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

Human resources management in practice - Essay ExampleAdditionally, there are two images of feedback. Action feedback occurs when you bay window see by the other persons actions whether or not your conference 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 will 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 outlines communication barriers and how to overcome them in mood which is easy to understand. His charges are particularly instructive.Jones instructs that there are various types of communication but of import to this lecture, focus is keenly on th e nonverbal types of communication. This section is especially interesting because one is rather aware of the nonverbal communications in the social setting but not in the organisational setting. However, by noting the barriers and following Jones instruction, communication within the organisational construct 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 reassess the requirements of the job (Pearn and Kandola 1993). A notification of a job vacancy should be clear. It should all the way 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 e xpected and what is sought. Required abilities should be expressed in price of the standards required, not just in terms of the task to be undertaken. The sifting stage can help the organisation by providing feedback on the advertising mold and the suitability of the application form. It can also identify people who might be useful elsewhere in the organisation. To avoid any possibility of bias, much(prenominal) sifting should be undertaken by two or more people. If there are too many possible candidates, then they should be weighed up against the sexually attractive 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 give-and-take solveing 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 c ommon type of interview used in the selection process is a structured interview with a traditional format. It unremarkably consists of three phases. The introductory phase covers the greeting, small talk, and an overview of which