“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
“..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.”
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
Marketing Concepts - 360 degree of marketing strategy Moses Gomes
This presentation highlights the different concepts of marketing excluding the 4P's. Also, along with the presentation I have highlighted some case studies for ease of understanding of the concepts. Concepts explained are as follows
Affiliate Marketing
Referral Marketing
Loyalty Marketing
Visual Marketing
Viral Marketing
Word – Of – Mouth Marketing
Relationship Marketing
Multi – Level Marketing
Peripheral Marketing
Umbrella marketing
Sample marketing
POS Marketing
Online marketing
Up-sale marketing
Direct marketing
Event marketing
Cross marketing
Inbound Marketing
Permission Marketing
Guerrilla marketing
A Recruitment Audit is an unbiased examination and evaluation of systems and processes of an organization in order to demonstrate whether they are in compliance with a standard. It is a comprehensive method to review your current recruitment policies, procedures, documentation and systems to identify needs for improvement and enhancement of the overall recruitment function. An Audit involves systematically reviewing all aspects of recruitment, usually in a checklist fashion.
Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.
PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities.[1]
This solution set will assist you in sifting through the mess and understanding the basics of performance appraisal, recognizing the various formal methods that are out there and determining what components you need to build a performance appraisal program that meets the goals of your organization.
The information in this report will provide:
•The benefits and challenges of performance appraisal methods, when to draw from them and how to overcome the limitations of rater biases.
•Advice on the contested use of forced ranking and 360-degree feedback.
•Short term activities that will get you started on effective performance appraisal practices.
Use this knowledge to prepare yourself in order to create an effective performance appraisal program.
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23. Why 360 degree Appraisal Programs Fail? …. 360 performance rating system is not a validated or corroborated technique for Performance appraisal . With the increase in the number of raters from one to five (commonly), it become difficult to separate, calculate and eliminate personal biasness and differences. It is often time consuming and difficult to analyze the information gathered. The results can be manipulated by the employees towards their desired ratings with the help of the raters.
24. … .Why 360 degree Appraisal Programs Fail? The 360 degree appraisal mechanism can have a adversely effect on the motivation and the performance of the employees. 360 degree feedback – as a process requires commitment of top management and the HR, resources(time, financial resources etc), planned implementation and follow up. 360 degree feedback can be adversely affected by the customers perception of the organisation and their incomplete knowledge about the process and the clarity of the process. Often, the process suffers because of the lack of knowledge on the part of the participants or the raters.
We have all seen cartoons depicting the owl that can turn his head 180 degrees to the left and 180 degrees to the right. But in reality, an owl can only turn his head 270 degrees — not in a full circle. Full circle or not, it's still a good range of vision. I'm sure you're wondering what this has to do with your business. But consider this. An owl lives in a very competitive environment. If he is to be successful in his world, he must constantly be looking for opportunities and threats. He must gather information from all directions to get a complete read on his environment and what he must to do to survive. In business terms, this translates to gathering input on our performance from all points to ensure we are doing the job we want to do.
360 degree appraisal has four integral components: 1. Self appraisal 2. Superior’s appraisal 3. Subordinate’s appraisal 4. Peer appraisal. Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Superior’s appraisal forms the traditional part of the 360 degree performance appraisal where the employees’ responsibilities and actual performance is rated by the superior. Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. Also known as internal customers, the correct feedback given by peers can help to find employees’ abilities to work in a team, co-operation and sensitivity towards others. This technique is being effectively used across the globe for performance appraisals. Some of the organizations following it are Wipro, Infosys, and Reliance Industries etc.
If you cannot answer "yes" to these and similar questions, then your organization may not be ready for 360-degree evaluations. While this can be a powerful and positive tool when tied to strategic goals and individual development, you might consider doing more research on the subject before implementation