"My primary objectives are to enhance BT customers’ satisfaction and to grow BT’s business.” Ben Verwaayen © BT Group 2002 BT’s new CEO‚ Ben Verwaayen‚ is placing major emphasis on enhancing customer satisfaction. This presentation demonstrates the extent to which corporate social responsibility contributes to customer satisfaction in BT. It builds on the work described in Enlightened Values and undertaken by BT Retail. This is also available for download from the Better World site: www.bt
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PROJECT APPRAISAL / CREDIT APPRAISAL Project / Credit appraisal is a skill which has to be acquired by study and supplemented by practice. Intuitive guess work has little place in appraising the credit rating or credit needs of a corporate unit. The credit managers of banks and Non Banking Finance Companies (NBFCs) are duty bound to accept or reject a proposal on the basis of its viability or non - viability. TECHNIQUES USED IN CREDIT APPRAISAL A. BY THE BANKS OR FINANCIAL INSTITUTIONS. B.
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Performance Appraisals: Advantages and Disadvantages BUS303: Human Resources Management Instructor: Rhonda Bunce 8/13/12 When doing anything meaningful‚ humans have a natural desire to know how they are performing. In particular‚ if they are doing a job‚ they need to know if they are doing horrible‚ great‚ or somewhere in between. One of the best potential ways of providing this feedback is through the use of performance appraisals. By definition‚ “performance appraisal is the process through
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Performance Appraisal Performance appraisal is widely conducted in organizations as they concerned about employees’ performance. (DeNisi‚2000) defines performance appraisal as “the system whereby an organization assigns some “score” to indicate the level of performance of a target person or group”. It is the process of evaluating the overall employee efficiency and the development in performance. Performance appraisal assesses the actual level of worker performance as well as understands the employee’s
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CONTENTS Introduction…………………………………………………………………….………2 Define Capital Investment Appraisal…………………………….………………….…2 Discounted cash flow methods……….………………………….………………….…4 Explanation of NPV…………………… ...................................................................…4 Explanation of IRR…………….……………………….…….……..…………………5 Advantages and disadvantages...……..……………………………………….……….5 Project calculations.....................................................
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INTRODUCTION Performance appraisal has been one of the most-debated management practices for several decades. It has generated a wide variety of viewpoints. There are those who see performance appraisal as making an important contribution to human resource management‚ in that organizations require systematic information on how well employees are performing in their jobs as a key element in ensuring that human resources are used as effectively as possible. Employees at all levels experience a need
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PERFORMANCE APPRAISALS (Full Details) Definition 1: Systematic Evaluation “It is a systematic evaluation of an individual with respect to performance on the job and individual’s potential for development.” Definition 2: Formal System‚ Reasons and Measures of future performance “It is formal‚ structured system of measuring‚ evaluating job related behaviors and outcomes to discover reasons of performance and how to perform effectively in future so that employee‚ organization and society
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Performance Appraisal Nearly all organizations seek to monitor the job performance of their members through an evaluation system. Employees who perform their jobs well are usually rewarded and those who do not are penalized. Although all organizations have adopted methods for personnel appraisal‚ their effectiveness is still a matter of dispute. Performance appraisal may be measured by quantitative and qualitative aspects of the job performance‚ against such factors
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Performance Appraisal Any procedure that involves: 1. Setting work standards 2. Assessing the employee’s actual performance Relative to those standards: 3. Providing feedback to the employee with the aim of motivating him or her to eliminate performance deficiencies or to contribute and continue to perform above par Why Assess/Appraise Performance? 1. To provide feedback about strengths and weaknesses 2. To distinguish between individuals in allocating rewards 3. To evaluate and profile
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Introduction Performance appraisal or merit rating is the process of evaluating the performance and the qualifications of the employees in terms of the recruitments of the job‚ for which he is employed‚ for purposes of the administration‚ placement‚ selection for promotion‚ providing financial rewards and other actions which required differential treatment among the members of a group as distinguished from actions affecting all members equally. So it is the process of measuring quantitatively and
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