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Job Interview
A job interview is an interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Interviews are one of the most common methods of employee selection. Interviews vary in the extent to which the questions are structured, from an Unstructured interview, unstructured and informal conversation to a structured interview in which an applicant is asked a predetermined list of questions in a specified order; structured interviews are usually more accurate predictors of which applicants will make suitable employees, according to research studies. A job interview typically precedes the Recruitment, hiring decision. The interview is usually preceded by the evaluation of submitted résumés from interested candidates, possibly by examining job applications or reading many resumes. Next, after this screening, a small number of candidates for interviews is selected. Potential job intervi ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Analysis
Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of the activities it involves in addition to the attributes or requirements necessary to perform those activities. Job ''analysis'' provides information to organizations that helps them determine which employees are best fit for specific jobs. The process of job analysis involves the analyst gathering information about the duties of the incumbent, the nature and conditions of the work, and some basic qualifications. After this, the job analyst has completed a form called a ''job psychograph'', which displays the mental requirements of the job. The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analys ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Telephone Interview
A job interview is an interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Interviews are one of the most common methods of employee selection. Interviews vary in the extent to which the questions are structured, from an Unstructured interview, unstructured and informal conversation to a structured interview in which an applicant is asked a predetermined list of questions in a specified order; structured interviews are usually more accurate predictors of which applicants will make suitable employees, according to research studies. A job interview typically precedes the Recruitment, hiring decision. The interview is usually preceded by the evaluation of submitted résumés from interested candidates, possibly by examining job applications or reading many resumes. Next, after this screening, a small number of candidates for interviews is selected. Potential job intervi ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Presentation
A presentation conveys information from a speaker to an audience. Presentations are typically demonstrations, introduction, lecture, or speech meant to inform, persuade, inspire, motivate, build goodwill, or present a new idea/product. Presentations usually require preparation, organization, Event management, event planning, writing, use of visual aids, dealing with stress, and answering questions. "The key elements of a presentation consists of presenter, audience, message, reaction and method to deliver speech for organizational success in an effective manner." Presentations are widely used in tertiary work settings such as accountants giving a detailed report of a company's financials or an entrepreneur pitching their venture idea to investors. The term can also be used for a formal or ritualized introduction or offering, as with the presentation of a debutante. Presentations in certain formats are also known as keynote address. Interactive presentations, in which the audience ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Blood Pressure
Blood pressure (BP) is the pressure of Circulatory system, circulating blood against the walls of blood vessels. Most of this pressure results from the heart pumping blood through the circulatory system. When used without qualification, the term "blood pressure" refers to the pressure in a brachial artery, where it is most commonly measured. Blood pressure is usually expressed in terms of the systolic pressure (maximum pressure during one Cardiac cycle, heartbeat) over diastolic pressure (minimum pressure between two heartbeats) in the cardiac cycle. It is measured in Millimetre of mercury, millimetres of mercury (mmHg) above the surrounding atmospheric pressure, or in Pascal (unit), kilopascals (kPa). The difference between the systolic and diastolic pressures is known as pulse pressure, while the average pressure during a cardiac cycle is known as mean arterial pressure. Blood pressure is one of the vital signs—together with respiratory rate, heart rate, Oxygen saturation (me ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace Stress
Occupational stress is psychological stress related to one's job. Occupational stress refers to a chronic condition. Occupational stress can be managed by understanding what the stressful conditions at work are and taking steps to remediate those conditions. Occupational stress can occur when workers do not feel supported by supervisors or coworkers, feel as if they have little control over the work they perform, or find that their efforts on the job are incommensurate with the job's rewards. Occupational stress is a concern for both employees and employers because stressful job conditions are related to employees' emotional well-being, physical health, and job performance. The World Health Organization and the International Labour Organization conducted a study. The results showed that exposure to long working hours, operates through increased psycho-social occupational stress. It is the occupational risk factor with the largest attributable burden of disease, according to these ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Apples And Oranges
A comparison of apples and oranges occurs when two items or groups of items are compared that cannot be practically compared, typically because of inherent or fundamental differences between the objects. The idiom, ''comparing apples and oranges'', refers to the differences between items which are popularly thought to be incomparable or incommensurable, such as apples and oranges. The idiom may also indicate that a false analogy has been made between two items, such as where an ''apple'' is faulted for not being a good ''orange''. Variants The idiom is not only used in English. In European French the idiom is (to compare apples and pears) or (to compare cabbages and carrots). The former is the same as the German In Latin American Spanish, it is (to compare potatoes and sweet potatoes) or, for all varieties of Spanish, (to compare pears and apples) or (to add pears and apples). In Peninsular Spanish, ''juntar churras con merinas'' (mix Churras with Merinos, two b ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Brain Teaser
A brain teaser is a form of puzzle that requires thought to solve. It often requires thinking in unconventional ways with given constraints in mind; sometimes it also involves lateral thinking. Logic puzzles and riddles are specific types of brain teasers. One of the earliest known brain teaser enthusiasts was the Greek mathematician Archimedes. He devised mathematical problems for his contemporaries to solve. Example :Q: ''If three hens lay three eggs in three days, how many eggs does a (statistical) hen lay in one day?'' :A1: ''One third.'' (Note: 3 hens = 3 eggs / 3 days → 3 hens = (3 / 3) (eggs / days) → 1 hen = (1 / 3) (egg / days)) :A2: ''Zero or one'' (it's hard to lay a third of an egg). One can argue about the answers of many brain teasers; in the given example with hens, one might claim that all the eggs in the question were laid in the first day, so the answer would be three. :Q: ''Mary's father has five daughters: 1. Nana, 2. Nene, 3. Nini, 4. Nono. What ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Behaviorally Anchored Rating Scales
Behaviorally anchored rating scales (BARS) are scales used to rate performance. BARS are normally presented vertically with scale points ranging from five to nine. It is an appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good, moderate, and poor performance. Background BARS were developed in response to dissatisfaction with the subjectivity involved in using traditional rating scales such as the graphic rating scale. A review of BARS concluded that the strength of this rating format may lie primarily in the performance dimensions which are gathered rather than the distinction between behavioral and numerical scale anchors. Benefits of BARS BARS are rating scales that add behavioral scale anchors to traditional rating scales (e.g., graphic rating scales). In comparison to other rating scales, BARS are intended to facilitate more accurate ratings of the ta ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Analysis
Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of the activities it involves in addition to the attributes or requirements necessary to perform those activities. Job ''analysis'' provides information to organizations that helps them determine which employees are best fit for specific jobs. The process of job analysis involves the analyst gathering information about the duties of the incumbent, the nature and conditions of the work, and some basic qualifications. After this, the job analyst has completed a form called a ''job psychograph'', which displays the mental requirements of the job. The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analys ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Self-fulfilling Prophecy
A self-fulfilling prophecy is a prediction that comes true at least in part as a result of a person's belief or expectation that the prediction would come true. In the phenomena, people tend to act the way they have been expected to in order to make the expectations come true. Self-fulfilling prophecies are an example of the more general phenomenon of positive feedback loops. A self-fulfilling prophecy can have either negative or positive outcomes. Merely applying a label to someone or something can affect the perception of the person/thing and create a self-fulfilling prophecy. Interpersonal communication plays a significant role in establishing these phenomena as well as impacting the labeling process. American sociologists W. I. Thomas and Dorothy Swaine Thomas were the first Western scholars to investigate this phenomenon. In 1928, they developed the Thomas theorem (also known as the Thomas dictum): "If men define situations as real, they are real in their consequences." Ano ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
