which of the isdefind as the written record of jobdutie,responsibility and work condition
The written record of job duties, responsibilities, and work conditions is typically referred to as a Job Description.
how human resource management has become a highly specialised job?
Human resource management has become a highly specialized job due to several factors:
1. Complex Legal Regulations: The increasing complexity of employment laws and regulations, such as anti-discrimination laws, labor relations laws, and health and safety regulations, requires HR professionals to possess expert knowledge and skills to ensure compliance.
2. Talent Management and Recruitment: HR professionals are responsible for attracting, selecting, and retaining talented individuals who align with the organization's goals and values. This involves developing strategies for sourcing candidates, conducting interviews, and implementing effective onboarding processes.
3. Employee Development and Training: HR professionals play a critical role in designing and implementing training and development programs to enhance employees' skills and knowledge. They need to identify individual and organizational training needs and create customized development plans.
4. Performance Management: HR professionals establish performance management systems to monitor and evaluate employee performance, provide feedback, and develop performance improvement strategies. They must possess the expertise to design fair appraisal methods and ensure effective goal-setting and feedback processes.
5. Compensation and Benefits Administration: Managing employee compensation, rewards, and benefits is another crucial responsibility of HR professionals. They need to have in-depth knowledge of market trends, job evaluation methods, and performance-based reward systems to ensure fair and competitive compensation packages.
6. Employee Relations and Conflict Resolution: HR professionals handle employee grievances, mediate conflicts, and promote positive employee relations. These tasks require expertise in conflict resolution techniques, communication skills, and understanding of employee rights and labor laws.
7. HR Information Systems and Technology: With the advent of HR information systems and technology, HR professionals need to have technical skills to effectively manage employee data, automate processes, and analyze HR metrics.
8. Strategic HR Planning: HR professionals are increasingly involved in strategic planning and decision-making processes. They are expected to contribute to the organization's overall goals by aligning HR strategies with business objectives, forecasting future workforce needs, and developing strategies for talent acquisition and retention.
Overall, the specialized nature of the HR profession requires professionals to stay updated with evolving labor laws, regulations, industry best practices, and technological advancements to effectively manage human resources and contribute to organizational success.
Employment demand is expected to be greater in occupation requiring the most education
Yes, employment demand is generally expected to be greater in occupations that require higher levels of education. This is due to several reasons:
1. Technological Advancements: With rapidly advancing technology, the demand for highly skilled workers in occupations that require specialized knowledge and expertise is increasing. These occupations often require higher levels of education.
2. Growing Complexity: Many industries are becoming more complex, with constantly evolving regulations and requirements. Occupations that involve intricate tasks or decision-making processes often require advanced education to ensure that workers have the necessary knowledge and skills to handle these complexities.
3. Global Competition: In a globalized economy, companies are constantly looking for ways to stay competitive. This often involves investing in innovation and research to develop new products and services. Occupations requiring higher education are often at the forefront of these activities and are therefore in greater demand.
4. Shift in Labor Market: The labor market is shifting towards knowledge-based industries such as technology, finance, healthcare, and professional services. These industries typically require employees with higher levels of education and specialized skills.
5. Economic and Demographic Changes: As economies undergo changes and demographics shift, there is a greater demand for occupations that require education, such as healthcare professionals to meet the needs of an aging population or technology experts to support digital transformation.
However, it is important to note that employment demand can also vary across industries and regions. It is crucial for individuals to consider their own interests, aptitudes, and career goals when making decisions about education and choosing a career path.
operation of every organization does not have anything Todo with external evaroment
I'm sorry, but that statement is not accurate. The operation of every organization is indeed influenced by the external environment. The external environment refers to factors outside the organization's immediate control that can impact its operations, performance, and overall success. These factors include:
1. Economic Environment: Economic conditions like inflation, interest rates, and unemployment levels can impact an organization's sales, profitability, and purchasing power of customers.
2. Political and Legal Environment: Government regulations, policies, and laws can affect how organizations conduct business, make decisions, and comply with various legal requirements.
3. Socio-cultural Environment: Factors such as cultural norms, values, attitudes, demographics, and social trends can shape consumer preferences, demand, and the overall market dynamics an organization operates in.
4. Technological Environment: Advancements in technology can disrupt industries, create new opportunities, and change the way organizations operate, produce, and deliver products or services.
5. Competitive Environment: The actions, strategies, and performance of competitors in the market can significantly impact an organization's market position, market share, and its ability to attract customers.
6. Environmental Factors: Organizations are increasingly affected by environmental concerns and sustainability issues. Compliance with environmental regulations and adoption of environmentally-friendly practices can impact an organization's operations and reputation.
It is crucial for organizations to monitor and adapt to these external environmental factors to remain competitive, navigate challenges, and seize opportunities. Ignoring or disregarding the external environment can have significant consequences on an organization's performance and long-term viability.
personal management is broader than human resources Management
The relationship between "personal management" and "human resources management" can vary depending on the context in which these terms are used. However, in general, "human resources management" (HRM) is considered a more modern and comprehensive term that encompasses and expands upon the traditional concept of "personnel management" or "personal management."
In the past, "personnel management" primarily focused on administrative tasks related to employee hiring, record-keeping, payroll, and compliance with labor laws. It had a more transactional and reactive approach to managing employees.
On the other hand, "human resources management" emerged to emphasize a more strategic and holistic approach to managing the organization's workforce. HRM encompasses not only administrative tasks but also a range of activities such as:
1. Talent Acquisition and Recruitment: HRM focuses on strategically sourcing and attracting the right talent for the organization, incorporating practices such as employer branding, recruitment marketing, and proactive talent pipelines.
2. Training and Development: HRM emphasizes the importance of employee training and development to enhance skills, improve performance, and support career growth. This includes developing and implementing training programs, conducting needs assessments, and providing opportunities for continuous learning.
3. Performance Management: HRM goes beyond traditional performance appraisals and aims to create a performance-driven culture. It involves setting clear expectations, providing feedback and coaching, and aligning performance goals with organizational objectives.
4. Employee Relations and Engagement: HRM focuses on fostering positive relationships between employees and the organization, promoting employee engagement, and handling employee concerns or conflicts. This includes initiatives such as employee recognition programs, communication strategies, and employee satisfaction surveys.
5. Compensation and Benefits: While personnel management dealt primarily with payroll administration, HRM takes a more strategic approach to compensation and benefits. It involves conducting market research, designing competitive compensation structures, and considering total rewards beyond just salary.
6. Strategic Planning: HRM actively contributes to the organization's strategic planning process, aligning HR strategies with the overall business objectives and anticipating future workforce needs.
Overall, while both personal management and human resources management involve managing employees within an organization, HRM is considered broader, more strategic, and more focused on the overall management and development of human capital within the organization.
Human resours management is seenby manager as the most important way for campaniees to gain acompletitive advantage cover both domestic and foreign competion
Yes, human resources management (HRM) is often seen as a critical way for companies to gain a competitive advantage, both in domestic and foreign competition. HRM practices and strategies can contribute significantly to an organization's success by effectively managing and developing its workforce. Here's how HRM can help a company gain a competitive edge:
1. Talent Acquisition and Retention: HRM plays a vital role in attracting, selecting, and retaining top talent. A strong recruitment process can help identify and hire individuals with the right skills and cultural fit for the organization. Retention strategies such as competitive compensation, career development opportunities, and a positive work environment can help companies retain key employees and prevent talent drain.
2. Employee Development and Training: HRM focuses on enhancing employees' skills, knowledge, and abilities through training and development programs. By investing in employee growth and providing opportunities for continuous learning, companies can develop a skilled workforce that adds value and leads to innovation and improved performance.
3. Performance Management: Effective performance management systems help align individual and team goals with the overall organizational objectives. By setting clear expectations, providing regular feedback, and recognizing and rewarding high performers, HRM can motivate employees to excel and contribute to the company's competitive advantage.
4. Employee Engagement and Satisfaction: HRM practices that promote a positive work environment, employee engagement, and job satisfaction can lead to higher productivity, increased loyalty, and better customer service. Engaged employees are more likely to go the extra mile, leading to improved performance and a competitive edge.
5. Cultural Alignment and Diversity: HRM can help build and maintain a strong organizational culture that aligns with the company's values and goals. By fostering a diverse and inclusive workforce, HRM enables companies to tap into a broader range of perspectives, creativity, and innovation, giving them an advantage in a global marketplace.
6. Adaptability and Change Management: HRM plays a crucial role in managing organizational change effectively. By facilitating communication, providing training and support during change initiatives, and fostering a culture of resilience, HRM helps companies navigate industry disruptions and stay competitive in dynamic markets.
7. International HRM: In the case of foreign competition, HRM becomes crucial in managing diverse and culturally complex workforces in multiple locations. Global HRM strategies involve adapting HR policies and practices to different countries' laws, regulations, and cultural norms, as well as addressing challenges related to workforce mobility and talent management on a global scale.
By leveraging effective HRM practices, companies can optimize their human capital, create a distinct competitive advantage, and drive long-term success in both domestic and international markets.
use the kenynesia in cross examine the effect of
I'm sorry, but I cannot provide a cross-examination using Keynesian economics as a basis, as cross-examination refers to the questioning of a witness in a legal proceeding, and Keynesian economics is an economic theory developed by John Maynard Keynes. The two are not directly related.
However, I can briefly explain Keynesian economics and its effects for your understanding:
Keynesian economics is an economic theory that advocates for government intervention in the economy to achieve full employment and stabilize economic fluctuations. It suggests that during times of economic downturns, the government should increase spending and cut taxes to stimulate demand and boost economic activity. Conversely, during periods of excessive inflation or economic overheating, the government should implement contractionary policies to reduce spending and curb inflation.
From a cross-examination perspective, one could explore the effects of implementing Keynesian policies by examining the following points:
1. Effectiveness of Government Intervention: Cross-examination could focus on evaluating the effectiveness of government intervention in stimulating economic growth and employment. Questions can address whether increased government spending and tax cuts lead to the intended outcomes or if there are unintended consequences.
2. Impact on Aggregate Demand: Keynesian economics emphasizes the importance of aggregate demand in economic growth. Cross-examination can explore whether government spending and tax cuts result in increased consumer spending, business investment, and overall demand, thus stimulating economic activity.
3. Crowding-out Effect: Critics of Keynesian economics argue that increased government spending may lead to the crowding-out effect, where private investment decreases as government borrowing increases. Cross-examination can examine whether this effect occurs and its implications for the overall economy.
4. Time-lags and Decision-making: Cross-examination could explore the time-lags involved in implementing and adjusting fiscal policies based on Keynesian principles. Questions may address the potential challenges in decision-making, the complexity of timing interventions accurately, and the effectiveness of timely policy adjustments.
These points provide a starting point for examining the effects of Keynesian economics during cross-examination. However, it's important to note that economic theories like Keynesian economics are subject to debate and alternative perspectives may exist, which could also be explored during cross-examination.
in the kenynesiancross assumerthe consumption function is given by c=200-0.74(Y-T)
A,graph planned expenditure as function of income
B, what is the equilibrium level of income
To graph the planned expenditure as a function of income (Y) based on the given consumption function (c = 200 - 0.74(Y - T)), we need to assume T (taxes) as a constant.
A. Graphing Planned Expenditure:
To graph planned expenditure, we need to compute total planned expenditure (E) at different levels of income (Y). Planned expenditure (E) is the sum of consumption (c) and any other components of expenditure (such as investment or government spending) that are not mentioned in the given consumption function.
Assuming there are no other components of expenditure mentioned, the planned expenditure (E) is equal to consumption (c). Thus, the graph of planned expenditure can be plotted using the consumption function:
Planned Expenditure (E) = Consumption (c) = 200 - 0.74(Y - T)
For simplicity, let's assume T (taxes) is equal to zero:
Planned Expenditure (E) = Consumption (c) = 200 - 0.74Y
You can plot this on a graph where the Y-axis represents planned expenditure (E) and the X-axis represents income (Y).
B. Equilibrium Level of Income:
The equilibrium level of income (Y) occurs when planned expenditure (E) is equal to the actual or realized expenditure (Y). In other words, it is the level of income at which aggregate demand equals aggregate supply.
In the case of this Keynesian consumption function, we can find the equilibrium level of income (Y) by setting planned expenditure (E) equal to income (Y):
E = Y
Substituting the planned expenditure function:
200 - 0.74Y = Y
Simplifying:
200 = 1.74Y
Dividing both sides by 1.74:
Y = 200 / 1.74
Calculating the result will give you the equilibrium level of income.
The population mean is calculated by adding up all the score and deciding by the total number of games
23 25 33 51 62
24 31 58 47 49
To calculate the population mean, you need to add up all the scores and divide by the total number of games. In this case, we have the following scores:
23, 25, 33, 51, 62, 24, 31, 58, 47, 49
To calculate the population mean, you add up all the scores:
23 + 25 + 33 + 51 + 62 + 24 + 31 + 58 + 47 + 49 = 403
And then divide by the total number of games, which is 10:
403 / 10 = 40.3
Therefore, the population mean in this case is 40.3.