Performance Appraisal System in Banking Sector

Termination of employment, Training and development, Dismissal (employment)

Lahore School of Economics

Research Methods

Submitted to:
Tamkeen Khan

Submitted by:
Asma Wali
Anum Ameer
Fatima Shahid
Sheema Atta
Section H

Submitted on
1st November, 2010

Table of Contents
Chapter 1: Introduction2
Overview of topic5
Significance Of the study:10
Research objectives:11
Operational Definitions11
Problem statements17
Research Questions and Hypothesis18
Theoretical frameworks21
Chapter 2: Literature review:21
Chapter 3: Methodology30

Chapter 1: Introduction

Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. These human resources responsibilities are generally divided into three major areas of management: staffing, employee compensation, and defining/designing work. Essentially, the purpose of human resource management is to maximize the productivity of an organization by optimizing the effectiveness of its employees. Human resource management is concerned with the development of both individuals and the organization in which they operate. HRM, then, is engaged not only in securing and developing the talents of individual workers, but also in implementing programs that enhance communication and cooperation between those individual workers in order to nurture organizational development. The primary responsibilities associated with human resource management include: job analysis and staffing, organization and utilization of work force, measurement and appraisal of work force performance, implementation of reward systems for employees, professional development of workers, and maintenance of work force. Job analysis consists of determining—often with the help of other company areas—the nature and responsibilities of various employment positions. This can encompass determination of the skills and experiences necessary to adequately perform in a position, identification...
tracking img