This document discusses performance management and appraisal. It covers topics like emotional intelligence, performance management goals, training and appraisal, and performance appraisal methods. Specifically, it defines performance appraisal as a formal review and evaluation system of individual or team task performance. It also outlines common problems with performance appraisals, such as bias, lack of objectivity, and employee anxiety. The document provides details on methods for performance appraisals, including ranking, forced distribution, paired comparisons, and graphic rating scales.
Chapter 1. Fundamental Human resource Management abuun1
This document discusses 6 key challenges facing human resources management: 1) responding strategically to competitive changes, 2) competing, recruiting, and staffing globally, 3) setting and achieving corporate social responsibility and sustainability goals, 4) advancing HRM with technology, 5) containing costs while retaining top talent and maximizing productivity, and 6) leveraging diversity. It provides examples and explanations of each challenge and how HR managers can address issues like globalization, technology changes, cost containment, and diversity.
1. The document discusses Microsoft's reliance on top talent, with Bill Gates noting the company would be unimportant without its 20 best people.
2. It then outlines an organization's approach to developing a talent management system, including identifying core competencies, assessment tools, training approaches, evaluating employees' competencies and potential, and creating action plans.
3. The final sections discuss strategies for dealing with talent management issues like retention, succession planning, leadership development, and finding and selecting top talent.
Succession management is the process of identifying and developing internal employees with potential to fill key leadership roles in the future. It helps ensure continuity and prepares employees for advancement. The process involves aligning plans with strategy, identifying needed skills, selecting high-potential employees, providing development opportunities like rotations and training, and monitoring progress. It has evolved from short-term replacement planning to a broader, long-term focus on developing talent pools and competencies.
Forces for change - Organizational Change and Development - Manu Melwin Joymanumelwin
Given a choice, most organizations prefer stability to change because the more predictable and routine activities are, the higher the level of efficiency that can be obtained. Thus, the status quo is preferred in many cases.
But organizations are not static; they are continuously changing in response to a variety of forces coming from both inside and outside. For leaders, the challenge is to anticipate and direct change processes so that the performance is improved.
This document discusses issues related to managing human resources internationally. It begins by outlining challenges such as cultural differences, legal compliance, and managing expatriates. It then examines topics like selecting international staff, providing cross-cultural training, establishing global compensation, ensuring safety abroad, and facilitating successful repatriation. Key recommendations include selecting candidates based on cultural skills over just technical skills, ongoing support for expatriates and families, and standardizing goals while allowing flexibility in practices to suit different country contexts.
This document provides an overview of human resource management. It discusses the main functions of HRM including staffing, human resource development, compensation and benefits, safety and health, and employee and labor relations. It also examines the internal and external factors that influence HRM and how the roles and tasks of HRM are changing, with some functions now performed by HR managers, shared service centers, outsourcing firms or line managers. Finally, it differentiates between the roles of HR executives, generalists and specialists.
The document discusses recruiting candidates who can work effectively in cross-cultural environments, training employees to handle intercultural communication issues, and facilitating cross-cultural teams. It also notes that cross-cultural adjustment is a significant factor in international assignment success and that training can help reduce uncertainty, increase self-efficacy, and lead to better cross-cultural adjustment. The document also lists having good cultural knowledge, respecting other cultures, relating to other cultures positively as important aspects of cross-cultural interaction while ignoring cultural differences should be avoided.
Chapter 1. Fundamental Human resource Management abuun1
This document discusses 6 key challenges facing human resources management: 1) responding strategically to competitive changes, 2) competing, recruiting, and staffing globally, 3) setting and achieving corporate social responsibility and sustainability goals, 4) advancing HRM with technology, 5) containing costs while retaining top talent and maximizing productivity, and 6) leveraging diversity. It provides examples and explanations of each challenge and how HR managers can address issues like globalization, technology changes, cost containment, and diversity.
1. The document discusses Microsoft's reliance on top talent, with Bill Gates noting the company would be unimportant without its 20 best people.
2. It then outlines an organization's approach to developing a talent management system, including identifying core competencies, assessment tools, training approaches, evaluating employees' competencies and potential, and creating action plans.
3. The final sections discuss strategies for dealing with talent management issues like retention, succession planning, leadership development, and finding and selecting top talent.
Succession management is the process of identifying and developing internal employees with potential to fill key leadership roles in the future. It helps ensure continuity and prepares employees for advancement. The process involves aligning plans with strategy, identifying needed skills, selecting high-potential employees, providing development opportunities like rotations and training, and monitoring progress. It has evolved from short-term replacement planning to a broader, long-term focus on developing talent pools and competencies.
Forces for change - Organizational Change and Development - Manu Melwin Joymanumelwin
Given a choice, most organizations prefer stability to change because the more predictable and routine activities are, the higher the level of efficiency that can be obtained. Thus, the status quo is preferred in many cases.
But organizations are not static; they are continuously changing in response to a variety of forces coming from both inside and outside. For leaders, the challenge is to anticipate and direct change processes so that the performance is improved.
This document discusses issues related to managing human resources internationally. It begins by outlining challenges such as cultural differences, legal compliance, and managing expatriates. It then examines topics like selecting international staff, providing cross-cultural training, establishing global compensation, ensuring safety abroad, and facilitating successful repatriation. Key recommendations include selecting candidates based on cultural skills over just technical skills, ongoing support for expatriates and families, and standardizing goals while allowing flexibility in practices to suit different country contexts.
This document provides an overview of human resource management. It discusses the main functions of HRM including staffing, human resource development, compensation and benefits, safety and health, and employee and labor relations. It also examines the internal and external factors that influence HRM and how the roles and tasks of HRM are changing, with some functions now performed by HR managers, shared service centers, outsourcing firms or line managers. Finally, it differentiates between the roles of HR executives, generalists and specialists.
The document discusses recruiting candidates who can work effectively in cross-cultural environments, training employees to handle intercultural communication issues, and facilitating cross-cultural teams. It also notes that cross-cultural adjustment is a significant factor in international assignment success and that training can help reduce uncertainty, increase self-efficacy, and lead to better cross-cultural adjustment. The document also lists having good cultural knowledge, respecting other cultures, relating to other cultures positively as important aspects of cross-cultural interaction while ignoring cultural differences should be avoided.
9e daft chapter_8_managerial_decision_makingfatwaamrani
This document discusses managerial decision making. It explains that decision making is an important part of management and discusses different types of decisions like programmed and nonprogrammed. It describes models of decision making, like the rational model and political model. The document outlines the six steps of decision making - recognizing the need, diagnosing causes, developing alternatives, selecting an alternative, implementing it, and providing feedback. It also discusses personal decision styles, biases that can lead to bad decisions, and techniques for innovative group decision making.
The document outlines a training program on strategic management and leadership. It discusses fundamental principles of strategic management, components of strategic plans, and leadership styles like transformational and situational leadership. It also covers developing leadership through various processes, assessing leadership maturity, and the importance of coaching in the development of global leaders.
Performance and reward management - aiu(final)-1Donasian Mbonea
Today’s organizations are operating in a very dynamic and highly competitive environment. To remain relevant in the market, they have to be able to respond quickly to ever changing customer demands. Rewards management is one of the ways used by organizations for attracting and retaining suitable employees as well as facilitating them to improve their performance. (Armstrong, 2010: 261)
Nowadays there is so much changing occurring in the business world and every business entity or organization has much relay on employee’s good performance. Rewards are considered as an important tool to check the employee’s performance. (Armstrong, 2010: 260)
An employee reward system consists of an organization’s integrated policies, processes and practices for rewarding its employees in accordance to their contribution, skills, competence and their market worth. It’s developed within the framework of the organization’s reward philosophy, strategies and policies and contains arrangement in the form of processes, practices, structures and procedures which will provide and maintain appropriate types and levels of pay, benefits and other forms of reward (Armstrong, 2007).
Reward system is an important tool that the management uses to channel employee’s motivation in desired ways such as better functionality and further improve company performance.
Employees are the most valuable asset to an organization and they play an important role in preserving the successful image of organization. Employee performance is the main factor in ensuring that the organization is run smoothly and successfully.
Managing employees' reward appropriately is an important factor as a return for their contributions or performance to organization.
The essay explore the meaning of various concepts such as performance, rewards, reward management, reward system, Literature review on performance and reward from other scholars as well as reviewing one case study on the topic.
The document provides an introduction to strategic management. It discusses the three big strategic questions of where the organization is now, where it wants to go, and how it will get there. It defines strategy as management's plan to attract customers, position in the market, conduct operations, and achieve objectives. Strategic management involves developing a vision and mission, analyzing the internal and external environment, formulating strategies, implementing strategies, and evaluating performance. The key tasks are setting objectives, crafting a strategy, implementing the strategy, and monitoring results.
This document provides an overview of conducting an HR audit. It begins with an introduction on the importance of measuring HR practices and programs. It then outlines the typical agenda covered in an HR audit, including challenges for the HR department, purposes and objectives of an audit, benefits, frequency, principles, types of audits, scope, measures, standards, and the tasks of auditors.
The document delves into the various phases of an HR audit process - the foundational/initiation phase which involves planning and set up, the assessment phase which involves analyzing policies and practices against criteria, and the concluding/reporting phase which involves preparing and presenting an audit report with findings and recommendations. Key aspects like developing checklists, formulating
Agile HR or Talent Management as we call it in Agile organizations turn the entire organization around. It’s employees centric, delivering value to the whole organization. At a glance, not much had changed. We still need to hire people, take care of people growth, do evaluations. Only the way we work changed significantly as the focus shifted to support the overall employee experience. Interested in what does that mean? Let me guide you through the change of mindset, practices, and tips on how to build the new Agile HR.
LO:
- Understand the fundamental need behind the Agile HR shift
- Be aware of how HR can help the organization to change the mindset
- Know what practices to avoid
- Get a number of useful practices to become your Agile HR journey
This document discusses the roles and responsibilities of boards of directors and top management in corporate governance. It outlines that boards are responsible for setting corporate strategy, hiring/firing the CEO, monitoring management, and protecting shareholder interests. Top management is responsible for executive leadership, setting strategic vision, and transforming the organization. The document also covers trends in corporate governance like more independent boards and balancing profits with social needs.
The document discusses various aspects of organizational change including defining organizational change, change management, forms of change (planned, unplanned, radical, transformational), forces for change (external and internal), resistance to change and strategies for managing resistance. It also summarizes approaches to managing organizational change including Lewin's three step model, Kotter's eight step model, action research and organizational development. Finally, it discusses creating a culture for change and innovation in organizations.
The document discusses managing organizational change and conflict. It identifies four types of organizational change and explains how individuals typically respond differently to changes they like versus dislike. It also lists six common reasons why employees resist change and strategies for overcoming resistance. The document then describes the planned change process of unfreezing, changing and refreezing. It contrasts top-down and bottom-up approaches to change and identifies traits of effective change agents. Finally, it defines conflict, discusses competitive versus cooperative conflict styles, and lists five techniques for resolving conflict.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
Management Principles and Practices - Ricky W. Griffin 11th Edition Chapter 01Saif Mahmud
Here are a few steps you could take as the new manager:
1. Schedule introductory meetings with each employee to learn about their roles and responsibilities, goals, and any ongoing projects or issues.
2. Meet with the previous manager to get a comprehensive overview of department operations, priorities, budgets, and any other important contextual information.
3. Observe group interactions and workflows for a period before initiating any changes to better understand the existing culture and dynamics.
4. Establish an open door policy and listen to employee feedback to identify opportunities for improvement from their perspectives.
5. Develop a transition plan with clear short-term goals and metrics to evaluate early progress and success in the new role.
The key
The performance management is a tool widely used by managers to monitor and evaluate the work performance of employees. It is a continuous process of identifying, measuring and developing the performance of the employees in the organization.
For more information visit
https://www.hrhelpboard.com/performance-management.htm
The SHRM Competency Model outlines nine competencies for HR professionals across four career levels - early, mid, senior, and executive. It provides definitions, behaviors, and standards for each competency to guide professional development. Organizations can use the model to develop HR teams, assess performance, and communicate HR's role and alignment with business goals.
A study of international human resource management- theories and techniques Antara Rabha
Understanding the concept of International Human resource management in terms of recruitment and training. Basic concepts and clear understanding. all the Various methods of recruitment-offline as well as online methods and various types of training such as an internship , apprenticeship etc.
This document discusses human resource management for international businesses. It covers selecting, preparing, compensating, and retaining expatriates when staffing multinational enterprises. The challenges of human resource management are greater for international companies due to environmental and organizational differences between countries. Frameworks for staffing policies include ethnocentric, polycentric, and geocentric approaches. Expatriate failure is costly, so companies focus on adaptiveness and cultural sensitivity when selecting and preparing expatriates assigned abroad.
This document discusses the key roles and goals of human resource management (HRM) in a changing global environment. It outlines how HRM must adapt to technological advances, workforce diversity, and continuous changes. The roles of HRM include attracting, retaining, and training employees while ensuring ethical compliance and monitoring the labor supply and economic conditions.
Performance management is defined as an ongoing, iterative process that includes goal setting, communication, observation, and evaluation to support organizational success. It aims to align employee performance with organizational strategic goals. Key aspects of performance management include planning performance goals, executing work, assessing performance, reviewing performance, and renewing goals. The information gathered through performance management is used for salary administration, performance feedback, and identifying employee strengths and weaknesses.
Introduction to Managerial Finance - Chapter 1 by: Scott Besley & Eugene BrighamKenji Silavi
This chapter introduces managerial finance concepts. It discusses the goals of finance and different forms of business organization such as proprietorships, partnerships, and corporations. The primary goal of corporations is to maximize stockholder wealth by making decisions that increase stock price through higher cash flows and lower risk. While managers' incentives may not always align with stockholders' interests, mechanisms exist to encourage ethical behavior and governance that benefits stockholders. Multinational corporations take on additional financial considerations when operating across different countries and currencies.
The document discusses the process of recruitment. It defines recruitment as locating and attracting qualified individuals to fill job vacancies. The recruitment process involves identifying job requirements, advertising positions, screening and selecting applicants, and hiring new employees. Effective recruitment requires strategies to attract suitable candidates, assess person-job and person-organization fit, and achieve organizational recruitment objectives like filling vacancies quickly with high-quality performers. A variety of internal and external recruitment sources can be used as part of an overall recruitment plan.
The document discusses several challenges in international human resource management (IHRM) such as managing talent, leadership development, and globalization. It outlines 8 critical HR challenges and 5 key steps that companies can take to make the best IHRM decisions. Finally, it covers various topics related to IHRM practices including international assignments, organizational structures, and personal and professional profiles.
This document discusses performance management and appraisal. It covers topics such as employee engagement, the importance of performance management, defining performance appraisal and its uses. It describes the performance appraisal process and factors like environmental considerations. It also discusses different performance appraisal methods, potential problems, characteristics of an effective system, legal implications and how culture can impact appraisals.
A Contrast of the Mystical Elements of Buddism, Taoism, Judaism, and Christia...David Grinstead, MA
There are certain general characteristics of mysticism that are shared by Buddhism, Taoism, Judaism, and Christianity. This common ground is a unifying principle that positions the Divine in the midst of all genuine mystical experiences.
9e daft chapter_8_managerial_decision_makingfatwaamrani
This document discusses managerial decision making. It explains that decision making is an important part of management and discusses different types of decisions like programmed and nonprogrammed. It describes models of decision making, like the rational model and political model. The document outlines the six steps of decision making - recognizing the need, diagnosing causes, developing alternatives, selecting an alternative, implementing it, and providing feedback. It also discusses personal decision styles, biases that can lead to bad decisions, and techniques for innovative group decision making.
The document outlines a training program on strategic management and leadership. It discusses fundamental principles of strategic management, components of strategic plans, and leadership styles like transformational and situational leadership. It also covers developing leadership through various processes, assessing leadership maturity, and the importance of coaching in the development of global leaders.
Performance and reward management - aiu(final)-1Donasian Mbonea
Today’s organizations are operating in a very dynamic and highly competitive environment. To remain relevant in the market, they have to be able to respond quickly to ever changing customer demands. Rewards management is one of the ways used by organizations for attracting and retaining suitable employees as well as facilitating them to improve their performance. (Armstrong, 2010: 261)
Nowadays there is so much changing occurring in the business world and every business entity or organization has much relay on employee’s good performance. Rewards are considered as an important tool to check the employee’s performance. (Armstrong, 2010: 260)
An employee reward system consists of an organization’s integrated policies, processes and practices for rewarding its employees in accordance to their contribution, skills, competence and their market worth. It’s developed within the framework of the organization’s reward philosophy, strategies and policies and contains arrangement in the form of processes, practices, structures and procedures which will provide and maintain appropriate types and levels of pay, benefits and other forms of reward (Armstrong, 2007).
Reward system is an important tool that the management uses to channel employee’s motivation in desired ways such as better functionality and further improve company performance.
Employees are the most valuable asset to an organization and they play an important role in preserving the successful image of organization. Employee performance is the main factor in ensuring that the organization is run smoothly and successfully.
Managing employees' reward appropriately is an important factor as a return for their contributions or performance to organization.
The essay explore the meaning of various concepts such as performance, rewards, reward management, reward system, Literature review on performance and reward from other scholars as well as reviewing one case study on the topic.
The document provides an introduction to strategic management. It discusses the three big strategic questions of where the organization is now, where it wants to go, and how it will get there. It defines strategy as management's plan to attract customers, position in the market, conduct operations, and achieve objectives. Strategic management involves developing a vision and mission, analyzing the internal and external environment, formulating strategies, implementing strategies, and evaluating performance. The key tasks are setting objectives, crafting a strategy, implementing the strategy, and monitoring results.
This document provides an overview of conducting an HR audit. It begins with an introduction on the importance of measuring HR practices and programs. It then outlines the typical agenda covered in an HR audit, including challenges for the HR department, purposes and objectives of an audit, benefits, frequency, principles, types of audits, scope, measures, standards, and the tasks of auditors.
The document delves into the various phases of an HR audit process - the foundational/initiation phase which involves planning and set up, the assessment phase which involves analyzing policies and practices against criteria, and the concluding/reporting phase which involves preparing and presenting an audit report with findings and recommendations. Key aspects like developing checklists, formulating
Agile HR or Talent Management as we call it in Agile organizations turn the entire organization around. It’s employees centric, delivering value to the whole organization. At a glance, not much had changed. We still need to hire people, take care of people growth, do evaluations. Only the way we work changed significantly as the focus shifted to support the overall employee experience. Interested in what does that mean? Let me guide you through the change of mindset, practices, and tips on how to build the new Agile HR.
LO:
- Understand the fundamental need behind the Agile HR shift
- Be aware of how HR can help the organization to change the mindset
- Know what practices to avoid
- Get a number of useful practices to become your Agile HR journey
This document discusses the roles and responsibilities of boards of directors and top management in corporate governance. It outlines that boards are responsible for setting corporate strategy, hiring/firing the CEO, monitoring management, and protecting shareholder interests. Top management is responsible for executive leadership, setting strategic vision, and transforming the organization. The document also covers trends in corporate governance like more independent boards and balancing profits with social needs.
The document discusses various aspects of organizational change including defining organizational change, change management, forms of change (planned, unplanned, radical, transformational), forces for change (external and internal), resistance to change and strategies for managing resistance. It also summarizes approaches to managing organizational change including Lewin's three step model, Kotter's eight step model, action research and organizational development. Finally, it discusses creating a culture for change and innovation in organizations.
The document discusses managing organizational change and conflict. It identifies four types of organizational change and explains how individuals typically respond differently to changes they like versus dislike. It also lists six common reasons why employees resist change and strategies for overcoming resistance. The document then describes the planned change process of unfreezing, changing and refreezing. It contrasts top-down and bottom-up approaches to change and identifies traits of effective change agents. Finally, it defines conflict, discusses competitive versus cooperative conflict styles, and lists five techniques for resolving conflict.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
Management Principles and Practices - Ricky W. Griffin 11th Edition Chapter 01Saif Mahmud
Here are a few steps you could take as the new manager:
1. Schedule introductory meetings with each employee to learn about their roles and responsibilities, goals, and any ongoing projects or issues.
2. Meet with the previous manager to get a comprehensive overview of department operations, priorities, budgets, and any other important contextual information.
3. Observe group interactions and workflows for a period before initiating any changes to better understand the existing culture and dynamics.
4. Establish an open door policy and listen to employee feedback to identify opportunities for improvement from their perspectives.
5. Develop a transition plan with clear short-term goals and metrics to evaluate early progress and success in the new role.
The key
The performance management is a tool widely used by managers to monitor and evaluate the work performance of employees. It is a continuous process of identifying, measuring and developing the performance of the employees in the organization.
For more information visit
https://www.hrhelpboard.com/performance-management.htm
The SHRM Competency Model outlines nine competencies for HR professionals across four career levels - early, mid, senior, and executive. It provides definitions, behaviors, and standards for each competency to guide professional development. Organizations can use the model to develop HR teams, assess performance, and communicate HR's role and alignment with business goals.
A study of international human resource management- theories and techniques Antara Rabha
Understanding the concept of International Human resource management in terms of recruitment and training. Basic concepts and clear understanding. all the Various methods of recruitment-offline as well as online methods and various types of training such as an internship , apprenticeship etc.
This document discusses human resource management for international businesses. It covers selecting, preparing, compensating, and retaining expatriates when staffing multinational enterprises. The challenges of human resource management are greater for international companies due to environmental and organizational differences between countries. Frameworks for staffing policies include ethnocentric, polycentric, and geocentric approaches. Expatriate failure is costly, so companies focus on adaptiveness and cultural sensitivity when selecting and preparing expatriates assigned abroad.
This document discusses the key roles and goals of human resource management (HRM) in a changing global environment. It outlines how HRM must adapt to technological advances, workforce diversity, and continuous changes. The roles of HRM include attracting, retaining, and training employees while ensuring ethical compliance and monitoring the labor supply and economic conditions.
Performance management is defined as an ongoing, iterative process that includes goal setting, communication, observation, and evaluation to support organizational success. It aims to align employee performance with organizational strategic goals. Key aspects of performance management include planning performance goals, executing work, assessing performance, reviewing performance, and renewing goals. The information gathered through performance management is used for salary administration, performance feedback, and identifying employee strengths and weaknesses.
Introduction to Managerial Finance - Chapter 1 by: Scott Besley & Eugene BrighamKenji Silavi
This chapter introduces managerial finance concepts. It discusses the goals of finance and different forms of business organization such as proprietorships, partnerships, and corporations. The primary goal of corporations is to maximize stockholder wealth by making decisions that increase stock price through higher cash flows and lower risk. While managers' incentives may not always align with stockholders' interests, mechanisms exist to encourage ethical behavior and governance that benefits stockholders. Multinational corporations take on additional financial considerations when operating across different countries and currencies.
The document discusses the process of recruitment. It defines recruitment as locating and attracting qualified individuals to fill job vacancies. The recruitment process involves identifying job requirements, advertising positions, screening and selecting applicants, and hiring new employees. Effective recruitment requires strategies to attract suitable candidates, assess person-job and person-organization fit, and achieve organizational recruitment objectives like filling vacancies quickly with high-quality performers. A variety of internal and external recruitment sources can be used as part of an overall recruitment plan.
The document discusses several challenges in international human resource management (IHRM) such as managing talent, leadership development, and globalization. It outlines 8 critical HR challenges and 5 key steps that companies can take to make the best IHRM decisions. Finally, it covers various topics related to IHRM practices including international assignments, organizational structures, and personal and professional profiles.
This document discusses performance management and appraisal. It covers topics such as employee engagement, the importance of performance management, defining performance appraisal and its uses. It describes the performance appraisal process and factors like environmental considerations. It also discusses different performance appraisal methods, potential problems, characteristics of an effective system, legal implications and how culture can impact appraisals.
A Contrast of the Mystical Elements of Buddism, Taoism, Judaism, and Christia...David Grinstead, MA
There are certain general characteristics of mysticism that are shared by Buddhism, Taoism, Judaism, and Christianity. This common ground is a unifying principle that positions the Divine in the midst of all genuine mystical experiences.
What is Healing: At What Level of Human Existence Does Healing Begin?David Grinstead, MA
At what level of human existence does healing begin? "There is no sharp line of line of demarcation between the religious, spiritual, emotional, and physical—between the body and the psyche." (Morton Kelsey, Healing and Christianity, 232)
This document contains a list of technical terms including table, queries, form, report, switchboard, and macro. It appears to be an outline or table of contents for a technical document related to databases, data analysis, or business software. The terms suggest it will cover topics like working with database tables, writing queries to extract and analyze data, creating forms and reports to view and present information, and using macros to automate tasks.
Dokumen tersebut membahas berbagai strategi penetapan harga yang dapat dilakukan perusahaan, termasuk penetapan harga promosi, diskriminasi harga, bauran produk, dan cara memulai penurunan atau kenaikan harga. Strategi-strategi tersebut bertujuan untuk meningkatkan penjualan dan pangsa pasar perusahaan.
To grieve like a man is to grieve differently than a woman. It is not an option of better, worse, or less suitable, it’s just that a man’s way of grieving is different. Since it is different it is often confusing to others and can result in unwarranted isolation. “While women tend to react to the loss of a loved one as abandonment, men perceive it as losing part of themselves, as if severing an arm or leg.” (Learning to Live Through Loss)
The document provides information on several education sector construction projects completed by Jerram Falkus Construction Ltd. It includes brief summaries of six projects, including their location, client, contract value, scope of work, and other key details, such as duration and architect. The projects involve new school buildings, extensions, refurbishments, and conversions to improve and expand education facilities.
The Enneagram and Centering Prayer: Tools to Uncover and Transform Shadow Qua...David Grinstead, MA
The Enneagram and Centering Prayer are explored as tools for transformation of the Shadow Archetype. An attempt is made to demonstrate that the Enneagram can be used to uncover shadow qualities of personal unconscious motivations and deeply rooted influences and prejudices of a dysfunctional nature. Through the consistent practice of Center Prayer (over an extended period of time) these dysfunctional qualities are brought into full consciousness and transformed into positive motivations, influences, attitudes, and behaviors. Existing literature, the author’s personal journey, and independent research assist in demonstrating the effectiveness of these powerful tools.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
Using a case study (the client’s name and other personal details have been altered for identity protection) as an example, this paper provides an overview of how I design and assist a client with a treatment regimen that uses a mixture/combination of clinical hypnotherapy, life coaching, and spiritual counseling/direction.
1) The document discusses different types of organizational structures used by businesses, including functional, divisional, matrix, and international structures. It also covers informal organization and new structures like team and virtual organizations.
2) Key aspects of organizational structure include specialization of jobs, departmentalization of the organization, and establishing lines of authority, delegation, and decision making. Structures can be centralized, decentralized, tall or flat.
3) Informal organization and groups also influence the workplace through social interactions and communication networks among employees.
This document summarizes key aspects of performance appraisal systems. It defines performance appraisal as the formal evaluation of employee performance for career decisions. It describes guidelines to ensure appraisal systems comply with anti-discrimination laws and discusses common rating errors like halo effects. It also outlines techniques to measure performance, including objective and subjective methods, and ways to improve effectiveness, such as reducing rating errors through training and feedback.
Performance Appraisal.pptxfinal.pptx FINAL HRMOB.pptx2024.pptxjhemykamanas
The document discusses performance appraisals, which are regular reviews of an employee's job performance that are conducted in a systematic way. Performance appraisals are important for encouraging positive performance, satisfying employee curiosity, employee development, and justifying pay raises and promotions. When designing a performance appraisal system, considerations include the frequency of reviews, associated costs, linking pay to reviews, setting goals, developing evaluation forms, and selecting evaluators such as managers, peers, customers. Legal issues and potential errors in appraisal systems are also discussed.
Job analysis is a systematic process used to identify important job aspects and worker characteristics. It is used for multiple purposes like determining job requirements, selection, training, and performance evaluation. Job analysis identifies knowledge, skills, abilities, and other characteristics needed to perform jobs at different levels. It also helps group similar jobs. A valid job analysis distinguishes superior from average workers and identifies characteristics not easily learned on the job.
This document discusses components of performance appraisal forms and processes. It describes key sections of appraisal forms such as employee information, objectives, competencies, achievements, and development plans. It also outlines desirable features like simplicity and comprehensiveness. The document examines strategies for determining overall performance ratings and discusses appropriate appraisal periods and meeting frequency. It analyzes sources of performance information like supervisors, peers, customers and considers how to address disagreement across sources. Finally, the document explores a model of rater motivation and how training programs can prevent rating distortion.
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]
Discusses how most performance management programs fail because they are trying to solve 21st century problems with 20th century tools, providing insight into how companies can improve both performance and engagement
Chapter 7 Implementing a Performance Management SystemPreeti Bhaskar
This document discusses how to implement an effective performance management system. It recommends gaining buy-in through communication and training. The communication plan should explain what performance management is and how it benefits employees. Training should minimize rater biases and teach how to accurately evaluate performance. A pilot test allows working out issues before full implementation. Ongoing evaluation ensures the system meets its goals.
The document discusses result-oriented performance appraisals at Wegagen Bank in Debre Birahn branch. It finds that while performance appraisals aim to motivate employees and increase productivity, some employees believe there are problems with the process. The study aims to identify the appraisal criteria, employee attitudes, and major problems affecting the appraisals. It analyzes data collected from bank employees to determine the appraisal methods used, problems identified, and employee feedback. Key findings are that discrimination is a major problem, and rater problems are a significant cause of issues with the appraisal system. The document concludes by recommending solutions to address the identified problems.
This document discusses coaching and performance management. It defines coaching as a collaborative process where a manager takes an active role in an employee's performance by directing, motivating, and rewarding their behavior. Key coaching functions include giving advice, guidance, support, and confidence. Effective coaching involves setting goals, communicating, motivating employees, documenting performance, and providing feedback. Coaching styles can range from task-oriented to people-oriented. Good coaches use different styles based on employee needs. The coaching process involves setting goals, identifying resources, implementing strategies, observing performance, and providing feedback.
This document discusses performance appraisals, including definitions, purposes, types of appraisals, and methods for conducting appraisals. It defines performance appraisal as the systematic evaluation of an employee's job performance and potential. Some key points covered include:
- Performance appraisals are used to review past performance, provide feedback, and set goals. They inform human resources decisions like promotions and compensation.
- Common appraisal methods include rating scales, essays, critical incident reports, checklists, and forced distribution. Each has strengths and limitations.
- An effective performance appraisal process involves setting clear standards, collecting performance data, providing feedback interviews, and establishing future goals. Regular communication is important to avoid issues
The document discusses performance appraisal, which is defined as the systematic evaluation of an employee's job performance and productivity. It covers several key points:
- Performance appraisal aims to provide feedback to employees, identify training needs, document job criteria, and make decisions regarding benefits, promotions, disciplinary actions, etc.
- The process involves setting objectives, collecting data on performance, conducting appraisal interviews, setting future goals, and following up. Effective performance appraisals are fair, focus on behavior and results, and avoid biases.
- Regular performance appraisals provide benefits like improved communication, identification of strengths and weaknesses, and informed administrative decisions. When done properly, they can motivate employees and support career development.
The document discusses performance appraisals and gathering performance information. It describes the key components of an effective appraisal form, including basic employee information, objectives, competencies, achievements, and development plans. It recommends an annual or semi-annual appraisal period with formal meetings to discuss performance. The document also analyzes different sources of performance ratings, such as supervisors, peers, subordinates and customers, noting their advantages and disadvantages. Finally, it discusses strategies to prevent rating distortions like inflation or deflation through rater training programs focused on identifying, observing and evaluating employee performance.
Performance appraisals are used to evaluate employee performance in areas such as promotions, training, compensation, and career development. The performance appraisal process involves establishing performance standards, examining work performed, appraising results, and discussing evaluations with employees. However, performance appraisals can be subjective and biased due to factors such as the halo effect, leniency, and recent behavior bias of supervisors. They may also cause anxiety for employees whose opportunities are impacted by the results.
The document discusses performance appraisals, including their definition, purpose, elements, characteristics of effective appraisals, and obstacles to effective appraisals. Performance appraisals are used to review employee performance, provide feedback, identify training needs, and inform personnel decisions. They should be systematic, impartial, and involve setting goals, measuring performance, and providing feedback. Effective appraisals clearly define standards and purposes, train evaluators, and have management support.
The document discusses performance appraisals, including their definition, purpose, methods, and best practices. It defines performance appraisal as the systematic evaluation of an employee's job performance and potential. Some key points include: performance appraisals aim to provide feedback, identify training needs, and form a basis for personnel decisions. Effective methods include setting goals/objectives, collecting data on performance, conducting interviews, and providing follow-up. Common errors to avoid are rater biases like the halo effect.
Competitive Organizations understand that great performance comes from great leadership with great People Skills. They know and appreciate that investing in performance, means investing in People.
This document discusses performance appraisal and reward systems. It provides learning objectives about understanding the role of money as a motivator and examines behavioral considerations in performance evaluations. It describes characteristics of effective feedback programs and the process of attribution. It discusses linking pay to performance through profit sharing, gain sharing and skill-based programs. The document provides an overview of different components of a complete reward program and discusses economic incentive systems for motivating employees.
This document outlines the key aspects of performance appraisals that will be covered in the chapter. It begins by listing the chapter objectives, which are to explain the purposes of performance appraisals, reasons for their failure, characteristics of effective programs, sources of appraisal information, and methods of evaluation. It then discusses how performance appraisals relate to and support other HR functions like selection, training, compensation, and labor relations. The remainder of the document delves into factors for effective performance management, common reasons for appraisal failures, methods for developing standards, legal considerations, sources of appraisal information, rater training, and different appraisal methods.
Takaful is an Islamic insurance concept based on mutual assistance and cooperation. It involves participants contributing to a common fund, which is used to pay compensation to any participant who suffers losses according to the terms of the Takaful agreement. There are different models for structuring Takaful, such as the Tabarru' model where contributions are seen as donations, or the Mudharabah model where profits from investing contributions are shared. Takaful aims to be free from elements like uncertainty and gambling that are prohibited in Islam. It is overseen by a Sharia Supervisory Council to ensure compliance.
This document discusses the principles and process of underwriting in insurance. It defines underwriting as assessing and selecting risks to determine premiums, terms, and conditions. The key purposes of underwriting are to guard against applicants with high probability of loss and to charge premiums commensurate with risk. Common underwriting features include identifying hazards, selecting risks, and setting premiums, terms, and conditions accordingly. Risks with abnormal hazards may be accepted with risk improvements, warranties, exclusions, restricted coverage, excesses, or franchises. Premiums are set using individual, class, or merit rates and cover expected claims costs plus expenses.
This document discusses various insurance documents and forms used in the insurance process. It describes the purpose and contents of key documents like proposal forms, cover notes, certificates of insurance, policy forms, endorsements, renewal notices, claim forms, and discharge letters. Proposal forms are used to gather risk information and form the basis of the insurance contract. Cover notes provide temporary coverage until the full policy is issued. Policy forms contain the terms and conditions of the insurance agreement. Endorsements are used to modify policy terms, and discharge letters confirm that claims have been fully settled.
This document discusses various types of insurance products including general insurance, motor insurance, fire insurance, liability insurance, theft insurance, and life assurance. It provides details on the characteristics, coverages, exclusions, and uses of different insurance policies such as term assurance, endowment, whole-life, and annuities. The document aims to explain the key features of both general and life insurance products.
The document discusses the regulation and supervision of the insurance industry in three paragraphs:
1. The insurance industry is regulated to protect consumers due to the nature of insurance contracts and the need for insurer integrity and stability. Regulations aim to ensure eight basic consumer rights and prevent issues like unfair claims settlement.
2. Regulations aim to promote healthy competition, provide some consumer protection, and foster competency and professionalism within the industry. This is achieved through licensing insurers, brokers and adjusters and oversight by regulatory bodies.
3. The Insurance Act establishes rules for insurers, including requiring separate licensing for life and general insurance, approval for certain investment-linked products, and membership in industry associations. Regulations aim to protect the
The document outlines the key components and organizations that make up the insurance industry and market in Malaysia. It discusses the roles of various departments within insurance companies and how they may be organized. It also lists and describes several important institutions related to both the general insurance market and life assurance market, including their objectives and functions.
The document discusses several key principles of insurance:
- Insurance requires insurable interest to differentiate it from gambling. Insurable interest refers to a legitimate financial stake in the subject matter being insured.
- The insured must disclose all material facts regarding the risk. Undisclosed or misrepresented facts can void the contract.
- Insurance contracts aim to indemnify, or make whole, the insured for losses by restoring them to their pre-loss financial position without providing a payout exceeding losses.
1. The document discusses various concepts related to risk including risk, peril, loss, and hazard. It also describes different ways to measure risk such as priori, empirical, and judgmental probabilities.
2. Risks are categorized as either fundamental or particular, and pure or speculative. Fundamental risks affect large numbers of people while particular risks affect individuals. Pure risks involve the possibility of loss or no loss, while speculative risks involve the possibility of profit, loss, or no loss.
3. The main methods for handling risks are risk avoidance, loss control, risk retention, and risk transfer. Risk avoidance aims to reduce the total amount of loss by preventing or minimizing loss. Loss control involves retaining risks and bearing any
This document provides an introduction and overview of insurance, including definitions of insurance, how it works, its importance, functions, and classes. Insurance is defined as an economic institution based on mutuality that is formed to establish a common fund to pay for unforeseen losses. It works by pooling risks and losses from many individuals into a large fund. The primary function of insurance is the equitable distribution of financial losses from a few insured individuals among the larger group of insured. There are two main classes of insurance: life assurance which covers human life contingencies, and general insurance which covers property and liability risks.
This document discusses components of employee compensation and benefits programs. It covers statutory benefits that are legally required such as Employees Provident Fund (EPF), social security, and paid leave. Non-statutory or discretionary benefits are also examined, including health insurance, retirement plans, education assistance, and work-life programs. Components of total compensation including direct financial pay, variable pay, and indirect benefits are broken down.
This document discusses staff orientation and human resource development. It defines staff orientation as helping new executives learn an organization's structure and culture to quickly start contributing. Human resource development includes training and development to improve employee competency and performance. Some key training methods discussed are instructor-led training, on-the-job training, job rotation, internships, and apprenticeships. The document emphasizes that training needs to be evaluated to ensure it effectively develops employees and supports organizational goals.
Job analysis is the systematic process of collecting information about jobs to document job duties and requirements. It involves determining the skills, knowledge, abilities and tasks required for a job. This information is then used for human resource functions like recruitment, performance management and compensation. The key aspects of job analysis are conducting interviews with employees and supervisors, observing job tasks, developing job descriptions that document responsibilities and specifications that outline qualifications. Regular analysis ensures job information stays current as tasks and technologies change over time.
This document discusses recruitment and selection. It defines recruitment as attracting qualified job applicants, and selection as choosing the best candidate for a position. The selection process involves reviewing applications, preliminary interviews, employment interviews, testing, screening references and backgrounds, and making a selection decision. Factors like legal issues, decision speed, the applicant pool, and organizational characteristics can influence selection. The document outlines sources for internal and external recruitment and different recruitment and selection methods, such as job posting, testing, structured and behavioral interviews. It also discusses potential problems in interviews like inappropriate questions, premature judgments, and contrast effects.
This document discusses job analysis, strategic planning, and human resource planning. It defines key terms like job analysis, job, and position. It describes the purposes of conducting a job analysis, including for staffing, training, performance appraisal, compensation, and legal compliance. It outlines different job analysis methods and how to develop job descriptions and specifications. It also covers strategic planning, human resource planning, forecasting human resource needs and availability, and addressing surpluses or shortages of workers.
The document calculates material price, usage, and total variances as well as labor rate, efficiency, and total variances for products SLIM and SMART. For SLIM, the material price and usage variances were favorable due to decreased price and more efficient production methods. However, the labor rate and efficiency variances were unfavorable possibly because standards were too loose or equipment was inefficient. For SMART, the material usage and total variances were favorable likely due to machinery issues while the price and labor rate variances were unfavorable possibly from incorrect standards or changed rates.
This document lists various internet sources and books used as references for information on secretarial services, company registration procedures, accounting software, and guides on writing training reports, financial statements, accounting dictionaries, starting a business, and the Malaysian legal system. References are provided from websites, software guides, and books on topics related to secretarial services, accounting, entrepreneurship, and legal matters.
The document outlines the objectives and problem statement for a database application final project created by four students. The objectives are to enhance the hospital system to be faster and smoother, safely record and store patient data, and create good staff schedules without timing clashes. The current problems are the manual system has low efficiency, unsecured patient files could be damaged or lost, scheduling inefficiencies, and difficulty updating patient information correctly. The conclusion is the Access database makes information easier to search, arrange, and find.
Electronic banking systems allow customers to access banking services electronically rather than through traditional paper-based methods. The document defines electronic banking and electronic funds transfer, and identifies the key types of electronic banking systems including non-customer activated systems like SWIFT used between financial institutions, and customer activated systems like ATMs, EFTPOS, credit/debit cards, home banking, mobile banking, and internet banking. It discusses functions of these systems like cash withdrawals, deposits, transfers, and bill payments. The document emphasizes issues like security, secrecy and banks' reliance on IT services for electronic banking.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.