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SECTION-A1
Introduction of labour turnover:
Employee maintenance is the capacity of a firm to persuade its representatives to stay with the
business. It is regularly measured by the work turnover of a business.
Labor turnover is characterized as the extent of a company's workforce that leaves over the
duration of a year. (Riley, 2010)
Reason for labour turnover:
1. Rude behavior: Thinks about have demonstrated that regular indignities adverse effect
efficiency and result in great workers stopping. Thoughtlessness, doling out fault, defaming,
playing top picks and counters are among reasons that irritate representative turnover. Feeling
angry and abused is not a temptation for a decent workplace.
2. Organizational instability: Administration's consistent redesign, altering course and
rearranging individuals around detaches workers from the association's motivation. Workers
don't have the foggiest idea about what's going on, what the needs are or what they ought to be
doing. This causes dissatisfaction prompting perplexity and inefficiencies.
3. Feeling undervalued. Everybody needs to be perceived and remunerated for a vocation well
done. It's a piece of our inclination. Acknowledgment does not need to be financial. The best
acknowledgment is earnest appreciation. Perceiving workers is not just a pleasant thing to do but
rather a powerful approach to convey gratefulness for positive exertion, while additionally
fortifying those activities and practices.
4. Coaching and feedback are lacking. Powerful directors know how to offer representatives
some assistance with improving their execution and reliably give honing and input to all
workers. Ineffectual directors put off offering input to workers despite the fact that they naturally
realize that giving and getting fair criticism is crucial for development and building fruitful
groups and associations.

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5. People skills are inadequate. Several directors were advanced in light of the fact that they
did their employments extremely well and got results. In any case, that doesn't mean they know
how to lead. Developers aren't conceivedthey are made. Relationship building abilities can be
learned and grew, yet it truly helps if a chief has a characteristic capacity to live with individuals
and force them.
6. Work-life imbalance. Expanding with monetary weights, associations keep on requesting that
one individual take every necessary step of two or more individuals. This is particularly genuine
when an association cuts back or rebuilds, bringing about longer hours and weekend work.
Representatives are compelled to pick between an individual life and a work life. This does not
sit well with the present, more youthful workforce, and this is impaired when both mates or huge
others work. (Lodha, 2010)
Solution of labour turnover:
1. Be human and be sensitive to work life balance by being flexible: Be interested in an
innovative work-around to suit the issues that affect your representative's lives. Consider
offering working from home, day care, or a flex plan.
2. Encourage social connection: Representatives need social connection and a
remunerating workplace. By the Gallup association, urge representatives to have great,
even best, companions, at work.
3. Build trust: Administration sets the tone for association. A trusting domain is a gainful
situation. Make your workers your partners and not your adversaries by opening up to
them. Individuals will take after those they trust will lead them to a spot that is a win/win
for all.
4. Recognize good performance: Stimulating individuals for doing great work tells they
are welcomed. Ensure representatives get genuine increase by administration on a
proceeding with premise. Staff fulfillment.
5. Staff satisfaction: Inside and out unknown online overview without a doubt, significant
input, Reduce staff turnover and amazement agreement and master examination and
proposals to purposely enhance fulfillment.

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6. Leadership and management:

Singular instructing or gathering instructional meetings.
Gain from experienced pioneers and director.
Functional workshops-concentrating on learnable conduct that your pioneers can
execute.

7. Workplace culture:
Enhance staff turnover, benefit and execution.
Decrease the requirement for a high pay to pull in and keep capable representatives.
Suited to your business, we nature society with straightforward ease systems.

8. Career pathways:
Different options for advancement give profession course to staff.
Show staff they have an energizing future with your business.
Create future pioneers in your business-progression arranging.
(Joseph, 2008)

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Section-A2
Explanation of training methods:
Introduction
Red Wave Company is a very concerned about their job applicants. Therefore they intend to
provide various methods to improve their performance. Some of the modern and latest methods
used by the Red wave company are.
Training & development methods for managerial personnel can be divided into two groups as
follows:
ON THE JOB METHOD - the-job training is delivered to employees while they perform their
regular jobs. In this way, they do not lose time while they are learning. After a plan is developed
for what should be taught, employees should be informed of the details. A timetable should be
established with periodic evaluations to inform employees about their progress. On-the-job
techniques include understudy, job rotation and coaching.
Job Rotation:
Job rotation involves moving an employee through a series of jobs so he or she can get a good
feel for the tasks that are associated with different jobs. It is usually used in training for
supervisory positions. The employee learns a little about everything. This is a good strategy for
small businesses because of the many jobs an employee may be asked to do.
Coaching & Counseling:
Coaching: In coaching, the superior plays an active role in training the subordinate. The
superior may assign challenging task to the subordinate for the purpose of training. The superior
may assist and advice the subordinate to complete the assigned task. In this case, the superior
acts as a coach in training the subordinate.

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Counseling: In this case, the superior plays a passive role in training the subordinate. The
superior may assign challenging task to the subordinate for the purpose of training. The superior
may provide advice to the subordinate in the completion of task, if so required. In this case, the
superior acts as a guide rather than a coach n training the subordinate.
Understudy Position: The trainee is given an understudy position. The trainee handles some
important aspects of his superiors job. The trainee, at a future date, is likely to assume the duties
and responsibilities of the position currently held by his immediate superior.
The understudy technique ensures a company that a fully qualified person will be available to
take over a present managers position whenever he leaves the position through promotion,
transfer, retirement or resignation.
OFF THE JOB METHODS: include lectures, conferences or role playing,. Most of these
techniques can be used by small businesses although, some may be too costly.
Role playing and simulation:
They are training techniques that attempt to bring realistic decision making situations to the
trainee. Likely problems and alternative solutions are presented for discussion. The adage there
is no better trainer than experience is exemplified with this type of training. Experienced
employees can describe real world experiences, and can help in and learn from developing the
solutions to these simulations. This method is cost effective and is used in marketing and
management training.
Committees and Conferences:
Committee: A committee can be a method of training. The junior members of the committee
can learn from the discussions and interaction with the senior members of the committee. The
senior members also can learn from the opinions and views expressed by the junior members.
Conferences: In the case of conferences, group discussion and meetings are held to discuss
various issues and to provide solutions to various problems. The chairperson leads the discussion
and then the participants attempt to provide solutions. The conference acts as a group interaction
and exchange of views and ideas. It reshapes thinking of attitudes of the participants.
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Lectures:
Present training material verbally and are used when the goal is to present a great deal of
material to many people. It is more cost effective to lecture to a group than to train people
individually. Lecturing is one-way communication and as such may not be the most effective
way to train. Also, it is hard to ensure that the entire audience understands a topic on the same
level; by targeting the average attendee you may undertrain some and lose others. Despite these
drawbacks, lecturing is the most cost-effective way of reaching large audiences.
Company training information:
After the applicants are above 80 percentages they are put to performance. Red wave company
uses below methods to train their staffs.
Red wave company obscene a sales girl. They advise them to improve their performance.
Moreover advise them of the persuasive methods that can be used while doing a sales girls job.
After the observation they records how well the person has performed during his training and
explain the mistakes they done. By covering the mistakes, the intend to make a perfect sales girls
for their company.
Those who applied to do cashier jobs, those applicants are also trained under a services of
methods. Applicants are put to the job to demonstrate. Their calculations are well checked and
observed. They observe how efficiently the applicant does his job. His focus and concentration
toward the job is also recorded while observing.
After the observation the red wave company corrects the hindrance of the applicant and
places him for the real job. Red Wave Company provides their applicants with Demonstration
classes as well; the classes will show how the staffs have to works and how to focus on his/her
job.

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Section-A3
Process of job analysis

Identification of Job Analysis Purpose: Well any procedure is vain until its motivation
is not distinguished and characterized. In this manner, the initial phase in the process is to
decide its need and required yield. Spending human endeavors, vitality and in addition
cash is futile until HR administrators don't know why information is to be gathered and
what can anyone do it.

Who Will Conduct Job Analysis: The second most critical stride during the time spent
employment examination is to choose who will lead it. A few organizations lean toward
completing it by their own particular HR division while some contract work examination
experts. Work examination experts might end up being to a great degree supportive as
they offer fair encouragement, rules and techniques. They don't have any individual likes
and detestation with regards to break down work.

How to Conduct the Process: Choosing the route in which work examination prepare
should be directed is categorically the following step. An arranged methodology about
how to convey the entire procedure is required so as to examine a particular employment.

Strategic Decision Making: This is the ideal opportunity to settle on vital choice. It's
about choosing the degree of worker association all the while, the level of points of
interest to be gathered and recorded, sources from where information is to be gathered,
information increase strategies, the preparing of data and separation of gathered
information.

Training of Job Analyst: Next is to prepare the employment investigator about how to
direct the procedure and utilize the chose strategies for gathering and recoding of
occupation information.

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Preparation of Job Analysis Process: Imparting it inside of the association is the

following step. HR chiefs need to convey the entire thing legitimately with the goal that
representatives offer their full backing to the employment investigator. The stage likewise
includes planning of records, polls, meetings and input frames.

Data Collection: Next is to gather work related information including instructive

capabilities of representatives, aptitudes and capacities required to perform the
occupation, working conditions, work exercises, reporting chain of importance, required
human attributes, work exercises, obligations and obligations included and worker
conduct.

Documentation, Verification and Review: Appropriate documentation is done to check

the validness of gathered information and after that survey it. This is the last data that is
utilized to depict a particular occupation.

Developing Job Description and Job Specification: Right now is an ideal opportunity
to isolate the gathered information into valuable data. Set of working responsibilities
portrays the parts, exercises, obligations and obligations of the employment while work
particular is an announcement of instructive capability, experience, individual attributes
and abilities required to perform the occupation. (Chand, 2015)

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Job analysis report:

1. Sales assistant:

Employer: Euro marketing pvt ltd

Job category: sales assistant
Salary: RF 50001 to RF 10000
Position type: full time
Location: male city
Apply: send CV
Description: we are seeking dynamic result oriented and self-motivated applicants for post
sales assistant.
Other benefits: performance related bonuses
14% pension payment
Requirements:
1. At least GEC O level standard
2. Experience in a similar role is an added advantage.
3. Pleasant and excellent customer service skills.
4. Computer literate.
Take the next step in your career and forward your application with a cover letter curriculum
vitae, national identify card copy, police certificate and copy of educational experience
certificate addressed to:
Human resources manager
Ma. Favorites/chandhanee magu/male, Maldives
Tel: 9603316611
Email: jobs@euromarketingmaldives.com
Application will be accepted on or before 12 march 2016
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2. Marketing assistant:
Employer: ocean sea food pvt ltd
Job category: marketing assistant
Salary: RF5000, to RF10, 000
Position type: full time
Location: hulhumale
Apply: send CV
Description: we are looking for enthusiastic self-motivated and hardworking individuals.
Other benefits: performance related bonuses.
Qualification and experiences:
Minimum GCE O level 3 passes including English
A positive can do attitude
Working experience in the related field will be an advantage
Basic knowledge of Microsoft office package.
Good communication and interpersonal skills
Ability to work under pressure and meet strict deadlines
Ability to take initiative work independently with minimal supervision.
Interested candidates for more information please call 3320464 or please forward the
following documents to admin@oseafood.com or before 27th march 2016.
1. Completed resume with CV
2. Educational certificates
3. Police report
4. Passport size photo

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3. Admin officer:
Employer: vivcaore energy solution pvt ltd
Job category: admin officer
Salary: RF 3500 to RF 5500
Position type: Full time
Location: male city
Apply: send CV
Description: Vivco energy solution pvt ltd is seeking to recruit experienced rightly qualified
self-motivated and enthusiastic candidates for the following position vacant at our head office.
Interested candidates please forward the following documents to hr@vivco energy.com on or
before 28th march 2016. Cover letter, curriculum vitae, copies of academic certificates and
national ID card.
H. thuniya building 6th floor boduthakurufaanu magu,
Tel: 3334040

4. Accountant assistant:

Employer: red wave

Job category: accountant
Salary: RF 5000 to RF 12,000
Position type: full time
Location: male city
Apply: send CV
Description: we are looking dedicated self-motivated individual to join our team.
Requirements:

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Minimum GCE O level 3 passes including English

Excellent communication skills both written and spoken in English and Dhivehi.
Pleasant personality and ability to communicate and interact with people.
Ability to work in teams.
Good accounting and computer knowledge
Previous experience preferred
Willing to work long hours
Pleasant personality with positive and can do attitude
Interest candidates please forward your complete CV, ID copy or passport size photo,
copies of education and training certificates, references from previous employees before
15th march 2016.
Email: acc.omegamaldives@gmail.com
Tel: 3325565

5. HR:
Employer: Jausa construction Maldives pvt ltd
Job category: HR
Salary: RF 10000 to RF 14,000
Position type: full time
Location: male city
Apply: send CV

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Description: Jausa construction Maldives pvt ltd is seeking dynamic and professional
candidate to fill the following vacancies.
Minimum diploma in human resources management
Minimum 3 years experiences in HR Field
Experience in obtaining services related to expatriate from the authorities
Ability to communicate in an additional language will be an added advantages
applicant should be age between 20 to 30 years
Other allowances: Ramadan bonus, paid leave, phone allowance, transport allowance,
attendance allowance and pension scheme.
If you are enthusiastic creative passionate and ready to meet the challenge please send
your profit (your bio-data including certificates copy, recent photograph and a copy of a
passport/ID) to the following address or email to jobs@jausa.muno later than 20th march
2016.
Tel: 3335757

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Section-A4
Introduction of 360 degree appraisal:
The 360 evaluation feedback method was first used in the 1940s. Analogous to the multiple
points on a compass, the 360 method provides each employee the opportunity to receive
performance feedback from his or her supervisor, peers, staff members, co-workers and
customers.

360-degree feedback or multi-source feedback is an appraisal or performance assessment tool

that incorporates feedback from all who observe and are affected by the performance of a
candidate. (Akrani, 2011)

Two lines of thought: Use the 360 for:

1) Developmental purposes only. The information is gathered by neutral entity not the
supervisor and shared only with the employee.
2) Evaluation. The supervisor is involved in designing, gathering information, and in
communication with the employee.

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YES, Agree,
A 360 degree appraisal is a type of employee performance review in which subordinates coworkers, and managers all secretly rate the employees. This information is then incorporated into
that persons performance review.
The 360 degree feedback process collects data from multiple perspectives rather than just the
direct supervisor as with traditional methods. The process is customer focused and defines
customers as outside the company and internal, such as a person in another department with
whom the manager interacts frequently. When implemented properly, the process delivers direct,
honest feedback to the manager. By reviewing the perceptions of others, he can see more clearly
the effect his behaviors and attitudes have on others.
a more comprehensive view towards the performance of employees.
credibility of performance appraisal.
colleagues feedback will help strengthen self-development.
responsibilities of employees to their customers.
mix of ideas can give a more accurate assessment.
gathered from lots of staff are sure to be more persuasive.
only manager should make assessments on its staff performance but other colleagues
should do, too.
People who undervalue themselves are often motivated by feedback from others.

the company will become more honest.

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Pros and cons:

Uncover expectations, strengths, and weaknesses that are news to them.
Broadens the perspective on evaluating an individual by using multiple data sources.
Provides ratings that can become benchmarks in the feedback recipients performanceevaluation process
May promote people becoming increasingly accountable for their own growth and
development.
Multisource feedback can get at issues the supervisor might miss
Peer opinion can change behavior
Multisource feedback is more diverse: As organizations diversify by gender, ethnicity, age,
disability, race, etc., more pts of view are needed for accurate assessment [same principle
can apply in using committees or teams in recruitment and selection]
Can be tailored to the individuals needs.
In planning the 360 the supervisor and the employee can come to a clearer understanding of
what each believes is important, which furthers the process of developing a common
language within the department and the organization.
Quiet high performer might not be getting noticed by the supervisor. (pros and cons, 2001)

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Case Study-A5
I) Recruitment is process of finding most suited person to a position. There are two sources of
recruitment which includes, Internal and external sources. Internal sources includes promotion,
transfer and in certain cases demotion. And external sources are a way to use for recruiting to
higher position when existing employees are not suitable. External sources are most suitable to
use in our case because, it has advantages as availability of suitable persons, bring new ideas and
even benefit to our company economics.
ii) In communication in hiring process, there are important three steps. First of all, testing the
candidates. In this process, we examine the candidate and the job skills or he is suitable for the
job position. Second step is interviews, which is a very important part of recruiting a candidate.
The interview determines whether the candidate had the right qualification for the job or not.
Also it will make us estimate the candidates working rate. The last and most important step is
finally to choose a candidate. Through this method, we compare the candidates qualification to a
pre-determined list of qualifications. Also will go through his educational qualifications and
work experiences.
iii)
a) Tell me about a great product youve encountered recently. Why do you like it?
(b) Whats made successful?
(c) What are your dislikes about my products?
(d) Do you consider yourself creative?
(e) Have you ever made a product mistake? And what's it?
What is your way to decide what to do or not do?
(g) How come you know a product is well designed?
(h) Whats your greatest idea that you ever had?

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Reference:
Section-A1
Introduction of labour turnover:
(Riley, 2010)
http://www.tutor2u.net/business/blog/qa-explain-what-labour-turnover-is-and-why-it-happens
Reason for labour turnover:

(Lodha, 2010)
http://www.yourarticlelibrary.com/cost-accounting/labour-cost/labour-turnover-causes-effectsand-cost-of-labour-turnover/55466/
Solution for labour turnover:

(Joseph, 2008)
http://smallbusiness.chron.com/staff-turnover-solutions-10086.html
Section-A3
Process of job analysis:

(Chand, 2015)
http://www.yourarticlelibrary.com/human-resources/job-analysis-concept-uses-and-process-ofjob-analysis/35254/

Section-A4
Introduction to 360 degree appraisal:
(Akrani, 2011)
http://kalyan-city.blogspot.com/2011/05/360-degree-appraisal-meaning-and-six.html

Pros and cons

(pros and cons, 2001)
11111/dictionary/English/pros-and-cons

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REFERENCE
Akrani, G. (2011). intrduction to 360 degree appraisal. Retrieved march 5, 2016, from alyancity.blogspot.com: http://kalyan-city.blogspot.com/2011/05/360-degree-appraisal-meaningand-six.html
Chand, S. (2015). process of job analysis. Retrieved march 4, 2016, from
http://www.yourarticlelibrary.com/: http://www.yourarticlelibrary.com/human-resources/jobanalysis-concept-uses-and-process-of-job-analysis/35254/
Joseph, C. (2008). solution for labour turnover. Retrieved march 3, 2016, from
http://smallbusiness.chron.com/: http://smallbusiness.chron.com/staff-turnover-solutions10086.html
Lodha, A. (2010). reason for labour turnoer. Retrieved march 2, 2016, from
http://www.yourarticlelibrary.com/: http://www.yourarticlelibrary.com/costaccounting/labour-cost/labour-turnover-causes-effects-and-cost-of-labour-turnover/55466/
pros and cons. (2001). Retrieved march 6, 2016, from http://www.collinsdictionary.com/:
http://www.collinsdictionary.com/dictionary/english/pros-and-cons
Riley, J. (2010). intrduction to labour turnover. Retrieved march 2, 2016, from http://www.tutor2u.net/:
http://www.tutor2u.net/business/blog/qa-explain-what-labour-turnover-is-and-why-it-happens

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