• Project Report
    . Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, etc. Provide the opportunity for organizational diagnosis and development. Facilitate communication between employee and administrator. Validate selection techniques and human resource policies to meet federal...
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  • Biochem
    may vary appreciably among individuals, ethnic populations, cultures, and countries (19). Moreover, our understanding of the differences and commonalities between objective and subjective SEP indicators conPsychosomatic Medicine 72:450 – 461 (2010) tinues to evolve—particularly with respect to how...
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  • Performance Appraisal
    developments in HRD indicate that Performance Appraisal is the basis for employee development. Performance Appraisal indicates the level of desired performance level and actual performance and the gape between these two. This gap should be bridged through training, counseling and motivation etc. In...
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  • Human Resources
    /Task Analyses – compare requirements of jobs with KSA’s of employees  Individual Analyses – focus on individuals and how they perform their jobs.  Establish training objectives & priorities – through “Gap Analysis” (distance between where an organization is with its employee capabilities and...
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  • Marketing
    enrollment No. EIILMU/08/F01270 of IILM Business School, Hyderabad has successfully completed the practical training in our company during the period from 1st June 2009 to 31st Aug 2009. The objective of the assignment was “The Performance Appraisal System Of HDFC Standard Life Insurance Company...
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  • Summary of Service Managment
    , reliability, responsiveness, assurance, empathy. • For each of the attributes/dimensions SERVQUAL measures : the service expectations of customers and their perceptions of the service received. • The difference between those two measurements is assessed and used as an indication of...
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  • Performance Appraisal
    systematic and objective way of judging the relative worth or ability of an employee in performing his task .Performance appraisal helps to identify those who are performing their assigned tasks well and those who are not and the reasons for such performance . Differentiating between individuals is easy...
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  • Organizational Merger
    ownership (American Heritage, n.d.). Also known as takeovers, mergers may be friendly or hostile. It is widely recognized that cultural differences between the partners of a merger can be one of the most common reasons for failure. This may happen during pre-merger negotiations or during post-merger...
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  • Hr Strategies
    people who work for different supervisors, individual statements, ratings, or appraisal forms are not particularly useful. Instead, it is necessary to recognize that comparisons involve an overall subjective judgment to which a host of additional facts and impressions must somehow be added. There is no...
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  • Assignment on Hrm
    most likely to be accepted when it comes from a credible source or if it's objective in form. Subjective impressions carry weight only when they come from a person with high status and credibility. This suggests that negative feedback that's supported by hard data? Numbers, specific examples, and the...
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  • How Can Hrd Address Performance Appraisal Bias?
    those efforts. (Bruce 2005) Appropriate Use The performance results section of an appraisal must be objective by insisting that the employee’s goals be both demonstrable and measurable. The objectivity minimizes the influence of the manager’s subjective opinion of the employee’s...
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  • Performance Appraisal
    their abilities and their aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people. Performance appraisals of Employees are necessary to understand each employee’s abilities, competencies and relative merit and worth...
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  • Performance Mangement
    and contrast testing methods for job selection. . Interviews are still the most widely used selection tool by far, despite the fact that they are typically unreliable, invalid and subjective. Personnel selection interviews take a variety of forms but are essentially a conversation between a...
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  • Effects of Hr Practices on Organizational Performance
    prior studies that subjective measurement associate well with objective measures of organization’s performance (Geringer & Hebert, 1991; Powell, 1992). Wall et al. (2004) found that self-reported data is related to limited biases. The researchers have investigated empirically the effects of HRM...
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  • assignment
    originate from specific physical needs such as eating, sleeping or resting, and sex. Motivation is an inner drive to behave or act in a certain manner. "It's the difference between waking up before dawn to pound the pavement and lazing around the house all day." These inner conditions such as wishes...
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  • Performance Appraisal
    * Customizable company performance appraisal form available online with ratings, objectives, performance against objectives, areas for improvement, and a development plan. * Online capability to record employee performance through performance notes. * Capability to import previous...
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  • Performance Appraisal
    description of an employee’s job relevant strengths and weaknesses.” Objective of Performance Appraisal The performance appraisal process may vary among organizations, but the main objective is generally to meet or exceed organizational objectives by improving individual performance . The main...
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  • Performance Appraisal System in Hdfc Bank
    them. For objectives to be useful, it’s often said they should be SMART. * Specific. * Measurable. * Achievable (Occasionally agreed between the line manager & employee). * Result oriented. * Time framed (with asset date for competition). Need for performance appraisal...
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  • Merit Pay at Carroll University - Winners Take All
    merit pay can be moved to another classification. Such a transfer would require documentation as to why the incumbents failed to qualify for a merit increase. To initiate the increases, each employee must complete a self-appraisal on a standardized form, noting the accomplishments, service and...
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  • Research Proposals
    benefits are far greater than the risks. Several researchers have “raised persuasive doubts about the causal distance between an HR input and such output based on financial performance. Strong evidence exist in prior studies that subjective measurement associate well with objective measures of...
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