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  1. Human resource management
    1. Meaning of Human Resources Management
    2. Importance of Human Resource Management
    3. Definition
    4. Human resources approach
  2. Methodology
    1. Primary data
    2. Secondary data
  3. Performance appraisal
    1. Introduction
    2. Definition
    3. Features of performance appraisal
  4. Review of literature
    1. Need for performance appraisal:
    2. Key elements of performance appraisal
    3. Process of performance appraisal
    4. Who will appraise?
    5. Basic purposes
    6. Employee viewpoint
    7. Organizational viewpoint
  5. Appraisal methods
    1. Encourage discussion
    2. Constructive intention
    3. Set performance goals
    4. Appraiser credibility
    5. When to appraise?
  6. Why performance appraisal often fails?
  7. Keys to an effective performance appraisal program design
  8. Uses of performance appraisal
  9. Methods of performance appraisal
    1. Traditional methods
    2. Modern methods
  10. The appraisal interview
    1. Challenges of appraisal interview
    2. The organizational culture
    3. The relationship between the employee and his boss
    4. The maturity level of the individuals
    5. An apprehensive employee
    6. A wary appraiser
  11. Self appraisal approach in accumedscript:
    1. Self appraisal
    2. Purpose of self appraisal
    3. Performance counseling
    4. Counseling effective
    5. Problems of performance appraisal
  12. Data analysis and presentation the company
  13. Findings
  14. Limitations
  15. Conclusions

The term human resource is a crucial system in the process of management. The term human resource is quite popular in India with the institution of ?Ministry of Human Resources Development' in the Union Cabinet. Human Resource Management is one of the most complex and challenging fields of Management. It deals with the people dimension in modern management. It is one of the most valuable and unique assets of an organization.

Human Resources refer to Total Knowledge skills, creative abilities, talents, aptitudes of an organization's, workforce, as well as the values, attitudes and beliefs of the individuals involved. Management as process involves planning, organizing, staffing, leading and controlling activities that facilitate the achievements of an organization's objectives. Human resource management is process that consists of four functions ? acquiring, developing, motivating and retailing Human Resources.

Different terms are used to donate human resource management. They are personnel administration, personnel management, manpower management, and industrial management employee employer relations. Though these terms can be differentiated widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In the basic sense, human resources management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements.

[...] The Regency Effect: The rates generally remember the recent actions of the employee at he time of rating and rate on the basis of these recent action-favorable or unfavorable- rather than on the whole activities Failure of the superiors in conducting performance appraisal and post performance appraisal interviews Most part of the appraisal is based on subjectivity Less reliability and validity of the performance appraisal techniques Negative ratings affect interpersonal relations and industrial relations system Influence of external environmental factors and uncontrollable internal factors Feedback and post appraisal interview may have a setback on production Management emphasizes on punishment rather than development of an employee in performance appraisal Some ratings particularly about the potential appraisal are purely based on guesswork. [...]

[...] The uses of 360( appraisal system or feedback are Self development and individual counseling Part of organized training and development Team building Performance management Strategic or organizational development Validation of training and other initiatives Remuneration 4. Balanced scorecard: The balanced scorecard as methods of measuring performance channelises the efforts of people to achieve organizational goals. The implementation of balanced scorecards involves formulating a strategy, and deciding what each employee needs to do to achieve the objective based on the strategy. [...]

[...] The appraisers also receive feedback from the employee about job problems, etc.) One of the best ways to appreciate the purposes of performance appraisal is to look at it from the different viewpoints of the main stakeholders: the employee and the organization. Employee Viewpoint From the employee viewpoint, the purpose of performance appraisal is four- fold: Tell me what you want me to do Tell me how well I have done it Help me improve my performance Reward me for doing well. [...]

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