Answer / syed fahad sami

The enthusiasm and approach of a candidate alongwith the
product/ job knowledge can be able to access it. Many people
have different criteria to judge any candidate which
designed according to the job nature/specification, for some
positions looks matters and for some intelligence or product
knowledge. Some interviewer judge them by formal questions
and some by informal. So its not the hard and fast rule to
judge any candidate.

In a room there are 3bulbs, and in the net room there are 3 switches. one can not see through the rooms, then how can you know that which switch is for which bulb with out taking any one's help?

5 Answers  

---

how to make salary sheet with pf,da,esi

1 Answers  

---

how to calculate ROI?

2 Answers   ITC Infotech,

---

Vector Rooms Theory?

1 Answers   IBM,

---

What is HRM?

29 Answers   Alkem Labs, Concentrix, pspl,

---

---

please mention the latest trends and tools in recruitment process?

1 Answers  

---

compare beween advantages of job and advantages of business ?

5 Answers   TCS,

---

Explain the salary format of different level of employees?

0 Answers   HP,

---

why you choose h.r.

6 Answers   Dr Reddys, India Infoline, Reddy Labs,

---

What is Different between Recruitment and Selection

27 Answers  

---

How can we realate the Human Resource Mangment(HRM) and Public Relations (PR)? Can we do any Project work on the above subject for MBA(HR) if yes what will be the subject ?

1 Answers  

---

The contexts in which human resources are managed in today's organizations are constantly, changing. No longer do firms utilize one set of manufacturing processes, employ a homogeneous group of loyal employees for long periods of time or develop one set way of structuring how work is done and supervisory responsibility is assigned. Continuous changes in who organizations employ and what these employees do require HR practices and systems that are well conceived and effectively implemented to ensure high performance and continued success. 1. Automated technologies nowadays require more technically trained employees possessing multifarious skills to repair, adjust or improve existing processes. The firms can't expect these employees (Gen X employees, possessing superior technical knowledge and skills, whose attitudes and perceptions toward work are significantly different from those of their predecessor organizations: like greater self control, less interest in job security; no expectations of long term employment; greater participation urge in work activities, demanding opportunities for personal growth and creativity) to stay on without attractive compensation packages and novel reward schemes. 2. Technology driven companies are led by project teams, possessing diverse skills, experience and expertise. Flexible and dynamic organizational structures are needed to take care of the expectations of managers, technicians and analysts who combine their skills, expertise and experience to meet changing customer needs and competitive pressures. 3. Cost cutting efforts have led to the decimation of unwanted layers in organizational hierarchy in recent times. This, in turn, has brought in the problem of managing plateau employees whose careers seem to have been hit by the delivering process. Organizations are, therefore, made to find alternative career paths for such employees. Examination Paper Semester I: Human Resource Management IIBM Institute of Business Management 4. Both young and old workers, these days, have values and attitudes that stress less loyalty to the company and more loyalty to oneself and one's career than those shown by employees in the past, Organizations, therefore, have to devise appropriate HR policies and strategies so as to prevent the flight of talented employees Question 1. Discuss that technological breakthrough has brought a radical changes in HRM

1 Answers  

---