The Consequence of work environment on Employees ProductivityIOSRJBM
This research aims to analyze working environment of a foreign private banks operating in Kurdistan Region of Iraq and examines the relationship between the workplace physical conditions and employee’s productivity. The research uses qualitative approach, the data was collected from a questionnaire distributed to 50 employees working in four foreign banks in the Kurdistan Region of Iraq.The result will show that There is a relationship between office environment and productivity of employees. Behavioral components of office environment have a greater effect on productivity, than the physical components alone. And Satisfaction of Employees towards overall Workplace Environment leads to productivity.
Meaning of work environment, Fatigue, Implications of fatigue, causes and symptoms of fatigue, monotony and boredom, factors contributing to monotony and boredom, Industrial accidents, Employee safety, Morale, Grievance and Grievances handling, Personnel records & Personnel Audits.
In this file, you can ref useful information about performance appraisal system example such as performance appraisal system example methods, performance appraisal system example tips, performance appraisal system example forms, performance appraisal system example phrases … If you need more assistant for performance appraisal system example, please leave your comment at the end of file.
The Consequence of work environment on Employees ProductivityIOSRJBM
This research aims to analyze working environment of a foreign private banks operating in Kurdistan Region of Iraq and examines the relationship between the workplace physical conditions and employee’s productivity. The research uses qualitative approach, the data was collected from a questionnaire distributed to 50 employees working in four foreign banks in the Kurdistan Region of Iraq.The result will show that There is a relationship between office environment and productivity of employees. Behavioral components of office environment have a greater effect on productivity, than the physical components alone. And Satisfaction of Employees towards overall Workplace Environment leads to productivity.
Meaning of work environment, Fatigue, Implications of fatigue, causes and symptoms of fatigue, monotony and boredom, factors contributing to monotony and boredom, Industrial accidents, Employee safety, Morale, Grievance and Grievances handling, Personnel records & Personnel Audits.
In this file, you can ref useful information about performance appraisal system example such as performance appraisal system example methods, performance appraisal system example tips, performance appraisal system example forms, performance appraisal system example phrases … If you need more assistant for performance appraisal system example, please leave your comment at the end of file.
This session provides a brief description of job analysis, job description, job specification which an employee has, while working in the organization.
Impact of change in organizational structure and change in technology on empl...Muhammad Faheem
This study reports on Impact of change in technology & organizational structure on employee performance and role of transformational leadership as moderator.
This presentation examines the reasons for staff turnover, identifies the costs to the business of this turnover and gives practical tips to maximize staff retention.
IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE ProfSaghirJaved
Dear Students, Bonjour, Here It's me Prof.Saghir Javed. How are you? How are the things? I hope that everyone is going fantastic with his everyday appointment and commitment to his destined life. I wanted to bring your attention over my trivial but impressive achievement that I have endeavored to find out and articulate some informative and comprehensive information regarding the topic which is based on every aspect of Training & Development in the global market in order to create IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE so that they can get acquainted to the process and can get the school of thought of applying all these strategies effectively to maximize the sales and contribute in profuse amount to achieve organization objectives effectively on time using Far-reaching IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE .
This presentation gives the theoretical idea along with research objectives and questions to find out the vast results of the influence of motivation on the performance of employees. This is a research based presentation consist of questionnaire data analysis.
This session provides a brief description of job analysis, job description, job specification which an employee has, while working in the organization.
Impact of change in organizational structure and change in technology on empl...Muhammad Faheem
This study reports on Impact of change in technology & organizational structure on employee performance and role of transformational leadership as moderator.
This presentation examines the reasons for staff turnover, identifies the costs to the business of this turnover and gives practical tips to maximize staff retention.
IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE ProfSaghirJaved
Dear Students, Bonjour, Here It's me Prof.Saghir Javed. How are you? How are the things? I hope that everyone is going fantastic with his everyday appointment and commitment to his destined life. I wanted to bring your attention over my trivial but impressive achievement that I have endeavored to find out and articulate some informative and comprehensive information regarding the topic which is based on every aspect of Training & Development in the global market in order to create IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE so that they can get acquainted to the process and can get the school of thought of applying all these strategies effectively to maximize the sales and contribute in profuse amount to achieve organization objectives effectively on time using Far-reaching IMPACT OF TRAINING AND DEVELOPMENT ON EMPLOYEE PERFORMANCE .
This presentation gives the theoretical idea along with research objectives and questions to find out the vast results of the influence of motivation on the performance of employees. This is a research based presentation consist of questionnaire data analysis.
Explained are the 5 steps that are followed in designing a training session, and the various steps of planning and focus on the context of the Training session. This slide brought to you by Welingkar’s Distance Learning Division.
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'Leadership skills don't come naturally to everyone. But they can play a major part in a leader's success'... The latest addition to our slide-deck library looks at 'Management & Leadership' skills
Workspaces are not a one size fits all approach — every space has unique needs and requirements that require more than a cookie-cutter solution.Take a look at our slideshow for office design ideas and let us help you create your ideal office workstation layout.
Literature ReviewThe role of a Human Resource department is ev.docxSHIVA101531
Literature Review
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become a strong strategic partner within an organization by providing functions such as recruitment, training and development and retention. Human Resources in order to be strategic works directly with all levels of management in an effort to help with strategy and the growth of the company to meet their vision. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, and then setting compensation. Then a crucial tool used by many HR departments is the process of job evaluations and performance reviews.
Method of Job Analysis
When a new job is created or a vacancy occurs, it is the role of a HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define an important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Some popular job analysis methods are Observation, Individual Interview and Structured Questionnaires. Organizations choose methods based on various guidelines that are all link to the job responsibilities, company culture and size of the organization. Each organization must select which methods are the best match for their candidate search. The Observation method includes studying someone while they perform their job in an effort to better understand the tasks and duties necessary to this particular job. The advantages are, the observer can obtain first hand knowledge and information about the job being analyzed. This can provide an accurate picture of the candidate ability to do the job at hand. Other Job Analysis methods such as the interview or questionnaire only allow HR to indirectly obtain this information. With other methods there is a risk of omissions or exaggerations are introduced either by the incumbent being interviewed or by items on the questionnaire.
The next method is the Interview method; this method involves conducting interviews of the person leaving this position to gain insights into what duties they perform. Interviews can also be conducted on other employees performing the same job but in most cases start with the HR manager. The advantages are that it allows the incumbent to describe tasks and duties that are not observable. The disadvantage is the candidate can exaggerate or omit tasks and duties. The interviewer must be skilled and ask the proper questions.
The Structured Questionnaire method uses a standardized ...
what creates employee engagment ? What are the factor for causing disengagment underperformance and finally attrition. This burning issue is addressed by Dr Wilfred Monteiro HRD guru to India's leading business houses
Performance rating is the step in the work measurement in which the analyst observes the worker's performance and records a value representing that performance relative to the analyst's concept of standard performance.
Modern Performance Management Whitepaper - PaylocityRyan Detillier
Today’s engaged workforce expects constant, real-time feedback on their performance. Is your company equipped for a new way of managing performance? Keep your employees engaged and understand how performance management can improve retention. Paylocity’s new whitepaper identifies new trends in performance discussions and tools. In this whitepaper you will find:
• Where performance management has come from and the direction in which it is heading
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The sample material covers the followings topics.
Introduction
Overview of performance appraisal
Necessity of Performance Appraisal
Pitfalls of Performance Appraisal System
Practice of Self-evaluation
Traditional Methods of Performance Appraisal
Modern Methods of Performance Appraisal
Factors affecting performance appraisal
Responsibility of the Appraiser
Get complete details on: http://www.vskills.in/certification/Human-Resources/Certified-Performance-Appraisal-Manager
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Running Head Talent Acquisition and ManagementTalent Acquisitio.docxtoltonkendal
Running Head: Talent Acquisition and Management
Talent Acquisition and Management
TALENT ACQUISTION AND MANAGEMENT
Name:
Instructor:
Course Title:
Date:
Talent Management Plan
For an organization, the employees are usually the most valuable asset. They therefore ought to be managed in a manner that encourages them to be more productive and more loyal to the organization. There are many means of managing talents and therefore most organizations often get up overwhelmed (Berger, 2010). A talent management system ensures that an organization has the necessary professionals with the required requirements for specific posts. This guarantees that an organization is able to meet their current as well as their future business objectives.
The first step in coming up with an effective talent management plan is to identify the goals of an organization as well as its drivers. Customer service is an integral aspect of any business as it is the image of an organization to its clientele. The organization’s talent management plan focuses on the strengthening of the customer service department. The organization has been focusing on coordinating the training of the customer service department and their competencies to ensure that they sufficiently support the functionality of the organization. The organization ensures that they identify the relevant courses that the department should undertake have been identified. On identification, the courses should be undertaken within a given timeframe (Berger, 2010). The courses should be done be the entire department as well as all the mangers in charge of customer support. The courses are sent to each individual through email and the relevant personnel are expected to give monthly feedback on the relevance and effectiveness of the programs. Similarly quarterly updates are provided by the managers on the rate of completion of the customer service scheduled courses by the staff.
Performance appraisal
The current performance appraisal requires that the supervisor gives to the employee undergoing the appraisal a form which they should fill and return it within the shortest time possible. Upon receipt of the form, the supervisor ought to fill the supervisor’s section and hand it back to the human resource manager. The appraisal is made up of two key sections, the personal competencies and the social competencies. In the personal competencies section, the appraisal focuses on self-motivation, self-regulation and self-awareness while on the social competencies section, it focuses more on social skills and empathy. The current performance appraisal is satisfactory but to make it even better, it should include an extra section that targets the performance of an employee’s key duties. This would require the employee to look at their job description as was required of them during recruitment or promotion. They would then rate themselves on how they have performed each of the duties that were assigned to th ...
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Workplace environment and its impact on employee performance
1. Workplace Environment and its
Impact on Employee Performance
Many managers and supervisors labor under the mistaken impression that the level of
employee performance on the job is proportional to the size of the employee’s pay packet.
Although this may be true in a minority of cases, numerous employee surveys have shown by
and large this to be untrue. In fact, salary increases and bonuses for performance, in many
instances, have a very limited short-term effect. The extra money soon comes to be regarded
not as an incentive but as an "entitlement".
There are other factors that when combined provide a more powerful determinant of employee
performance. When these other factors are missing or diluted, the employee does come to work
only for a paycheck. In this case, the employee is present at work in body only, leaving their
mind outside the gate.
It is the quality of the employee’s workplace environment that most impacts on their level of
motivation and subsequent performance. How well they engage with the organisation,
especially with their immediate environment, influences to a great extent their error rate, level of
innovation and collaboration with other employees, absenteeism and, ultimately, how long they
stay in the job. Many studies have revealed that most employees leave their organisation
because of the relationship with their immediate supervisor or manager.
So, what are the workplace environment factors that need to be taken into consideration by any
serious manager? Described below are the key factors and how each can be utilised by
supervisors and managers to boost performance.
Workplace Performance
Factors
Goal-setting
Involve employees in setting meaningful goals and performance measures for their work. This
can be done informally between the employee and their immediate supervisor or as part of an
organisation’s formal performance management process. The key here is that each employee
2. is actively engaged in the goal-setting process and takes ownership of the final agreed goals
and measures.
Performance feedback
Regularly feed back to employees information on how they are performing. This should consist
of both positive feedback on what the employee is doing right as well as feedback on what
requires improvement. The feedback needs to be as objective as possible and delivered with
the appropriate interpersonal and conflict resolution skills. It can be a mix of both informal
feedback and feedback delivered as part of a formal performance management cycle.
Role congruity
Work to ensure that the role that the employee is required to perform is consistent with their
expectations on joining the organisation and any subsequent training. The organisation’s role
expectations are typically reflected in formal documents, such as Job Descriptions and Role
Specifications. These expectations should be consistent with tasks allocated by the employee’s
immediate supervisor.
Defined processes
Many errors, defects and customer complaints are the result of poor process management.
Constrain the variability of how work is actually performed through documenting processes and
communicating such expectations to employees. Verify on a regular or random basis that the
work is actually performed in the way required. Along with goal setting, getting employees to
help define and improve processes is a powerful opportunity for engagement.
Workplace incentives
Determine what motivates your employees in particular and set up formal and informal
structures for rewarding employees that behave in the way required. Rewards may consist of a
mix of internal rewards, such as challenging assignments, and external rewards, such as higher
compensation and peer recognition.
Supervisor support
Act as advocates for employees, gathering and distributing the resources needed by them in
order for them to be able to do a good job. Immediate supervisors and managers need to
display the interpersonal skills required to engage employees and enhance their selfconfidence. This includes providing positive encouragement for a job well done.
Mentoring/coaching
Make available to employees skilled and respected people to help them perform better in their
current role and to assist them develop further into a future role. Mentors and coaches may be
internal to an organisation or external. Either way, they will need to possess the necessary
facilitation skills to assist employees apply existing sills and develop new skills.
Resource availability
3. The vast majority of employees take pride in their work and try hard to do a
good job. Make sure that individual workloads and organisational systems
and processes do not hinder employees from applying established skills or
from practicing newly learned skills. Adequate time and material resources
need to be available to enable them to perform to the best of their ability.
Make their work easier and help minimise error rates and customer
dissatisfaction by supplying job aids. These can include templates, guides,
models and checklists.
Money is not a sufficient motivator in encouraging the superior workplace performance required
in today’s competitive business environment. Managers and supervisors will need to be
comfortable with working with the whole gamut of workplace factors that influence employee
motivation. Skills required include the ability to engage employees in mutual goal setting, clarify
role expectations and provide regular performance back. Time and energy will also need to be
given to providing relevant performance incentives, managing processes, providing adequate
resources and workplace coaching. Last but not least, to drive their organisations to peak
performance managers and supervisors must put out front the human face of their organisation.
Paramount here is the human-to-human interaction through providing individualised support
and encouragement to each and every employee.