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RECRUITMENT PROCESS
Job classification is to group job positions and then value them in a fair and transparent manner according to various functions as well as geographically.
Job titling is to provide a title to each job classification in order to define and recognise the responsibility and level of the position.
At ArcelorMittal, they use a customised statistical tool known as the LDA methodology which rates the function of the job, its content and the responsibility involved.
Factors such as value added by a given business area, scope of function covered by the position, level of skill and professional know-how, geographical scope of the position – regional, national or global, autonomy – reporting levels and several Macro and Micro-economic environmental accountabilities and challenges are considered to obtain a numerical value termed ‘JOB POINTS’, based on which jobs are then classified.
After this step an evaluation is carried out by the current incumbent and the manager in order to have a detailed understanding of the position. A report is then prepared on the...
The result of this process is a job description “that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context “(Burke, 2008). A job description consists of the knowledge, skills, and aptitudes necessary to do the job. A job evaluation is the process of adjudicating the comparative value of a job within a company (Burke, 2008).
The four categories do have different requirements per job. The knowledge, skills, abilities and other characteristics have to be considered in each position. Keeping this in mind, we have decided to use different grades per job family. It is important to have each grade clearly defined so that the route of the career path is easily understood by all members of the organization. The steps to promotion should also be clearly defined. If employees understand how they can improve and move up in the company then that will lead to an increase in employee productivity and motivation.
The promotion boards, of all employees eligible for selection are evaluated based on a review of their past performance of evaluation reports, performance at the
The employees must be evaluated based on their skills and they need to be assigned with the suitable responsibilities in
It is primarily evident that a lot of amendments have been made in the field of employment to achieve a sense of work place equality for men and women. However, there is the understanding that the topic of inequality and inequity is still persistent in contemporary society. It is manifest that there are a numerous amount of barriers that females endure in the workplace environment, and this binary is occurring because of their gender roles. This paper’s intent is to recognize that the concept of gender stratification experienced in the occupational spectrum causes the downward social mobility for females. The focus of this paper is to further investigate the argument that women in the workplace are still facing numerous amounts of impediments,
b. The duties include the major work functions to be accomplished; the quantity of work aspect is determined by the balance of those duties. Level of responsibility relates to the independence of the incumbent and to where the position will be placed in the organization hierarchy. Other aspects of job design include, when the individual will carry of responsibilities, the order of tasks, competencies the individual will need to perform the job, and training the individual will need to do the job and so
The Book of Job The Book of Job Job was a righteous man who lived in Uz. He had seven sons and three daughters. He owned seven thousand sheep, three thousand camels, five hundred yokes of oxen, five hundred donkeys and many slaves. Each year, he held a banquet where Job would have each of his children purified.
Performance appraisal is considered a key tool for managerial needs of today’s organizations. Performance appraisal is the process by which organizations evaluate job performance. Usually a performance appraisal system requires a manager to rate each employee’s performance according to performance criteria’s that have already been established over a period of time. Performance appraisal systems also provide a basis for planning improvement as well as means for determining merit increases, transfers and even dismissals.
Based on your view of the objectives of performance evaluation, evaluate the perspectives about performance appraisal presented by the managers.
The manager communicates with the members of staff individually on a regular basis providing all the necessary information about the employee’s overall performance as it relates to their roles in the workplace. This performance appraisal is beneficial to employees as it allows them to create an outline for their goals with the greatest effort it should not be used to lower the employee’s level of motivation but seek to increase it.
There are several reasons organizations initiate performance evaluations, however the standard purpose for performance evaluations is to discuss performance expectations; not only from the employers perspective but to engage in a formal collaboration where the employee and the manager are both able to provide feedback in a formal discourse. There are many different processes an organization should follow when developing its performance evaluation tool; in addition essential characteristics that must accompany an effective performance appraisal process. I will discuss in detail the intent of a performance evaluation, the process an organization should follow in using its performance evaluation tool, along with the characteristics of an effective
In every work place you will find employees who are happy with what they do and employees who are just there to complain and collect a paycheck. My topic for this discussion will cover job dissatisfaction.
According to Chaneta (2014), job evaluation is the process of analyzing and assessing the relative worth of various jobs in an organization for the purpose of comparison and pay grading, and based on qualifications and skills required for a range of jobs. In other words, it forms the basis for pay and benefits negotiation. It helps to compensate employees accurately based on their job grades or values, and hence avoid issues of inequity and indifference at the workplace. To ensure effective job evaluation process, market-driven and job worth systems are largely used. While market-driven system is determined by the existing pay grade or structure in the opened market based on workforce demand and availability for particular positions, job-worth system depends on the value of the job or position to the organization. Both systems can be influenced by the external labor market and there become difficult for managers to apply as they would be torn between fulfilling internal and external demands. Another significant resemblance between market-driven and job worth systems is that they both require the same qualifications and other characteristics from the job performer as the basis for occupying a specific position. For instance, before HR practitioners decide on which system to use to determine Quality Specialist 's pay, they must make sure the potential worker has the job requirements and competencies to execute the job. One of the criteria for rewarding an employee is his or her ability to complete tasks in a proficient, productive, and effective way (Kaifi, Khanfar, Nafei, & Kaifi,
A follow up and evaluation process has to be done in order assess the new employees progress beyond the first day of arrival in the organisation . This follow up and evaluation will assist in establishing whether there are any obstacles in integrating the new employee in this new environment, they could be either political , socialism and whether mentor support is sufficient to integrate the new employee in this new environment. It will also serve as enquiry toll to establish if is there are any training needs needed by the employee further to those that have been offered by the employer.
Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about. Also, the department, applicants should know where would they work if they were going to work in that organization. Next i...