead and start the interview. The first thing is always have your resume in front of you, your resume or your cover letter in front of you because one of the top most asked questions in any kind of interview is walk through your resume. So when an interviewer is asking you that question or when the interviewer is shooting the first set of questions you don’t have to run around go ahead and get your resume and then it wastes a lot of time so have your resume right in front of you and make sure you have a high quality phone. High quality phone in the sense make sure you are in calm environment there is no much disturbances and always sit straight take a deep breath and relax for 5 – 10 min before you start the process and make sure you do not sit on couch with laid back position or you do not do multi-tasking say you are texting or you are on Facebook and you are talking to the interviewer or say smoking or chewing gums please do not do all these things when you attend the telephonic interview and also smile on the phone smile on the phone in the sense when the interviewer and you are having conversation make sure you have a smile say there is a conversation at times there would be a situation you have to smile on the call and make sure it must be a professional conversation and always focus on your language focus on your language do not come up with native accent make sure the interviewer and you have a professional conversation do not get into multi lingual conversation people of different states have different accent please make sure the conversation you have with the interviewer is always professional and if possible have your linkedin profile or a video profile always there on the internet and you can guide the interviewer I have my linkedin profile just in case you want to go through my linkedin profile this is the link you can go through and the most important thing keep in mind do not ask selfish questions because this is one of your initial stages of interview before you call for a face to face. Do not ask questions like “what would be my CTC “? What would be my salary? What are the benefits I would get? These are selfish questions that you have to avoid before you go ahead and attend a telephonic interview make sure you make notes. These are the things when you attending a n interview have a pen and a sheet of paper right in front of you ask the question like what is your name sir ? Or if the person is introducing himself by his name write down the name and his designation and before you cut the call or before you go ahead and disconnect the call make sure you ask what is the next time when would I get to know my results after how long would you get back to me say if the interviewer says about a week just write it on 1 weak from now and always say the interviewer I am going write a thank you email to you. A simple thank you email can be written to the interviewer so just inform him and send out a simple email to the interviewer so these are the tips and tricks you have to keep in mind before you attend a telephonic interview. Disclaimer: The content written and spoken in this video are the soul property of Cassius Technologies Pvt Ltd. In case of any resemblance to any sites or any videos are mere coincidence.
Application Form Templates | Job Application Form - template
 
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https://formtitan.com/preview/Human-Resources/Job-Application-Forms/job-application-form Did you know that most businesses never stop recruiting? Use this simple template to manage your efforts and recruit online. You can even post it at your premises by printing its QR Code directly from the app. Human Resources Templates | Application Form | Job Application Form [https://formtitanpreviews.s3.amazonaws.com/ftFP1001295.png] Human Resources Templates | Application Form | Job Application Form [https://formtitan.com/preview/Human-Resources/Job-Application-Forms/job-application-form] Application forms are used by clubs, school, non-profit organizations,etc. FormTitan offers several application templates. If you see a form that’s good for you as-is, simply select and publish. Within less than a minute it's yours, up and running! What If i want to modify the template and give it a different look? You can use the template as is, or add and remove elements as you find necessary. Feel free to use the form with other themes out of our list, or make your own layout changes, add your colors, logo, etc. How do I add advanced features to the template? You can easily enhance the template with some of FormTitan’s advanced features: For example if some parts of the application are relevant only to specific applicants you can use our advanced logic and show elements to applicants based on information they provide at the beginning of the form. How do i get the submitted data? By default you will be getting all submissions directly to your mailbox. You can easily customize these emails from within our form builder. Furthermore, you can use our built-in integrations to push your data into other services of your choice. E.g. you can collect all submitted surveys in a document or spreadsheet within your google drive.https://formtitan.com/preview/Human-Resources/Job-Application-Forms/job-application-form
Views: 77 Amy Tsabba
Seven Tips to Create an Employer Value Proposition
 
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Whether you’re hiring one employee or 100, you have to be able to answer the question, “why should I work for you?” Daneal Charney, Senior Director of Human Resources, NexJ Systems Inc., shares seven tips to define your employer value proposition (EVP) to help you attract talented ambitious people to join your startup.