TAYA’S AWESOME HISTORY BLOG !

For Assignment number eight i am going to write an imaginary interview with Louis Riel and me. I am going to ask a few questions. THE AWESOME TAYA ! I just want too ask you a few questions . Louis Riel: hello to you too! Taya: Okay thank you! First question: Where were you born? Taya:Second question: How did you feel that you had the same name as your dad? Louis Riel: I didn’t mind it at all. Next question: Did you ever get married? Louis Riel: Yes i did i got married in 1881 while in exile in Montana, and have two children. Taya: that’s good you had a nice family with two children and a wife! What are your children’s names? Louis Riel: There names were Jean-Louis,Marie-Angelique. Taya: Those are nice names! Do you have ant brothers or any sisters? Louis Riel: Um.. yes i do, and i am the eldest of eleven children in my family. Taya: Well i think that’s is enough questions for today. But thank you so much Louis Riel for coming and telling me a little about you!

6. Facilitates scientific promotions and transfers : Promotions and transfers become easy, quick and accurate on the basis of data of job analysis. 7. Facilitates impartial performance appraisal : A company can make scientific and impartial performance appraisal of its employees with the help of job analysis data. 8. Useful for providing training : Job analysis suggests the qualities necessary for performing specific job. This information can be used in a purposeful manner while framing training programmes for jobs. 9. Useful for fixing wage structure : Job analysis indicates relative worth of each job within the Organisation. This information is useful for fixing wage rates for different categories of workers. 10. Facilitates redesigning of jobs : Job analysis gives the details of different jobs and facilitates redesigning of jobs so as to improve operational performance or to enrich job content and employee improvement. Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. In the recruitment process, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates., are used. In the recruitment, a pool of eligible and interested candidates is created for the selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees. Recruitment is a positive function in which publicity is given to the jobs available in the organisation and interested candidates (qualified job applicants) are encouraged to submit applications for the purpose of selection. The need for recruitment may be due to the following reasons / situations :-1. Vacancies : due to promotions, transfers, retirement, termination, permanent disability, death and labour turnover. 2. Creation of new vacancies : due to growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job respecification. Selection is next to recruitment. It is the process of choosing the most suitable candidates (Properly qualified and competent) out of many interested candidates.

It is a process of selecting the best and rejecting the rest. In this selection process, interested applicants are differentiated in order to identify those with a greater likelihood of success in a job. Such candidates are selected and appointed. Selection is a negative function as it relates to elimination of unsuitable candidates. Right man for the right job’ is the basic principle in selection. Selection of suitable candidates is a responsible type of work as selection of unsuitable persons for jobs creates new problems before the business unit. For appropriate selection, scientific procedure needs to be followed. In recruitment prospective employees are encouraged to apply for the jobs and in the selection; the most suitable candidates are selected out of the pool of applicants. The purpose of both is to have the most suitable and most capable candidates for the Organisation out of a pool of available and interested candidates.

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