Training is a highly useful tool that can bring an employee into a position where they can do their job correctly, effectively, and conscientiously. Training is the act of increasing the knowledge and skill of an employee for doing a particular job.
According to Edwin Flippo, ‘training is the act of increasing the skills of an employee for doing a particular job’.
This webinar provides insight on indentifying and implementing competencies. Hosted by John Bradford and Philip Schuler, the webinar promises to be informative, yet impactful.
What You Will learn:
How to identify competencies needed for success for all employees.
How to implement competency models.
This webinar provides insight on indentifying and implementing competencies. Hosted by John Bradford and Philip Schuler, the webinar promises to be informative, yet impactful.
What You Will learn:
How to identify competencies needed for success for all employees.
How to implement competency models.
Its includes, Types of Performance Appraisal and its methods, Advantages and disadvantages of Performance Appraisal and importance of performance Appraisal
“Placement refers to the allocations of people to the job. It includes initials assignment of new employees and promotion transfer or demotion of present employees.”
->Introduction of placement
->Definition of placement
->Significance of placement
->Principles of placement
->Process of placement
->Differential of placement
->Importance of placement
->Benefits of placement
->Conclusion
Recruitment is very important in human resource.
Finding the right ,or capable employees, and recruitment plan should be materialized.
Nowadays Social media are viral for hiring people. There are some sites such as ODESK, FREELANCER, and ELANCE are those company that pays to employees working in a short period of time. But If working with high benefits HR is very strict in choosing a loyal, patience, and screen employees to fit for the JOB.
There are other ways to recruit such as external or internal methods.
ROTATING ADS,BANNERS, EMAIL MARKETING is now a way of recruitment. Video presentation onlines, as well as webinars for trainings.
But still TRADITIONAL way is also important.
ADVERTISING, EMPLOYMENT AGENCIES, EMPLOYEE REFERRALS ARE ALL EFFECTIVE IN ATTRACTING INDIVIDUALSIN EVERY TYPE OF SKILLS.
an organized group of people with a particular purpose, such as a business or government department
The process by which managers establish working relationships among employees to Deliberate arrangement of people to accomplish some specific purpose achieve goals.
An organization is an entity comprising multiple people, such as an institution or an association, that has a particular purpose.
Its includes, Types of Performance Appraisal and its methods, Advantages and disadvantages of Performance Appraisal and importance of performance Appraisal
“Placement refers to the allocations of people to the job. It includes initials assignment of new employees and promotion transfer or demotion of present employees.”
->Introduction of placement
->Definition of placement
->Significance of placement
->Principles of placement
->Process of placement
->Differential of placement
->Importance of placement
->Benefits of placement
->Conclusion
Recruitment is very important in human resource.
Finding the right ,or capable employees, and recruitment plan should be materialized.
Nowadays Social media are viral for hiring people. There are some sites such as ODESK, FREELANCER, and ELANCE are those company that pays to employees working in a short period of time. But If working with high benefits HR is very strict in choosing a loyal, patience, and screen employees to fit for the JOB.
There are other ways to recruit such as external or internal methods.
ROTATING ADS,BANNERS, EMAIL MARKETING is now a way of recruitment. Video presentation onlines, as well as webinars for trainings.
But still TRADITIONAL way is also important.
ADVERTISING, EMPLOYMENT AGENCIES, EMPLOYEE REFERRALS ARE ALL EFFECTIVE IN ATTRACTING INDIVIDUALSIN EVERY TYPE OF SKILLS.
an organized group of people with a particular purpose, such as a business or government department
The process by which managers establish working relationships among employees to Deliberate arrangement of people to accomplish some specific purpose achieve goals.
An organization is an entity comprising multiple people, such as an institution or an association, that has a particular purpose.
Organization is the process of identifying and grouping of the works to be performed, defining and delegating responsibility and authority and establishing relationships for the purpose of enabling people to work most efficiently". - Louis A. Allen
An organization is an entity comprising multiple people, such as an institution or an association, that has a particular purpose.
Centralization & decentralization of authoritySiddharth Gupta
Henri Fayol (was a French mining engineer and director of mines who developed a general theory of business administration.
He and his colleagues developed this theory independently of scientific management but roughly contemporaneously.
He was one of the most influential contributors to
modern concepts of management.
Fayol has introduced the 14th principles of management which are very dynamic in nature.
Among those the 8th principle is CENTRALIZATION AND DECENTRALIZATION.
In a precise form we can say that, International Business Environment consists of all internal & external business environmental factors and some other international specific factors also, such as global economic trends, world politic, recent world order, international rules and regulations, host country’s political climate etc.
Measurement is the process observing and recording the observations that are collected as part of a research effort.
Process of assigning numbers to objects or observations, the level of measurement being a function of the rules under which the numbers are assigned.
“convert the basic materials of the problem to data”
A sample design is a definite plan for obtaining a sample from a given population. It refers to the technique or the procedure the researcher would adopt in selecting items for the sample. Sample design may as well lay down the number of items to be included in the sample i.e., the size of the sample. Sample design is determined before data are collected. There are many sample designs from which a researcher can choose. Some designs are relatively more precise and easier to apply than others. Researcher must select/prepare a sample design which should be reliable and appropriate for his research study.
The process used to collect information and data for the purpose of making business decisions. The methodology may include publication Research, interviews, surveys and other research techniques, and could include both present and historical information.
These are indirect and unstructured methods of investigation which have been developed by the psychologists and use projection of respondents for inferring about underline motives, urges or intentions which cannot be secure through direct questioning as the respondent either resists to reveal them or is unable to figure out himself. These techniques are useful in giving respondents opportunities to express their attitudes without personal embarrassment. These techniques help the respondents to project own attitude and feelings unconsciously on the subject under study. Thus Projective Techniques play an important role in motivational researches or in attitude surveys.
Important Projective Techniques
1. Word Association Test.
2. Completion Test.
3. Construction Techniques
4. Expression Techniques
1. Word Association Test: An individual is given a clue or hint and asked to respond to the first thing that comes to mind. The association can take the shape of a picture or a word. There can be many interpretations of the same thing. A list of words is given and you don’t know in which word they are most interested. The interviewer records the responses which reveal the inner feeling of the respondents. The frequency with which any word is given a response and the amount of time that elapses before the response is given are important for the researcher. For example: Out of 50 respondents 20 people associate the word “ Fair” with “Complexion”.
2. Completion Test: In this the respondents are asked to complete an incomplete sentence or story. The completion will reflect their attitude and state of mind.
3. Construction Test: This is more or less like completion test. They can give you a picture and you are asked to write a story about it. The initial structure is limited and not detailed like the completion test. For eg: 2 cartoons are given and a dialogue is to written.
4. Expression Techniques: In this the people are asked to express the feeling or attitude of other people.
Disadvantages of Projective Techniques
1. Highly trained interviewers and skilled interpreters are needed.
2. Interpreters’ bias can be there.
3. It is a costly method.
4. The respondent selected may not be representative of the entire population.
This document has been set up to assist students in preparing the text for their research proposal. It is NOT intended as a document to guide you through your research proposal development, but to assist you in setting out the proposal, in terms of text layout, section headings and sub-sections.
Its a fully detailed topic about Editing , Coding, Tabulation o Data in research work.
The editing , coding , tabulation of data is been explained in this ppt.
The World Food Programme (WFP) is the food-assistance branch of the United Nations and the world's largest humanitarian organization addressing hunger and promoting food security. According to the WFP, it provides food assistance to an average of 91.4 million people in 83 countries each year. From its headquarters in Rome and from more than 80 country offices around the world, the WFP works to help people who cannot produce or obtain enough food for themselves and their families. It is a member of the United Nations Development Group and part of its executive committee.
The objectives that the WFP hopes to achieve are to:
1."Save lives and protect livelihoods in emergencies"
2."Support food security and nutrition and (re)build livelihoods in fragile settings and following emergencies"
3."Reduce risk and enable people, communities and countries to meet their own food and nutrition needs"
4."Reduce under-nutrition and break the inter-generational cycle of hunger"
5."Zero Hunger in 2030"
What is sampling?
Sampling is the act, process, or technique of selecting a suitable sample, or a representative part of a population for the purpose of determining parameters or characteristics of the whole population.
Characteristics of a good sample
-True representative
-Free from bias
-Accurate
-Comprehensive
-Approachable
-Good size
-Feasible
-Goal orientation
-Practical and economical
Sampling Error
A sampling error is a statistical error that occurs when an analyst does not select a sample that represents the entire population of data and the results found in the sample do not represent the results that would be obtained from the entire population.
and many more things about the sampling technique.
Indian financial system and role of financial institutionsSiddharth Gupta
The Financial System of any country refers to a system that provides
smooth and efficient relationship between the borrowers and the lenders.
This system aims at establishing effective medium for generating funds from
various sources. A financial system may be defined as a set of institutions,
instruments and markets which fosters savings and channels them to their
most efficient use. The main function of this financial system is to assemble
wide spread savings from household individuals and industrial firms.
FEATURES OF INDIAN FINANCIAL SYSTEM
-It plays a vital role in economic development of a country.
-It encourages both savings and investment.
-It links savers and investors.
-It helps in capital formation.
-It helps in allocation of risk.
-It facilitates expansion of capital markets.
-It aids in financial deepening and financial broadening.
FINANCIAL INSTITUTIONS
Financial institutions are the participants in a financial market. They are business organizations dealing in financial resources. They collect resources by accepting deposits from individuals and institutions and lend them to trade, industry and others. They buy and sell financial instruments.
and many more things about the Indian financial system.
2. WHAT IS TRAINING?
• TRAINING IS A HIGHLY USEFUL TOOL THAT CAN BRING AN EMPLOYEE INTO A
POSITION WHERE THEY CAN DO THEIR JOB CORRECTLY, EFFECTIVELY, AND
CONSCIENTIOUSLY. TRAINING IS THE ACT OF INCREASING THE KNOWLEDGE AND
SKILL OF AN EMPLOYEE FOR DOING A PARTICULAR JOB.
• ACCORDING TO EDWIN FLIPPO, ‘TRAINING IS THE ACT OF INCREASING THE
SKILLS OF AN EMPLOYEE FOR DOING A PARTICULAR JOB’.
3. NATURE OF TRAINING
• SPECIFIC DIMENSIONS.
• PLANNED SEQUENCE OF EVENTS.
• PROMOTES BEHAVIOURAL CHANGES.
• ENHANCING CAPABILITIES.
• EXPLORING THE INNER SELF.
• REMOVES MENTAL BLOCKS.
• GIVES INTENDED AS WELL AS UNINTENDED RESULTS.
4. IMPORTANCE OF TRAINING
• DECREASE IN PRODUCTION EXPENDITURE.
• REDUCES CHANCES OF ACCIDENT.
• STEADINESS IN THE ORGANISATION.
• INCREASE EMPLOYEES' CONFIDENCE.
• IMPROVED LEVELS OF QUANTITY AND QUALITY.
• MINIMUM NEED OF SUPERVISION.
• USEFUL FOR MANAGERS.
• IMPROVES UNDERSTANDING POWER.
5. METHODS OF TRAINING
• MANAGEMENT DEVELOPMENT IS A SYSTEMATIC PROCESS OF GROWTH AND
DEVELOPMENT BY WHICH THE MANAGERS DEVELOP THEIR ABILITIES TO MANAGE. IT
IS CONCERNED WITH NOT ONLY IMPROVING THE PERFORMANCE OF MANAGERS BUT
ALSO GIVING THEM OPPORTUNITIES FOR GROWTH AND DEVELOPMENT.
• THERE ARE TWO METHODS THROUGH WHICH MANAGERS CAN IMPROVE THEIR
KNOWLEDGE AND SKILLS. ONE IS THROUGH FORMAL TRAINING AND OTHER IS
THROUGH ON THE JOB EXPERIENCES. ON THE JOB TRAINING IS VERY IMPORTANT
SINCE REAL LEARNING TAKES PLACE ONLY WHEN ONE PRACTICES WHAT THEY HAVE
STUDIED.
• BUT IT IS ALSO EQUALLY IMPORTANT IN GAINING KNOWLEDGE THROUGH
CLASSROOM LEARNING. LEARNING BECOMES FRUITFUL ONLY WHEN THEORY IS
COMBINED WITH PRACTICE. THEREFORE ON THE JOB METHODS CAN BE BALANCED
WITH CLASSROOM TRAINING METHODS (OFF-THE-JOB METHODS).
6. ON-THE-JOB TRAINING (OJT) METHODS
• THIS IS THE MOST COMMON METHOD OF TRAINING IN WHICH A TRAINEE IS
PLACED ON A SPECIFIC JOB AND TAUGHT THE SKILLS AND KNOWLEDGE
NECESSARY TO PERFORM IT.
• THE ADVANTAGES OF OJT ARE AS FOLLOWS:
• ON THE JOB METHOD IS A FLEXIBLE METHOD.
• IT IS A LESS EXPENSIVE METHOD.
• THE TRAINEE IS HIGHLY MOTIVATED AND ENCOURAGED TO LEARN.
• MUCH ARRANGEMENT FOR THE TRAINING IS NOT REQUIRED.
7. METHODS OF ON THE JOB TRAINING
ON-THE-JOB TRAINING METHODS ARE AS FOLLOWS:
1. JOB ROTATION:
THIS TRAINING METHOD INVOLVES MOVEMENT OF TRAINEE FROM ONE JOB TO
ANOTHER GAIN KNOWLEDGE AND EXPERIENCE FROM DIFFERENT JOB ASSIGNMENTS.
THIS METHOD HELPS THE TRAINEE UNDERSTAND THE PROBLEMS OF OTHER
EMPLOYEES.
2. COACHING:
UNDER THIS METHOD, THE TRAINEE IS PLACED UNDER A PARTICULAR SUPERVISOR
WHO FUNCTIONS AS A COACH IN TRAINING AND PROVIDES FEEDBACK TO THE
TRAINEE. SOMETIMES THE TRAINEE MAY NOT GET AN OPPORTUNITY TO EXPRESS HIS
IDEAS.
8. • 3. JOB INSTRUCTIONS:
• ALSO KNOWN AS STEP-BY-STEP TRAINING IN WHICH THE TRAINER EXPLAINS THE
WAY OF DOING THE JOBS TO THE TRAINEE AND IN CASE OF MISTAKES,
CORRECTS THE TRAINEE.
• 4. COMMITTEE ASSIGNMENTS:
• A GROUP OF TRAINEES ARE ASKED TO SOLVE A GIVEN ORGANIZATIONAL
PROBLEM BY DISCUSSING THE PROBLEM. THIS HELPS TO IMPROVE TEAM WORK.
• 5. INTERNSHIP TRAINING:
• UNDER THIS METHOD, INSTRUCTIONS THROUGH THEORETICAL AND PRACTICAL
ASPECTS ARE PROVIDED TO THE TRAINEES. USUALLY, STUDENTS FROM THE
ENGINEERING AND COMMERCE COLLEGES RECEIVE THIS TYPE OF TRAINING FOR
A SMALL STIPEND.
9. OFF-THE-JOB METHODS:
• ON THE JOB TRAINING METHODS HAVE THEIR OWN LIMITATIONS, AND IN ORDER
TO HAVE THE OVERALL DEVELOPMENT OF EMPLOYEE’S OFF-THE-JOB TRAINING
CAN ALSO BE IMPARTED. THE METHODS OF TRAINING WHICH ARE ADOPTED FOR
THE DEVELOPMENT OF EMPLOYEES AWAY FROM THE FIELD OF THE JOB ARE
KNOWN AS OFF-THE-JOB METHODS.
10. METHODS OF OFF THE JOB TRAINING
• THE FOLLOWING ARE SOME OF THE OFF-THE-JOB TECHNIQUES:
1.CASE STUDY METHOD:
USUALLY CASE STUDY DEALS WITH ANY PROBLEM CONFRONTED BY A BUSINESS WHICH CAN BE
SOLVED BY AN EMPLOYEE. THE TRAINEE IS GIVEN AN OPPORTUNITY TO ANALYSE THE CASE AND
COME OUT WITH ALL POSSIBLE SOLUTIONS. THIS METHOD CAN ENHANCE ANALYTIC AND CRITICAL
THINKING OF AN EMPLOYEE.
2.ROLE PLAY:
IN THIS CASE ALSO A PROBLEM SITUATION IS SIMULATED ASKING THE EMPLOYEE TO ASSUME THE
ROLE OF A PARTICULAR PERSON IN THE SITUATION. THE PARTICIPANT INTERACTS WITH OTHER
PARTICIPANTS ASSUMING DIFFERENT ROLES. THE WHOLE PLAY WILL BE RECORDED AND TRAINEE
GETS AN OPPORTUNITY TO EXAMINE THEIR OWN PERFORMANCE.
3. IN-BASKET METHOD:
THE EMPLOYEES ARE GIVEN INFORMATION ABOUT AN IMAGINARY COMPANY, ITS ACTIVITIES AND
PRODUCTS, HR EMPLOYED AND ALL DATA RELATED TO THE FIRM. THE TRAINEE (EMPLOYEE UNDER
TRAINING) HAS TO MAKE NOTES, DELEGATE TASKS AND PREPARE SCHEDULES WITHIN A SPECIFIED
TIME. THIS CAN DEVELOP SITUATIONAL JUDGMENTS AND QUICK DECISION MAKING SKILLS OF
EMPLOYEES.
11. 4.LECTURES:
• THIS WILL BE A SUITABLE METHOD WHEN THE NUMBERS OF TRAINEES ARE QUITE
LARGE. LECTURES CAN BE VERY MUCH HELPFUL IN EXPLAINING THE CONCEPTS
AND PRINCIPLES VERY CLEARLY, AND FACE TO FACE INTERACTION IS VERY
MUCH POSSIBLE.
5.CONFERENCES:
• A MEETING OF SEVERAL PEOPLE TO DISCUSS ANY SUBJECT IS CALLED
CONFERENCE. EACH PARTICIPANT CONTRIBUTES BY ANALYZING AND
DISCUSSING VARIOUS ISSUES RELATED TO THE TOPIC. EVERYONE CAN EXPRESS
THEIR OWN VIEW POINT.
12. CAREER PLANNING
• DEFINITIONS:
1. A CAREER MAY BE DEFINED AS ‘ A SEQUENCE OF JOBS THAT CONSTITUTE WHAT A PERSON
DOES FOR A LIVING’.
2. ACCORDING TO SCHERMERBORN, HUNT, AND OSBORN, ‘CAREER PLANNING IS A PROCESS OF
SYSTEMATICALLY MATCHING CAREER GOALS AND INDIVIDUAL CAPABILITIES WITH
OPPORTUNITIES FOR THEIR FULFILLMENT’.
3. CAREER PLANNING IS THE PROCESS OF ENHANCING AN EMPLOYEE’S FUTURE VALUE.
4. A CAREER PLAN IS AN INDIVIDUAL’S CHOICE OF OCCUPATION, ORGANIZATION AND CAREER
PATH.
CAREER PLANNING ENCOURAGES INDIVIDUALS TO EXPLORE AND GATHER INFORMATION, WHICH
ENABLES THEM TO SYNTHESIZE, GAIN COMPETENCIES, MAKE DECISIONS, SET GOALS AND TAKE
ACTION. IT IS A CRUCIAL PHASE OF HUMAN RESOURCE DEVELOPMENT THAT HELPS THE
EMPLOYEES IN MAKING STRATEGY FOR WORK-LIFE BALANCE.
13. PROMOTION & DEMOTION
• MEANING OF PROMOTION
• IN SIMPLER TERMS, PROMOTION REFERS TO UPWARD MOVEMENT IN PRESENT JOB LEADING TO
GREATER RESPONSIBILITIES, HIGHER STATUS AND BETTER SALARY. PROMOTION MAY BE
TEMPORARY OR PERMANENT DEPENDING UPON THE ORGANIZATIONAL REQUIREMENT.
• ACCORDING TO CLOTHIER AND SPRIEGEL,“PROMOTION IS THE TRANSFER OF AN EMPLOYEE TO
A JOB WHICH PAYS MORE MONEY OR ONE THAT CARRIES SOME PREFERRED STATUS.”
• MEANING OF DEMOTION:
• DEMOTION IS JUST OPPOSITE TO PROMOTION. IN DEMOTION, THE EMPLOYEE IS SHIFTED TO A
JOB LOWER IN STATUS, GRADE AND RESPONSIBILITIES. “DEMOTION REFERS TO THE LOWERING
DOWN OF THE STATUS, SALARY AND RESPONSIBILITIES OF AN EMPLOYEE.”
• IN THE WORDS OF DALE YODER, “DEMOTION IS A SHIFT TO A POSITION IN WHICH
RESPONSIBILITIES ARE DECREASED. PROMOTION IS, IN A SENSE, AN INCREASE IN RANK AND
DEMOTION IS DECREASE IN RANK.”
14. TRANSFER
• DEFINITION:
• A TRANSFER REFERS TO LATERAL MOVEMENT OF EMPLOYEES WITHIN THE SAME
GRADE, FROM ONE JOB TO ANOTHER. ACCORDING TO FLIPPO “A TRANSFER IS A
CHANGE IN THE JOB (ACCOMPANIED BY A CHANGE IN THE PLACE OF THE JOB)
OF AN EMPLOYEE WITHOUT A CHANGE IN RESPONSIBILITIES OR REMUNERATION”.
• TRANSFER DIFFERS FROM PROMOTION IN THE SENSE THAT THE LATTER
INVOLVES A CHANGE OF JOB INVOLVING INCREASE IN SALARY, AUTHORITY,
STATUS AND RESPONSIBILITY, WHILE ALL THESE REMAIN UNCHANGED
/STAGNANT IN THE CASE OF FORMER. ALSO, TRANSFERS ARE FREQUENT AND
REGULAR WHEREAS PROMOTIONS ARE INFREQUENT, IF NOT IRREGULAR.
15. SEPARATION
• ACCORDING TO YODER, “SEPARATION IS A NEGATIVE RECRUITMENT. IT MAY BE IN THE FORM
OF RESIGNATION, DISMISSAL OR DISCHARGE, SUSPENSION, RETRENCHMENT OR LAY-OFF.”
• SEPARATION ARISES DUE TO RESIGNATION; LAY OFF, DISMISSAL AND RETIREMENT.
• TYPES OF SEPARATION:
I) RESIGNATION: WHEN THE EMPLOYEE HIMSELF INITIATES THE SEPARATION THEN IT IS TERMED
AS SEPARATION. THERE ARE SOME RESIGNATION WHICH ARE AVOIDABLE AND OTHERS WHICH
ARE UNAVOIDABLE. IT IS THE RESPONSIBILITY OF THE MANAGEMENT TO LOOK OUT THE REAL
REASON OF THE RESIGNATION. IN SUCH A CASES THE EXIT INTERVIEW IS BETTER TO CONDUCT
TO FIND OUT THE REASON OF RESIGNATION.
II) LAY OFF: LAY OFF IS GENERALLY DONE TO REDUCE THE FINANCIAL BURDEN OF THE
ORGANIZATION BY TEMPORARY REMOVING THE SURPLUS EMPLOYEES. THIS IS DONE DUE TO
INABILITY OF THE EMPLOYEE TO RECRUIT THEM DUE TO SHORTAGE OF SUFFICIENT RESOURCES.
LAY OFF RESULTS IN A GREAT LOSS TO THE ORGANIZATION AS THEY HAD TO SUFFER ALL THE
EXPENSES OF SELECTION, PLACEMENT AND TRAINING.
16. • III) DISMISSAL: DISMISSAL OR DISCHARGE MEANS SEPARATING THE EMPLOYEE FROM THE
PAYROLL DUE TO UNSATISFACTORY PERFORMANCE WHERE THE EMPLOYEE FAILS TO PERFORM
HIS DUTIES WELL AND HE IS NOT PROPERLY SKILLED TO PERFORM HIS JOB OR DUE TO
VIOLATION OF ORGANIZATIONAL RULES IT MEANS INDISCIPLINE, DISHONESTY. WHAT EVER IS
THE CAUSE OF DISMISSAL BUT IT SHOULD BE DONE AT THE LAST STAGE.
• IV) RETIREMENT: NUMBER OF SEPARATION IN THE ORGANIZATION HAPPEN DUE TO
RETIREMENT. THERE MUST BE CLEAR RULES OF RETIREMENT THERE MAY BE COMPULSORY
RETIREMENT WHERE AN EMPLOYEE HAS TO RETIRE AFTER ATTAINING A PARTICULAR AGE.
FORCED RETIREMENT MEANS WHEN A PERSON IS FOUND GUILTY IN THE COURT OF LAW OR
BREAKS ANY SERVICE AGREEMENT THEN HAS TO RETIRE FORCIBLY IRRESPECTIVE OF HIS AGE.
PREMATURE RETIREMENT MEANS THAT THE EMPLOYEE BECOMES DISABLE TO PERFORM THE
JOB IN THAT CASE HE MAY BE GIVEN THE OPTION TO TAKE RETIREMENT BEFORE HIS
RETIREMENT AGE.
17. PERFORMANCE APPRAISAL
MEANING AND DEFINITION
According to Mondy et al.,” Performance appraisal is a
system of review and evaluation of an individual’s
performance.”
According of Gomej-Mejja et al,” Performance appraisal
involves the identification, measurement and
management of human performance in organization.
Systematic, general and periodic process that assesses
an individual employee's job performance and
productivity in relation to certain pre-established criteria
and organizational objectives.
Generally represents how successfully an individual
19. OBJECTIVES
TO PROVIDE EMPLOYEES FEEDBACK ON THEIR
PERFORMANCE.
IDENTIFY EMPLOYEE TRAINING NEEDS.
DOCUMENT CRITERIA USED TO ALLOCATE
ORGANIZATIONAL REWARDS.
A BASIS FOR DECISIONS RELATING TO SALARY
INCREASES, PROMOTIONS, DISCIPLINARY ACTIONS,
BONUSES, ETC.
PROVIDE THE OPPORTUNITY FOR
ORGANIZATIONAL DIAGNOSIS AND
DEVELOPMENT.
FACILITATE COMMUNICATION BETWEEN EMPLOYEE
22. Bias of Appraiser
Ambiguity in Standards
Insufficient Evidence
Several Qualities Remain Without
Appraisal
Leniency or Strictness Tenancy
Average Rating Problem
Influence of Man’s Job
Similarity Error.
LIMITATIONS
23. JOB EVALUATION
MEANING AND DEFINITION
According to Kimbal and Kimbal, ” Job
evaluation represents an effort to determine
the relative value of every job in a plan and to
determine what the fair wage for such a job
should be.”
Job Evaluation measures the worth of each job
in terms of money.
Specifically it means job rating or the grading
of occupations in terms of duties; generally,
means the entire field of wage and salary
administration along modern lines.
24. FEATURES
Rate the Job and Not Man
Elements of Job should be Definite
Uniformity in Understanding
Explained to the Employees
Participation of the Foremen
Co-operation from Employees
Talk only in Point Values
Avoid too many Occupational Wages
OBJECTIVES
Elimination of Evaluation
Solving Wage Controversies
Elimination of Personal Prejudices
Facility for Comparison and Survey
Definite Plan for Wage Administration
Standardization
Simplification of Wage Structure
27. LIMITATIONS
Unrealistic
Organisational Limitations
Not a scientific technique
Problem of adjustment
Opposition by workers
Subjective
Limitations of evaluator
Nature of job