Different terms are use to denote human resource management. They are labor management, labor administration, labor management relations, employee employer relations, industrial relations, personnel administration, personnel management, human asset management, human resource management and other. These terms can be differentiated widely; the basic nature of distinction lies in the scope or coverage and the evolutionary state. In simple terms, human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organization requirements. HRM is related to the determination of personnel needs in the organization. The organization may also have to undertake recruiting, selection and training process. HRM also includes the inventory of present man power in the organization. In case sufficient number persons are not available in the organization then external sources are also identified for employing them. HRM lays emphasis on better working condition and is also known as personnel management. The subject matter of HRM is human being i.e., employees of the organization. It is that part of management process which is concerned with the effective utilization of the labor resources of the organization. Human labor has always been a significant factor of production. The proper use of production depends upon the wishes of the human resource of the organization.
[...] Yet at its most basic level, performance appraisal is the process of examining and evaluating the performance of an individual. Though organizations have a clear right - some would say a duty - to conduct such evaluations of performance, many still recoil from the idea. To them, the explicit process of judgment can be dehumanizing and demoralizing and a source of anxiety and distress to employees. It is been said by some that appraisal cannot serve the needs of evaluation and development at the same time; it must be one or the other. [...]
[...] Designing an Appraisal System Brown (1989) offers that the following questions be addressed when designing an appraisal system: Is the chief student affairs officer committed to performance appraisal? Are staff members involved in determining the appraisal criteria and standards? Are the organizational goals of student affairs and subunits integrated into the appraisal plan? Are staff members involved in planning and implementation of the appraisal process? Is the appraisal process congruent with the organizational climate and the management style of the administrators? [...]
[...] Self assessment is an indispensable part of 360 degree appraisals and therefore 360 degree Performance appraisal have high employee involvement and also have the strongest impact on behavior and performance. It provides a "360-degree review" of the employees' performance and is considered to be one of the most credible performance appraisal methods degree appraisal is also a powerful developmental tool because when conducted at regular intervals (say yearly) it helps to keep a track of the changes others' perceptions about the employees. [...]
[...] Examining the present Performance Appraisal system in the company and its implement activities To study the effect of Performance Appraisal system on different demographic variables like training and development, career development, individual performance and behavior of employees working in unique inflatables ltd To study the satisfaction level of the employee's towards the appraisal system in the organization To identify the area of improvement and suggest specific corrective measures. RESEARCH METHODOLOGY Research Tools The tools that will be used in the proposed study include: - 1. [...]
[...] PURPOSES OF PERFORMANCE APPRAISAL IMPORTANCE OF PERFORMANCE APPRAISAL Performance appraisal is an important tool of personnel management since it reflects an evaluate judgment of the traits, characteristics as well as the work performance of the employees on their jobs. It facilitates the accomplishment of individual and group/organizational objective. Performance appraisal plans is also of great significance in the areas of training and development, compensation, handling grievances and disciplinary cases. An important value of an appraisal plan lays in its informative nature that is the ability to provide objective data on job performance and role expectation. [...]
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