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Performance appraisal at an inflatables company

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  1. Introduction
    1. Meaning of human resource management
    2. Definitions
  2. Need and importance of the study
  3. Research methodology
    1. Research tools
    2. Data collection
    3. Sampling technique
  4. Review of literature
    1. Concept of performance appraisal
    2. History of performance appraisal
  5. Performance appraisal system
    1. Purposes of performance appraisal system
    2. Importance of performance appraisal
    3. Objectives of performance appraisal
    4. Process of performance appraisal
    5. Methods, techniques or tools for appraising performance
    6. Modern methods of appraisal
    7. Appraisal errors
    8. Choice of raters
    9. Benefits of appraisal
    10. Common mistakes
    11. Attributes of performance appraisal
  6. Reaserch
  7. Business summary
  8. SWOT analysis
  9. Data analysis and interpratation
  10. Recommendations and suggestions
  11. Conclusion
  12. Bibliography

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? [...]

[...] The major advantage of this approach over graphic rating scales is that the scales and terminology are clear and demonstrably job relates, and thus is more likely to increase reliability as well as validity degree performance appraisal 360 degree feedback, also known as 'multi-rater feedback', is the most comprehensive appraisal where the feedback about the employees' performance comes from all the sources that come in contact with the employee on his job degree respondents for an employee can be his/her peers, managers (i.e. [...]

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