Essays line and staff relationship in organizations
They have knowledge in their specialised area of interest which may not be of help to line managers in relation to goals of the organisation. Staff managers are . by | Nov 24, | Essays line and staff relationship in organization | 0 comments. Gershwin an american in paris symphony essay din type essay temple. Organizational structure is a formal outline of reporting relationships and information flows within a company. Two types of managerial authority are granted by.
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Essay: Authority and Staff … | 14 Pages, APA Style
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Film history essay pdf philosophie et science dissertation pdf file my good manager essay ever example essay research paper title example. How is a functional job analysis different from the Department of Labor Procedure?
A functional job analysis is basically a job description which: A functional job analysis measures work activity and can be broken down into the tasks performed as part of the job.
A functional job analysis can assist in job design, employee selection, employee training, and job performance evaluation.
The Department of Labor Procedure encompasses a functional job analysis, but also contains additional information. The Department of Labor Procedure includes five different types of descriptors. First, it discusses worker functions, which is the relationship that the worker has to data, people and things. Second, it discusses work fields, which refers to the techniques used to complete the job and can incorporate a functional job analysis. The work fields category also refers to any tools or equipment used to complete the task.
Third, it discusses what is produced by the job. Fourth, it discusses worker traits, which include the skills, education, training, and personality traits that workers need to complete the job. Therefore, the Department of Labor Procedure provides a more complete description of the job, detailing not only the tasks that make up the job, but how the job relates to the overall product, what type of workers are needed to perform the job, and the other resources needed for successful completion of the job.
What are the advantages and disadvantages of using an employee referral campaign for recruitment purposes? Employee referral campaigns for the recruitment of new employees can provide employers with advantages and disadvantages.
The most obvious advantage is that high-quality workers are likely to refer other high-quality workers for the position. The employer has the ability to gauge the work of the referring worker, and, therefore can judge that worker's recommendation more easily than random business recommendations for completely unknown applicants.
However, having a high-quality pool of applicants has its own disadvantages. First, these applicants are probably going to demand a higher starting wage, which can be difficult for the employer. Second, high-quality applicants are more likely to have intense competition for positions, so that the employer may be dealing with a vacant position for a longer period of time.
In fact, the length of time associated with the sole us of an employee referral campaign may be its biggest disadvantage. Traditional job advertising generally yields a large number of responses, and while none of the applicants may be an absolutely appropriate fit for the job, the likelihood is that someone will be able to perform the job's essential functions.
An employee referral campaign will most likely yield a much smaller applicant field than open advertising, but the person making the hiring decision will be faced with fewer nonsense resumes and have a more viable applicant pool.
Why is it important to select the right employees for a position? There are several reasons why it is important to select the right employee for a position.
Essays line and staff relationship in nursing
The most obvious reason is that an employee has to have the necessary qualifications, including skills, educational background, and personality, to be able to perform a job. An employee lacking those qualifications will be unable to perform the job, leaving both the employee and the employer frustrated, and leading to eventual attrition, either through the employee quitting or the employee being terminated.
Companies want to avoid that scenario because they want the position filled by someone who can actually perform the job.
In addition, companies want to avoid attrition because it is a very expensive proposition. Every job vacancy requires recruitment, interviewing, and candidate selection, which uses up valuable company resources.
Essays line and staff relationship in organization
Moreover, most new hires are given at least some job trainingwhich uses up additional company resources. In addition, most jobs have an expected learning curve, which means that supervisors are probably going to spend more time than necessary evaluating new employees, even when they are clearly not a good fit for the job.
Every time that a company hires an employee who does not appropriately fit into a position, it wastes these resources on that employee and delays having the position filled by an appropriate worker. Finally, when a company hires the right employee, but for the wrong position, the company risks losing a valuable employee through job dissatisfaction, and gaining a reputation as a bad employer, which can make it more difficult to recruit talent in the future.
How can an employer protect itself from charges of discrimination in its interview process?
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