We employer wants to discover the candidate for HR.

We focus our attention, our knowledgeand our strengths on business success. Through the continuous growth andperformance of human resources, we contribute to increasing productivity,efficiency and positive impact on the end result.The activities of HR staff departmentsinclude recruitment, dismissal, termination of contracts and employmentinsurance issues. Therefore, working for the HR department requires goodknowledge of the relevant legal framework. Also, the Human Resource ManagementDepartment is responsible for evaluating employees in order to be the mostprofitable and to develop professionally through promotions. The employer wantsto discover the candidate for HR.

head manager and identify his strong and weakpoints. The appropriate interview questions will show if you are the rightcandidate to meet the specific position, as well as whether you can carry outseveral responsibilities.Human Resources Management isresponsible for training employees. With presentations about the company’s history,course, development and goals, young employees learn corporate culture, whileolder people are aware of the latest developments to keep pace with them. Atthe same time, with Recognition Packages or Awards, the HR department honorsemployees for their corporate offer or other job achievements. The HRdepartment has many challenges, but it also offers satisfaction to itsemployees.

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Intuition and instinct play a very important role for the effectivemanagement of Human Resources, as the human factor is unpredictable and wantsto be able to locate suitable candidates for company staffing. Sometimescompanies do not have large and specialized HR departments – they are thereforeunable to find the right candidates.Organizational or business culture isthe most difficult and multidimensional concept of the organization, especiallyin its conceptual definition. The term appeared in the early 1980s in Americanacademic and business community causing numerous discussions, disputes andconcerns regarding the precise definition of its concept and its expressions(Hofstede et al., 1990).The culture of an organization is theresult of the interaction of many factors in the immediate function of time.

Anessential element in creating an organizational culture among the members of agroup is to have a common constituent among them. Initially, the culturecreated between members of a structured group is the result of spontaneousinteraction. Then, however, this spontaneous interaction, coupled with otherfactors, gradually leads to the creation of behavioral rules. These factors canbe the history, the business sector, the goals, the environment, and the staff.Hofstede’s latest study”classifies” organizational cultures according to their position inthe following dimensions: “process orientated versusresults-oriented”, “orientation towards duty vs. orientation” inthe “working versus employee-oriented”, “professional versusparochial”, “opesystems versus closed systems”, “closeversus relax” loosely controlled) and “pragmatic vs.

normative”.Hofstede, often refers to the important role that the leader holds or founderof a business or organization in the creation of its culture.