Human resources management in practice Essay Example | Topics and Well Written Essays - 2000 words

Human resources management in practice - Essay ExampleAdditionally, there be two types of feedback. Action feedback occurs when you can see by the other somebodys actions whether or not your communication has been understood. For example, when presenting an idea, the person who is receiving the information executes it. Your action feedback is the receiver executing your instruction, or advice. Person feedback, the second type however, can be more difficult. Oftentimes, people do not want to appear to be foolish or unintelligent. Accordingly, they allow lie and say I understand when indeed they do not. Sir Jones offers an alternative manner of assessment ones understanding. He suggests that speaker ask What would you do first Jones abstracts communication barriers and how to overcome them in way which is easy to understand. His charges be especially instructive.Jones instructs that there ar various types of communication that of import to this lecture, focus is keenly on the non verbal types of communication. This section is especially interesting because one is rather aware of the nonverbal communications in the social togting but not in the organisational setting. However, by noting the barriers and following Jones instruction, communication within the organisational execute can be far more successful thus leading to effective leadership.Recruiting people who are wrong for the organisation c... A job vacancy provides the perfect opportunity to consider restructuring, or to assess the requirements of the job (Pearn and Kandola 1993). A notification of a job vacancy should be clear. It should clearly and accurately set out the duties and responsibilities of the job and should include those items outlined within the article (Couwood 2005). Moreover, there is a detailed outline of suggested items to place in a job posting advertisement. Each of these items allow the employer and employee to come to the table with a clear description of what is expected and what is sought. Required abilities should be expressed in terms of the standards required, not ripe in terms of the task to be undertaken. The sifting stage can help the organisation by providing feedback on the advertising process and the suit aptitude of the application form. It can also identify people who top executive be useful elsewhere in the organisation. To avoid any possibility of bias, such sifting should be undertaken by two or more people. If there are too many possible candidates, thence they should be weighed up against the desirable qualities specified. Further, if the job involves practical skills, it may be appropriate to test for ability before or at the time of interview. This is generally acceptable for manual and word processing skills, but less useful for clerical and administrative posts. There are various tests that organisations can apply to prospective candidates. Finally, the most common process of recruitment is The most common type of interview used in the selection process is a structured interview with a traditional format. It usually consists of three phases. The prefatory phase covers the greeting, small talk, and an overview of which