Performance appraisal
•Download as PPT, PDF•
0 likes•454 views
The document discusses performance appraisals, defining them as the systematic assessment of an employee's job performance against factors like knowledge, quality and quantity of work, initiative, leadership, dependability, and cooperation. It notes that appraisals assess past and future potential. The objectives are to assess training needs, determine promotions, communicate performance, and evaluate programs. The process involves setting objectives, job expectations, designing the program, appraising performance, and conducting interviews. Rating errors can occur from leniency, central tendency biases, and halo effects during judgments.
Report
Share
Report
Share
Recommended
ERP assessment and its 2 kinds of approaches
Assessment is the process by which an individual/group/organization gathers data, information, visual representation, numbers, etc. for the purpose of achieving goals and objectives.
Ppt on pa
The document discusses performance appraisal, which is the systematic evaluation of an employee's job performance by a supervisor. Performance appraisals are used to understand employees' abilities and contributions, identify training needs, and make personnel decisions. They involve rating employees on criteria like quality, quantity, and timeliness of work. Effective performance appraisals include setting objectives, defining standards, designing the evaluation process, implementing evaluations, providing feedback, and taking follow-up actions to improve performance.
METHODS OF PERFOMANCE APPRAISAL
This document discusses various methods of performance appraisal. It begins by defining performance appraisal as a method to evaluate an employee's performance in terms of quality, quantity, and cost. It then categorizes performance appraisal methods into traditional and modern methods. Some traditional methods discussed include rating scales, checklists, forced choice, critical incident reporting, and confidential reports. Modern methods discussed include management by objectives, 360-degree feedback, assessment centers, and psychological appraisal.
Why managers should not have the final say in performance reviews article
This presentation is on an article about performance review. It includes the measures of performance, calibration committee, evaluation process, etc.,
Performance management & appraisal
This document discusses various methods for performance appraisal and management. It defines performance appraisal as evaluating an employee's past and current performance relative to standards, and performance management as the process of ensuring employees work towards organizational goals. Several appraisal methods are described, including graphic rating scales, forced distribution, and behaviorally anchored rating scales. Challenges with appraisals like unclear standards and halo effects are also mentioned. The role of appraisals in career planning, correcting deficiencies, and salary decisions is noted.
Bbai pom u4.5 performance appraisal
This document provides an overview of performance appraisal in the workplace. It discusses the objectives of performance appraisal, which include evaluating training programs, forecasting future training needs, motivating employees, justifying wage differences, rewarding high performers, and determining promotions and transfers. The document also outlines the common methods used in performance appraisals, such as ranking, graphic rating scales, forced distribution, critical incident reporting, management by objectives, essays, and comparing performance to work standards. Finally, it lists some common sources of appraisal like self-appraisal, supervisors, peers, subordinates, and customers.
Resume Harcup 6.2018
Preston Harcup is a senior consultant at Protiviti with experience developing documentation for SOX auditing, maintaining client relationships, evaluating controls, and leading projects. Prior to Protiviti, he worked as a consultant testing controls and providing recommendations. He received his MBA from Florida State University where he was class president and has a bachelor's degree in business administration from the University of Florida.
Performance appraisal ppt
This document discusses performance appraisals, including their purpose, process, and challenges. Performance appraisals are a collaborative process between employees and supervisors to plan performance, set goals, provide feedback, and discuss career development. They help facilitate communication, determine salary and promotions, and address performance issues. The performance review should occur at least annually and involve documenting performance against set standards, measuring actual performance, and making decisions. However, effective performance appraisals face challenges such as determining evaluation criteria, creating an objective rating system, rater competence, errors, and employee resistance.
Recommended
ERP assessment and its 2 kinds of approaches
Assessment is the process by which an individual/group/organization gathers data, information, visual representation, numbers, etc. for the purpose of achieving goals and objectives.
Ppt on pa
The document discusses performance appraisal, which is the systematic evaluation of an employee's job performance by a supervisor. Performance appraisals are used to understand employees' abilities and contributions, identify training needs, and make personnel decisions. They involve rating employees on criteria like quality, quantity, and timeliness of work. Effective performance appraisals include setting objectives, defining standards, designing the evaluation process, implementing evaluations, providing feedback, and taking follow-up actions to improve performance.
METHODS OF PERFOMANCE APPRAISAL
This document discusses various methods of performance appraisal. It begins by defining performance appraisal as a method to evaluate an employee's performance in terms of quality, quantity, and cost. It then categorizes performance appraisal methods into traditional and modern methods. Some traditional methods discussed include rating scales, checklists, forced choice, critical incident reporting, and confidential reports. Modern methods discussed include management by objectives, 360-degree feedback, assessment centers, and psychological appraisal.
Why managers should not have the final say in performance reviews article
This presentation is on an article about performance review. It includes the measures of performance, calibration committee, evaluation process, etc.,
Performance management & appraisal
This document discusses various methods for performance appraisal and management. It defines performance appraisal as evaluating an employee's past and current performance relative to standards, and performance management as the process of ensuring employees work towards organizational goals. Several appraisal methods are described, including graphic rating scales, forced distribution, and behaviorally anchored rating scales. Challenges with appraisals like unclear standards and halo effects are also mentioned. The role of appraisals in career planning, correcting deficiencies, and salary decisions is noted.
Bbai pom u4.5 performance appraisal
This document provides an overview of performance appraisal in the workplace. It discusses the objectives of performance appraisal, which include evaluating training programs, forecasting future training needs, motivating employees, justifying wage differences, rewarding high performers, and determining promotions and transfers. The document also outlines the common methods used in performance appraisals, such as ranking, graphic rating scales, forced distribution, critical incident reporting, management by objectives, essays, and comparing performance to work standards. Finally, it lists some common sources of appraisal like self-appraisal, supervisors, peers, subordinates, and customers.
Resume Harcup 6.2018
Preston Harcup is a senior consultant at Protiviti with experience developing documentation for SOX auditing, maintaining client relationships, evaluating controls, and leading projects. Prior to Protiviti, he worked as a consultant testing controls and providing recommendations. He received his MBA from Florida State University where he was class president and has a bachelor's degree in business administration from the University of Florida.
Performance appraisal ppt
This document discusses performance appraisals, including their purpose, process, and challenges. Performance appraisals are a collaborative process between employees and supervisors to plan performance, set goals, provide feedback, and discuss career development. They help facilitate communication, determine salary and promotions, and address performance issues. The performance review should occur at least annually and involve documenting performance against set standards, measuring actual performance, and making decisions. However, effective performance appraisals face challenges such as determining evaluation criteria, creating an objective rating system, rater competence, errors, and employee resistance.
An analysis of employee performance evaluation and employee motivation
This document summarizes an analysis of employee performance evaluation and motivation. It outlines the interview methodology, which involved questionnaires with employees from various industries and departments. The data analysis methodology used Microsoft Excel to analyze the interview results and create comparative charts based on industry, organizational structure, and department. Key findings from the comparative analyses are presented in various charts related to performance evaluation criteria, frequency, point of views, and motivation evaluation areas and methods. The closing emphasizes customizing human resource practices to meet organizational needs, using employee feedback, and the importance of employee satisfaction and performance for long-term success.
Performanceappraisalconceptsandmethod 120627022040-phpapp01 (1)
This document discusses various methods for performance appraisal. It begins by defining performance appraisal and listing its key objectives as setting goals, evaluating performance, identifying training needs, rewarding performance, and improving performance. It then describes both past-oriented methods like rating scales, reports, essays and critical incidents, as well as future-oriented methods like management by objectives, 360-degree feedback, and psychological assessments. Several specific methods are defined in detail, such as graphic rating scales, confidential reports, essays, critical incidents, checklists, forced choice, and behaviorally anchored rating scales.
Joan Markley resume 2016
Joan Markley has over 25 years of experience in various roles at Nationwide Insurance in Lincoln, Nebraska. She has a proven track record of leadership, continuous improvement, and building strong partnerships. Markley has held positions including Quality Assurance Senior Analyst, Personal Lines Lead Screener, Underwriting Screener, Claims Examiner, and Service Representative. She has a Bachelor's degree in History from the University of Nebraska-Lincoln and an Associate's degree from York College.
9566798 performance-management
Performance management involves evaluating an employee's performance and communicating the results to help reward and develop the employee. The objectives include setting goals, evaluating performance, identifying training needs, rewarding performance, and improving performance. The appraisal process determines standards, decides on a measurement method, measures performance, and communicates results. Appraisals can come from self, supervisor, peers, customers, subordinates, and use methods like essays, checklists, and 360 reviews. Challenges include relationships, biases, and organizational culture, while pitfalls include biases in halo, leniency, and central tendency effects. Appraisals are used for training, compensation, career planning, succession, and HR purposes.
Employee performance evaluation
This document discusses employee performance evaluations. It explains that evaluations are used to reward high-performing employees, provide feedback to employees not meeting expectations, and create a pay-for-performance culture. The document outlines setting expectations, identifying areas for improvement, the legality of evaluation documents, and provides an example evaluation and development plan. It emphasizes open communication, setting goals and training plans to aid improvement.
Sales Assessment
This document describes a governance assessment tool for organizations to evaluate their leadership, operations, and performance. The tool involves assessments of boards of trustees, management teams, and executive staff using modules related to governance, finance, strategy, quality, and staff relations. It provides self-directed and facilitator-led assessment methods, as well as analysis, reporting, and recommendations to identify strengths, vulnerabilities, and areas for improvement. The goal is to support discussion of priorities, progress toward goals, and continuous development.
Performance Management Powerpoint Presentation Slides
Introducing Performance Management PowerPoint Presentation Slides showcasing the activities which help an organization to reach its goals. Each slide focuses on the strategies which are helpful in increasing the effectiveness of companies. Highlight the outcomes of productivity and profitability using our PPT slides. Also take into consideration factors such as job analysis, performance appraisal, professional development, staff ability, performance measurement, and behavior management. The presentation also helps you to examine employee interference, business statistics, organizational development, tracking performance expectations in order to attain your target. Describe your business mission and vision, objectives, planning, tasks, and more with ready made designs. Most importantly, let the employees be aware of the actions, policies, schemes and methods and how they can be appraised from that. Optimize your budget and collect a thorough understanding economics portal using these presentation templates. Demonstrate the working of integrated business planning with this ready to use Performance Management PPT. Our PT&s have a convincing effect. Designed to help your team believe n their goals. https://bit.ly/3hsa9Ez
How to manage the performance of direct reports
Managing direct reports involves attending to both task and relationship management issues by involving employees in planning, breaking team plans into individual plans, procuring resources, tracking and measuring performance against standards monthly, providing coaching to help employees grow, and rewarding progress to keep motivation high.
Managing Consultants for Effective Delivery
Presentation titled, 'Managing Consultants for Effective Delivery,' delivered by Dr. Darran Newman, Division Chief, Technical Cooperation Division, CDB at the Conference, 'Project Cycle Management Conference - A Cornerstone of Implementation and Delivery,' September 2019 in St. George's, Grenada.
Performance Management And Appraisal - HRM
This document discusses performance management and appraisal. It defines performance appraisal as assessing employee performance, setting work standards, and providing feedback to motivate employees. Performance management is described as an integrated approach to ensure an employee's performance supports organizational strategic goals. The document outlines the building blocks of an effective performance management process and guidelines for setting SMART goals. It also discusses different performance appraisal methods like rating scales, rankings, and critical incidents. Challenges like unclear standards and biases are addressed. The role of supervision and HR in appraisals is covered along with conducting effective appraisal interviews.
Resume NELSONLuke
Wm. Luke Nelson has over 16 years of experience in the insurance industry with American Family Insurance, specializing in business systems analysis, testing, and project management. He has a proven track record of developing strategic plans, managing customer accounts, and leading teams. Nelson's expertise includes testing new programs and systems, developing training curriculum, and identifying process improvements. He has advanced knowledge of Lean methodology and understands the company's product lines, business practices, policies, and resources.
50913
Performance appraisal refers to evaluating an employee's personality, performance, and potential. It has several objectives, including providing a basis for promotion/transfer/termination decisions, enhancing employee effectiveness, identifying training needs, aiding in career planning, improving communication, and developing relationships. The process involves establishing performance standards, communicating them, measuring actual performance, comparing to standards, and providing feedback. It benefits both employees and organizations by improving performance, motivation, and development opportunities. Multiple methods can be used, including essays, checklists, ratings scales, and management by objectives.
Performance appraisal communication
This document provides information about performance appraisal communication, including methods, tips, and forms. It discusses evaluating employees' communication skills, conflict management skills, leadership traits, reliability, and work ethic during performance reviews. Several performance appraisal methods are described, such as ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. Other related topics like review phrases, examples, templates, and software are also listed.
new resume of Jay Wash 032016
Jay Wash has over 15 years of experience in data analytics, project management, and customer service. He currently works as a Data Consultant providing support to hospitals on quality reporting and regulatory submissions. Previously he has held roles managing billing operations and resolving unpaid medical accounts. He has a proven track record of using data analytics to improve processes, enhance customer experiences, and ensure data integrity.
HRM Presentation
The document discusses performance appraisal methods including their definition, history, purpose, and process. It describes various absolute standards methods like critical incident appraisal, checklists, graphic rating scales, and forced choice appraisal. Relative standards methods covered include group order ranking, individual ranking, and paired comparison. Factors that can distort appraisals and how to create effective appraisal systems are also summarized.
Methods Of PM
This document compares traditional and modern methods of performance management. Traditional methods include easy appraisal, straight ranking, paired comparisons, field review, forced distribution, check lists, critical incident, and graphic scales. Modern methods include assessment centres, human resource accounting, behaviorally anchored rating scales, management by objectives, and 360 degree performance management. Each method is then briefly described in terms of its process and purpose.
Hrd 890 epms
The document outlines an employee performance management system with the purposes of providing an accurate evaluation of staff work, improving performance, assisting with work assignments, encouraging growth, and justifying personnel actions. The system involves planning job objectives with the employee and supervisor and then formal evaluations before March 1st each year using scales to assess performance levels and whether goals were met. However, the main issue is that there is no incentive for positive evaluations or punishment for poor ones.
Hrd 890 epms
The Employee Performance Management System aims to evaluate staff objectively, improve performance, support management decisions, and encourage growth. It involves planning job functions, objectives, and characteristics with employees. Supervisors then evaluate performance levels before March 1st annually on scales from exceptional to unsuccessful. However, the system lacks consequences for poor reviews and rewards for positive ones, making its effectiveness difficult to determine.
Communication Measurement June 2009
A sample of slides from communication measurement presentations and workshops from the last couple of years. Created by Ryan Tudor Williams @ TWI Surveys Inc.
ADVANATAGES & DISADVANTAGES OF PERFORMANCE APPRAISAL
ADVANATAGES & DISADVANTAGES OF PERFORMANCE APPRAISAL
Job engineering
Job engineering focuses on designing jobs to clearly define tasks, workflows, performance standards, and responsibilities. It also considers the workplace layout and interactions between employees and machines. Effective job engineering ensures employees understand their roles and have the tools, information, and ability to provide feedback to improve work processes. Job enlargement expands existing jobs by increasing tasks and responsibilities, providing more variety and meaningful work to potentially motivate employees, though it also increases training costs and could initially lower productivity.
Ir acts
This document outlines key industrial laws in India, including the Industrial Disputes Act of 1947. It provides definitions for important terms under the act such as "industrial dispute", "wages", and "workman". It also describes features of the act such as encouraging arbitration, providing for works committees, and empowering the government to refer disputes to appropriate authorities. Finally, it lists authorities established under the act including works committees, conciliation officers, boards of conciliation, courts of inquiry, and labor courts.
More Related Content
What's hot
An analysis of employee performance evaluation and employee motivation
This document summarizes an analysis of employee performance evaluation and motivation. It outlines the interview methodology, which involved questionnaires with employees from various industries and departments. The data analysis methodology used Microsoft Excel to analyze the interview results and create comparative charts based on industry, organizational structure, and department. Key findings from the comparative analyses are presented in various charts related to performance evaluation criteria, frequency, point of views, and motivation evaluation areas and methods. The closing emphasizes customizing human resource practices to meet organizational needs, using employee feedback, and the importance of employee satisfaction and performance for long-term success.
Performanceappraisalconceptsandmethod 120627022040-phpapp01 (1)
This document discusses various methods for performance appraisal. It begins by defining performance appraisal and listing its key objectives as setting goals, evaluating performance, identifying training needs, rewarding performance, and improving performance. It then describes both past-oriented methods like rating scales, reports, essays and critical incidents, as well as future-oriented methods like management by objectives, 360-degree feedback, and psychological assessments. Several specific methods are defined in detail, such as graphic rating scales, confidential reports, essays, critical incidents, checklists, forced choice, and behaviorally anchored rating scales.
Joan Markley resume 2016
Joan Markley has over 25 years of experience in various roles at Nationwide Insurance in Lincoln, Nebraska. She has a proven track record of leadership, continuous improvement, and building strong partnerships. Markley has held positions including Quality Assurance Senior Analyst, Personal Lines Lead Screener, Underwriting Screener, Claims Examiner, and Service Representative. She has a Bachelor's degree in History from the University of Nebraska-Lincoln and an Associate's degree from York College.
9566798 performance-management
Performance management involves evaluating an employee's performance and communicating the results to help reward and develop the employee. The objectives include setting goals, evaluating performance, identifying training needs, rewarding performance, and improving performance. The appraisal process determines standards, decides on a measurement method, measures performance, and communicates results. Appraisals can come from self, supervisor, peers, customers, subordinates, and use methods like essays, checklists, and 360 reviews. Challenges include relationships, biases, and organizational culture, while pitfalls include biases in halo, leniency, and central tendency effects. Appraisals are used for training, compensation, career planning, succession, and HR purposes.
Employee performance evaluation
This document discusses employee performance evaluations. It explains that evaluations are used to reward high-performing employees, provide feedback to employees not meeting expectations, and create a pay-for-performance culture. The document outlines setting expectations, identifying areas for improvement, the legality of evaluation documents, and provides an example evaluation and development plan. It emphasizes open communication, setting goals and training plans to aid improvement.
Sales Assessment
This document describes a governance assessment tool for organizations to evaluate their leadership, operations, and performance. The tool involves assessments of boards of trustees, management teams, and executive staff using modules related to governance, finance, strategy, quality, and staff relations. It provides self-directed and facilitator-led assessment methods, as well as analysis, reporting, and recommendations to identify strengths, vulnerabilities, and areas for improvement. The goal is to support discussion of priorities, progress toward goals, and continuous development.
Performance Management Powerpoint Presentation Slides
Introducing Performance Management PowerPoint Presentation Slides showcasing the activities which help an organization to reach its goals. Each slide focuses on the strategies which are helpful in increasing the effectiveness of companies. Highlight the outcomes of productivity and profitability using our PPT slides. Also take into consideration factors such as job analysis, performance appraisal, professional development, staff ability, performance measurement, and behavior management. The presentation also helps you to examine employee interference, business statistics, organizational development, tracking performance expectations in order to attain your target. Describe your business mission and vision, objectives, planning, tasks, and more with ready made designs. Most importantly, let the employees be aware of the actions, policies, schemes and methods and how they can be appraised from that. Optimize your budget and collect a thorough understanding economics portal using these presentation templates. Demonstrate the working of integrated business planning with this ready to use Performance Management PPT. Our PT&s have a convincing effect. Designed to help your team believe n their goals. https://bit.ly/3hsa9Ez
How to manage the performance of direct reports
Managing direct reports involves attending to both task and relationship management issues by involving employees in planning, breaking team plans into individual plans, procuring resources, tracking and measuring performance against standards monthly, providing coaching to help employees grow, and rewarding progress to keep motivation high.
Managing Consultants for Effective Delivery
Presentation titled, 'Managing Consultants for Effective Delivery,' delivered by Dr. Darran Newman, Division Chief, Technical Cooperation Division, CDB at the Conference, 'Project Cycle Management Conference - A Cornerstone of Implementation and Delivery,' September 2019 in St. George's, Grenada.
Performance Management And Appraisal - HRM
This document discusses performance management and appraisal. It defines performance appraisal as assessing employee performance, setting work standards, and providing feedback to motivate employees. Performance management is described as an integrated approach to ensure an employee's performance supports organizational strategic goals. The document outlines the building blocks of an effective performance management process and guidelines for setting SMART goals. It also discusses different performance appraisal methods like rating scales, rankings, and critical incidents. Challenges like unclear standards and biases are addressed. The role of supervision and HR in appraisals is covered along with conducting effective appraisal interviews.
Resume NELSONLuke
Wm. Luke Nelson has over 16 years of experience in the insurance industry with American Family Insurance, specializing in business systems analysis, testing, and project management. He has a proven track record of developing strategic plans, managing customer accounts, and leading teams. Nelson's expertise includes testing new programs and systems, developing training curriculum, and identifying process improvements. He has advanced knowledge of Lean methodology and understands the company's product lines, business practices, policies, and resources.
50913
Performance appraisal refers to evaluating an employee's personality, performance, and potential. It has several objectives, including providing a basis for promotion/transfer/termination decisions, enhancing employee effectiveness, identifying training needs, aiding in career planning, improving communication, and developing relationships. The process involves establishing performance standards, communicating them, measuring actual performance, comparing to standards, and providing feedback. It benefits both employees and organizations by improving performance, motivation, and development opportunities. Multiple methods can be used, including essays, checklists, ratings scales, and management by objectives.
Performance appraisal communication
This document provides information about performance appraisal communication, including methods, tips, and forms. It discusses evaluating employees' communication skills, conflict management skills, leadership traits, reliability, and work ethic during performance reviews. Several performance appraisal methods are described, such as ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. Other related topics like review phrases, examples, templates, and software are also listed.
new resume of Jay Wash 032016
Jay Wash has over 15 years of experience in data analytics, project management, and customer service. He currently works as a Data Consultant providing support to hospitals on quality reporting and regulatory submissions. Previously he has held roles managing billing operations and resolving unpaid medical accounts. He has a proven track record of using data analytics to improve processes, enhance customer experiences, and ensure data integrity.
HRM Presentation
The document discusses performance appraisal methods including their definition, history, purpose, and process. It describes various absolute standards methods like critical incident appraisal, checklists, graphic rating scales, and forced choice appraisal. Relative standards methods covered include group order ranking, individual ranking, and paired comparison. Factors that can distort appraisals and how to create effective appraisal systems are also summarized.
Methods Of PM
This document compares traditional and modern methods of performance management. Traditional methods include easy appraisal, straight ranking, paired comparisons, field review, forced distribution, check lists, critical incident, and graphic scales. Modern methods include assessment centres, human resource accounting, behaviorally anchored rating scales, management by objectives, and 360 degree performance management. Each method is then briefly described in terms of its process and purpose.
Hrd 890 epms
The document outlines an employee performance management system with the purposes of providing an accurate evaluation of staff work, improving performance, assisting with work assignments, encouraging growth, and justifying personnel actions. The system involves planning job objectives with the employee and supervisor and then formal evaluations before March 1st each year using scales to assess performance levels and whether goals were met. However, the main issue is that there is no incentive for positive evaluations or punishment for poor ones.
Hrd 890 epms
The Employee Performance Management System aims to evaluate staff objectively, improve performance, support management decisions, and encourage growth. It involves planning job functions, objectives, and characteristics with employees. Supervisors then evaluate performance levels before March 1st annually on scales from exceptional to unsuccessful. However, the system lacks consequences for poor reviews and rewards for positive ones, making its effectiveness difficult to determine.
Communication Measurement June 2009
A sample of slides from communication measurement presentations and workshops from the last couple of years. Created by Ryan Tudor Williams @ TWI Surveys Inc.
ADVANATAGES & DISADVANTAGES OF PERFORMANCE APPRAISAL
ADVANATAGES & DISADVANTAGES OF PERFORMANCE APPRAISAL
What's hot (20)
An analysis of employee performance evaluation and employee motivation
An analysis of employee performance evaluation and employee motivation
Performanceappraisalconceptsandmethod 120627022040-phpapp01 (1)
Performanceappraisalconceptsandmethod 120627022040-phpapp01 (1)
Performance Management Powerpoint Presentation Slides
Performance Management Powerpoint Presentation Slides
ADVANATAGES & DISADVANTAGES OF PERFORMANCE APPRAISAL
ADVANATAGES & DISADVANTAGES OF PERFORMANCE APPRAISAL
Viewers also liked
Job engineering
Job engineering focuses on designing jobs to clearly define tasks, workflows, performance standards, and responsibilities. It also considers the workplace layout and interactions between employees and machines. Effective job engineering ensures employees understand their roles and have the tools, information, and ability to provide feedback to improve work processes. Job enlargement expands existing jobs by increasing tasks and responsibilities, providing more variety and meaningful work to potentially motivate employees, though it also increases training costs and could initially lower productivity.
Ir acts
This document outlines key industrial laws in India, including the Industrial Disputes Act of 1947. It provides definitions for important terms under the act such as "industrial dispute", "wages", and "workman". It also describes features of the act such as encouraging arbitration, providing for works committees, and empowering the government to refer disputes to appropriate authorities. Finally, it lists authorities established under the act including works committees, conciliation officers, boards of conciliation, courts of inquiry, and labor courts.
Industrial relation terms
This document defines and explains key industrial relations terms:
1) Lay-off, lockout, strike, retrenchment and closure as defined by the Industrial Disputes Act, 1947.
2) It also describes different types of strikes like economic strikes, sympathetic strikes, general strikes, sit-down strikes, slow down strikes, and sick-outs.
3) Additionally, it covers protest tactics like gherao, picketing and wildcat strikes.
Trade unions
Trade unions are voluntary organizations formed by employees to protect and promote their economic and social interests through collective action like negotiations. The key objectives of trade unions are to represent employees, negotiate with employers on issues like pay and working conditions, and provide services to members. Union membership in India and globally has declined in recent decades due to factors like a rise in the service sector and non-traditional employment. However, trade unions still play an important role in balancing the interests of employers and employees.
Trade union act 1926
This document outlines the key provisions of the Trade Unions' Act of 1926 in India, including:
1. It defines a trade union and provides for the registration of trade unions with registrars appointed for each area.
2. It specifies the process for applying for registration which requires an application with supporting documents and a fee.
3. Once registered, unions are issued a registration certificate but registration can be cancelled if obtained by fraud or if the union breaks the law.
4. Appeals against registrar's orders can be made to civil courts, and provisions exist for name changes, amalgamation of unions, dissolution, and submission of annual returns.
Changing role of personnel manager
The role of the HR manager is changing to parallel the evolving needs of organizations. HR professionals are now considered strategic partners who help develop business plans and objectives. They also act as employee advocates, creating an environment where people are motivated and happy, and as change mentors who champion organizational changes and link them to strategic needs to minimize resistance.
Industrial disputes
The document discusses the causes of industrial disputes, which are broadly classified as economic and non-economic. Economic causes include issues related to compensation like wages and bonuses, working conditions, hours, and unjust layoffs. Non-economic causes involve victimization, poor treatment, and political factors. Wages and indiscipline are consistently the leading causes, accounting for over 20% and 30% of disputes respectively in most years discussed. Personnel issues and retrenchment are also significant factors in some periods.
Industrial relations (2)
This document discusses industrial relations in the private sector. It defines the private sector as profit-making businesses owned by individuals that employ more than 8 workers. Some key features of private sector enterprises are that they help reduce unemployment, have a professional management approach that leads to high productivity, and promote employees based on merit. The document outlines some characteristics of private sector industrial relations, including the employer's sovereignty in hiring and firing decisions as well as dispute resolution, managerial decision-making through constructive discussions, employee rights to organize unions and request better working conditions, and the presence of trade unions, which is significant but less than in the public sector.
Job design
This document discusses five approaches to job design: job rotation, job engineering, job enlargement, job enrichment, and socio-technical systems. Job rotation involves moving employees between different jobs to reduce boredom and allow them to gain new skills. However, it increases training costs and can disrupt work and demotivate employees seeking specialized responsibilities.
Wages & salary administration
Compensation and remuneration include wages, salaries, incentives, fringe benefits, perquisites, and non-monetary benefits. Wage and salary administration establishes compensation policies and practices, covering job evaluation, wage surveys, analyzing organizational issues, developing wage structures, and controlling costs. The objectives are to attract qualified employees, reduce grievances, enhance motivation, and plan labor costs. Wage theories include reinforcement theory, equity theory, agency theory, marginal productivity theory, and surplus value theory to explain how compensation impacts employee performance and behavior.
Collective bargaining
Collective bargaining is a process of negotiation between employer and employee representatives regarding terms of employment. It aims to reach mutually agreeable conditions through discussion and involves joint decision making between firms and workers. Collective bargaining operates at national, sectoral, and company levels and has importance for employees, employers, and society by promoting industrial peace and harmonious labor relations.
Performance appraisal methods
This document discusses and compares past-oriented and future-oriented methods of performance appraisal. Past-oriented methods include rating scales, checklists, forced choice, forced distribution, critical incidents, behaviorally anchored scales, and confidential records. Future-oriented methods include management by objectives, psychological appraisals, assessment centers, 360 degree feedback, rating committees, and self-appraisal. Specific details are provided about how several of these methods are implemented.
Human resource planning ppt.
Human Resources Planning involves ensuring an organization has the right number and quality of employees at the right time. It includes job analysis to understand roles and requirements, forecasting future human resource needs and available supply, and developing plans to address surpluses, shortages or skills gaps. The goal is balancing demand for and supply of labor to help the organization achieve its objectives.
Job evaluation & merit rating
Job evaluation is a technique used to assess the relative worth of jobs within an organization. It involves analyzing job duties, responsibilities, skills required, and working conditions to determine a ranking or grade for each job. This ranking establishes the basis for internal pay structures but does not directly determine pay levels. Job evaluation methods can be analytical, involving point-based assessments of job factors, or non-analytical, such as simple ranking or grading of jobs. The process typically involves job analysis to develop job descriptions and specifications which are then used in the evaluation.
Human resource planning ppt.
Human resource planning is the process by which an organization ensures it has the right number and kind of people at the right place and time to complete tasks and achieve objectives. It involves determining future personnel needs, both quantitatively and qualitatively, to balance the supply and demand of human resources. The key aspects of HR planning include analyzing jobs to understand skill requirements, forecasting demand and supply of personnel, developing HR programs to meet needs, implementing plans, and controlling and evaluating outcomes.
Industrial disputes act, 1947
The document defines key terms related to industrial disputes and the Industrial Disputes Act of 1947 in India such as industrial dispute, workman, wages, and public utility service. It outlines the objectives of the act to promote amity between employers and workers. It describes features such as encouraging arbitration, setting up works committees, and empowering government authorities to resolve disputes. Finally, it explains the various authorities established under the act to handle different types and levels of disputes, such as conciliation officers, boards of conciliation, courts of inquiry, labour courts, and national tribunals.
Viewers also liked (16)
Similar to Performance appraisal
Performance appraisal
Performance appraisal is a systematic process of evaluating an employee's job performance and providing feedback to help them improve. It aims to ensure employees are contributing effectively, recognize good performance, identify training needs, and inform decisions around compensation, promotion and retention. An effective performance appraisal system is aligned with organizational objectives, assesses both past performance and future potential, and benefits both the individual employee and the organization.
Performance management 1
Performance management is a strategic process that improves employee performance by aligning individual objectives with organizational goals. It involves continuous feedback, development of skills and capabilities, and rewarding employees for achieving targets. The key aspects of performance management are establishing performance standards, measuring and reviewing performance, providing feedback, and developing employees.
2918255-PPT-Performance-Appraisal.ppt
Performance appraisal refers to evaluating employee performance and potential. It involves setting job standards, measuring performance against those standards, and providing feedback. An effective performance appraisal system provides benefits like employee development, motivation, and legal protection for the company. It is important to conduct appraisals regularly, set measurable goals, document performance objectively, and provide continuous feedback to recognize good performance and address areas for improvement. Various methods can be used to evaluate individuals or groups, including rating scales, critical incidents, checklists, and management by objectives. Potential issues like bias must be addressed to ensure a fair appraisal process.
Performance-Appraisal.ppt
Performance appraisal refers to evaluating employee performance and potential. It involves setting job standards, measuring performance against those standards, and providing feedback. An effective performance appraisal system provides benefits like employee development, motivation, and legal protection for the company. It is an ongoing process that includes establishing performance metrics, measuring and documenting performance, setting goals, and conducting reviews. Several methods can be used to evaluate individuals and groups, including rating scales, critical incidents, and management by objectives. Ensuring appraisals are objective, non-discriminatory, and include employee input helps create an effective system.
Performance Management and Appraisal
Performance management and appraisal involve ongoing evaluation of employee performance and development. Performance appraisal is the formal review, usually annual, that is the last step in the performance management process. Appraisals help identify employee strengths and weaknesses, provide feedback, and inform salary and career decisions. The supervisor plays a key role by observing performance, providing coaching, and conducting the formal review. Effective appraisals involve preparation, assessment, review, and follow up.
Definition of performance management
The document discusses performance management and performance appraisal. It defines performance management as a systematic process to improve individual and organizational performance through goal setting, continuous feedback, development programs, and rewards. Performance appraisals are evaluations of employee performance and potential that are used for decisions around compensation, promotions, training, and retention. The document outlines various methods for performance appraisals, including rating scales, checklists, forced choice, and behavioral anchored rating scales. It discusses the objectives, advantages, and process of performance appraisals.
emp_perf_app.ppt
This document discusses performance appraisals and their importance in organizations. It covers the strategic importance of aligning employee performance with organizational goals. An effective appraisal system must be valid, reliable, and free from bias. Common appraisal errors include leniency, similarity biases, and errors of central tendency, which training can help address. Performance can be measured using trait, behavior, or results-based methods like rating scales or critical incidents. Contemporary approaches include management by objectives and 360-degree feedback from multiple raters.
Performance Appraisal
A descriptive presentation on Performance Appraisal (Human Resource Management) for Undergrad Students.
Good Luck!!
Performance Appraisal
This document discusses performance appraisal, including its purpose, design, and key success factors. It begins by defining the goals of performance appraisal as maximizing contribution to business objectives and providing an ongoing development cycle. It then covers designing an effective system, including using a competency-based approach, multi-rater feedback, and focusing on future development. The document emphasizes linking individual performance plans to business, functional, and team objectives. It concludes that clear communication and addressing cultural aspects are critical to the success of any performance appraisal system.
Performance appraisal
The document discusses performance appraisals, including their purpose, prerequisites, basic steps, and methods. Some key points:
1. Performance appraisals systematically evaluate employee performance and potential, with purposes like determining pay, promotions, training needs, and effectiveness of HR programs.
2. Prerequisites for effective appraisals include documentation, standards, simple formats, evaluation techniques, communication, and reducing personal bias.
3. Basic steps in appraisals include ongoing observations and feedback, an annual review, and rewarding meeting performance standards.
4. Modern appraisal methods include management by objectives, 360 degree feedback, and assessment centers. TCS conducts two appraisals annually and bases them on
Performance appraisals and management
Performance appraisal and performance management are related but distinct processes used in human resource management. Performance appraisal involves evaluating an employee's past performance against standards, while performance management is the ongoing process of setting goals, monitoring performance, and providing feedback to ensure employees are contributing to organizational goals. There are various methods for conducting performance appraisals, including rating scales, rankings, and behavioral observations. Both processes aim to continuously improve employee performance through goal setting, feedback, development, and rewards.
performance appraisals and management
Performance appraisal and performance management are related but distinct processes used in human resource management. Performance appraisal involves evaluating an employee's past performance against standards, while performance management is the ongoing process of setting goals, monitoring performance, providing feedback and coaching to help employees meet goals. There are various methods used for performance appraisal, including rating scales, rankings, behavioral observations and management by objectives. Both processes aim to improve employee performance and development.
Management Performance Appraisal
Performance appraisal is the systematic evaluation of employee performance and abilities in order to understand their strengths and weaknesses for growth, development, and compensation decisions. It involves supervisors measuring employee performance against targets and plans, analyzing performance factors, and providing guidance for improvement. The objectives of performance appraisals include promotions, confirmations, training, compensation reviews, competency building, improving communication, and evaluating HR programs. Common appraisal methods include rating scales, checklists, forced choice, critical incidents, behavioral anchors, field reviews, tests and observations, records, essays, and cost accounting. Future-oriented methods include management by objectives, psychological assessments, assessment centers, and 360-degree feedback. Advantages are promotion decisions, determining compensation,
Performance appraisal
The document discusses various methods of performance appraisal used to evaluate employees. It describes past-oriented methods like rating scales, checklist methods and forced choice methods. Future-oriented methods discussed include management by objectives, psychological appraisal, assessment centers, and 360-degree feedback. Key factors measured in performance appraisals are listed as job knowledge, quality and quantity of work, initiative, and dependability. The purposes of performance appraisal are identified as communication of performance, training and development, and determining effectiveness of HR programs.
Performance appraisal
The document discusses various methods of performance appraisal used to evaluate employees. It describes past-oriented methods like rating scales, checklists, forced choice, and forced distribution that evaluate past performance. Future-oriented methods discussed include management by objectives, psychological appraisal, assessment centers, and 360-degree feedback that focus on future potential and development. A variety of factors are measured in performance appraisals like job knowledge, quality and quantity of work, and several advantages and disadvantages are provided for each appraisal method.
Motivation and Performance appraisal Definition
Using and applying performance management in the organization
Identify measurable results, consistent with the strategic plan and operational goals
Be able to identify key performance indicators
To identify the strengths and weaknesses of employees to place right men on right job
To maintain and assess the potential in a person for growth and development.
To provide a feedback to employees regarding their performance and related status It serves as a basis for influencing working habits of the employees.
To review and retain the promotional and other training programmers
Chapter 15
The document discusses performance appraisal, which involves systematically evaluating an employee's work-related behavior and potential. It describes the key features of performance appraisal, including setting work standards, assessing performance against those standards, and providing feedback. The objectives are compensation, promotion, training, and personal growth decisions. Benefits include providing a basis for rewards systems and helping employees improve performance. The process involves establishing standards, measuring performance, comparing to standards, and discussing the appraisal.
Performance management
The document discusses performance management and performance appraisal, including defining performance management, the purposes and processes of performance appraisal, methods for conducting performance appraisals, and common problems that can arise with performance management systems such as bias, manipulation, and creating anxiety for employees. Performance management aims to ensure employees meet organizational goals through ongoing feedback, while performance appraisal evaluates past performance for administrative purposes.
Performance Management and Performance Appraisals
This document discusses performance management and performance appraisals. It defines performance as successfully accomplishing tasks through skills, knowledge and motivation. Performance management is establishing shared goals and developing employees to achieve organizational objectives. Key aspects of performance management include identifying, measuring, evaluating, improving and rewarding employee performance. Performance appraisals systematically evaluate employee performance against standards and provide feedback. They are used to provide rewards, training, determine potential and review performance. The document outlines the performance appraisal process and various appraisal techniques. It also discusses challenges in performance appraisals such as biases and ineffective practices.
Pa3
Performance appraisal refers to evaluating employee performance, potential, and personality. It involves setting job standards, measuring performance against those standards, and providing feedback. Performance appraisals provide benefits like employee development, motivation, documentation for decisions, and legal protection. An effective appraisal system includes clear objectives, standardization, training, job relevance, documentation, feedback, and opportunities for review.
Similar to Performance appraisal (20)
More from Bibin Ssb
Seminar on human resource management
Performance appraisal is the systematic evaluation of an employee's job performance and potential for development. It involves measuring an employee's past and present performance against their expected role, setting work-related and career development objectives, and providing communication and feedback. Performance appraisals can be used to guide employee development, determine training needs, and make decisions about promotions and transfers. They should be conducted periodically and objectively describe an employee's strengths and weaknesses.
Performance appraisal
Performance appraisal is a review of an employee's job performance to identify strengths and weaknesses. It should be conducted periodically to provide feedback to employees and determine training, compensation, and promotion decisions. The success of performance appraisals depends on supervisors completing objective reviews and employees being willing to improve. While traditional methods like checklists and rankings are common, modern approaches like 360-degree feedback and management by objectives are increasingly used. An effective process involves setting standards, measuring performance against them, discussing results, and taking corrective actions. However, performance appraisals also have limitations like bias that must be addressed.
Industrial relations
Industrial relations encompasses the relationships between employers and employees within an industry. It includes processes like collective bargaining, worker participation in decision making, and dispute resolution. A sound industrial relations system creates a harmonious environment for economic efficiency through cooperation between management, employees, and the government. The key actors are employers, employees, and the government which regulates industrial relations through laws. Good industrial relations are important as they lead to uninterrupted production, reduced disputes, high employee morale, and less wastage.
Job enrichment
Job enrichment involves adding more motivators like decision making, planning and controlling powers to make jobs more rewarding. It was first defined by Herzberg and has characteristics like direct feedback, client relationships, and new learning. However, cautions about job enrichment include that it is not a substitute for management, enrichment is relative, and change can be difficult to implement. Socio-technical systems view organizations as people using tools and techniques to create value for customers and stakeholders according to external demands.
Employee health, safety and security
The document discusses employee health, safety, and security in organizations. It states that ensuring employee well-being through health, safety, and security programs is important for organizational functioning. These programs are managed by HR managers and supervisors who are responsible for coordinating training, maintaining safe working conditions, investigating accidents, and communicating safety policies. Key health and safety issues addressed include ergonomics, physical work environments, repetitive stress injuries, and accident prevention through equipment design and individual employee approaches. Legislation governing occupational health and safety in India is also mentioned.
Employee grievance
The document discusses employee grievances, defining them as dissatisfactions related to factors like wages, hours, or policies, and outlines sources of grievances from management policies, working conditions, and personal relationships. Procedures for addressing grievances are also presented, including open door policies allowing employees to directly address top executives or step ladder policies requiring grievances to be raised through supervisory levels up to arbitration if needed.
Transfer & promotion
Transfer is defined as a change in job or workplace without affecting pay, position or responsibilities. The main purposes of transfer are to retain employees, recognize achievement, and fill vacancies. There are four types of transfers: replacement, versatility, shift, and remedial. Promotion is defined as an improvement in pay, prestige, position and responsibilities within an organization. The purposes of promotion include motivating higher productivity, attracting and retaining employees, recognizing achievement, and increasing effectiveness. Promotions are categorized as horizontal, vertical, or dry based on the level of increased responsibilities, pay, and prestige.
Selection
Selection is the process of differentiating between job applicants to hire those most likely to succeed. It is important for organizational effectiveness and reducing costs and time spent on recruitment. The six-step selection process includes preliminary interviews, tests, employment interviews, reference checks, decision making, and physical exams, resulting in a job offer or employment contract for the chosen candidate.
Training and development
Training and development aims to improve employee performance by increasing skills, knowledge, and changing attitudes. It is important as it helps remove performance deficiencies, contributes to employee stability, flexibility, productivity and morale, and makes employees more versatile. The training process involves 5 steps - assessing needs, setting objectives, designing the program, implementing it, and evaluating results.
Selection
Selection is the process of differentiating between job applicants to hire those most likely to succeed. It is important for organizational effectiveness and reducing costs and time spent on recruitment. The six-step selection process includes preliminary interviews, tests, employment interviews, reference checks, decisions, and physicals, resulting in job offers or contracts.
Recruitment
Recruitment is defined as the process of searching for and obtaining job applicants to select the right people. It is important as it provides a pool of qualified candidates, meets legal obligations, and increases the success of selection. Recruitment is influenced by external factors like supply and demand of skills, unemployment rates, and market conditions, as well as internal factors like policies, size, and costs. The recruitment process involves four steps - planning, developing strategies, searching for applicants, and screening potential hires - which leads to the selection process.
Psychometric testing
Psychometric testing involves assessing individuals through personality and intellectual ability tests to improve organizational effectiveness via team and individual development. It is used for selection, assessment centers, management programs, and coaching. There are various types of tests including ability, attainment, intelligence, aptitude, personality, interest, graphology, and polygraph tests, each measuring different attributes to aid in recruitment or career guidance.
Placement
Placement involves assigning or reassigning employees to new or different jobs, including initial assignments, promotions, transfers, and demotions. It involves collecting details about an employee to construct a profile, determining the subgroup the profile fits into, comparing the subgroup profile to job family profiles to find the best fit, and then assigning the individual to a specific job within that family.
Hrp
Human resource planning is defined as forecasting an organization's future demand for and supply of employees. It involves a five-step process: 1) defining objectives and policies, 2) forecasting personnel needs and availability, 3) reconciling demands and supplies, 4) implementing plans through recruitment and development, and 5) controlling and evaluating outcomes. The goals are to ensure the right number and types of qualified employees are available to achieve organizational goals under changing conditions. Factors like growth, environment, jobs, and workforce policies must be considered.
Hrm basics
This document discusses job analysis, which involves studying and collecting information about the responsibilities and operations of a specific job. The main goals are to create a job description outlining the key details of the job, and a job specification listing the necessary human qualifications. Job analysis lays the foundation for human resource planning and other functions. It involves strategic choices, gathering job data from various sources, and processing the information to develop the job description and specification.
More from Bibin Ssb (15)
Recently uploaded
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
9356872877Sattamatka.satta.matka.satta matka.kalyan weekly chart.kalyan chart.kalyan jodi chart.kalyan penal chart.kalyan today.kalyan open.fix satta.fix fix fix Satta matka nambar.Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART KALYAN CHART
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
SATTA MATKA DPBOSS KALYAN MATKA RESULTS KALYAN CHART KALYAN MATKA MATKA RESULT KALYAN MATKA TIPS SATTA MATKA MATKA COM MATKA PANA JODI TODAY BATTA SATKA MATKA PATTI JODI NUMBER MATKA RESULTS MATKA CHART MATKA JODI SATTA COM INDIA SATTA MATKA MATKA TIPS MATKA WAPKA ALL MATKA RESULT LIVE ONLINE MATKA RESULT KALYAN MATKA RESULT DPBOSS MATKA 143 MAIN MATKA KALYAN MATKA RESULTS KALYAN CHART
Enhancing Adoption of AI in Agri-food: Introduction
Introduction to the Panel on: Pathways and Challenges: AI-Driven Technology in Agri-Food, AI4Food, University of Guelph
“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
1Q24_HYUNDAI CAPITAL SERVICES INC. AND SUBSIDIARIES
1Q24_HYUNDAI CAPITAL SERVICES INC. AND SUBSIDIARIES
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
50 million companies worldwide leverage WhatsApp as a key marketing channel. You may have considered adding it to your marketing mix, or probably already driving impressive conversions with WhatsApp.
But wait. What happens when you fully integrate your WhatsApp campaigns with HubSpot?
That's exactly what we explored in this session.
We take a look at everything that you need to know in order to deploy effective WhatsApp marketing strategies, and integrate it with your buyer journey in HubSpot. From technical requirements to innovative campaign strategies, to advanced campaign reporting - we discuss all that and more, to leverage WhatsApp for maximum impact. Check out more details about the event here https://events.hubspot.com/events/details/hubspot-new-delhi-presents-unlocking-whatsapp-marketing-with-hubspot-integrating-messaging-into-your-marketing-strategy/
一比一原版(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证文凭如何办理
永久可查学历认证【微信：A575476】【(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
1 Circular 003_2023 ISO 27001_2022 Transition Arrangments v3.pdf
1 Circular 003_2023 ISO 27001_2022 Transition Arrangments v3.pdf
Discover the Beauty and Functionality of The Expert Remodeling Service
Unlock your kitchen's true potential with expert remodeling services from O'Brien Group Inc. Transform your space into a functional, modern, and luxurious haven with their experienced professionals. From layout reconfiguration to high-end upgrades, they deliver stunning results tailored to your style and needs. Visit obriengroupinc.com to elevate your kitchen's beauty and functionality today.
State of D2C in India: A Logistics Update
The report *State of D2C in India: A Logistics Update* talks about the evolving dynamics of the d2C landscape with a particular focus on how brands navigate the complexities of logistics. Third Party Logistics enablers emerge indispensable partners in facilitating the growth journey of D2C brands, offering cost-effective solutions tailored to their specific needs. As D2C brands continue to expand, they encounter heightened operational complexities with logistics standing out as a significant challenge. Logistics not only represents a substantial cost component for the brands but also directly influences the customer experience. Establishing efficient logistics operations while keeping costs low is therefore a crucial objective for brands. The report highlights how 3PLs are meeting the rising demands of D2C brands, supporting their expansion both online and offline, and paving the way for sustainable, scalable growth in this fast-paced market.
High-Quality IPTV Monthly Subscription for $15
Experience high-quality entertainment with our IPTV monthly subscription for just $15. Access a vast array of live TV channels, movies, and on-demand shows with crystal-clear streaming. Our reliable service ensures smooth, uninterrupted viewing at an unbeatable price. Perfect for those seeking premium content without breaking the bank. Start streaming today!
https://rb.gy/f409dk
DearbornMusic-KatherineJasperFullSailUni
My powerpoint presentation for my Music Retail and Distribution class at Full Sail University
8328958814KALYAN MATKA | MATKA RESULT | KALYAN
8328958814KALYAN MATKA | MATKA RESULT | KALYAN KALYAN MATKA | MATKA RESULT | KALYAN MATKA TIPS | SATTA MATKA | MATKA.COM | MATKA PANA
Cover Story - China's Investment Leader - Dr. Alyce SU
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women Magazine
In this article, we will dive into the extraordinary life of Ellen Burstyn, where the curtains rise on a story that's far more attractive than any script.
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
Kirill Klip GEM Royalty TNR Gold Lithium Presentation
Lithium Will Power Us For The Next 50 Years And Then Robots: Kirill Klip GEM Royalty TNR Gold Lithium Presentation
2024.06 CPMN Cambridge - Beyond Now-Next-Later.pdf
Slides presented by Phil Hornby, Founder and Director of "for product people", at Cambridge Product Management Network, on Monday 17th June 2024.
Recently uploaded (20)
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Satta Matka Dpboss Kalyan Matka Results Kalyan Chart
Enhancing Adoption of AI in Agri-food: Introduction
Enhancing Adoption of AI in Agri-food: Introduction
1Q24_HYUNDAI CAPITAL SERVICES INC. AND SUBSIDIARIES
1Q24_HYUNDAI CAPITAL SERVICES INC. AND SUBSIDIARIES
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...
1 Circular 003_2023 ISO 27001_2022 Transition Arrangments v3.pdf
1 Circular 003_2023 ISO 27001_2022 Transition Arrangments v3.pdf
Discover the Beauty and Functionality of The Expert Remodeling Service
Discover the Beauty and Functionality of The Expert Remodeling Service
Cover Story - China's Investment Leader - Dr. Alyce SU
Cover Story - China's Investment Leader - Dr. Alyce SU
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women Magazine
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women Magazine
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
The Most Inspiring Entrepreneurs to Follow in 2024.pdf
Kirill Klip GEM Royalty TNR Gold Lithium Presentation
Kirill Klip GEM Royalty TNR Gold Lithium Presentation
2024.06 CPMN Cambridge - Beyond Now-Next-Later.pdf
2024.06 CPMN Cambridge - Beyond Now-Next-Later.pdf
Performance appraisal
- 1. Performance Appraisal Defined as the assessment of individual performance in a systematic way against factors such as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, cooperation, judgement, versatality - Concentrates on assessing past performance as well as potential for future performance
- 2. Objectives To assess T & D needs of employees To effect promotion based on competence and performance To let the employees know about their performance To determine whether the programmes such as selection, training and transfers been effective or not To improve communication and trust between superior and subordinate
- 3. Performance Appraisal Process It is a five step process which include: Formulating of Objectives Establish Job Expectation Design an Appraisal Programme Appraise Performance Performance Interview Use Appraisal data for appropriate purposes
- 4. Performance Appraisal Criteria Include: Quality Quantity Timeliness Cost Effectiveness Human Relation Evaluation Timings
- 5. Performance Appraisal Rating Errors Refers to the inaccuracies occurred during rating which might occur in observations, judgement, information processing etc Include: Leniency or Severity Central tendency Rater Effect Perpetual Set Halo Effect Performance Dimension Order Spillover Effect Status Effect
- 6. Performance Appraisal Rating Errors Refers to the inaccuracies occurred during rating which might occur in observations, judgement, information processing etc Include: Leniency or Severity Central tendency Rater Effect Perpetual Set Halo Effect Performance Dimension Order Spillover Effect Status Effect