performance appraisal, meaning, types, methods, problems in performance appraisal, 360 degree performance appraisal, definition of peformance appraisal , process of performance appraisal , miskates or error in performance appraisal, Errors in rating & objective
Training - Human Resource Management HRMDeva Pramod
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
performance appraisal, meaning, types, methods, problems in performance appraisal, 360 degree performance appraisal, definition of peformance appraisal , process of performance appraisal , miskates or error in performance appraisal, Errors in rating & objective
Training - Human Resource Management HRMDeva Pramod
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Evaluation is a planned process which provides specific information about a selected session, program for the purpose of determining value or decision making.
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
Evaluation is a planned process which provides specific information about a selected session, program for the purpose of determining value or decision making.
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
these slides describe about the recruitment method generally, the orientation, and the development for new recruit within the organization (ugik sugiharto, GBS)
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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Memorandum Of Association Constitution of Company.pptseri bangash
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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2. DEFINITION
PERFORMANCE APPRAISAL
According to “Flippo”
Performance appraisal is the systematic, periodic and an impartial rating of an
employee’s excellence in the matters of pertaining to his present job and his
potential for a better job in future.
3. MEANING
A performance appraisal is a process of evaluating an employees
performance of a job in terms of its requirement.
It is the examination of an employee’s strengths and weaknesses in terms of
the job
4. NEED OF PERFORMANCE APPRAISAL
Provide a review of past work performance.
Establish lines of communication.
Document corrective action necessary to improve work performance.
Creates an opportunity to discuss professional development goals and
objectives.
6. WORK RELATED OBJECTIVES
To provide a control for work done.
To improve efficiency.
To help in assigning work and plan future work assignment.
To carry out job evaluation.
7. CAREER DEVELOPMENT OBJECTIVES
To identify strong and weak points and encourage finding remedies for weak
points through training.
To determine career potential.
To plan developmental assignments.
To plan career goals.
8. PROCESS OF PERFORMANCE APPRAISAL
Developing performance standards
Communicating the standards
Measuring performance
Comparing with standards
Discussing results
Taking corrective actions
10. COMMUNICATING THE STANDARDS
The performance should be communicate with the employees.
Their reactions should be taken after communicating with them.
If necessary the standards may be revised or modified.
11. MEASURING THE PERFORMANCE
Measuring the actual performance.
Choosing the right technique of measurement.
Identify the factors influencing performance.
Measure the performance through Personal observation, Written reports, &
Face-to-Face contacts.
12. COMPARING WITH STANDARDS
Actual performance should be compared with performance standards of
employees.
If positive deviations occurs then actual performance exceeds the standard.
If negative deviations occurs then standard performance exceeds the
actual.
13. DISCUSSING RESULTS
Then the results should be communicated with the employees.
This helps them to know their weakness and strengths.
They can be motivated to improve themselves.
14. TAKING CORRECTIVE ACTIONS
To improve the performance the performance actions should be taken.
Training, coaching, counseling etc…
15. ADVANTAGES
Provide a record of performance over a period of time.
Provide an opportunity for manager to meet & discuss performance.
Provide the employee with feedback about their performance.
Provide an opportunity for an employee to discuss issues and to clarify
expectations.
16. DISADVANTAGES
If not done appropriately, can be a negative experience.
Very time consuming, especially for a manager.
If not done right can be a waste of time.
Can be stressful for all involved.
19. 1. Essay appraisal method
This traditional form of appraisal, also known as "Free
Form method" involves a description of the
performance of an employee by his superior.
The description is an evaluation of the performance of
any individual based on the facts and often includes
examples and evidences to support the information.
A major drawback of the method is inseparability of
the bias of the evaluator.
20. 2. Straight ranking method
This is one of the oldest and simplest techniques of
performance appraisal.
In this method, the appraiser ranks the employees
from the best to the poorest on the basis of their
overall performance.
It is quite useful for a comparative evaluation.
21. 3. Paired Comparison
A better technique of comparison than the straight
ranking method, this method compares each
employee with all others in the group, one at a time.
After all the comparisons on the basis of the overall
comparisons, the employees are given the final
rankings.
22. 4. Critical incidents method
In this method of Performance appraisal the evaluator
rates the employee on the basis of critical events and
how the employee behave during those incidents.
It includes both negative and positive points.
The drawback of this method is that the supervisor has
to note down the critical incidents and the employee
behavior as and when they occur.
23. 5. Field review
In this method, a senior member of the Human
Resource department or a training officer discusses
and interviews the supervisors to evaluate and rate
their respective subordinates.
A major drawback of this method is that it is a very
time consuming method.
But this method helps to reduce the superiors’
personal bias.
24. 6. Checklist method
The rater is given a checklist of the descriptions of the
behavior of the employees on job.
The checklist contains a list of statements on the basis
of which the later describes the on the job
performance of the employees.
25. 7. Graphic rating scale
In this method, an employee’s quality and quantity of
work is assessed in a graphic scale indicating different
degrees of a particular trait.
The factors taken into consideration include both the
personal characteristics and characteristics related to
the on the job performance of the employees.
For example a trait like Job Knowledge may be
judged on the range of average, above average,
outstanding or unsatisfactory.
26. 8. Forced Distribution
To eliminate the element of bias from the rater’s
ratings, the evaluator is asked to distribute the
employees in some fixed categories of ratings like on a
normal distribution curve.
The rater chooses the appropriate fit for the
categories on his own discretion.
28. 1. Assessment centers
An assessment center typically involves the use of
methods like social/informal events, tests and
exercises, assignments being given to a group of
employees to assess their competencies to take
higher responsibilities in the future.
Generally, employees are given an assignment similar
to the job they would be expected to perform if
promoted.
The trained evaluators observe and evaluate
employees as they perform the assigned jobs and are
evaluated on job related.
29. 2. Behaviorally anchored
rating scales
Is a relatively new technique which combines the
graphic rating scale and critical incidents method.
It consists of predetermined critical areas of job
performance or sets of behavioral statements
describing important job performance qualities as
good or bad.
In this method, an employee’s actual job behavior is
judged against the desired behavior by recording and
comparing the behavior with BARS.
30. 3. Human resource
accounting method
Human resources are valuable assets for every
organization. Human resource accounting method
tries to find the relative worth of these assets in the
terms of money.
In this method, the Performance appraisal of the
employees is judged in terms of cost and contribution
of the employees.
31. The cost of employees include all the expenses
incurred on them like their compensation, recruitment
and selection costs, induction and training costs etc.
Whereas their contribution includes the total value
added (in monetary terms).
The difference between the cost and the contribution
will be the performance of the employees.
Ideally, the contribution of the employees should be
greater than the cost incurred on them.
33. 360 degree feedback, also known as multi-rater
feedback, is the most comprehensive appraisal where
the feedback about the employees’ performance
comes from all the sources that come in contact with
the employee on his job.
34. 360 degree appraisal has four integral components:
1. Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer appraisal.
36. Clarity of goals – With MBO, came the concept of
SMART goals i.e.goals that are:
Specific
Measurable
Achievable
Realistic, and
Time bound