CAIIB HRM BOOK
This book covers the topics prescribed under the optional paper for the CAIIB curriculum. Human Resources play a crucial role in services industry like banking . This item:Guide to CAIIB - Multiple Choice Questions on Human Resource Management by Dipak Jain Paperback Rs. Skylark Publication's Advance Bank Management - Guide for CAIIB Q&A by N. myavr.info & Arundeep Toor by NS TOOR Paperback Rs. Skylark Publication's Bank. books. This book titled CAIIB MADE SIMPLE has many unique features to its . HRM in Banks: Traditional Role of Human Resources Department in Banks.
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Human Resource Management: CAIIB is an essential study guide for those not what you expect from a new book. this book was dirt, covered in dust, and. Macmillan's Human Resource Management [HRM] for CAIIB Examination by IIBF. Publisher: Macmillan Education; Book Code: ; Availability: Human Resource Management CAIIB - By Institute Of Banking, Finance: Buy its Paperback Edition at lowest price online for About the Book.
A chapter dealing with the training and management of "Generation Y" employees who form a major part of the banking industry today has also been included. Certified Buyer , Kapurthala. Certified Buyer , Hanumangarh Town. Certified Buyer , Bidar. Certified Buyer , Mumbai. Certified Buyer , Mughalsarai.
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Medical Books. Human Resource Management English, Paperback, unknown. Enter pincode.
Usually delivered in days? There are a no. Nadler categorizes them in three sets: Mechanistic or behaviouristic theories : learner is passive in the process of learning.
Learning occurs only when a learner is conditioned to give the right response. Cognitive theories : The purpose of learning is to teach the brain to engage in such critical thinking and problem solving. Organismic or Humanistic theories Learning occurs when learners have the freedom to learn what is particularly relevant to their personal life situation. As per Decenzo and Robbins: 1. Learning is enhanced when the learner is motivated.
Learning requires feedback. Reinforcement increase the likelihood that a learned behavior will be repeated.
Practices increase a learner's performance. Learning must be transferable to the job. Step 2 - Preparation of a training plan Step 3 Conduct of the training program which includes designing the program in interms of the time, Compiled by Sanjay Kumar Trivedy, Senior Manager RSTC, Mumbai 15 P a g e duration, target group, sequence of inputs and methodology.
The teaching methodology include readings, lectures, experimental lectures, discussion, participation training, case studies, role plays. Step 4 Evaluation of the training program and the plan there are various levels for evaluation i. Step 5 Selection and development-of trainers. Components: Attitude has three basic components-i. Emotional component : This involves person's feeling that may be positive or negative.
Information component : A belief may be founded on insufficient observation or information or opinion. A branch manager is of the opinion that a 2 weeks' training may be adequate for a person to work effectively as a System Administrator, which actually may be 4 weeks.
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The belief of the manager represents his attitude toward training. Behavioural component: It consists of person's tendency to behave in a particular way towards the object.
The behaviour of the manager in the above situation has impact on the workplace. Significance of attitude at workplace Attitudes help predict work behaviour. It also helps people adapt to their work environment. Attitude serve 4 important functions: 1. The adjustment function which helps a person to adjust to his work environment. The ego-defensive function which helps a person to defend his self-image.
The value-expression function which helps a person with a basis for expressing their value. The knowledge function which helps a person to organize and explain the world around.
Changing attitude: Though it is difficult but it is not impossible to change the attitude of the people. After listening to Mr. And he called Harsha and spoke with like before. Question Find the reason that Mr. Mehta would have given to Franklin. Solution for Case Study Mr.
Mehta listening to this case understood the situation and realized the reason behind the partial response given by the employees towards Franklin and Harsha. As Franklin said both Harsha and Franklin are passed out from same college in same year. Both of them joined the company together both have same experience.
Even in performance wise both stands in the same level i. Franklin analysed all the above said similarities between him and Harsha. He also stated that he holds more responsibility than that of Harsha. One thing Franklin did not notice or analysed is the job profile of Harsha.
It is true that Franklin holds more responsibility than that of Harsha but when it comes to direct interaction with employees Harsha wins the employees attention in this aspect. Harsha being counselor in HR she faces the employees every day. She developed good rapport among the employees due to her friendly nature.
She is always remembered by the employees whenever they face any problem as she gives good counseling and most of the times she suggest best solutions for such issues. Franklin though holding key position in finance his profile does not allow him to interact with the employees.
Though he has helping tendency he does only when someone approached him personally. As the employees of other departments do not have any relation with him they never approach him for help. Mehta having good experience understood these things when Franklin explained his problems one by one.
Later he relates each situation, explained by Franklin with the above said reasons, and made Franklin understood the reality. Mehta said that the security in the gate or the employees in the canteen who recognized Harsha and not Franklin would have interacted with her during counseling or approached her for any issues.
And as usual she would have counseled well or solved the issues of them that is the reason why they treat her and wish her whenever where ever they meet her. When it comes to the case of Franklin they would have hardly met him or interacted with him.
When it comes to the point that even in office meetings Harsha, points are valued so Franklin keeps mum. For this Mr. Mehta replied that the points put forward by her would be related to employees or from employees point of view which actually the management wants to know so they give value to her points.
And as quoted Fraklin after, one or two such incidents, keeps silent in the meeting.The company has not lost a single man day due to strike. Rate Product.
Ability to work as a team member. English Binding: CAIIB has extensive coverage on the technological aspects of banking and its adoption in modern banking.
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