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Anonymous users2024-02-05There are two basic methods of resource requirement analysis (AC).
The job analysis is correctly stated (ACD).
According to Froome, people always have a desire to satisfy certain needs and try to achieve certain goals. When the goal has not yet been achieved, it is expressed as an expectation, and then the goal, in turn, is a stimulating force for the individual's motivation, and the magnitude of this motivational force depends on the product of the goal value (valence) and the expected probability (expected value). In terms of formulas, it is:
m stands for Motivation, which refers to the intensity of mobilizing a person's enthusiasm and stimulating their internal potential. v stands for Goal Value (Potency), which is a psychological concept that refers to the value of achieving a goal to meet one's personal needs. For the same goal, due to the different environments and needs of each person, the value of the goal they need is also different.
The same goal may have three valences for each person: positive, zero, and negative. The higher the potency, the greater the motivational power.
If an object such as money, status, car, etc., is disliked and unwilling to be obtained, the target valence will be low, and the pulling force on people's behavior will be small. As a simple example, a toddler's target valence for candy is greater than for money. e is the expected value, which is the probability that people will be able to achieve a certain goal based on past experience.
The value of the goal directly reflects the strength of people's needs and motivations, and the expected probability reflects the strength of people's confidence in realizing their needs and motivations. If an individual believes that they will definitely achieve excellent results through hard work, expectations are high. This formula illustrates:
If a person values the value of a certain goal and estimates that the probability of achieving it is also high, then the motivation of the goal will be stronger.
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Anonymous users2024-02-041de 2acde 3c
Froome's Theory of Expectancy.
Let's talk about salary. The job of the driver.
The old employees do less, but they take more.
New hires do more, but they get less.
Just analyze it according to the theory.
What you get for what you pay.
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Anonymous users2024-02-03Elderly people come to the population.
Economic surveillance.
Strategic self. Human resources management du
Integrated contact zhi
One-way contact. The HR function of the enterprise is carried out by the personnel department and line managers to implement the workload approach.
Assist managers at all levels to do a good job in the management and development of organizational members.
10. d.Job analysis.
11. d.Purpose and Requirements.
12. a.Job description, job requirements.
13. b.Quality requirements.
Working environment and conditions.
Conceptual ability.
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Anonymous users2024-02-02I still have past papers and answers.
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Anonymous users2024-02-011. In this case, it is reflected that there are problems in the planning, implementation, evaluation and feedback of performance management
1) The scoring criteria of the assessment indicators are vague, and there is no specific scoring standard and basis; The main body of the evaluation is single, and only G evaluates his subordinates.
2) The evaluator's perception of the error is very large, based on personal subjectivity, which confuses personal subjective judgment and family background factors with performance, and there are also centering errors and pressure errors.
3) Lack of appropriate proportional control or mandatory and semi-compulsory distribution of evaluation results.
4) Lack of continuous two-way communication in the appraisal.
5) Lack of necessary supervision mechanism for the assessment process and assessors.
2. Performance management is also prone to the following problems: unscientific design of the evaluation system, vague evaluation benchmarks, and single evaluation angles.
1. The divergence of the understanding of the performance system, the formalization of the appraisal process, the lack of feedback on the appraisal results, the non-use of appraisal resources, the extreme attitude of the evaluators, the improper evaluation methods, and the psychological and behavioral errors of the evaluators.
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Anonymous users2024-01-31If it's a research, you don't want to, if it's in reality that you encounter such a problem, please ask me.
We reported from the Finance Bureau, and the major I learned can be directly reported as an assistant, if it is not for this major to start from the fourth level, it is okay, and there is no need to train.
In your case, based on my actual work operation, I can make the following suggestions: >>>More
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