Welcome to Scribd, the world's digital library. Read, publish, and share books and documents. See more
P. 1
My Project Final New.1

My Project Final New.1

Ratings: (0)|Views: 74 |Likes:
Published by maxminfast

More info:

Published by: maxminfast on Jan 05, 2011
Copyright:Attribution Non-commercial

Availability:

Read on Scribd mobile: iPhone, iPad and Android.
download as DOC, PDF, TXT or read online from Scribd
See more
See less

01/12/2014

pdf

text

original

 
INTRODUCTIONHuman Resource Management:
The Human Resources Management (HRM) function includes avariety of activities, and key among them is deciding what staffing needsyou have and whether to use independent contractors or hire employeesto fill these needs, recruiting and training the best employees, ensuringthey are high performers, dealing with performance issues, and ensuringyour personnel and management practices conform to various regulations.Activities also include managing your approach to employee benefits andcompensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activitiesthemselves because they can't yet afford part- or full-time help. However,they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policiesare often in the form of employee manuals, which all employees have. Note that some people distinguish a difference between HRM (amajor management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining thatHRD includes the broader range of activities to develop personnel insideof organizations, e.g., career development, training, organizationdevelopment, etc.There is a long-standing argument about where HR-relatedfunctions should be organized into large organizations, eg, "should HR bein the Organization Development department or the other way around?"
1
 
The HRM function and HRD profession have undergonetremendous change over the past 20-30 years. Many years ago, largeorganizations looked to the "Personnel Department," mostly to managethe paperwork around hiring and paying people. More recently,organizations consider the "HR Department" as playing a major role instaffing, training and helping to manage people so that people and theorganization are performing at maximum capability in a highly fulfillingmanner.Recently, the phrase "talent management" is being used to refer theactivities to attract, develop and retain employees. Some people andorganizations use the phrase to refer especially to talented and/or high- potential employees. The phrase often is used interchangeably with thefield of Human Resource Management -- although as the field of talentmanagement matures, it's very likely there will be an increasing number of people who will strongly disagree about the interchange of these fields.For now, this Library uses the phrases interchangeably.
Performance Appraisal:
Simply put, it is the observation and evaluation of a schoolemployee’s work behavior and accomplishments for the purpose of making decisions about the staff member. These decisions may includewage, salary, and benefit determinations; promotion, demotion, transfer,or termination actions; and coaching and counseling, training, or career development options. 
2
 
There are three basic functions of an effective performance appraisal:1. To provide adequate feedback to staff members on their performance2. To serve as an opportunity to communicate face-to-face modificationsor changes to existing performance objectives3. To provide data to administrators so they can evaluate a staff member and judge future job assignments and compensationThe notion of performance appraisal has become an almostuniversally accepted fact of life in most organizations. It often serves asthe basis for other human resource systems, such as salary management,career development, and selection processes. Because of all of these usesfor the performance appraisal process, it is increasingly important thatschool leaders more than ever need to improve their managerial andsupervisory skills in such areas as creating individual performancestandards, getting employee commitment to performance standards, andconducting interim and end-of-year performance appraisal meetings.Finally, the report is rounded up by presenting a case studyThe report is made useful for readers by incorporating Suggestions andRecommendations for all concerned on how to make a grand success of appraisal system followed by their organizations.Few blank formats of different appraisal methods and processeshave been included as in the report to show how today’s successfulorganizations are trying to assess and evaluate their employee performance.
3

Activity (2)

You've already reviewed this. Edit your review.
1 thousand reads
1 hundred reads

You're Reading a Free Preview

Download
/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->