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38126286 Notes on Human Resource Management on Almost Every Topics

38126286 Notes on Human Resource Management on Almost Every Topics

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Published by Jeeta Sarkar

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Categories:Types, Research
Published by: Jeeta Sarkar on Apr 29, 2011
Copyright:Attribution Non-commercial

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06/23/2013

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1.
 
PERFORMANCE APPRAISAL
 2
.
 
G
REIVANCE 
3
.
 
D
ISCIPLINE 
4
.
 
RECURITMENT 
5
.
 
SELECTION 
6
.
 
CAREER PLANNIN
G
AN
D
 
D
EVELOPMENT 
7
.
 
EMPLOYEE TRAININ
G
 
8
.
 
COLLECTIVE BAR 
G
AININ
G
 
9
.
 
IN
D
USTRIAL CONFLICTS 
10.
 
PROMOTION
,
 
TRANSFER 
,
 
D
EMOTION 
11.
 
PARTICIPATIVE MANA
G
EMENT 
 
 
PERFORMANCE
 
APPRAISAL
 
MEANIN
G
OF PERFORMANCE APPRAISAL performance appraisal may be understood as the assessment of individual¶s performance in a systematic way, the performance being measured against factorssuch as job knowledge, quality and quantity output, initiative, leadership abilities,supervision, dependability, co-operation, judgment, versatility, health and the like.Assessment should be confined to past performance alone. Potentials of the employeefor future performance must also be assessed.Performance appraisal is a method of evaluating the behavior of employees in thework spot, normally including both the quantitative and qualitative aspect of job performance. Performances here refer to the degree of accomplishment of the tasksthat make up an individual¶s job. It indicates how well an individual is fulfilling the job demands. Often the term is confused with effort, but performance is alwaysmeasured in terms of result and not efforts.A formal definition of performance appraisal is ³it is the systematic evaluation of theindividual with respect to his or her performance on the job and his or her potentialfor development.´FEATURES OF PERFORMANCE APPRAISALPerformance appraisal is the systematic description of an employee¶s job relevantstrengths and weaknesses.The basic purpose is to find out how well the employee is performing the job andestablish a plan of improvement.Appraisals are arranged periodically according to a definite plan.Performance appraisal is not job evaluation. It refers to how well someone is doingthe assigned job. Job evaluation determines how much a job is worth to theorganization and there for, what range of pay should be assigned to the job.
 
 Performance appraisal is a continuous process in every large scale organization.PROCESS OF PERFORMANCE APPRAISALPerformance appraisal is planned, developed and implemented through a series of steps:1) Establish Performance Standards.Appraisal systems require performance standards, which serve as benchmarks againstwhich performance is measured. In order to be useful, standards should relate to thedesired results of each job. Appraisals must have a clear- cut criteria. Performancestandards must be both to the appraiser and the appraise. The performance standardsof goals must be developed after a thorough analysis of the job.
G
oals must be writtendown. They must be measurable within certain time and cost considerations.ESTABLISHIN
G
PERFORMANCESTAN
D
AR 
D
 CONNUNICATION OFPERFORMANCE STAN
D
AR 
D
SMEASUREMENT OF ACTUALPERFORMANCECOMPARISON OF ACTUALPERFORMANCE WITH THESTAN
D
AR 
D
SFOLLOW UP ACTIONS

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