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R Necessary part of the organizing function
of management
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R As an important strategic tool
   
 
 

 
 

   


 
R Adds value to the firm
   
  
 

     

    



  
 
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R ob description :   
  

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R ob specification:    
  
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"  
eeting Future Human Resource
Needs

R Supply of Employees
R Demand for Employees
Factors Affecting Staffing
R Strategic Goals
R Forecast demand for products and
services
R Availability of knowledge, skills, and
abilities
Recruitment and
Decruitment
R Recruitment : ›   

 
 



 

 

 


R Decruitment : ›    

        

 


R E-recruiting :      
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›ypes of selection devices
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R ›ypes of tests
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Vther selection approaches
R Situational interviews
R Background investigations
R Physical examinations
   à  
R Have detailed information about the job
for which applicants are interviewing.
R inimize any prior knowledge of
applicants¶ background, experience,
interests, test scores, or other
characteristics.
R Ask behavioral questions that require
applicants to give detailed accounts of
actual job behaviors.
R Avoid short interviews that encourage
premature decision making.
     
 
       
   
     
     
à    
     
  
   
   
Decruitment options
   
  
   
  
   


    
  
R ›ransitioning a new employee into the
organization.
Work-unit orientation
V Œ

       


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Vrganization orientation
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R Vn-the-job
R ob rotation
R entoring and coaching
R Experiential exercises
R Workbooks/manuals
R Classroom lectures
       
R CDRV/DVD/Videotapes/Audiotapes
R Videoconferencing/teleconferencing/
R Satellite ›V
R E-learning or other interactive
modules.
     
R 0 
 
R 
 

R 3

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R -672   

›ypes of compensation

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Contemporary HR issues
R Downsizing : › 
  
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R anaging work force diversity
R Work Life Balance:
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