1 The Japanese Human Resource Management Before World War II: A Case of the Engineers Hiroshi Ichihara Faculty of Economics‚ Surugadai University‚ Tokyo I. Introduction The purpose of this paper is to analyse the characteristics of the Pre-WW II Japanese corporate management from the perspective of the human resource development. The essential framework of the Japanese-style human resource management before WW II constituted differentiated employment by a few ranks; then‚ different duties
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Net Theory. It is poorly trained‚ looking for easy way out‚ short term thinking. Its toxic. Describe the “toxic net” that is used by managers to get compliance. Everything needs an incentive or a threat. (extrinsic motivation) Describe the “purity approach” that is used by leaders to get engaged employees Difficult at first‚ gets easier and do get predictable behavior thru a pure culture. Intrinsic motivation‚ it’s more of an purity approach. There is honesty. Describe the employee’s
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between Personnel management and Human Resource management. Ans. Distinction between Personnel management & Human Resources management The history of Human Resources management traces its roots to the erstwhile Personnel management that was prevalent in the companies of a few decades ago. Though the two terms ‘Personnel Management’ and ‘Human Resources Management’ are interchangeably used by most of the authors‚ there are key differentiators that make Personnel Management (PM) different
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1. Ch 9‚ page 432‚ question 6: What is coaching? Is there one type of coaching? Explain Coaching refers to the teaching or development process through which an individual is supported while achieving a specific professional result. There are different types of causing in the world today. Types of coaching may be categories based on the activities involved and of the intended result of the coaching process. Some of the types of coaching may include business coaching‚ career coaching‚ Career coaching
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Higher Cert in Business‚ Higher Cert in Business in Equine Studies‚ Higher Cert in Office Management‚ Bachelor of Business and Law Year2 Managing Performance Review Questions 2012/2013 Employee Motivation 1. (a) Outline 2 different methods of job evaluation with which you are familiar. Include in your answer a brief explanation of whether the method outlined would be acceptable as a method of determining comparable worth in an equal value case. (12 marks) Non-analytical Scheme
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Human Resource Management Nick Fergelic English Composition 122 Instructor Sarah MacDonald August 20‚ 2010 To work in human resources is one of my goals in my career path. Human resources requires a lot of people skills and a vast knowledge on a variety of subjects including‚ but not limited to‚ policies of the company‚ health insurance information‚ retirement accounts‚ as well as‚ disciplinary action. For most‚ this position would prove to be too stressful‚ but I believe I will strive in
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FACULTY OF BUSINESS AND MANAGEMENT BBPR 2103 PLANNING‚ RECRUITMENT ANS SELECTION OF HUMAN RESOURCES Name: Santhee a/p Muthusamy Matric No.: 731203105662001 I.C. No.: 731203-10-5662 Contact No.: 017-319 0950 E-mail Address: msanthee@yahoo.com Tutor : Valerian Hansen Petrus Leaning Centre: ONLINE LAERNING JANUARY 2010 SEMESTER 1. Provide a brief introduction on the selected organisation‚ i.e. the mission‚ vision‚ objectives‚ nature of business and the industry in
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Question seven: Successful worker’s training is dependent on the methods/strategies used in training. Using examples‚ state how different types of methods can contribute to the attainment of training objectives. 1.1 Introduction In order to explain the different types of methods can contribute to the attainment of training objectives ‚ is better to understand what is training. Training is a short-term process utilizing a system and organized procedure by which non-managerial personnel learn technical
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personality of a person. Some of them are attracted by their brain and intelligence and some of them can be attracted to other people’s brawn. This is how most people attracted to other people in order for them to make their lives interesting and not to be bored by accompaniment by certain people that they do not like. To those who are perfectionist in finding their friends to match their exact specification‚ they do some informal interviews or small chat‚ per se. Interview is a part of selecting the right
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intellectual capital‚ so the quality of an organisation’s training affects its value. Untrained or poorly trained employees cost significantly more to support than well-trained employees do. Training affects employee retention and is a valuable commodity that‚ if viewed as an investment rather than as an expense‚ can produce high returns. Training is organisational effort aimed at helping employees to acquire the basic skills required for the efficient execution of the functions for which they are
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