Hrm Performance Appraisal

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MBA International Business

Human Resource Management
M11HRM

Coursework

‘Performance Appraisal’

Literature Review: Human Resource
Mohan V. Jadhav
ISITECH BUSINESS College
Cyber city, Ebene, Mauritius e-mail: jadhav@isitechbs.com

Word Count Excluding References: 3,267

INDEX:-

TOPIC PAGE NUMBER

1. INTRODUCTION…………………………………………………………..3 2. Performance appraisal……………………………………………………....4 3. Modern appraisals…...…………………………………………..………….5 4. Aims ……………………………….……………………………………….5 5. Performance management……..……………………………………………6 6. The Appraisal method………………………………………………………6 7. The purpose of appraising performance..…………………………………...6 8. Pre-request for effective & successful performance appraisal..…….………7 9. Performance appraisal in Marriott International ……………………...…....8 10. Transparency, Consistency & Equity...……………………………….…..10 11. Feedback……………...……………………………………………….….10 12. 360° appraisal……………………………………………………….……11 13. Conclusion………………………………...………………………….…..12 14. Recommendation…………………………..………………………….….13 15. Acknowledgement……………………..…………………………….…...14 16. References…………………….……………………………………….….15

ABSTRECT:-

The literature review explains the background to the development of performance and its measurement within the public sector. It includes a close analysis of thinking on performance appraisal. It concludes that performance appraisal will greatly benefit organizations; however appears to not be delivering in many cases. A conceptual model is developed to frame the empirical analysis. The organization incorporates a new vision, and strong business designing processes are introduced. However, there is a requirement to enhance performance management through a new performance appraisal system. The importance of the performance management practice is to market desired employees outcomes

Keywords: Performance management, Performance appraisal, Consistency, Equity, Transparency, Feedback.

INTRODUCTION-

In line with Edwin Flippo HRM as” designing, organizing, directing, controlling of procurement, development, compensation, integration , maintenance and separation of human resources to the top that individual, organizational and social objectives are achieved”(Flippo 1984).

HRM refers a procedure by that they determine the quantity of job vacant, whether or not the corporate has less or a lot of workers. Once designing HRM offers detail clarification regarding job within the company and based mostly on this things company offers advertisement in News paper etc. Based on the advertisement variety of applications are received once the advertisement. Interviews are conducted and also the right employee is chosen. Once staff the workers are selected an induction method is happened as soon as potential and in induction method employees are informed regarding the history of the corporate, culture, values and work ethics. Each employee has got to go underneath coaching program that facilitates him or her to place a more robust performance on the work. Once the worker complete one year of service once his or her performance appraisal is conducted by HR department and also the based mostly on the performance of employee promotion, incentives, and increments are set. Motivation, welfare health and safety is additionally handled by HR department and this is often vital to take care of the quantity of employee. Main vital space that is handled by HRM is maintain relation ship with union members from preventing strikes and guarantees sleek operating within the company (Gupta 2001).

By making positive perspective among employees facilitates company to realize its objective and help to scale...
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