hrm notes (on almost every topics).doc - 1 PERFORMANCE APPRAISAL 2 GREIVANCE 3 DISCIPLINE 4 RECURITMENT 5 SELECTION 6 CAREER PLANNING AND DEVELOPMENT 7

hrm notes (on almost every topics).doc - 1 PERFORMANCE...

This preview shows page 1 - 5 out of 118 pages.

1. PERFORMANCE APPRAISAL 2. GREIVANCE 3. DISCIPLINE 4. RECURITMENT 5. SELECTION 6. CAREER PLANNING AND DEVELOPMENT 7. EMPLOYEE TRAINING 8. COLLECTIVE BARGAINING 9. INDUSTRIAL CONFLICTS 10. PROMOTION , TRANSFER , DEMOTION 11. PARTICIPATIVE MANAGEMENT
Image of page 1
PERFORMANCE APPRAISAL MEANING OF PERFORMANCE APPRAISAL performance appraisal may be understood as the assessment of individual’s performance in a systematic way, the performance being measured against factors such 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 employee for future performance must also be assessed. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspect of job performance. Performances here refer 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. Often the term is confused with effort, but performance is always measured in terms of result and not efforts. A formal definition of performance appraisal is “it is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development.” FEATURES OF PERFORMANCE APPRAISAL Performance appraisal is the systematic description of an employee’s job relevant strengths and weaknesses. The basic purpose is to find out how well the employee is performing the job and establish 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 doing the assigned job. Job evaluation determines how much a job is worth to the organization and there for, what range of pay should be assigned to the job.
Image of page 2
Performance appraisal is a continuous process in every large scale organization. PROCESS OF PERFORMANCE APPRAISAL Performance appraisal is planned, developed and implemented through a series of steps: 1) Establish Performance Standards. Appraisal systems require performance standards, which serve as benchmarks against which performance is measured. In order to be useful, standards should relate to the desired results of each job. Appraisals must have a clear- cut criteria. Performance standards must be both to the appraiser and the appraise. The performance standards of goals must be developed after a thorough analysis of the job. Goals must be written down. They must be measurable within certain time and cost considerations. ESTABLISHING PERFORMANCE STANDARD CONNUNICATION OF PERFORMANCE STANDARDS MEASUREMENT OF ACTUAL PERFORMANCE COMPARISON OF ACTUAL PERFORMANCE WITH THE STANDARDS FOLLOW UP ACTIONS
Image of page 3
2) Communicate the Standards.
Image of page 4
Image of page 5

You've reached the end of your free preview.

Want to read all 118 pages?

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture