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Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
In this file, you can ref useful information about performance appraisal project for mba such as performance appraisal project for mba methods, performance appraisal project for mba tips
“AN ANALYTICAL STUDY OF PERFORMANCE MANAGEMENT SYSTEM AS A TOOL FOR EFFECTIVE...Mehul Rathod
When it comes to performance, employee‟s performance, it plays pivotal role in organizational success.
Therefore, an organization has to make very specific efforts for improving employee‟s performance to optimally utilize knowledge and skills of their employees.
The proposed research study also would report on employee‟s feedback as well as expectations & experiences with regard to selected performance management system.
It also list out suggestions for an overall improvement for employee‟s effective performance.
The research study would make an attempt to find the impact of performance management system on effective employee‟s performance.
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
In this file, you can ref useful information about performance appraisal project for mba such as performance appraisal project for mba methods, performance appraisal project for mba tips
“AN ANALYTICAL STUDY OF PERFORMANCE MANAGEMENT SYSTEM AS A TOOL FOR EFFECTIVE...Mehul Rathod
When it comes to performance, employee‟s performance, it plays pivotal role in organizational success.
Therefore, an organization has to make very specific efforts for improving employee‟s performance to optimally utilize knowledge and skills of their employees.
The proposed research study also would report on employee‟s feedback as well as expectations & experiences with regard to selected performance management system.
It also list out suggestions for an overall improvement for employee‟s effective performance.
The research study would make an attempt to find the impact of performance management system on effective employee‟s performance.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
A STUDY ON EFFECTIVENESS OF EMPLOYEE’S TRAINING AND DEVELOPMENT IN RANE BRAK...IAEME Publication
This paper deals with “A Study On Effectiveness Of Employee’s Training And Development In Rane Brake Lining Limited, Viralimalai, Trichy” Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, behavior etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc. Employee training is important sub-system of Human Resource Development. Employee training is specialized function and is one of the fundamental operative functions for human resource management. Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc., an organization improves its effectiveness to a large extent by investing in its HR for developing their skill, efficiency and motivation.
In this file, you can ref useful information about performance appraisal and management such as performance appraisal and management methods, performance appraisal and management tips, performance appraisal and management forms, performance appraisal and management phrases … If you need more assistant for performance appraisal and management, please leave your comment at the end of file.
Review of literature of performance appraisalrogeryoung116
In this file, you can ref useful information about review of literature of performance appraisal such as review of literature of performance appraisal methods
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
A STUDY ON EFFECTIVENESS OF EMPLOYEE’S TRAINING AND DEVELOPMENT IN RANE BRAK...IAEME Publication
This paper deals with “A Study On Effectiveness Of Employee’s Training And Development In Rane Brake Lining Limited, Viralimalai, Trichy” Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, behavior etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc. Employee training is important sub-system of Human Resource Development. Employee training is specialized function and is one of the fundamental operative functions for human resource management. Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc., an organization improves its effectiveness to a large extent by investing in its HR for developing their skill, efficiency and motivation.
In this file, you can ref useful information about performance appraisal and management such as performance appraisal and management methods, performance appraisal and management tips, performance appraisal and management forms, performance appraisal and management phrases … If you need more assistant for performance appraisal and management, please leave your comment at the end of file.
Review of literature of performance appraisalrogeryoung116
In this file, you can ref useful information about review of literature of performance appraisal such as review of literature of performance appraisal methods
In this file, you can ref useful information about effective performance appraisal such as effective performance appraisal methods, effective performance appraisal tips
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Effectiveness of performance appraisal systembarnesali609
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Mba project report on performance appraisal systemalexbaker881
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In this file, you can ref useful information about performance management and appraisal system such as performance management and appraisal system methods, performance management and appraisal system tips, performance management and appraisal system forms, performance management and appraisal system phrases … If you need more assistant for performance management and appraisal system, please leave your comment at the end of file.
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1. Literature review on performance appraisal
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• performanceappraisal123.com/1125-free-performance-review-phrases
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I. Contents of getting literature review on performance appraisal
==================
Performance appraisals are one of the most frequently criticized talent management practices.
The criticisms range from their being an enormous waste of time to their having a destructive
impact on the relationship between managers and their subordinates.
Criticizing performance appraisals has a long history. For decades, the literature on talent
management has pointed out the flaws in most performance management systems and in some
cases recommended completely abandoning them. The problem with abandoning them is that
they are vital to effective talent management.
I cannot imagine a company doing a good job of managing its talent without gathering
information about how well individuals perform their jobs, what their skills and knowledge are,
and what their responsibilities and performance goals are for the future. These types of data are
simply fundamental to the effective management of the talent of any organization (and to its
overall management).
A decade ago, I did a study on performance management in over fifty firms and found that every
firm had a performance management system. In some cases they were functioning reasonably
well. There were, of course, organizations that did not have an effective system and were saying
that they expected to either redesign their system or cease doing performance appraisals. The
latter is what you would expect organizations to do if they followed the advice of many of the
critics of performance appraisals.
2. Recently, I took another look at whether organizations are doing performance appraisals. The
results of the survey of one hundred relatively large U.S. corporations provide some interesting
data on whether organizations are doing performance appraisals. The bottom line is that every
company responded that they do have a performance management system, and only six percent
said that they are considering getting rid of performance appraisals for some or all of their
employees. In short, the death of performance appraisals is not occurring and is unlikely to
occur.
Companies reported that on average ninety-three percent of their salaried employees receive a
performance appraisal, and typically they receive at least one every year. Only one company
reported that they had recently stopped doing evaluations for fifty or more of their employees.
The survey did find that, on the average, companies are not more satisfied with their
performance management systems than they were ten years ago. However, the vast majority,
about eighty-five percent, report that their system is at least moderately effective.
The obvious conclusion is that companies will continue to do performance appraisals despite
their shortcomings and despite the many criticisms of them that appear in the management
literature. In my opinion, organizations have no choice. Instead of wasting our time debating
whether to eliminate performance appraisals, we should be talking about how to make them
more effective. The key is to make them part of a complete performance management system,
which includes goal setting, development, compensation actions, performance feedback and a
goals-based appraisal of performance.
==================
III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
3. ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
4. Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
5. In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
III. Other topics related to Literature review on performance appraisal (pdf
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