gross national saving measures
Answers
Answer:
Gross national saving is derived by deducting final consumption expenditure from Gross national disposable income, and consists of personal saving, plus business saving, plus government saving, but excludes foreign saving. ... This represents the sum of savings by person, company, and governmen
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Explanation:
functions
The key to effective interviewing and hiring is the establishment of functions. By deciding upon the essential functions of the position, you will be able to determine the job's specific requirements.
Essential Functions are defined as the basic job duties that an employee must be able to perform satisfactorily. Carefully examine each job to determine which functions are essential to satisfactory performance.
Factors to consider in determining if a function is essential include:
Whether the performance of the functions is one of the reasons the position exists
The number of other employees available to perform the function or among whom the performance of the function can be distributed
Consequences of not requiring that an employee perform the function
The degree of expertise or skill required to perform the function
Time spent performing the function
The actual work experience of a present or past employee in the job
Step 2: Establish specific requirements
Determine the specific skills, knowledge, ability, experience, etc. needed by the applicant to fulfill each function.
To gain a clear understanding of these requirements, try to categorize them according to those items that are behavioral in nature and those that are technical. "Technical" requirements refer to specific skills or experience that the position demands. "Behavioral" requirements refer to how a person needs to act in order to fulfill a given responsibility (e.g. self-motivated or well organized). Please note that behavioral requirements must be defined in behavioral terms. For example, rather than listing "good communication skills" as a requirement for a position interacting with disgruntled students, it would be better to list "the ability to listen and respond to students' complaints effectively."
Try assessing each of the position's essential functions in light of four basic questions.
What must an applicant know? (knowledge of software or personal computers)
What must he or she be? (examples: punctual or well organized)
What must he or she have? (example: a specialized certificate, skill, experience)
What skills are not negotiable, meaning what is needed on day one?
Step 3: Establish your priorities
The last step is the establishment of priorities in your requirements. You want to ensure that in an interview you will gain information about the essential requirements. Categorize your requirements according to critical ("must haves"/non-negotiable) and desirable ("want to haves"/can be acquired on the job).
Critical requirements are those you absolutely must have. Desirable requirements, secondary selection criteria, are attributes you would like an applicant to possess in addition to the critical requirements. Desirable requirements can generally be learned on the job.
Step 4: Contact your HR Employment Services Consultant/Recruiter.
Set aside time at this point to develop an understanding of the position, settle any questions regarding special requirements, and define selection criteria. Ask any questions you may have about the position regarding your selection criteria, special requirements, applicants referred, interview questions, and/or the interview process.
Step 5: Choose a diverse selection committee
The selection committee will help you pick the candidate best suited for the position and for the unit overall. Select committee members and a chairperson based on the following criteria, keeping diversity within the panel in mind:
Vested interest in the responsibilities of the position
Knowledge of the goals of the unit or office
Working relationships
Supervisory responsibilities
Campus interaction
In the interest of fairness, committee members should not needlessly reveal that they are going to serve as panelists.
Responsibilities of the Selection Committee Chairperson:
Provide Selection Committee with selection criteria.
Ensure that the same procedure is followed for each candidate.
Escort the candidate into the room, introduce the panel, put the applicant at ease, explain the interview process, and ask the first question.
Ensure that no inappropriate questions are asked.
Inform the candidate of the timeline for selecting a finalist and filling the position.
Keep to the time schedule.
Close the interview.
Make final recommendations to the hiring authority on behalf of the selection committee.