Tata Motors uses performance evaluations to assess employees' work performance and potential for growth. The evaluation process involves establishing performance standards, communicating them to employees, measuring performance against the standards, discussing evaluations, and taking corrective actions. Performance evaluations help Tata Motors make decisions about compensation, promotion, training, and motivation. They aim to develop employees and improve communication between managers and subordinates. However, evaluations also have limitations like errors in rating, lack of reliability, and not addressing multiple objectives.
This document provides an introduction to health and safety in the workplace. It defines safety as the absence of accidents and discusses the need for safety to protect workers. It outlines the types of accidents that can occur and explains what health means in an occupational context. The document also discusses identifying hazards, management commitment to health and safety, and statutory provisions around health and safety in India. It provides an overview of building an effective health and safety management system and the importance of a health and safety program.
A study of safety and health practices among workers in underground space wor...Nurul Sabihah Mohd Noordin
This document summarizes a study on safety and health implementation among workers in underground construction projects in Malaysia. The study aimed to identify current safety practices for underground workers and the strategies used to address hazards. Key findings include that underground workers are provided protective equipment like masks and harnesses due to limited oxygen. Workers also undergo mandatory safety training. To address hazards, companies perform risk assessments, inspect work sites, and implement prevention measures like wet drilling and ventilation. The study was limited to the mass rapid transit project in Malaysia and could be expanded to more construction types and companies.
The document summarizes a study on the effectiveness of safety and health measures at Kansai Nerolac Paints Limited in Chennai. It outlines the objectives of the study, which were to analyze and evaluate the company's safety, health and environmental policies and programs. It also aimed to understand employees' safety and health needs and satisfaction levels. The study utilized surveys and interviews of 100 workers to collect data, which was then analyzed using statistical tools.
This document appears to be a student project report on employee absenteeism at Sri Vignaraya Nama Industries in Coimbatore, India. The report includes an introduction that defines absenteeism and discusses its causes and impacts. It outlines the objectives and limitations of the study. The literature review discusses different definitions of absenteeism and prior research studying the relationship between absenteeism and factors like air conditioning, electromagnetic field exposure, and organizational dysfunction. The report appears to analyze absenteeism at Sri Vignaraya Nama Industries and provide findings and suggestions.
Like many people management issues, our ability to manage absence effectively is enhanced by accurate, timely and accessible information. This report aims to provide line and Human Resources managers with some tools and techniques to help them quantify, monitor and manage the problem absenteeism.
This document is an internship report submitted by R. Venkata Subramanian to Guru Nanak College in partial fulfillment of an MBA degree. It examines employee absenteeism at Chennai Port Trust over a one month internship from May to June 2019. The report includes an introduction outlining the need, scope, objectives and limitations of the study. It also provides background on the port and shipping industry as well as Chennai Port Trust. The research methodology, data collection, analysis and findings are presented along with conclusions and recommendations.
IRJET- Employer and Employee Rights and ResponsibilitiesIRJET Journal
In 3 sentences or less:
The document discusses the rights and responsibilities of employers and employees. It outlines various health, safety, and legal obligations that employers have to provide a safe work environment and protect employee well-being. The document also describes employee responsibilities to follow workplace rules and complete tasks effectively. Both employers and employees need mutual understanding of their roles to maintain productive working relationships.
This document is a study on employee absenteeism conducted at Seoyon E-Hwa Automotive India Private Limited. It was submitted by Sangavi P to the University of Madras in partial fulfillment of the requirements for a Bachelor of Commerce Honours degree. The study examines the causes and costs of absenteeism as well as measures that can be taken to control it. It provides background on absenteeism and defines it as the failure of an employee to report to work when scheduled. High absenteeism can decrease productivity and increase costs through lost work time and overtime pay. Common causes include job dissatisfaction, personal issues, and medical problems. The study aims to understand absenteeism at Seoyon E
This document provides an introduction to health and safety in the workplace. It defines safety as the absence of accidents and discusses the need for safety to protect workers. It outlines the types of accidents that can occur and explains what health means in an occupational context. The document also discusses identifying hazards, management commitment to health and safety, and statutory provisions around health and safety in India. It provides an overview of building an effective health and safety management system and the importance of a health and safety program.
A study of safety and health practices among workers in underground space wor...Nurul Sabihah Mohd Noordin
This document summarizes a study on safety and health implementation among workers in underground construction projects in Malaysia. The study aimed to identify current safety practices for underground workers and the strategies used to address hazards. Key findings include that underground workers are provided protective equipment like masks and harnesses due to limited oxygen. Workers also undergo mandatory safety training. To address hazards, companies perform risk assessments, inspect work sites, and implement prevention measures like wet drilling and ventilation. The study was limited to the mass rapid transit project in Malaysia and could be expanded to more construction types and companies.
The document summarizes a study on the effectiveness of safety and health measures at Kansai Nerolac Paints Limited in Chennai. It outlines the objectives of the study, which were to analyze and evaluate the company's safety, health and environmental policies and programs. It also aimed to understand employees' safety and health needs and satisfaction levels. The study utilized surveys and interviews of 100 workers to collect data, which was then analyzed using statistical tools.
This document appears to be a student project report on employee absenteeism at Sri Vignaraya Nama Industries in Coimbatore, India. The report includes an introduction that defines absenteeism and discusses its causes and impacts. It outlines the objectives and limitations of the study. The literature review discusses different definitions of absenteeism and prior research studying the relationship between absenteeism and factors like air conditioning, electromagnetic field exposure, and organizational dysfunction. The report appears to analyze absenteeism at Sri Vignaraya Nama Industries and provide findings and suggestions.
Like many people management issues, our ability to manage absence effectively is enhanced by accurate, timely and accessible information. This report aims to provide line and Human Resources managers with some tools and techniques to help them quantify, monitor and manage the problem absenteeism.
This document is an internship report submitted by R. Venkata Subramanian to Guru Nanak College in partial fulfillment of an MBA degree. It examines employee absenteeism at Chennai Port Trust over a one month internship from May to June 2019. The report includes an introduction outlining the need, scope, objectives and limitations of the study. It also provides background on the port and shipping industry as well as Chennai Port Trust. The research methodology, data collection, analysis and findings are presented along with conclusions and recommendations.
IRJET- Employer and Employee Rights and ResponsibilitiesIRJET Journal
In 3 sentences or less:
The document discusses the rights and responsibilities of employers and employees. It outlines various health, safety, and legal obligations that employers have to provide a safe work environment and protect employee well-being. The document also describes employee responsibilities to follow workplace rules and complete tasks effectively. Both employers and employees need mutual understanding of their roles to maintain productive working relationships.
This document is a study on employee absenteeism conducted at Seoyon E-Hwa Automotive India Private Limited. It was submitted by Sangavi P to the University of Madras in partial fulfillment of the requirements for a Bachelor of Commerce Honours degree. The study examines the causes and costs of absenteeism as well as measures that can be taken to control it. It provides background on absenteeism and defines it as the failure of an employee to report to work when scheduled. High absenteeism can decrease productivity and increase costs through lost work time and overtime pay. Common causes include job dissatisfaction, personal issues, and medical problems. The study aims to understand absenteeism at Seoyon E
A project report on job satisfaction at birla ltd.,Projects Kart
This document provides an overview of a project report on job satisfaction at Birla Ericsson Optical Limited submitted by a student at VNS Institute of Management, Bhopal as part of their MBA program. The report includes an executive summary highlighting key factors that influence job satisfaction and its importance. It also introduces the concepts of human resource management covering its definition, evolution, features, and scope/functions. The report contains declarations, preface, acknowledgements, and table of contents sections.
The document is a summer project report submitted by Sankar.R to the Department of Management Studies at Christ College of Engineering and Technology in Puducherry, India in partial fulfillment of an MBA degree. The project studied employee welfare measures at Adhi Sakthi Project in Puducherry under the guidance of faculty member A. Anbazhagan. The report includes an introduction on employee welfare, objectives of the study, research methodology used, data analysis and findings. It also provides suggestions and conclusions on the scope and limitations of the study. Tables and references are included in appendices.
Data available in the report is true and purely based on the employees responses.
and the questionnaire is prepared on Google form.
each and every topic of employee welfare is covered in my report.
effectiveness of safety and welfare measures at NSL sugars ltdRaghavendra Raghu
project on safety and welfare measures at NSL sugars ltd it is done on how much of employees are satisfied by the benefits provided by the firm. it is done through using questionnaire method
This document provides an acknowledgement and executive summary for a research project on employee satisfaction at ABC Private Limited.
The acknowledgement thanks various individuals who provided assistance, including the director of studies at IPM, HR manager of ABC, and friends who supported the research.
The executive summary indicates that a questionnaire will be distributed to 25 employees to understand their satisfaction levels and identify any issues. The questions will cover topics like facilities, workplace conditions, and entertainment. The responses will help identify key issues to improve employee motivation, safety, training, benefits and working conditions.
This document provides an introduction and overview of a study on employee absenteeism at Mahindra Karnataka Agencies in Kotara, Mangalore, India. The study was conducted by Likhithe in partial fulfillment of a Master's degree in Commerce.
The introduction defines absenteeism and discusses its impact on industries and the need to reduce it. The objectives of the study are outlined as identifying reasons for absenteeism, measuring absence levels, identifying steps to decrease rates, studying employee working conditions, and identifying motivational factors. The methodology, limitations, and structure of the study are also briefly described.
The document provides details about the welfare facilities provided to contract workers at Tata Steel's A-F Blast Furnaces in Jamshedpur, India. It outlines both the statutory and non-statutory welfare measures mandated by law or voluntarily provided by the company. Statutory facilities include canteens, rest rooms, latrines, urinals, drinking water facilities and first aid boxes. Non-statutory activities consist of monthly mass meetings and area implementation schemes to raise awareness on health, safety and address worker grievances. The document evaluates the welfare activities based on objectives, risks, controls and impact on workers.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Quality of work life sustains robust work culture an empirical study on ntc m...iaemedu
1) The document analyzes the quality of work life (QWL) conditions for workers at National Textile Corporation (NTC) mills in Tamil Nadu, India.
2) It finds that workers have different levels of satisfaction with various QWL factors, with interpersonal relationships, recognition, and participatory management rated most positively and welfare facilities and physical working conditions rated least positively.
3) The study concludes that improving certain QWL factors like interpersonal relations, participatory management, and physical working conditions could help ensure a robust work culture at the NTC mills.
This document contains an examination paper for Human Resource Management. It is divided into three sections - Section A contains objective and short answer questions, Section B contains two case studies for analysis, and Section C contains two long form questions requiring explanations of interview types and organizational change and development. The paper tests knowledge across key HR topics like recruitment and selection, performance management, training and development, and managing organizational change. It requires students to apply their understanding of HR concepts to analyze workplace scenarios and explain theoretical HR frameworks.
This document discusses employees grievance handling procedures at Cambodia Mills Ltd in Coimbatore. It begins with an acknowledgement and certificate sections. The introduction defines grievance and discusses the effects of grievances. It outlines the statutory provisions for grievance handling as per the Industrial Employment Act. The objectives are to study grievance handling procedures and identify how to improve them. It will cover economic, work environment, supervision and work group related grievances. The methodology, data analysis and findings will be discussed in subsequent chapters.
Job satisfaction Research based project-presentationHARSH SHAH
This document is a project report on measuring the level of job satisfaction of employees at Elecon Engineering Co. Ltd. in Vallabh Vidyanagar. It analyzes survey results from 100 Elecon employees. Key findings include: 1) Most employees are satisfied with the work environment, training programs, welfare facilities and medical benefits. 2) The majority feel their work is clearly defined and assigned based on their skills. 3) Over 40% said their supervisors encourage high achievement and help shape workplace attitudes. However, some expressed dissatisfaction with performance reviews and said work lacks challenging tasks. The report concludes Elecon is generally a good place to work but some aspects could be improved.
A Study on Employee Welfare and Safety Measure Practiced in BESCOM Bangalore ...ijtsrd
his research work aims to study the welfare schemes practiced and safety measures provided for the employees. Safety and welfare are two areas that play a significant role in the achieving productivity and job satisfaction in any organization. As a result of accidents the organization loses a number of man hours and this loss affects a number of man hours and this loss affects the productivity Employee welfare and safety at the workplace is of the work place organization ensure that employees are exposed to a risk level which do not affect their physical emotional and mental health .Also the organization do not encourage any activity which will disturb the work life of the employees .Employees are trained appropriately about the work and about all precautionary measures that will prevent accidents at the work place. Bhaskar Shetty | Shree Vidya V ""A Study on Employee Welfare and Safety Measure Practiced in BESCOM Bangalore South"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-4 , June 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23890.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/23890/a-study-on-employee-welfare-and-safety-measure-practiced-in-bescom-bangalore-south/bhaskar-shetty
SEL Manufacturing Co. studied absenteeism among its female workers. Through surveys of 100 workers, they found various causes of absenteeism like job dissatisfaction, stress, heavy workloads, loneliness, boredom, and lack of personal time. Health problems were also a cause. Suggestions to reduce absenteeism included changing management styles, improving working conditions, providing attendance incentives, developing an attendance policy, and having top management commitment to addressing the problem. Managers were identified as holding the key to reducing absenteeism.
This document provides an outline and tables of contents for a study on the effect of welfare measures on employee morale. The study was conducted at HIDESIGN in Puducherry, India. The document includes an introduction to the company and study, a literature review on related topics such as employee welfare, morale and factors that influence it. It also lists the objectives of the study and describes the research methodology used, which included a questionnaire to collect primary data. Tables of contents are provided for the remaining chapters which will cover data analysis, findings, conclusions and limitations.
Promotion and reward policy of abhudaya co edited (1)HIMANI SONI
Human Resource Management is concerned about the people in an organization or bank. "The management of man" is a vital and testing work on account of the dynamic idea of the general population. No two individuals/people are same in nature, mental capacities, strategists, opinions, and practices; they contrast broadly additionally as a gathering and are liable to numerous differed impacts. Individuals are responsive, they feel, think and act in this way they can't be worked like a machine or moved and adjusted like format in a room design. They in this way require a careful giving by management personnel.
HRM is a system that focuses on human resources development on one hand and effective management of people on the other hand so that people will enjoy human dignity in their employment.
Safety welfare ksrtc final (recovered)Mahesh Kumar
The document discusses employee safety measures and welfare schemes. It covers several topics related to safety including industrial accidents, their nature, causes of accidents, and measures to ensure safety in organizations. Unsafe conditions and unsafe acts by employees are identified as the main causes of accidents. Some of the measures discussed to promote safety include establishing a safety organization and committees, safety engineering to minimize hazards, safety education and training, and ensuring supervisors play a key role in enforcing safety rules and providing necessary safety equipment.
The document discusses employee welfare and occupational safety and health. It outlines the arrangements companies make to ensure employee well-being at work, including safety equipment, welfare funds, clinics, recreation areas, and insurance schemes. It also describes Nepal's labor laws requiring facilities like labor committees, welfare funds, on-site clinics, and daycare. Finally, it discusses challenges in improving occupational safety and reducing stress, injuries, and diseases in the workplace.
This document provides an overview of performance management. It defines performance evaluation as evaluating how effectively employees fulfill job responsibilities and contribute to organizational goals. Performance management is defined as a strategic and integrated approach to delivering successful organizational results by improving individual and team performance. The document then discusses the evolution of performance management from annual confidential reports to a more continuous, participative, and development-focused process. It also differentiates between performance appraisal and management. Finally, it outlines the objectives of a performance management system, such as improving individual and organizational performance through feedback and career development.
Improving Productivity through Appropriate Performance Appraisal in Pakistan ...Muhammad Arslan
The purpose of this study is to analyze the impact of performance appraisal on productivity. Appraisal tools are
used to measure the output of workers which are compared with the given tasks with specific working
environment in designing these tools there is three step process define the job, appraise the performance and
providing the relative feedback. The manager should take keen in designing. Cross tabulation methods is used to
analyze this phenomenon. Face to face interview and questionnaire will be the research strategy and this will be
cross sectional study i.e. one time study; data collection method will be secondary data, primary data through
random sampling will be collected from the contractors of transport companies of Pakistan State Oil Limited
and general analytical method will be used for data analysis. The finding of study suggests that performance
appraisal system has significant effect on personal skill and by using the combination of two methods; rating and
narrative method leads us improvement in productivity of the organization.
A project report on job satisfaction at birla ltd.,Projects Kart
This document provides an overview of a project report on job satisfaction at Birla Ericsson Optical Limited submitted by a student at VNS Institute of Management, Bhopal as part of their MBA program. The report includes an executive summary highlighting key factors that influence job satisfaction and its importance. It also introduces the concepts of human resource management covering its definition, evolution, features, and scope/functions. The report contains declarations, preface, acknowledgements, and table of contents sections.
The document is a summer project report submitted by Sankar.R to the Department of Management Studies at Christ College of Engineering and Technology in Puducherry, India in partial fulfillment of an MBA degree. The project studied employee welfare measures at Adhi Sakthi Project in Puducherry under the guidance of faculty member A. Anbazhagan. The report includes an introduction on employee welfare, objectives of the study, research methodology used, data analysis and findings. It also provides suggestions and conclusions on the scope and limitations of the study. Tables and references are included in appendices.
Data available in the report is true and purely based on the employees responses.
and the questionnaire is prepared on Google form.
each and every topic of employee welfare is covered in my report.
effectiveness of safety and welfare measures at NSL sugars ltdRaghavendra Raghu
project on safety and welfare measures at NSL sugars ltd it is done on how much of employees are satisfied by the benefits provided by the firm. it is done through using questionnaire method
This document provides an acknowledgement and executive summary for a research project on employee satisfaction at ABC Private Limited.
The acknowledgement thanks various individuals who provided assistance, including the director of studies at IPM, HR manager of ABC, and friends who supported the research.
The executive summary indicates that a questionnaire will be distributed to 25 employees to understand their satisfaction levels and identify any issues. The questions will cover topics like facilities, workplace conditions, and entertainment. The responses will help identify key issues to improve employee motivation, safety, training, benefits and working conditions.
This document provides an introduction and overview of a study on employee absenteeism at Mahindra Karnataka Agencies in Kotara, Mangalore, India. The study was conducted by Likhithe in partial fulfillment of a Master's degree in Commerce.
The introduction defines absenteeism and discusses its impact on industries and the need to reduce it. The objectives of the study are outlined as identifying reasons for absenteeism, measuring absence levels, identifying steps to decrease rates, studying employee working conditions, and identifying motivational factors. The methodology, limitations, and structure of the study are also briefly described.
The document provides details about the welfare facilities provided to contract workers at Tata Steel's A-F Blast Furnaces in Jamshedpur, India. It outlines both the statutory and non-statutory welfare measures mandated by law or voluntarily provided by the company. Statutory facilities include canteens, rest rooms, latrines, urinals, drinking water facilities and first aid boxes. Non-statutory activities consist of monthly mass meetings and area implementation schemes to raise awareness on health, safety and address worker grievances. The document evaluates the welfare activities based on objectives, risks, controls and impact on workers.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Quality of work life sustains robust work culture an empirical study on ntc m...iaemedu
1) The document analyzes the quality of work life (QWL) conditions for workers at National Textile Corporation (NTC) mills in Tamil Nadu, India.
2) It finds that workers have different levels of satisfaction with various QWL factors, with interpersonal relationships, recognition, and participatory management rated most positively and welfare facilities and physical working conditions rated least positively.
3) The study concludes that improving certain QWL factors like interpersonal relations, participatory management, and physical working conditions could help ensure a robust work culture at the NTC mills.
This document contains an examination paper for Human Resource Management. It is divided into three sections - Section A contains objective and short answer questions, Section B contains two case studies for analysis, and Section C contains two long form questions requiring explanations of interview types and organizational change and development. The paper tests knowledge across key HR topics like recruitment and selection, performance management, training and development, and managing organizational change. It requires students to apply their understanding of HR concepts to analyze workplace scenarios and explain theoretical HR frameworks.
This document discusses employees grievance handling procedures at Cambodia Mills Ltd in Coimbatore. It begins with an acknowledgement and certificate sections. The introduction defines grievance and discusses the effects of grievances. It outlines the statutory provisions for grievance handling as per the Industrial Employment Act. The objectives are to study grievance handling procedures and identify how to improve them. It will cover economic, work environment, supervision and work group related grievances. The methodology, data analysis and findings will be discussed in subsequent chapters.
Job satisfaction Research based project-presentationHARSH SHAH
This document is a project report on measuring the level of job satisfaction of employees at Elecon Engineering Co. Ltd. in Vallabh Vidyanagar. It analyzes survey results from 100 Elecon employees. Key findings include: 1) Most employees are satisfied with the work environment, training programs, welfare facilities and medical benefits. 2) The majority feel their work is clearly defined and assigned based on their skills. 3) Over 40% said their supervisors encourage high achievement and help shape workplace attitudes. However, some expressed dissatisfaction with performance reviews and said work lacks challenging tasks. The report concludes Elecon is generally a good place to work but some aspects could be improved.
A Study on Employee Welfare and Safety Measure Practiced in BESCOM Bangalore ...ijtsrd
his research work aims to study the welfare schemes practiced and safety measures provided for the employees. Safety and welfare are two areas that play a significant role in the achieving productivity and job satisfaction in any organization. As a result of accidents the organization loses a number of man hours and this loss affects a number of man hours and this loss affects the productivity Employee welfare and safety at the workplace is of the work place organization ensure that employees are exposed to a risk level which do not affect their physical emotional and mental health .Also the organization do not encourage any activity which will disturb the work life of the employees .Employees are trained appropriately about the work and about all precautionary measures that will prevent accidents at the work place. Bhaskar Shetty | Shree Vidya V ""A Study on Employee Welfare and Safety Measure Practiced in BESCOM Bangalore South"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-4 , June 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23890.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/23890/a-study-on-employee-welfare-and-safety-measure-practiced-in-bescom-bangalore-south/bhaskar-shetty
SEL Manufacturing Co. studied absenteeism among its female workers. Through surveys of 100 workers, they found various causes of absenteeism like job dissatisfaction, stress, heavy workloads, loneliness, boredom, and lack of personal time. Health problems were also a cause. Suggestions to reduce absenteeism included changing management styles, improving working conditions, providing attendance incentives, developing an attendance policy, and having top management commitment to addressing the problem. Managers were identified as holding the key to reducing absenteeism.
This document provides an outline and tables of contents for a study on the effect of welfare measures on employee morale. The study was conducted at HIDESIGN in Puducherry, India. The document includes an introduction to the company and study, a literature review on related topics such as employee welfare, morale and factors that influence it. It also lists the objectives of the study and describes the research methodology used, which included a questionnaire to collect primary data. Tables of contents are provided for the remaining chapters which will cover data analysis, findings, conclusions and limitations.
Promotion and reward policy of abhudaya co edited (1)HIMANI SONI
Human Resource Management is concerned about the people in an organization or bank. "The management of man" is a vital and testing work on account of the dynamic idea of the general population. No two individuals/people are same in nature, mental capacities, strategists, opinions, and practices; they contrast broadly additionally as a gathering and are liable to numerous differed impacts. Individuals are responsive, they feel, think and act in this way they can't be worked like a machine or moved and adjusted like format in a room design. They in this way require a careful giving by management personnel.
HRM is a system that focuses on human resources development on one hand and effective management of people on the other hand so that people will enjoy human dignity in their employment.
Safety welfare ksrtc final (recovered)Mahesh Kumar
The document discusses employee safety measures and welfare schemes. It covers several topics related to safety including industrial accidents, their nature, causes of accidents, and measures to ensure safety in organizations. Unsafe conditions and unsafe acts by employees are identified as the main causes of accidents. Some of the measures discussed to promote safety include establishing a safety organization and committees, safety engineering to minimize hazards, safety education and training, and ensuring supervisors play a key role in enforcing safety rules and providing necessary safety equipment.
The document discusses employee welfare and occupational safety and health. It outlines the arrangements companies make to ensure employee well-being at work, including safety equipment, welfare funds, clinics, recreation areas, and insurance schemes. It also describes Nepal's labor laws requiring facilities like labor committees, welfare funds, on-site clinics, and daycare. Finally, it discusses challenges in improving occupational safety and reducing stress, injuries, and diseases in the workplace.
This document provides an overview of performance management. It defines performance evaluation as evaluating how effectively employees fulfill job responsibilities and contribute to organizational goals. Performance management is defined as a strategic and integrated approach to delivering successful organizational results by improving individual and team performance. The document then discusses the evolution of performance management from annual confidential reports to a more continuous, participative, and development-focused process. It also differentiates between performance appraisal and management. Finally, it outlines the objectives of a performance management system, such as improving individual and organizational performance through feedback and career development.
Improving Productivity through Appropriate Performance Appraisal in Pakistan ...Muhammad Arslan
The purpose of this study is to analyze the impact of performance appraisal on productivity. Appraisal tools are
used to measure the output of workers which are compared with the given tasks with specific working
environment in designing these tools there is three step process define the job, appraise the performance and
providing the relative feedback. The manager should take keen in designing. Cross tabulation methods is used to
analyze this phenomenon. Face to face interview and questionnaire will be the research strategy and this will be
cross sectional study i.e. one time study; data collection method will be secondary data, primary data through
random sampling will be collected from the contractors of transport companies of Pakistan State Oil Limited
and general analytical method will be used for data analysis. The finding of study suggests that performance
appraisal system has significant effect on personal skill and by using the combination of two methods; rating and
narrative method leads us improvement in productivity of the organization.
This document discusses a study on assessing the effectiveness of the performance appraisal system of Dhaka Electric Supply Company Limited (DESCO). The objectives of the study were to check the effectiveness of the performance appraisal system, its impact on employee performance, and employee perceptions of the system. The literature review discusses how performance appraisal methods are used to measure employee performance and manage it. It also discusses how factors like competence assessment, development, and performance-based pay can impact employee performance. The study aims to identify strengths and weaknesses of DESCO's performance appraisal system based on employee perceptions.
The document discusses performance appraisal at Zuari Cements. It begins with an abstract that provides background on India's cement industry and importance of human resource management (HRM) and performance appraisal. The introduction defines performance appraisal and discusses its importance. The objectives of the study are to examine Zuari's performance appraisal system and evaluate ways to improve it. The study will analyze the system's implementation and effectiveness among manager-level employees using surveys and interviews. The literature review discusses past research on performance appraisal systems and their importance in motivating employees and improving organizational performance.
An Exploratory Study Of Performance Management Systems And Their Influence On...Andrew Molina
The document discusses various performance management systems (PMS) and their influence on employee performance. It reviews several PMS approaches, including management by objectives, balanced scorecard, total quality management, and productivity measurement and enhancement systems. The literature suggests that an effective PMS should align individual goals with organizational objectives, provide continuous feedback, and involve employees in the design process. When implemented properly with the right design that considers both internal and external factors, PMS can help improve overall organizational performance by motivating employees and linking their work to strategic goals.
The document discusses performance management and its evolution over different phases. It began with annual performance appraisals in the 1960s to evaluate employee behaviors. In the 1970s, employees could provide their accomplishments and quantitative metrics were considered. The fourth phase in the mid-1970s introduced performance planning, review, and development. The fifth phase emphasized performance-driven development, planning, and continuous improvement. The objectives of performance management are to enable superior work, identify skills, boost performance through empowerment and rewards, and facilitate communication for coaching and development. It also addresses challenges in personnel management like conflicts, technological changes, competition, and managing restrictions.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Analysis of Performance Appraisal Systems on Employee Job Productivity in Pub...inventionjournals
Universities appraisal system is meant to enhance the performance of employees by integrating an individual’s goal with those of the organization. Despite the Universities Management having an appraisal system, performance in public universities in the country remains relatively poor. The purpose of the study was to analyze performance appraisal systems on employee job productivity in public universities. The main objective of the study was to determine the effect of self-assessment on the performance of employees in Public Universities. The research study was carried out in four universities namely Masinde Muliro University of Science and Technology, Maseno, Moi and Jaramogi Oginga Odinga University of Science and Technology. Data collection instruments used was mainly questionnaire. Both content and construct reliability was carried out through engagement of experts in preparing the questionnaire. Piloting was done in Laikipia University College, though the results were not used in the study. To ensure that the instrument is reliable, a Cronbach’s Alpha of Coefficient of 0.876, was attained, which is far way above the recommended 0.7 in social sciences. The study employed descriptive survey research design. The target population consisted of 11,296 employees and 4 Registrars in charge of Administration. Purposive sampling was used to select the four universities and four registrars. Data analysis was done using the statistical Package for Social Science (Version 20). Both descriptive and inferential statistics were used in data analysis. The results were presented in form of tables, charts and cross tabulations. From the findings, self-assessment was an important section in performance appraisal as it contributed to improvement in employee job productivity. The findings will contribute to the pool of knowledge in the field of Human Resource Management and will form the basis of reference by interested parties in future. The management of public universities will use the findings of this study to guide them in performance management. Furthermore, the findings will be a source of reference for academicians who intend to carry out studies in relation to the subject of performance appraisal systems.
Performance management in hospitals focuses on clinical outcomes, patient satisfaction, and operational efficiency. Key metrics include mortality and complication rates, patient experience scores, average length of stay, and operating costs. For electrical retailers, common metrics center around sales, profits, inventory levels, and customer service. Retailers track sales targets, gross and net profits, stock turnover rate, and metrics like average handling time per customer call. Both sectors also monitor employee engagement and development through performance reviews.
Performance management is defined as a strategic and integrated approach to delivering successful organizational results by improving employee performance and developing capabilities. It involves setting expectations, reviewing results, and rewarding performance. The goal is to establish a shared understanding of what needs to be achieved and develop an approach to managing employees so goals can be met. Performance is influenced by ability, motivation, and opportunity. It is measured using indicators like productivity, efficiency, innovation, and control of external factors. Performance appraisals assess accomplishments and develop plans for improvement. They are used for evaluation decisions, training needs assessments, and human resource functions like compensation, promotion, and succession planning.
This document discusses performance appraisals in Commercial Bank of Ethiopia. It begins with background on performance appraisals, noting they provide feedback to employees and inform rewards. Section 1.2 identifies issues with the bank's performance appraisal system, finding it is not used properly to motivate employees. The objectives are to assess the bank's system and recommend improvements. Key questions examine current practices, employee perceptions, criteria used, and problems. The significance is fair appraisals boost productivity while accurate results aid decision-making. The scope is the head office and limitations include difficulty getting employee participation.
This document provides an introduction to a study on performance appraisal at Hindustan Aeronautics Limited (HAL). It discusses HAL's role as an aerospace company in India. It then outlines the objectives and methodology of the study, which includes collecting primary and secondary data on HAL's performance appraisal practices through questionnaires, interviews and documentation review. The study aims to evaluate HAL's performance appraisal system and identify areas for improvement. It discusses limitations and provides an overview of how the report will be structured.
This document discusses role-based performance appraisal. It begins with an introduction to performance appraisal and discusses using role-based appraisal as an alternative to traditional job-based appraisal given changing work environments. It then addresses four questions related to implementing role-based appraisal, discussing additional roles that could be evaluated, allowing employees flexibility in roles evaluated, and advantages for organizations and employees. It concludes by discussing applications of performance appraisal in Vietnam, including methods used like external evaluations and software.
EMPLOYEES VIEW ON PERFORMANCE APPRAISAL PROCESS AND ITS EFFECT ON WORK ATTITU...paperpublications3
Abstract: Performance appraisal is a means of evaluating employees’ current past performance standards set by the organization. The purpose of the study was to establish the employees’ views on performance appraisal process and its effect on work attitude in Kenya seed Company Limited. Stratified random sampling technique was used to select the 71 employees. The data collected from the field was analyzed using descriptive statistics. The results were then presented in tables, pie charts and bar graphs. On overall, the study found out that performance appraisal if carried out as a matter of routine improves the work performance in the organization. It was recommended that the management should continue embracing performance appraisal and employees to get more information on the standards against which they are being rated.
Performance appraisal is a formal process that evaluates an employee's job performance and identifies areas for improvement. It usually involves periodic interviews between an employee and their supervisor to examine strengths, weaknesses, and opportunities for skills development. The goals of performance appraisals are to provide feedback, identify training needs, document performance criteria for rewards/consequences, and facilitate communication between employees and management. An effective performance appraisal system should be participatory, focused on job performance, and use feedback to motivate employees and support their development.
“It is the process of evaluating the performance of employees, sharing that information with them and searching for ways to improve their performance".
The documents discuss performance management systems (PMS) and their importance for organizations. Several key points:
1) PMS help organizations evaluate employee performance, provide feedback, identify high performers, and ensure goals are achieved. However, different methods may be more suitable for some organizations than others.
2) Regular, quality feedback and recognition through PMS can help employees increase skills and retain top talent. But systems must be implemented fairly and effectively.
3) Studies on various companies found that factors like training, development, feedback and rewarding high performance via PMS positively influenced employee outcomes. However, systems can be improved by addressing issues like lack of transparency.
4) Choosing the right PMS method is
Performance management aims to improve organizational performance by developing employee skills and aligning individual performance with business goals. It involves performance planning, continuous feedback, development, and linking performance to rewards. Effective performance management faces challenges like conflicts, technological changes, competition, and managing restrictions while addressing practical problems. Booz Allen developed a performance management model to help organizations overcome these challenges.
EFFECTIVENESS OF REWARD SYSTEM AND APPRAISAL SYSTEM IN INCREASIN.docxtoltonkendal
The document discusses the importance and effectiveness of reward and appraisal systems in increasing employee retention and productivity in the retail sector. It outlines the objectives as determining the significance of appraisal and reward systems, their impact on productivity, systems used for appraising and rewarding employees, and their role in retention and increased productivity. The theoretical framework discusses equity theory and agency theory in relation to motivating employees. Previous studies found that effective reward and appraisal systems help align employee and company goals, engage workers, and develop talent to increase business success and profitability.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
1. LOVELY PROFESSIONAL UNIVERSITY
ACADEMIC TASK – Assignment-2
Mittal School of Business Faculty of Business and Applies Arts
Name of the Faculty Member:
Amit Kumar Sharma
Section: Q2109
Course Code: HRM101 Course Title: Human Resource Management
Class: Integrated B.B.A-M.B.A Max Marks: 30
Date of Allotment: 02.02.2022 Date of Submission: 20th
March 2022
Registration no. 12104497 Roll no. RQ2109B81
Name: Prashant Kumar Singh Mode of Submission – Online
through UMS
STUDENT’S SIGNATURE:- PRASHANT KUMAR SINGH
LEARNING OUTCOME: TO GET PROPER KNOWLEDGE ABOUT
PRACTICAL ASPECTS OF PERFORMANCE EVALUATION.
2. GENERAL
OBSERVATI
ON
SUGGESTIONS
FOR
IMPROVEMENT
BEST PART
OF
ASSIGNME
NT
EVALUATOR'S
SIGNATURE
DATE
NAME OF ORGANISATION:- TATA MOTORS
JOB POSITION:- HR EXECUTIVE
Abstract: Performance Evaluation is the organized analysis of the overall performance of employees and to
realize the capabilities of an individual for further growth and development. Performance Evaluation is
generally done in systematic ways which are as The supervisors measure the pay of individuals and
compare it with targets and plans. The supervisor examines the factors behind work performances of
employees. The employers are in position to guide the employees for a much better performance. in this
paper we will discuss about the performance Evaluation in Tata motors.
Key Words: Performance Evaluation, overall performance, work performances.
Preface: Performance Evaluation may be accomplished with following objectives in mind: To maintain
records in order to determine compensation packages, salary structure, wages raises, etc. To recognize the
strengths and weaknesses of employees to place right men on appropriate job. To maintain and assess the
potential present in a person for further growth and improvement. To give a feedback to employees
regarding their performance and related status. To provide a suggestion to employees regarding their
overall performance and related status. It serves as a basis for impacting on working behavior of the
workers. To evaluate and maintain the promotional and other training programmes. Advantages of
Performance Evaluation It will be said that performance Evaluation is an investment for the organization
which can be justified by following advantages:
Promotion: Performance Evaluation assist the supervisors to chalk out the promotion programmes for
effective employees. In this regards, inefficient workers can be dismissed or demoted in the case.
Compensation: Performance Evaluation helps in chalking out compensation packages for employees. Merit
ranking is possible through performance Evaluation. Performance Evaluation tries to give worth to a
performance. Compensation packages which includes bonus, high wage rates, extra benefits, allowances
and pre-requisites are dependent on performance Evaluation. The criteria should be merit rather than
seniority.
3. Employees Development: The methodical procedure of performance Evaluation helps the supervisors to
framework training policies and programmes. It helps to analyse strengths and weaknesses of employees
so that new jobs can be designed for efficient workers. It also helps in framing future development
programmes.
Selection Validation: Performance Evaluation helps the supervisors to understand the validity and
importance of the selection procedure. The supervisors come to know the validity and thereby the
strengths and weaknesses of selection procedure. Future changes in selection methods can be made in this
regard.
Communication: For an organization, effective communication between employees and employers is very
important. Through performance Evaluation, communication can be sought for in the following ways:
Through performance Evaluation, the employers can understand and accept skills of subordinates. The
subordinates can also understand and create a trust and confidence in superiors. It also helps in
maintaining cordial and congenial labour management relationship. It develops the spirit of work and
boosts the morale of employees. All the above factors ensure effective communication.
Motivation: Performance Evaluation serves as a motivation tool. Through evaluating performance of
employees, a person‟s efficiency can be determined if the targets are achieved. This very well motivates a
person for better job and helps him to improve his performance in the future.
Review of Literature: PERFORMANCE EVALUATION LITERATURE REVIEW
The amount of research regarding the topic “Performance Evaluation” is so vast. The topic is literally not
new; it is as old as the formation of the organizations. Before the early 1980‟s, majority of theoretical
studies emphasized on revamping the rating system within the organization. The actions were a great thing
to reduce the chaotic of employee‟s performance Evaluation (Feldman, 1981). With the passage of the
time the methods and rating system among the employees got enhanced and received an immense
appreciation and attentions of the managers. Behavioral Observation Scale (BOS) is one of the best
techniques utilized by the managers to arte the employees. The dilemma was on the peak in the 1960s and
1970s. In the same period couple of new innovated rating scales were introduced, which was Behaviorally
Anchored Rating Scale (BARS) and the Mixed Standard Scale (MSS). The innovations were dominant one
which condensed the errors and improved the observation skills from the performance Evaluation practice.
According to the research of Arvey and Murphy (1998), there were hundreds of thousands of researches
had been taken place between the periods of 1950 to 1980, which merely focused on the different types of
rating scales. Landy and Farr (1980) reviewed and researched the methods of performance Evaluation in
totally a different manner, in which they understand the rater and process in an organizational context.
Other Performance Evaluation reports include the rater characteristics in their report like race, gender and
likeability. After the year 1980 the biasness among the performance Evaluation system occurred
outrageously and Evaluation had been granted on the favoritism or race and gender basis rather examined
the knowledge, skills and style of the work of the employee. The accuracy criteria among the performance
Evaluation system clutched its grip in the start of the 1980s, where the researches were emphasized on
common psychometric biases which include the diversified rating errors like leniency, central tendency and
halo, which were termed as rating errors in the Evaluation method.
It has been observed that the bias free Evaluations were inevitably true or more precisely we can say more
accurate, but the concept was totally refused by the research of Hulin in 1982. According to them the
biasfree Evaluations were not necessarily accurate (Murphy & Balzer, 1989).Researches which had been
done in the year 1980 were found the most dominating one which contributed the Evaluation system in a
great deal. The researches of the1980 also helped out to clarify some presumed assumptions regarding the
performance Evaluation, just like the work of Murphy (1982). Research has included the measure of
employee attitudes towards the system of performance Evaluation and its acceptance (Roberts, 1990).
Bernardian and Beatty (1984), suggested in their research that behavioral and attitudinal kinds of measure
4. ultimately prove to be better anticipator as compared with the traditional psychometric variables, which
we have declared earlier as well, like leniency, halo and discriminability. A Performance Evaluation system
is totally ineffective in practice due to the dearth of approval from the end users (Roberts, 1990).
According to a number of researchers, the enhanced and upgraded performance Evaluation procedure and
method will enhance the satisfaction level of the employees and definitely will improve the process of goal
setting within the organization.
Need for the Study: Performance Evaluation is the organized analysis of the overall performance of
employees in this paper we will discuss about the performance Evaluation in TATA MOTORS.
Objective: To study the performance Evaluation in tata motors.
Methodology: This paper mainly based on secondary data .The articles which are published in the area of
performance Evaluation and information from TATA MOTORS WEBSITE.
Tata Motors Limited formerly is an Indian multinational automotive manufacturing company
headquartered in Mumbai, India and a subsidiary of the Tata Group. Its products include passenger cars,
trucks, vans and coaches. It is the world's eighteenthlargest motor vehicle manufacturing company,
fourthlargest truck manufacturer and second-largest bus manufacturer by volume. Tata Motors has auto
manufacturing and assembly plants in:
1) Jamshedpur
2) Pantnagar
3) Lucknow
4) Sanand
5) Dharwad
6) Pune
India, as well as in Argentina, South Africa, Thailand and the United Kingdom. Tata Motors has produced
and sold over 6.5 million vehicles in India since 1954. Originally a manufacturer of locomotives, the
company manufactured its first commercial vehicle in 1954 in a collaboration with Daimler-Benz AG, which
ended in 1969. In 2010, Tata Motors surpassed Reliance to win the coveted title of 'India's most valuable
brand' in an annual survey conducted by Brand Finance and The Economic Times. Tata Motors was ranked
as India's 3rd Most Reputed Car manufacturer in the Reputation Benchmark Study - Auto (Cars) Sector,
launched in April 2012. Tata Motors has been ranked 314th in the Fortune Global 500 rankings of the
world's biggest corporations for the year 2012. Tata Motors is a crosslisted company; Its stock trades on
the Bombay Stock Exchange and the New York Stock Exchange as TTM. Tata entered the commercial
vehicle sector in 1954 after forming a joint venture with Daimler-Benz of Germany. After years of
dominating the commercial vehicle market in India. Tata Motors entered the passenger vehicle market in
1991 by launching the Tata Sierra, a multi utility vehicle.
After the launch of three more vehicles, Tata Estate (1992, a stationwagon design based on the earlier
'TataMobile' (1989), a light commercial vehicle), Tata Sumo (LCV, 1994) and Tata Safari (1998, India's first
sports utility vehicle). Tata launched the Indica in 1998, the first fully indigenous Indian passenger car.
Although initially criticised by auto-analysts, its excellent fuel economy, powerful engine and an aggressive
marketing strategy made it one of the best selling cars in the history of the Indian automobile industry. A
newer version of the car, named Indica V2, was a major improvement over the previous version and
quickly became a mass-favorite Tata Motors also successfully exported large quantities of the car to South
Africa. The success of Indica played a key role in the growth of Tata Motors. In 2004 Tata Motors acquired
Daewoo's South Koreabased truck manufacturing unit, Daewoo Commercial Vehicles Company, later
renamed Tata Daewoo.
In 2005, Tata Motors acquired a 21% controlling stake in the Spanish bus and coach manufacturer Hispano
Carrocera. Tata Motors continued its market area expansion through the introduction of new products
such as buses (Starbus & Globus, jointly developed with subsidiary Hispano Carrocera) and trucks (Novus,
5. jointly developed with subsidiary Tata Daewoo). In 2006, Tata formed a joint venture with the Brazilbased
Marcopolo, Tata Marcopolo Bus, to manufacture fully built buses and coaches. In 2008, Tata Motors
acquired the British car maker Jaguar Land Rover, manufacturer of the Jaguar, Land Rover and Daimler
luxury car brands, from Ford Motor Company. In May 2009 Tata unveiled the Tata World Truck range
jointly developed with Tata Daewoo. Debuting in South Korea, South Africa, the SAARC countries and the
Middle-East by the end of 2009. Tata acquired full ownership of Hispano Carrocera in 2009.
In 2010, Tata Motors acquired an 80% stake in the Italy-based design and engineering company Trilix for a
consideration of €1.85 million. The acquisition formed part of the company's plan to enhance its styling
and design capabilities. In 2012, Tata Motors announced it will invest around Rs 600 crore on developing
Futuristic Infantry Combat Vehicles in colloboration with DRDO. Tata Motors has vehicle assembly
operations in India, the United Kingdom, South Korea, Thailand, Spain and South Africa. It plans to
establish plants in Turkey, Indonesia and Eastern Europe.Tata Motors' principal subsidiaries include Jaguar
Land Rover, Tata Daewoo and Tata Hispano. Tata Motors is among the top three in passenger vehicles in
India with products in the compact, midsize car and utility vehicle segments.
The company‟s manufacturing base in India is spread across:
• Jamshedpur (Jharkhand)
• Pune (Maharashtra)
• Lucknow (Uttar Pradesh)
• Pantnagar (Uttarakhand)
• Dharwad (Karnataka).
The company is establishing a new plant at Sanand (Gujarat). Tata's dealership, sales, service and spare
parts network comprises over 3500 touch points. Tata also has franchisee/joint venture assembly
operations in Kenya, Bangladesh, Ukraine, Russia and Senegal .Tata has dealerships in 26 countries across 4
continents. Though Tata is present in many countries it has only managed to create a large consumer base
in the Indian Subcontinent, namely India, Bangladesh, Bhutan, Sri Lanka and Nepal. Tata has a growing
consumer base in Italy, Spain and South Africa. Tata Motors has more than 250 dealerships in more than
195 cities across 27 states and 4 Union Territories of India. It has the 3rd largest Sales and Service Network
after Maruti Suzuki and Hyundai. Tata Daewoo . In 2004, Tata Motors acquired Daewoo Commercial
Vehicle Company of South Korea. :
To expand the product portfolio Tata Motors recently introduced the 25MT GVW Tata Novus from
Daewoo‟s (South Korea) (TDCV) platform. Tata plans to leverage on the strong presence of TDCV in the
heavy-tonnage range and introduce products in India at an appropriate time. This was mainly to cater to
the international market and also to cater to the domestic market where a major improvement in the Road
infrastructure was done through the National Highway Development Project. Tata Daewoo is the second-
largest heavy commercial vehicle manufacturer in South Korea. Tata Motors has jointly worked with Tata
Daewoo to develop trucks such as Novus and World Truck and buses including GloBus and StarBus. In
2012, Tata will start developing a new line to manufacture competitive and fuel efficient commercial
vehicles to face the competition posed by the entry of international brands like Mercedes-Benz, Volvo and
Navistar into the Indian market
Performance EVALUATION
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
Human Resource (or personnel) management, in the sense of getting things done through people, is an
essential part of every manager‟s responsibility, but many organizations find it advantageous to establish a
specialist division to provide an expert service dedicated to ensuring that the human resource function is
performed efficiently. “People are our most valuable asset” is a cliché, which no member of any senior
management team would disagree with. Yet, the reality for many organizations is that their people remain
undervalued, under trained and underutilized. The market place for talented, skilled people is competitive
6. and expensive. Taking on new staff can be disruptive to existing employees. Also, it takes time to develop
cultural awareness, product / process / organization knowledge and experience for new staff members.
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
Following are the various functions of Human Resource Management that are essential for the effective
functioning of the organization:
1. Recruitment
2. Selection
3. Induction
4. Performance EVALUATION
5. Training & Development
Recruitment
The process of recruitment begins after manpower requirements are determined in terms of quality
through job analysis and quantity through forecasting and planning.
Selection
The selection is the process of ascertaining whether or not candidates possess the requisite qualifications,
training and experience required.
Induction
Induction is the technique by which a new employee is rehabilitated into the changed surroundings and
introduced to the practices, policies and purposes of the organization
WHAT IS “PERFORMANCE EVALUATION”?
Performance Evaluation is defined as the process of assessing the performance and progress of an
employee or a group of employees on a given job and his / their potential for future development. It
consists of all formal procedures used in working organizations and potential of employees. According to
Flippo, “Performance Evaluation is the systematic, periodic and an important rating of an employee‟s
excellence in matters pertaining to his present job and his potential for a better job.”
CHARACTERISTICS
1. Performance Evaluation is a process.
2. It is the systematic examination of the strengths and weakness of an employee in terms of his job.
3. It is scientific and objective study. Formal procedures are used in the study.
4. It is an ongoing and continuous process wherein the evaluations are arranged periodically according to
a definite plan.
5. The main purpose of Performance Evaluation is to secure information necessary for making objective
and correct decision an employee
PROCESS
The process of performance evaluation:
1. Establishing performance standards
2. Communicating the Standards
3. Measuring Performance
4. Comparing the actual with the standards
5. Discussing the Evaluation
6. Taking Corrective Action
LIMITATIONS
1. Errors in Rating
2. Lack of reliability
7. 3. Negative approach
4. Multiple objectives
5. Lack of knowledge
Tata Motors Ideologies
VISION
“To be the world class corporate constantly furthering the interest of all stakeholder”.
HR VISION
Lead and Facilitate continuous change towards organizational excellence ; create a learning and vibrant
organization with high sense of pride amongst its members
EVALUATION & REWARD EVALUATION
• New EVALUATION System based on KRAs & Targets·
• Review of Targets at regular Intervals·
• People Development an important KRA
REWARD
• Promotions based on Performance·
• Productivity & Profit-linked Incentive Schemes·
• Training including Long-term Term
CAREER DESIGN
• Performance & Potential based EVALUATIONs
• Fast Track Option for High-performers
• Promotions after Managers Vacancy based
• Interviews for promotions above Managers
• Selection of Supervisors:– Performance / Attendance / Discipline record– Written Test & Interview
• Job Rotation - including Inter-functional
RETENTION & EMPLOYEE WELFARE
• Residential Colonies for Employees
• Hospitalization Reimbursement – on actual without Ceiling
• Vehicle Loans
• Household Equipment Loans
• House Building Advance
• Annual Advance·
• PF Trust – for better Mgt., Service & speedy redress·
• Proposed MUL Pension Scheme
SUGGESTION SCHEME & QUALITY CIRCLES
• For better quality and productivity
• Through involvement of all employees and teamwork
Criteria
• Idea
• Efforts
• Result : Cost reduction / Q Improvement / Productivity Improvement
HR INITIATIVES
• REALIGNING ORGANISATION CULTURE BASED ONNEW VISION & VALUES
8. • OBJECTIVE PERFORMANCE MANAGEMENT & DEVELOPMENT SYSTEM.
• PERFORMANCE LINKED REWARD AND RECOGNITION SYSTEM
• CAREER PLANNING & PROMOTION POLICY
• REVISED RECRUITMENT POLICY
• COMPETENCY MAPPING
• STRONG FUCUS ON TRAINING INITIATIVESBUILD A LEARNNG ORGANISATIONCONTINUOUS VALUE
ADDITION TO PROFESSIONAL SKILL- CUSTOMISED TRAINING- TRAINING TO THE PERSONNEL OF BUSINESS
PARTNERS
• INTERNAL COMMUNICATION
• UNION ALIGNMENT
• EMPLOYEE INVOLVMENT & PARTICIPATION
Tata Motors EVALUATION System
A detailed discussion with HR head Mrs. Monika Ahuja of Tata Motors (lucknow branch), gave us the
insight in the performance Evaluation system followed in the company. The Evaluation model which is
followed on annual basis starting from the month of April till March has been extremely effective for the
employees of Tata Motors. Half yearly Evaluation system, was started a year ago. This activity was started
keeping in mind the dynamic behavior of the industry. With a half yearly Evaluation system, the employee
gets feedback twice a year, which gives him/her a chance to re-look at his/her approach of working.
Necessary steps are also undertaken for employees who deviate from their goals. They have introduced a
comprehensive system of quarterly Evaluations‟ where an employee selects his/her own goals or Key
Result Area (KRAs) every quarter and him/her self assesses his/her own performance against these
parameters. At Spice jet while formally the process is annual, for several of the frontline employees, there
are performance related quarterly payouts designed to reward them with incentives for their performance.
This has resulted in quarterly assessments which are aligned overall to annual KRAs. Tata Motors have a
midterm review for all those who have been performers, thereby creating an expectation amongst the
employees of an increase in salary twice a year if they perform well. They used to have annual Evaluations
earlier, but then they felt that the incentives are not enough to motivation the sales department, which
generates major revenues or the organization. they do give monetary increments and designation hikes,
according to the performance. If the employee deserves both, they give him/her both the advantages
otherwise at least one of them. Designation hikes are given annually. These are proportional to effort of
the individual, team and the department. Designation changes are given keeping in mind the immense
responsibility one has to shoulder in a high rank.
Monetary increments are primarily incentives that are given either in cash or kind for example they give
them travel package within India or outside. Also, they have an accumulating incentive scheme in which
employees can accumulate incentives and get them annually with interest. To meet the new demands of
the business and to motivate the employees for higher performance, they have started linking a part of the
salary increase to individual performance measures as variable pay. At present, between 6 to 8 percent of
the compensation is variable pay, which they are planning to increase over a period of time. Executives are
categorized in levels based on their performances in a relative ranking and based on outcome
performancelinked pay is awarded.
Goal-Setting Model
A goal setting program in an organization requires careful planning. As shown in the figure, the first three
factors in goal setting process are establishing the goal, achieving goal commitment, and overcoming
resistance to goal acceptance. Goals can be established in a variety of ways. Best way is to set by joint
participation between the employee and the supervisor. This method often leads to employee
commitment, a crucial ingredient in effective goal setting.
9. Goal Setting
S.M.A.R.T.* Goals
• Specific – precise and detailed
• Measurable – with criteria for determining progress and success
• Achievable – attainable and action-oriented
• Realistic – relevant and aligned
• Time-related – grounded within a time-frame
For this purpose, an online template is circulated in the organization. Superiors fill out that form keeping in
view the performance of their subordinate over the year. This feedback becomes the basis of the
promotion of the employees.
Superior is responsible for categorizing the employess in four category, namely – A,B,C,D This
categorization is done both on the basis of performance and the goals they were given. This whole system
is commonly known as 90 degree Evaluation system also called 2 tiers.
Conclusion:
TATA motors has been implementing Performance Evaluation which helpful in assessing the performance
and progress of an employee or a group of employees on a given job and his / their potential for future
development it applies Evaluation & reward Evaluation, reward,carrier design,retention and employee
welfare.quality circle in their organisation to motivate employees.
REFERENCES:
Palmer, J.K. and Feldman, Jack M, “Accountability and Need for Cognition Effects on Contrast, Halo, and
Accuracy in Performance Ratings”, Journal of Psychology, 139 (2), 2005, 119-137
F. J. Landy, And Farr, J. L. “Performance Rating”, Psychological Bulletin, 87, 1980, 72-107
Murphy K.R. and Cleveland, J.N. Performance Evaluation: An Organizational Perspective, Boston: Allyn and
Bacon, 1991
Roberts G.E., “The Influence of Participation, Goal Setting, Feedback and Acceptance on Measures of
Performance Evaluation Effectiveness,” Dissertation Abstracts In-ternational (Doctoral dissertation,
University of Pittsburgh, 1990
RAISALhttps://www.slideshare.net/surabhi786/report-1- 14576928.