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Cost effective methods and new tools of recruitments.
Hello seniors i urgently need your help in this matter.. 1 what are the cost effective methods should be involved in sourcing niche skills from the talent corner of industry?:huh: 2 what are the new tools of recruitments?:huh: waiting for the positive replies.... thanks alot in advance :icon1:
Effective employee satisfaction survey
Hiii i am assigned a project on employee satisfaction survey in a company..i would like to know what are the effective methods or strategies adopted for doing employee satisfaction survey..what actually needs to be done and how to evaulate the result of it after colelcting the necessary information..
Training methods for medium scale plastic goods manufacturing industry?
A medium scale plastic goods manufacturing industry wants their supervisors to undergo a management development programe. as a trainer what training methods would you like to use to make the programe effective.briefly discuss the content and scheduling of the programe.
Induction
Hello i want information or best ppt on induction prgramme .methods and requistes of effective programm
Methods of job analysis
of job job analysis methods can be categorized into four basic types: 1 observation methods; 2 interview techniques; 3 questionnaires including job inventories or checklists. this section describes and discusses these methods. observation methods observation of work activities and worker behaviors is a method of job analysis which can be used independently or in combination with other methods of job analysis. three methods of job analysis based on observation are: 1 direct observation; 2 work methods analysis including time and motion study and micromotion analysis; and 3 the critical incident technique. though they employ the same method these methods differ in terms of who does the observing what is observed and how it is observed. direct observation. using direct observation a person conducting the analysis simply observes employees in the performance of their duties recording observations as they are made. the observer either takes general notes or works from a form which has structured categories for comment. everything is observed: what the worker accomplishes what equipment is used what the work environment is like and any other factors relevant to the job. direct observation methods have certain natural limitations for job analysis purposes. first they cannot capture the mental aspects of jobs such as decision making or planning since mental processes are not observable. second observation methods can provide little information relating to personal requirements for various jobs because this kind of information is also not readily observable. thus observation methods provide little information on which to base job specifications. work methods analysis. a sophisticated observation method work methods analysis is used to describe manual and repetitive production jobs such as factory or assemblyline jobs. these methods are used by industrial engineers to determine standard rates of production which are used to set pay rates. two types of work methods analysis are time and motion study and micromotion analysis. in time and motion studies an industrial engineer observes and records each activity of a worker using a stopwatch to note the time it takes to perform separate elements of the job. micromotion analysis uses a movie camera to record worker activities. films are analyzed to discover acceptable ways of accomplishing tasks and to set standards relating to how long certain tasks should take. such data are especially useful for developing training programs and setting pay rates. critical incident technique. the critical incident technique involves observation and recording of examples of particularly effective or ineffective behaviors. behaviors are judged to be "effective" or "ineffective" in terms of results produced by the behavior. the following information should be recorded for each "critical incident" of behavior: 1 what led up to the incident and the situation in which it occurred; 2 exactly what the employee did that was particularly effective or ineffective; 3 the perceived consequences or results of the behavior; and 4 a judgment as to the degree of control an employee had over the results his or her behavior produced to what degree should the employee be held responsible for what resulted?. the critical incident method differs from direct observation and work methods analysis in that observations of behavior are not recorded as the behavior occurs but only after the behavior has been judged to be either particularly effective or ineffective in terms of results produced. this means that a person using the critical incident method must describe a behavior in retrospect or after the fact rather than as the activity unfolds. accurate recording of past observations is more difficult than recording the behaviors as they occur.
Recruitment- need innovative ideas - help
Hi.. i m doing my sip in a staffing co. its quite big. i have chosen recruitment. i wanna relate effective recruitment methods.../selection process to employee productivity retention strategies. i feel the entire recruitment process will b a big failure if the selected candidate is not retained in the org for at least 6 months 1year. can i relate recruitment methods retention strategies and productivity?? my project guide in my co is very young. she says i cant do that and its not that logical. she want me to do my project either on recruitment methods/process or retention strategies.. what shud i do now?? already i startd the project 20days ago. the best part of my sip in this co is that they are allowing me to spend 3days wid every department in the org. from next week on words i ll b getting into direct recruitment.... plzzzzzzzzzzz... someone help me.. do i really sound stupid to relate both?? give me some advice. thanks in advance