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Videos like this “HR Basics: Job Analysis 2e”
HR Basics: Workplace Investigations
 
11:44
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In this HR Basics, we explore Workplace Investigations, outlining a simple process to ensure consistent and effective fact finding in your organization.
Views: 3846 Gregg Learning
How to Properly Manage Your Money Like the Rich | Tom Ferry
 
18:53
It's not about how much money you earn. It's what you do with the money that matters. In this video, I'm going to show you a business strategy on how to manage your money. I'm not gonna tell you what to invest in. That's not my role. Here are the best ideas of what the best professionals do to manage their money. Learn more from Tom LIVE at the next Summit event: http://bit.ly/2xgZ6Uq ------------ I hope you got some helpful tips and new ideas from this video. To ensure you don't miss all my FREE training videos all you have to do is sign up here with your email: http://bit.ly/TomFerry-VideoTraining Get a FREE copy of my new book: http://bit.ly/2Bblstw Download FREE Agent Scripts and Resources: http://bit.ly/2iDEjpJ Tom Ferry Coaching: http://bit.ly/2eP8UlA Tom Ferry Events: http://bit.ly/2gQBjbD Join Tom's VIP List: http://bit.ly/2sMb73n ------------- Connect with me on my other social channels: Website - http://TomFerry.com Facebook - http://facebook.com/TomFerry Twitter - http://twitter.com/TomFerry YouTube - http://youtube.com/CoachTomFerry Instagram - http://instagram.com/TomFerry Podcast - http://soundcloud.com/CoachTomFerry
Views: 3628035 Tom Ferry International
GETTING A JOB IS FOR LOSERS - LESSONS WITH ROBERT KIYOSAKI, RICH DAD POOR DAD
 
16:45
Best known as the author of Rich Dad Poor Dad—the #1 personal finance book of all time—Robert Kiyosaki has challenged and changed the way tens of millions of people around the world think about money. He is an entrepreneur, educator, and investor who believes that each of us has the power to makes changes in our lives, take control of our financial future, and live the rich life we deserve. With perspectives on money and investing that often contradict conventional wisdom, Robert has earned an international reputation for straight talk, irreverence, and courage and has become a passionate and outspoken advocate for financial education. Robert’s most recent books—Why the Rich Are Getting Richer and More Important Than Money—were published in the spring of this year to mark the 20th Anniversary of the 1997 release of Rich Dad Poor Dad. That book and its messages, viewed around the world as a classic in the personal finance arena, have stood the test of time. Why the Rich Are Getting Richer, released two decades after the international blockbuster bestseller Rich Dad Poor Dad, is positioned as Rich Dad Graduate School. Robert has also co-authored two books with Donald Trump, prior to his successful bid for the White House and election as President of the United States. http://www.richdad.com Facebook: @RobertKiyosaki https://www.facebook.com/RobertKiyosaki/ Twitter: @TheRealKiyosaki https://twitter.com/theRealKiyosaki Instagram: @TheRealKiyosaki https://www.instagram.com/therealkiyosaki/
Views: 1931835 The Rich Dad Channel
Tell Me About Yourself - Learn This #1 Trick To Impress Hiring Managers ✓
 
12:22
✅Watch Next: Interview Preparation MasterClass: https://youtu.be/9mXG3AiXVMY You will double your chances if you watch this masterclass entirely. You can download the PowerPoint templates here; https://goo.gl/VWZD7X Learn the best way to answer "tell me about yourself" job interview question from a PwC Consulting Manager and easily impress the hiring manager. You will learn how to prepare, pass, and land interviews with multinational companies. Tell Me About Yourself is one of the most critical questions you will be asked in your interview. In fact, I'll go ahead and say that it's perhaps THE most important question. I'll also say that it's the only one that can allow you to leave a long lasting impression with the hiring managers. And, it's incredibly easy to pull it off. You need a structure in your pitch. A structure that will allow you to present your background effectively. In this video, I talk in great details as to how you should answer this job interview question. It's all about having a structure, knowing what to say, knowing what not to say and presenting your background smoothly while making sure mentioning important elements in your background which is also what the hiring managers are looking for. In your 2 minute pitch, you need to make sure you present your background in a way that they clearly get the idea that you are THE candidate they want to hire. Watch the video until the end to gain a full understanding on the topic." Visit http://thecareermastery.com for more resources. Enjoy...
Views: 2526832 Deniz Sasal
HR Basics: Job Analysis
 
05:58
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we define job analysis, explore it’s importance and highlight the methods used to complete this critically important function.
Views: 42460 Gregg Learning
All the financial advice you’ll ever need fits on a single index card
 
08:26
At first glance, fiscal planning can seem more complex and time-consuming than it’s worth. But according to Professor Harold Pollack of the University of Chicago, you can fit all the financial advice you’ll ever really need on a single index card. Economics correspondent Paul Solman takes a look at Pollack’s ten easy tips for simple and sensible money management.
Views: 1340265 PBS NewsHour
Millennials in the Workforce, A Generation of Weakness - Simon Sinek
 
12:35
Simon Sinek explains how the millennial generation became so entitled. A combination of failed parenting strategies, technology, impatience and environment have created a wave of young people who can't hack it in the real world. Please support After Skool on Patreon https://www.patreon.com/AfterSkool Visit our website to get the graphic novel https://www.afterskool.net/ Animation by https://www.kramgallery.com/
Views: 3853157 After Skool
HR Basics: Selection
 
10:05
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore Selection, describing in detail the typical process used by organizations to hire employees.
Views: 14304 Gregg Learning
I Adopted Rich People’s Habits, See How My Life Changed
 
09:10
Learn the secrets of success from those who built their own empires from scratch. You can try adopting the habits of super rich people and see how it will help you save money. Successful people are rarely night owls; they go to bed and wake up quite early. So this was the first habit I decided to take on. By the end of the first week, I noticed that I was able to do way more before noon than I could ever do during the whole day. One more week into the experiment I started waking up completely well-rested and excited to start a new day. Self-made successes swear by exercising every day for at least 30 minutes. After just 10 days, it already became a habit. I became more concentrated and calmer. If meditating helps successful people stay on top of their game, it should help me out too. Networking is like currency for successful people. A lot of successful people (like Steve Jobs, for instance) keep a super minimalistic approach to fashion, often wearing the same outfit every day. Truly smart and successful people control their expenses and don’t spend their money on useless things. Music: Operatic - Vibe Mountain https://www.youtube.com/audiolibrary/music TIMESTAMPS Go to bed and wake up quite early 0:34 Exercise every day for at least 30 minutes 1:51 Meditate 3:01 Set goals and achieve them 3:57 Meet new people as much as you can 4:44 Read more useful books 5:34 Wear simple clothes 6:24 Be thrifty 7:10 Conclusion 8:08 SUMMARY -With will power of steel, I decided to wake up at the same time every day and come to work an hour early. It took me 3 days to get the schedule right. -The hardest part here wasn't even the gym itself, it was exercising after working all day. After just 10 days, it already became a habit. I started sleeping better and waking up easier. -Meditation turned out to be a really good way to get my head straight and renew my energy. -Even though I didn’t manage to tackle all my tasks, I was able to do more things in the first week than I did during the entire previous month. -I learned to find common ground with people from the get-go, met a lot of extraordinary individuals, and made some really good friends. -I carried a book with me at all times and read it on the way to work and back home or during lunch. As a result, by the end of the first month, I had finished my fourth book. -I no longer had to waste time every day choosing my outfit, deciding whether or not it matched or if it was trendy and whatnot. -I started out by making a list of everything that I bought every day so that I could see what I spent my money on. This system helped me save 40% of my salary in the first month and almost 60% in the second. -New habits really did completely change my life for the better. Subscribe to Bright Side : https://goo.gl/rQTJZz ---------------------------------------------------------------------------------------- Our Social Media: Facebook: https://www.facebook.com/brightside/ Instagram: https://www.instagram.com/brightgram/ 5-Minute Crafts Youtube: https://www.goo.gl/8JVmuC ---------------------------------------------------------------------------------------- For more videos and articles visit: http://www.brightside.me/
Views: 4794334 BRIGHT SIDE
HR Basics: Performance Management
 
08:38
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore performance management, discussing the development of great tools, ensuring feedback and the critical role of documentation.
Views: 37313 Gregg Learning
The Four Fifths Rule
 
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The four-fifths rule (a.k.a. the 80% rule) is the simplest and most common way of estimating adverse impact. The Four-Fifths Rule is a guideline generally accepted by the courts and the EEOC for making a primary case of disparate impact by showing that an employment practice results in members of a protected class being treated less favorably by an employment practice than members of a non-protected class.
Views: 7543 Gregg Learning
Step 1: Job Analysis
 
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Step 1 in building a compensation plan is Job Analysis, the systematic process of collecting information that identifies similarities and differences in work.
Views: 5810 Gregg Learning
Jobs and Job Analysis
 
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Jobs are the cornerstone of Human Resource Management. In an ever changing workforce, it is critical to understand the role of and importance of clearly defined jobs within an organization. Let’s take a look at jobs and the process by which we define them in human resource management.
Views: 2271 Gregg Learning
HR Basics: Human Resource Information Systems
 
05:59
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore Human Resource Information Systems, technology used to assist the systematic processes that mange people in organizations. A Human Resources Information System is a software solution that is used for data entry, data tracking and the data management of an organization's people. Put simply, HRIS systems keep track of your employees and information about them. Good HRIS systems run on a database, and allow users to enter information without having to know database structure.
Views: 15019 Gregg Learning
Understanding Human Relations
 
08:13
It’s natural to be thinking, What can I get from this course, or What’s in it for me? This is a common question in all human relations, although it is seldom directly asked and answered. Here is the short, bottom-line answer: The better you can work with people more successful you will be in your personal and professional lives. Life is about relationships; it’s all people, people, people. This may be one of the few courses you take in which you can actually use what you learn during the course in your personal life. You don’t need to wait until you graduate to apply what you learn, and you can develop your human relations skills. Now let’s expand on what’s in it for you by exploring some of the myths and realities surrounding human relations.
Views: 16849 Gregg Learning
Be a Strategic Human Resource Partner
 
08:46
A strategic human resource partner links human resource stagey with organizational mission and the work of people in the organization.
Views: 5807 Gregg Learning
HR Basics: Recruitment
 
07:12
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore Recruitment, and the process and methods behind finding the best possible candidates for jobs.
Views: 21391 Gregg Learning
How great leaders inspire action | Simon Sinek
 
18:35
http://www.ted.com Simon Sinek presents a simple but powerful model for how leaders inspire action, starting with a golden circle and the question "Why?" His examples include Apple, Martin Luther King, and the Wright brothers -- and as a counterpoint Tivo, which (until a recent court victory that tripled its stock price) appeared to be struggling. TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes. TED stands for Technology, Entertainment, Design, and TEDTalks cover these topics as well as science, business, development and the arts. Closed captions and translated subtitles in a variety of languages are now available on TED.com, at http://www.ted.com/translate. Follow us on Twitter http://www.twitter.com/tednews Checkout our Facebook page for TED exclusives https://www.facebook.com/TED
Views: 9011618 TED
Tell Me About Yourself - A Good Answer to This Interview Question
 
07:06
INTERVIEW TELL ME ABOUT YOURSELF - HOW TO ANSWER THE TELL ME ABOUT YOURSELF QUESTION ➡️ Get your brand new, impressive, Top Notch Resume here: https://topnotchresume.lindaraynier.com/signup ➡️ Get private career coaching from Linda here: http://www.lindaraynier.com/standoutgethired ➡️ Get your brand new, Strategic Cover Letter here: https://www.lindaraynier.com/strategic-cover-letter-workshop/ ________________ In this video, I will teach you the tell me about yourself job interview answer so you can stand out in front of hiring managers and land more job offers. You will learn how to answer the tell me about yourself question with ease by implementing 4 simple tried and true tips. There are many possible interview answers tell me about yourself question, but I will show you a way that will always get the employers’ attention so that you can be hired! Ground Rules to Know Before I Share the Tell Me About Yourself Answer Sample: When they ask you to tell me about yourself in interview it is critical that you do not talk about your personal/family life but instead focus on your professional background and credentials. Secondly, remember to tell a story. Not a life long story, but your professional work story consisting of your work experiences, qualifications and why you’re a good fit for this role. 4 Major Tips to Tell Me About Yourself Job Interview Answer include: Tip # 1: Give a snapshot of your work history. Tip #2: Make your mini stories achievement-oriented. Tip #3. Tell the employer what you KNOW about this role. Tip #4. Finally, tell the employer WHY you’re the RIGHT fit for what they need. Watch the video and now you know how to approach THIS interview question, do you know if your resume is good enough to even land the interview in the first place? ----- FREE DOWNLOADS: ⬇️ Download my FREE Resume Samples PDF document here: https://bit.ly/2vjNwMM ⬇️ Download a copy of my 10 Ultimate Resume Hacks to Land more Interviews and Job Offers PDF here: https://bit.ly/2JRQR93 ________________ Become part of a growing community with over 3700 other corporate professionals in the supportive Ambitious Professionals Mastermind Facebook group here: https://www.facebook.com/groups/288240514997485/ Interested in getting personally coached by Linda to enhance your personal brand, advance your career and/or land your dream job? ➡️ Click here: http://www.lindaraynier.com/standoutgethired and fill out the application form. ________________ CONNECT WITH ME: Website: https://www.LindaRaynier.com Instagram: https://www.instagram.com/lindaraynier/ LinkedIn: https://www.linkedin.com/in/lindaraynier Facebook: https://www.Facebook.com/lindaraynier If you want to learn more about how to make your resume stand out, watch my Resume Hacks - How to Make a Resume Stand Out video here: https://youtu.be/bueXJC5Myow Also, to learn more about answering the tell me about yourself question, see: https://www.youtube.com/watch?v=CumOvDWnUDY https://www.youtube.com/watch?v=OW-yxxPMtro
Views: 9257156 Linda Raynier
HR Basics: Compensation
 
08:11
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore compensation, highlighting the three elements of a base compensation system - internal alignment, external competitiveness and compensation management. Compensation is pay provided by an employer to an employee in return for work. Total Rewards is a concept that describes all the tools available to an employer that may be used to attract, motivate and retain employees. Compensation is comprised of two core elements - fixed Pay or base pay that does not vary and variable pay which changes with performance or results. A basic model for building a compensation plan includes three elements - internal alignment, external competitiveness and compensation management. Seven steps, or actions are organized in the three critical areas of compensation plan development. In this course we will take a look at each step. Compensation is a critical element of your total rewards strategy. A strong base pay structure is built through internal alignment, external competitiveness, and compensation management.
Views: 7646 Gregg Learning
JOB EVALUATION PART 1 MGMT OF HUMAN RESOURCES
 
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JOB EVALUATION PART 1 MGMT OF HUMAN RESOURCES
Views: 2142 Shashi Aggarwal
HR Basics: Performance Appraisals
 
10:39
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore performance appraisals, focusing on the development and management of effective performance review tools. Strong performance appraisals are the backbone of effective performance management, let’s start with a couple of definitions. Performance Management refers to the processes to ensure the organization connects mission with the work of employees. Performance appraisals (also known as performance reviews) guide the process of determining how well employees do their jobs relative to a standard and communicating that information to them. Performance appraisals ensure effective outcomes of performance management are realized. For the purposes of this course, we will look at the development and management of performance appraisals. By development we mean the process of creating performance appraisals. And by management we mean planning, organizing and leading performance appraisals. While it’s up to an organization to decide what elements to include in an appraisal, there are some recommended elements - Demographic information, a standardized rating method, Job-related assessment, Self-evaluation, SMART Goals, and Employee development. These standard elements will create a user friendly and useful appraisal tool for your organization. Our second area of focus highlights the importance of managing your performance appraisal process through training, maintaining high standards of feedback and strong documentation. Regardless of the approach used, managers need to understand the intended outcome of performance management. When performance management is genuinely used to develop employees as resources, it works. In its simplest form performance appraisal is observation - Here are your strengths and weaknesses, and here is a way to develop for the future.
Views: 3377 Gregg Learning
HR Basics: Training and Development
 
08:18
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore employee training and development, discussing the importance of the actions employers take to improve the performance of and better staff through learning and growth opportunities.
Views: 46548 Gregg Learning
"Why should I hire you?" - Best Interview Questions and Answers
 
03:29
WHY SHOULD I HIRE YOU is often the last question you will be asked in an interview. Prepare for it. This is your chance to restate the skills you possess that are most relevant to the position and to summarize your other qualities that make you the perfect person for the job, and that's why they should hire you. Outline your answer before you go in, so that you can answer clearly, concisely, and with confidence. Your answer should be short and to the point. It should reflect your professional background as it relates to current needs and problems of the position. Review the job description and tell how you are the right person for the job by matching up your skill set with each bullet point of the job description. In formulating your answer as to why they should hire you, be sure to address these areas: 1. Determine their goals for the position. This should come up during your research into the company and the position. If possible, talk to others who work for the company. If you are unclear on this point, include it in the questions you ask at the interview and be prepared to incorporate it into your answer. 2. Show you have the skills needed for the job. Based on the goals you have identified in step one, determine how your skills and experience support those goals. If necessary, refer back to your list of skills. Get my Top 10 Behavioral Questions and Answers. http://www.JobInterviewTools.com/star/ GET THE COMPLETE INTERVIEW ANSWER GUIDE HERE: http://www.jobinterviewtools.com Download the Top 10 Questions - http://www.JobInterviewTools.com/top10/
Views: 3809318 Don Georgevich
HR Basics: Human Resource Planning
 
07:33
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore human resource planning by outlining a three-step strategic process to meet your organization’s human resource needs. Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. The goals of human resource planning are to ultimately improve organizational outcomes. Human resource planning is used in and for all functional areas of human resource management. Although you might immediately think of workforce planning, human resource planning covers the brood spectrum of functional areas of human resource management. Human resource planning includes figuring out where you are, where you want to go, and how to get there. Using this process, you will develop the core elements of a human resource plan - strategy, goals, and actions. Strategy is an extension of an organization's mission, a bridge between the organization and it’s environment. Goals are a statement of desired outcomes toward which effort is directed, to realize your human resource plan. Actions are the most important things that can be done to reach stated goals. Planning is critical for each functional area of human resource management. Ask these three simple strategic questions – where are we now, where do we want to be, and how can we get there? - to frame your next human resource planning process. Doing so will ensure you develop the right human resource strategy, goals and action items to realize your plan.
Views: 17587 Gregg Learning
Job Design and Analysis
 
12:41
In this presentation, we examine the principles of job design and explore alternative approaches to designing jobs to increase employee efficiency and motivation. Our discussion focuses first on job design based on the logic that to perform a job analysis, there must be a job in existence, or at least the idea of a particular set of tasks and responsibilities to be performed.
Views: 13272 Gregg Learning
HR Basics: Employee Engagement
 
08:53
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore employee engagement, what it means to be an engaged employee and a proven method for measuring employee engagement. Engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace. To create an environment where people flourish, employers need to understand what it means to be an engaged employee and how manage people for engagement in their workforce. Although the concepts of employee engagement and job satisfaction are interrelated, they are not synonymous. Satisfaction is about the employee being happy with their job or organization. Satisfaction is an attitude, like organizational loyalty or pride. Engagement is about the employee being actively invested in their work and the value they add to the organization. Engagement predicts satisfaction, as well as many other concrete organizational results. Gallup measures employee engagement using a 12-element survey – called the Q12 - rooted in employees' performance development needs. Each question reflects one element of great managing. Through rigorous research, Gallup has identified 12 core elements that link to key organizational outcomes. These 12 statements emerged as those that best predict employee and workgroup performance. Creating a culture of engagement requires more than completing an annual employee survey and then leaving managers on their own, hoping they will learn something from the results that will change the way they manage. It requires an organization to take a close look at how critical engagement elements align with how managers understand and manage employee needs.
Views: 2129 Gregg Learning
Step 5: Base Pay Structure
 
12:08
In Step 5, we create a Base Pay Structure, the internal structure developed through job evaluation is merged with the external market pay rates in a pay line from which grades and ranges are developed.
Views: 10369 Gregg Learning
HR Basics: Job Descriptions
 
07:52
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore Job Descriptions, we’ll highlight the three simple elements of job documentation that human resource professionals and people managers need to know. A job description is a useful, plain-language tool that describes the essential functions and specifications of a position. Job documentation provides the foundation for many activities of human resource management and provide the foundation for compliance. CHECK OUT THESE GREGG LEARNING VIDEOS: HR Basics: Job Analysis | https://youtu.be/qy09Ls6NqEo
Views: 18361 Gregg Learning
Why Employees Unionize
 
02:27
Exactly how political, economic, and workforce changes affect employers and unions will be factors in the future of the labor–management relationship. Employers and HR professionals still need to understand the system of laws, regulations, court decisions, and administrative rulings related to the nature of unions. This is important because unions remain a strong alternative for employees in the event of poor HR practices. A union is a formal association of workers that promotes the interests of its members through collective action. If employees believe they are being treated unfairly by their companies, they may turn to unions to get assistance with their concerns. The major factors that can trigger unionization are issues of compensation, working conditions, management style, and employee treatment. One of the primary determinants of whether employees want to unionize is how well their companies are managed. Unionization often occurs when employees feel disrespected, unsafe, underpaid, and unappreciated; they see a union as a viable option for change. Once unionization occurs, the ability of the union to foster commitment from members and to remain as their bargaining agent depends on how well the union succeeds in providing the services that its members want, which can further strengthen or weaken workers’ perceptions of unions.
Views: 33 Gregg Learning
HR Basics: Onboarding
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore employee onboarding by unpacking three rules to effectively integrate employees into your organization.
Views: 9024 Gregg Learning
HR Management: Training & Development
 
06:25
This episode examines the processes involved in employee training and development. IU Southeast Instructor: Alysa Lambert
Views: 355962 IUSoutheast
How to Write a Job Description
 
12:32
There are many valuable tools available to assist in the development of a Job Description. Let’s explore an overview of one template approach to creating job descriptions.
Views: 6185 Gregg Learning
Job Analysis and Job Design
 
26:04
Views: 19999 3gvideo
What is Job Evaluation ?
 
01:02
Very basic and simple explanation of Job Evaluation as a measurement technique to assess relative business contribution of roles in organisation
Views: 21291 Shatrunjay Krishna
Employee and Labor Relations
 
27:34
Labor and employee relations impacts nearly all other functional areas of human resource management. Understanding what both labor and employee relations mean, and the impact each have on the organization is critical to effective human resource management.
Views: 11510 Gregg Learning
Significant NLRB Rulings
 
04:24
The NLRB is an appointed body whose members are nominated by the president of the United States and confirmed by Senate. There are four board members who each serve a five-year term and one general counsel who serves a four-year term. The National Labor Relations Board (NLRB) is an agency of the United States government that was created by Congress to administer the NLRA. This agency has two main functions - Prevent and remedy unfair labor practices. And, decide whether groups of employees want labor union representation. The NLRB’s position on workplace issues is often influenced by national politics and executive branch priorities. The current board has issued far-reaching decisions that impact many aspects of employment policies and practices, particularly in nonunion settings. These rulings by the labor board highlight the need for companies to maintain effective two-way communication with their workers and to address workplace issues promptly and fairly. Companies that fail to establish good employee relations programs may find that their employees turn to labor unions to resolve their problems.
Views: 13 Gregg Learning
HR Planning - Markov Analysis
 
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Describes the use of Markov Analysis in the Human Resource Planning Process.
Views: 84204 Nancy Bereman
Job Analysis | Human Resource Management | in Hindi | class 14
 
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Human resource management in Hindi: https://goo.gl/v96yPm If any one wants to get PDFs by Navclasses then click here: https://www.facebook.com/groups/navclasses/files/ Subscribe Nav Classes for regular lectures Ask you doubts here in comment box If any one wants to get PDFs by Navclasses then click here: https://www.facebook.com/groups/navclasses/files/ Nav classes Videos in English language: https://goo.gl/iXUuG8 CBSE UGC NET in Hindi: https://goo.gl/1NvyMk Data Interpretation tricks: https://goo.gl/Or5lWg HRD lectures in Hindi: https://goo.gl/MiPZLF HRD lectures in English: https://goo.gl/Hg7cWg Reasoning Tricks in Hindi: https://goo.gl/WULwTn Math Tricks: https://goo.gl/3WYJDu CBSE UGC NET: https://goo.gl/j4qvzZ SHRM: https://goo.gl/oMU6IP Human resource management in English: https://goo.gl/2E4Py8 Human resource management in Hindi: https://goo.gl/v96yPm Arrangement puzzles: https://goo.gl/xWFWSP Syllogisms: https://goo.gl/chw3Vq Nav Online Classes for all commerce Lectures & tricks to crack exams All carve for Knowledge ends here Here you will get all possible help and personal assistance Procedure 1. Subscribe https://goo.gl/r6rSqV and Ring Bell with it to get all lectures on your inbox 2. New lecture Daily Featured Sunday for CBSE UGC NET, SSC, CGL, BANK PO, IBPS, Railway, CPO, UPSC, BOB & NIACL AO and ASSISTANT, DENA BANK, SBI PO MAINS 3. Google Group for more interaction: https://groups.google.com/d/forum/navclasses 4 like Facebook Page: https://www.facebook.com/navclassesonline/ 5 Join Fb Group https://www.facebook.com/groups/navclasses/ Subscribe to http://navclasses.blogspot.in/ for written notes and MCQs
Views: 24965 Nav classes
Job Analysis
 
32:31
Subject:Management Paper: Human Resource Management
Views: 15183 Vidya-mitra
What is Organizational Behavior?
 
03:31
What exactly is meant by the term “organizational behavior”? And why should it be studied? Answers to these two fundamental questions will help you better appreciate organizational behavior the field can be of value to you in the future. Organizational behavior (OB) is the study of human behavior in organizational settings, of the interface between human behavior and the organization, and of the organization itself. Although we can focus on any one of these three areas, we must also remember that all three are ultimately necessary for a comprehensive understanding of organizational behavior. Each individual brings to an organization a unique set of personal characteristics and a unique personal background and set of experiences from other organizations. Therefore, in considering the people who work in their organizations, managers must look at the unique perspective each individual brings to the work setting. But individuals do not work in isolation. They come in contact with other people and with the organization in a variety of ways. Points of contact include managers, coworkers, the formal policies and procedures of the organization, and various changes implemented by the organization. In addition, over time, individuals change, as a function of personal experiences and maturity as well as through work experiences and organizational developments. An organization, of course, exists before a particular person joins it and continues to exist after he or she leaves. Thus, the organization itself represents a crucial third perspective from which to view organizational behavior. OB also helps companies perform well. A mounting body of evidence shows that an emphasis on the softer side of business positively influences bottom line results. By listening to employees, recognizing their work, building trust, and behaving ethically, managers have boosted performance.
Views: 23 Gregg Learning
Management and Organizational Behavior
 
03:11
One central value of organizational behavior is that it isolates important aspects of the manager’s job and offers specific perspectives on the human side of management: people as organizations, people as resources, and people as people. Organizational behavior is not a defined business function or area of responsibility similar to finance or marketing. Rather, an understanding of OB provides a set of insights and tools that all managers can use to carry out their jobs more effectively. The managerial context of OB can viewed from the perspective of basic management functions, critical management skills, and overall human resource management. Managers apply the basic functions across resources to advance the organization toward its goals.
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4:00 PM - UP Police 2018 | Maths by Naman Sir | Pipe & Cistern
 
00:00
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O*NET Online Demonstration for Recruitment, Selection and Development - Job Analysis
 
06:17
O*NET Online Demonstration for Recruitment, Selection and Development - Job Analysis. The O*NET site can be accessed at : http://online.onetcenter.org/
Views: 15000 Psychometrics
Job Analysis | process (in Hindi)
 
09:09
https://youtu.be/BAE-9-ouaKk
Views: 1762 commerce point