a me Aosnee Yeo SUN ExpluaN in detail the Tron methods nethookS ofP= thee job Methocls, on the= job- Method S ~\Ves tibwe eroanivy db yorodion - cooch" - Role playing = Fob insvaw — Lecture metho = Nw arrough - yen (& ol saep-Py- SUP: i piecussion . ~ Goenminter ASSIgMenend - Prospomened are} Fg: FaIny qynetbools on-athejole_ meshons \eo known as job NStrucion tune rTrs pe of aos 1 0 ; Sak th) Sens commaniy seo cnvth od duo) #S placed on a nequied onded this eneghod , ehe snebV' | job ond oie he S'S necessany 40 perform |tre3 Ob. der the superwiston and oe 0 guowshed woke? 0 gngttuctoy- an+y byob sotosion THis otodion “This type an ene Sat ake an Pe of lone wrwoles “the moven. ae monee rom on™ ob 40 another. @ trainee secerves job ae arab & gans expetiene Suoemot of VaNeyY eo of the 4 from WS ARrerd job asygnenerss 8) Koochi 1-The aoanee iS ploced under a pacr tow oo eANTSoT who unetions = as O coach in 470dnin the yndividual. t Supervisor provi he aeeanee on the perfownon® ond offers hi) Some sus gestions Por qmpiovemet. { agodnee@ shares Sone of th e dwies and at loRyen tne Inecporsibiiti&S ok the coven & nekenes hin of his purden. ay (0b gnsyauction’ “TNS qnerod i a6 Kermwon AS Anning aS method » the ayaine? ariquyhn Ste? bs Stee» und) ae ar oinee adhe utr of going the jobs, exp ans +6 job krowledy @ a, skills B ates hn 40 olp the jobs. esy Commitee ASST. amends, Onder the ornmi tee oct group of, Ascei one gnen and agkech EO Solve yy oguo) OF anigeetonad problem, The arroumees soe ano. obienn > joins 2 gevelops teem we mentEN: a rae under ans met anced Sane oe Sey ; : ripe tyanee s. peredeth Prom he job ae 4 iS sete: ; jon” Pe 3 i 4 ocusedl upon lesining the mnodeniod Teleded +o Kis ftvve job perdrmance, +-Sy ahs neh ackuc work e@nditions eviol , Riles & b performance \) aS Nestle Toni one & pre Simutoded™ in o class Cguaspment which arte used in agual j2 aly uted in ttaainin , ry0oM - mod ‘ove oS le . ey Irate ployirg 94 ve gepined oS O merrod rumen interadio |-dhod eraggWes, realistic eho our 37 imagine giqucdion. te aadstioncd cund diveck the mnodenial @ \eout? ny. Tne yA OE TUATT organises wy the Form oh ryt Legere yahoo Wh ok gacanees enestod Of inact & gines ‘10 0 pomp Holk Ric eresthod involves a ee eae exy{Connfeerent & or Discussion we rE peopl coho pose deos, exarane 4 shore Pag $ ' csurnprions 4 d100 cpnvusions oof end of wee performance, , eneghodd os yoecome popula eservedl 1 O unit’. These oye complex ldeos a dodo est O cpaibase 0 ane wpe J drageetacions TS f 6 cuh\ed noe to Be \eosineh iS |serses corsefuny pinned cequersioh janes one orrtoryed Prom gamle 40. I Hyena s 4 sasanuichion - 1 wrth apyfPreprio mev4 Execusive Developm helps mo.ngd 40 pandle janney aie yn SActess wy : | | | | deveog ory | isttuagions. S01 soi sialls. Gg ERIN the tern in briep “Executive Development" 4 Mon agen) Development a andi as an ongoing process tho . a > and abilities eas gin Jenowledlg@ steilts on ia cumed Situed ion “1% more ajuceck bo handle Pusu? chadenges . \ is £0 ne purpose o execukve deve mend HIM p ij * yo new anol 14 A hit osdvude | nanpien Geta & problem sa lh BnpFOVE they ont origadiono) : Tend repose oT ee qodend: arwentoy 4 c-yetusive MONPOWeT. aout (tO. | - peed of execudtye Development in HRM | tJ (Monogeriah Betelopmerd s- manag Yn whith manogeys wor leng ond improve skails for mmproving the p fi uxil aS organtsedton ThE effect “ork .g the sucess 4 ey ovepefsedion . arial developmenr 1S a proces process on dtPPerena levels Lear) andy abilita s copabt ity. knawlecld e.g erdyrrmance of ancktvidual” ag weness of managers ad buds a lor +6 sonne | Spec jolt meas in HRM Garrats geveropmert pry? vy ath@ methods of Performan le appraisals.NK Chl of be prrene appease. y Lerodttiqnal tehods ‘ ‘ Vv ‘ an scales Modem Methools Gouph Ay ~ Behaviounally prehoveok, — Rank! mexhool. = Pairecl” Comparison meshock ~ Fortec pisenbudion wiethock _ pssessernens Cerr7e, = cheek list Mehools an pesouTle AcCour ny Roding. scales. Fe in — Hun : wags ee © panagemertt oy Objectives, Foited choice meet Psychological Appre'sors = Essay ov eIee FOIM Approisal, - Gaoup pppralsar. - coriersio} Reports avlqradstorah methools ok Cxraphic Rati scale, Graphic aoa scale S corryoare indsviduod perforce +0 an absolwse stanciard. plethod ‘onder thi $ medhock 1 the empbyees c7e orn best to worst on gome chara OriStis, ok Rankin’ aoree yi whoo: : TRS metho is qerodivelly . ser Yarles He sk Praieck comporriso simple, ondey HHS amethocks “He Opprred employees by compoctng- one emplayee with all othe7 jem ees wn the qt one ot a time keoted qietmbuxion plethodk He pod kT md eengloyees od the higher oy ok the lowed en jundey +4 corr key rneyrools . ise oneeist piethods TRE Checklist {s ©, Simple veetng eed We | Sn hin the Sunerv’sot 1S giverd o ist ak siouemerds oY joss oveh osked tO cheus cyedemends neprseritng sive pee th WS gop the scolle 6.a. Chonaclensns and eae nC eo ach crplagee a iS Simple cheeks Si St Methoct. poghate cheeky ental, sere cecl choice Mthcc. wiodern Mehool’. o& Behavioural Anchored Rodi compnes elements of the 4 critical inciclett merhooS. OS: critical inciclervs— effective 4 nef ect describedt move objectively. Le pssesement Cerane:- 24 7S O system a7 ongonsseai where cassessement of severak indaviduods ont Vorious expevts by using. various te suman Resources Accord") | ure Resoutce Reo | deals with cat o anck vaibudion of Hume Tesourles the gona of nan ogernert by obj okives =” mbo 'S apy [bY +he sup e107 & sub bor dinad e monaye? of an one | ine each incliviclual seatec GarsD 2 Te BARS rnethe acitional raking Scales g ing BARS 15Ob benaviours fom ive behaviors aye +40 cess where mann d joird gy idend! Pa yas © rojo” on eos nop de Q measure eyed Rim 4 os ret * oe “sseating the © gee G ane unt lof a8 yen bers. | F scalyeTnese on® conducted +0 assess He \oai co nu. So’ r ts etna morn proical const 4g etaiben angers oyng aco tests osu Ce “As scugsion’s win rrployee ANY. seasuston 24h aa “gob mresnes © ees ” reve of ovheT gw ebucd lo pane7) vokok cae th egserdtial cl ; Char ackeristi 7 - Appraasal Sysierns 9 explain HIG of On Feave ne i Ga ial chorvarkerishics of 079 ePhewive apprestal e one. Kelear appraisas objeaives. € pccuresde Wad » ancl Reliable Data. K woe dexinedl performance cenikeritk a Less time COnSumig, AR Post Appt cusol yori ew. skMogdh your eel’. ye cleo appraisal olyedtvess-The objectives Y apprveisa) shoud be. Specific. An FPicocious and pest ~ in closs performance Tview System wi Uf away § hove specific appraisal auaribules Ke wna she employer's job ceseriptton ord Reriorle porate AN eppective P& mance : vides consigeend veuai2ter valid clot & appraised system " 4o hap the MO! emend moke sarod He decisions - bk vous defined perforant canbe nt i= efpesive oe, ee isyuern hos sanded 4 top -reaed ape : lopproiseds procedwes along with wool define perfonmrenn Ve A & vlan. soo cannot qede ao ae ob in NS er JO gesiyner bated on o ski y Gece por- perecs dime computing - Effeciive pertowmnan te gained to be exovnmica lest=tiMe ontum ye aun thet? He ustode yO apprisod systems one ‘¢ 0 ge maximum duable BME vengeis. 8R persone need not wbs ony on the monageniad 40s S- =Xp. Qomnsto. eu A st Appraisal wdViko:-A post Op praise Omang Des wtpe As post priced talk” should” be 4 mpluees and immeiai€ superior to efthang Peedtbatk Tis helps the organi zation 40 leon Oboud the © resend GPR CULAIES thE emp leyees Pocing 4 vScovey Seurtadp Araining. Zeredth your aeedgz- An effective penpormance appreisak system wer orrgonizodion - for in sean +1 moss- fancions) vmaatif teams oh system should be zoulored in maski k rrodthes the needs un piganizadion Supports Qu pet ferpee epprais the employee conleing in tepe ow. make wry ahor laan the Ape Such en that lteams a8 nob 5 | Morn orgorsaeaions jane Approwsal > HUPS IAL the pp | | | | | Aapement (> sored orto:4 [Sep 1. Estaplish perPownance aaah [Performonce Standonds ave SU tO ersuIe [especseae lS & Obje Cives § the oTGor ios ce siodegy dy objevivel, pe Standonds at boged on the fo individual. OUNeverers iLO, VOR thon ar | Is lean eryormon'e gbangand s enpormancé & under stood to be ep 2: Comnmunicase In cdey 1 be chfe He , be creorlly communicated standards must wpPed day an indiv’ iduah Be formance Randers assure ad : icompeiersd , so initval 4 covenive trainin Shad be por jindo the genfowmance manosement grocess- bese ahere ag a Speific -Loning pet sock offer whith an jemplo is assumed to be mmpoed 4 perforin +0 [St a cthod Should b@ communicosed OF | ieee 3. Neptone Gey omne ris, we uenenic = e775 eas 7 aaah ‘ mek ness - * aelodive gupnstiy: squokty ui Feosy tO asi ‘ | ee e ere, 0010. OY soft steal Yo exampe : X OF onwent® Ww Ss a corion , aso © getvic® 4 tea dertShP >" ‘7 Corner ‘afew 40 evatuode. amancte Storclorels ig de MOONE oouol pet evforwmnance tO an this seep of the ores avual perdotmane 7S “commponteds to, the fe ee srorclorrols. DOUMendadion shoulel Or ___hghiye avios & veamt-Sinisa _ [Sep 5: Diss ARE OppiaiseT wTE Fhe emp This iS Wy th ; mployee necro @ SUP in the process’ thod if the most cbbicuss for Managers g empl ess alike bik an be emotions g expectations. is stong there can be Cli PPenenig caton. O challenge to manoge sk Even wonen geovPrmante oF pinto on the nett a Step ¢: Bmpement agonnet octlon, Sea saep in ne opproisah process 1S he ohiscussion 1 amplemend 40 a oa SAU: oneword 4 Nn ov mused clevelopmens ondlo — AVAse . a error 101 se cx perifarenan(é pion 0 gorne Sort | Lesrmnincdton. 2 wonkouS methods c | nppraise list th ethod >| & RAINY Scouts * esas) pprcsso * Roney weahook & Poised Commforr'son Fong Ineiderd Men & conficersiod Reports System ke cpedelt Method ak Fidlh RENieL methook se prenegemerd bd, objeuives Lk pseceme Cenk ev bk 360 clegrree pppessed « K cost Ato ered » | nee4 a oY err {icarton ef anoirsr lend ongongoaional needs .- NOME! eS ey fine hroirirty . exp ton the idenatpicasion ae eee is which #5 impordand in CUD aWpAsreaion. fen DefPs- APley onvempioyee is selecsel, plaech & yertoduced in ON OTDAISoaior) elshe MOS be provihec! with trainin! Pocilieies aq order tO odyust $9 the jobs Training 1S the OU OK in Cheo- cine, the knowledge 45K an employee (ov dong 6 gor kculoy Joe: neekS + ayo enaath tre emplorees specifi coxions eoiththe joka veguarens emenct finds deviations beavoeen emplyee's prised specificaatons g she job eveduly- ernenss 4 origonisostoral needl’. ayrarrltty 4 the Seances pressi~ the 67, anisodions ts thet youn ' enigassoro) oo) of mt wrpluenced: PY cr qt iy eae J ord erusous'4 thexy sia ty pressure. Fecrrolegreah pckvoun tess” ongonisaaton) gn onder tO Sodvive ond 10 pe eect a the Ladest aednnoln ey smegarasentons compuaer sedi’ 3 Qudomutioy ensyorssastonad comp lenity : meckanisaon & qudomedion , manufactur ing by produc S 07 dealing In services olners: fieod eres eedereion a opeveaions 4g Yor ious reaions sii (ount~ - pith the emergence 4 inereodseel musiple (roduds " oY ip OVVGEAS Count VE organisegion of most 4 the j companies hos become Complex. 5 aa@ fwhad fs an execu? 8S ar) ExecUiVe Develo; 9 eveloprrend? ta, ered exp 0 ; : Ty aot pies Oppriaches 1 Fecune eee “the > loop? -- . ; ot pr t- Te is On ongoing process thos helps ° ‘Wties tO managers gai knautedge, SHI and ci endl @ cudTertt cituagion iO prove eppiciend meakurec +t handle efudur & challenge ¢d franner 4 JU suctess fel : Piefetera apptoaches Ik coachin' If Job aoiadion Le Uncle stuck A pagets 4 osygnnertt sn executive de \eloprney te ok Lecrures & conPeae? ce & pusmess Gornes € cose suly ok Coaching -- Coaling 3S & process an der which the ance? is i yA plored vrcler ynuth experiences! employ ee ° soles 4he anainee he Supervisor egho 1ngetuas 4 gui dey ~A0~ a uk. Lego ‘voras ion. an employee &S S ified en 00 OF more vores OF eporrornerd’ & netps them goin Lnowledge 4 Cxperence in acy ga Ia ene “2 wes PEON Ye 13 dusinesshf 0, mano, Peonderstudly: A position in he OTmCARON Nora an “he : AKIO MNO {ou i neo (oe becuse eal Acdidemend ("Formato Lifer 4 athe ened Vk i J holder Dk Projects & Ost} jnments:- Employees migh’ be gun sane ef vgs Special prgjeeas 4 assign mers to hole. yee 40 do in- clepth ceseorin ona & preset o yepork thot oalvises O solulion to the problema Ov case. tn hosel. Ie Jochucies t= recav7es OF€ conducech on O porticutor topic of a specialized oniea, work %0 oup peopl. 4 is cridudecd by ON eKpeT gy Learned peruort 2° hos an in-depth” knowledge in thee 9788 édonference:- Conference is 0 meeting Ye 5 Od COmmon -LOPIC a inden tse - eoplé conducled lo chiscas! & Business Groeme’s: > ondea ths methook % execusiv & dtyelopmens » the daranees 01% genes gividlecl ine? orth eUicod giqucd ion shook #8 v fal neary'S & geven O hy a OU Lite guar ion st cose, Hudy specision malting is anery f ast ole ey thock imporks the piopisebl 8g | & 5 tod We extend + e aprrasal 4 explain cise 10 busines mefine perforant ahe vorioul 3 Componend§ it. 7, eataanee pratt ae one af the impornerd pro ceases | Hamnear Yeu ouitzdion function whith IS qeletech 10 the periodse assetsemers “4 employer's JP pevformen ce. eae ae Deanne el ae a reece Srmeet TH can be understoak oO a S the Oc & input x Co > __] input 4 oudpud with the mie-enastisned’ eiioe Go Yooia Objeuives ef the Oyonizadion, Componenas of performance appraisal eyauadion, tre7e ony kind % ae against. 4y[Depne Expertadions:- (7 must be a Sianderd too nn rhe process pefownant GPP? yw ghe Standovd +00! > [Em@ loyers Se eapeckadions o ed lochievech by the employees wi qieosue § Evalucde te An ernplore ta of 14S emnplo' ees & compares them with 4 N lows not only The Process eyoluodiol Tn Yow much work hos been done. underganc whe anue puripose Prcising ie 46 & ak wed 4 ao aerogrize the factors | 40 meosui cited , expededions cao 4 et thot are yeast tO an Stk perioel. ules the PeHoTmasle ane preser cided Pocus On Meatur v7 sar . yapluen ces tne Performance eink COnatibwde £0 motivading them. ee 416pn > Provide Peadback?- Feecbauk vs essentially a process Ww? weve ir) ne employer 4 employee cliscuss possible ways Lo achieve congo go d ope eee 4 eppecrertiy. es aesponsible employer must clay f Record perforinasn€- A pons one wd ‘sg penPornases Post Peeehbatle. ARCOM, EYES Paring the eppe chivennesy af {ecole eto bimlher in measuT ng caval & explain 4 the ameshoolS af geforeronst Ape “y piss hee eeepc eto Ce 16 aka Pp » IIEEES:;«S Explain Coun senting. Iieech amcor uns euliny process yeclives ferretions 7 7 Counselling 'S a meshock of an dleredling 4 hetpin eet Cees peasared 4 ynotioned a Liha cary enploye? vot ene has emo Liana onto ty Se erie eoleh e oly ective 4 aeduting ttSo pee ance 8 meaingoineck oA acleduadl” tevel improveck upon. NT iS yrd@yview\ny the anc nelprny 4o solve His “problems $04 h o-ppreach ems eae d pole cok ero peng courveteot yum) Objectives Provide 0 Opportunity doy the ernplayee oliscuss Kit concerns 4 proboterns. Pruyerodion pensions conP ucts oh nigfher behaviour 4 rvgasons {or sur) un dersta benoviou? ep the employee bo Teale nis porraicu, gp Arn 40 ungersierd NS qanenngns 4 ores {7 developers undersuned ane w0ls environmen. anverpersorad eteivenest grprove HS personal 4 Gurtions ———— ReoTienk BionAg Sart 7 2) " ue Ww unders £0 PR aclopter problems he loner needs 07 sent) Rekvice Clomified Tanleny peleas® of Errotional Tertion Reassuree COUT, codion expoan cliffererd types od coursing process, Ty PSs areave cunsellig-"T she process ystering +0 worth te oat eahad an employee's protien, deciching a ivaring pug ee 10 Shuldbe done 4 reving 4 met do vt. pone cbirective coun seitiag TM rs the process of sleilyally Is¢ering, 10 the emokional problervy an employ ee, course of ackion junc himlhner & clexea man & the ¢ Lo vesawe yas problem. : Heh both coope tokive counseling. © as the process m wwe the ane uncer 4 ders musta, cooeros® *° a ¢ 4ne chud. Ponricigasive qwnsstiny’ Poth dregs 4 no Muods Suffer Ryo \umitadions - aR nae os ure former okie not octepred PG inolepen employee ofe sstoncus & nente is Costly, uted EN nase shit a & nile Path ts bt Vee dae while the counswin ucnionrs ig berusee? nde ud + known aS pod 4A posive cos. JoeVIDE Lensi &izodi on! — THE ensibadion:- This metho Gn be useck to CA tO over comme ovvidare reactions, S , So aS to improve th © emotional weak — Spots. ai CommuniGadion P71 O(eSS. Baieh ly discuss -Panchion ion procest fee pond | ays, | EC" of communicaud 25 | Serdtd! gended S peison a“ Exncoe iY enced aapegol¥es HO gaonstoXor? ai ore : " vi + sam cot of Sqentn's ot gers wh woill C% | neon Yo the Aepare. aon *S ended 0 oO physica sey) megsoge ie Whe athe Inform” io | Bowes was covdech messog \ ‘ jich re message way echouninee ”B gnarneh iw AN cle | vohch d Janvnos 40 Ane cary np poe cob MY used) the earned MGS wpe, neseage +0 $e rece he peter IOS whe enesege y BLONStOAres ia int s coors fa to hm: WYormedion wrodQ@ @® @ ee > °F Peedbork! = Att achact Repent RECRUET ISO PRINT ORO aT of the messag © HS PF, (ea se, x the sender 16 Know whet sume message is ceuttecl meaning heli pow tne AeCEEY eanctertstooch Jeadbode, Fendion | overucdi On | objectives Sought uy or Emouive feeding aneeasing Accep ACUI Of the orgntzasioral Log le Motivedior ampuence seeling commiament £0 orgenizoaione) abjedtives. Snformosion gechnological grueling lod necessareg go. redtonah oleciSions, rs! gaudud 2 cori fut g dudies , acthony accouns pility ASUSS obhferen type o occoursoy meiocls, vy aurora Ot method! |“ Uncle “the paseorical Cost ynedhads the Sam totcus oa Coss aeededch 10 jn vs colcuiastd & {ind gud the value ° ARsasdeS 6 humen gsoud . pes sk pcduistion cose * Leoriniry Cost -any inv NZ ReplacerPrd OS MetAed == pepacenend GH if Hak ON cokich as inconech ON neplacing wine. existing Hunen nejoonte by at tolan tier one = 1-0, human “7eSauI Ce Coysa.b10 4 ender Stmilad Serlces fuswd 2 cog rings Pree Value enerhoo ”. the { a emplonees one egumosel of 2 ae nth uso § is ckigcoarded oF oO discount 19 th of the empl ae evvice eo thé