One of the most important things to remember about performance appraisals is that its effectiveness will be highly influenced by its purpose. For example, a programme, which is developed, to focus on employee development and training needs may not be suitable for making major decisions about salaries. Likewise, it is possible that the organization, management and employee may all have different goals for the performance appraisal process. Performance appraisal involves ‘identifying, evaluating and developing employees’ work performance with the dual purpose of achieving the organization’s goals and objectives whilst also ensuring the employee receives recognition, feedback and development’. The process of performance appraisal starts with employee planning and ends with an evaluation of employee progress. The process of performance appraisal consists broadly two steps. First, complete the performance appraisal form; secondly, participate in a performance appraisal interview and discussion. These two sages comprise the following levels in the appraising performance Continue reading
Human Resource Management
Human Resource Management (HRM) is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.
Impacts of Rewards on Employee Turnover Intentions
Employee Turnover Intentions can be defined as a measurement of whether a business or organisation’s employees plan to leave their positions or whether that organisation plans to remove employees from positions. The pay level has an enormous impact on turnover intentions considering that people start seeking new job opportunities with higher salaries to satisfy their life needs. The pay level is more influential for employees than pay raises. Therefore, those workers content with their salary amount are less likely to search for a new workplace. When the payment decreases, the turnover intention increases vice-versa. As for the financial incentives, they are crucial for employees of the young age groups more than for older staff. Therefore, it is vital to cater to workers needs in the incentives scheme according to their age groups as this factor is not the most influential for the turnover intentions. As stated previously, the turnover rates rise Continue reading
Objectives of Performance Appraisal
Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview (annual or semi-annual), in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development. In many organizations – but not all – appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions. By the same token, appraisal results are used to identify the poorer performers who may require some form of counseling, or in extreme cases, demotion, dismissal or decreases in pay. (Organizations need to be aware of laws in their country that might restrict their capacity to dismiss Continue reading
Stages in Collective Bargaining
Collective bargaining is a method by which trade unions protect and improve the conditions of their members working lives. Collective bargaining brings the employer and the employees around one table to discuss and settle many contentious issues effectively. It enables both the parties to know each other and their views, and to define their rights and obligations regarding terms of employment, working conditions, etc., through negotiations, discussions and bargains. Collective bargaining enables to conduct negotiations about working conditions and terms of employment between an employer and a group of employees or one or more employees’ organization with a view to reaching an agreement wherein the terms serve as a code of defining the rights and obligations of each party in their employment relations with one another; fix a large number of detailed conditions of employment; and during its validity, none of the matters, it deals with, can in normal circumstances Continue reading
Human Resource Planning (HRP) – Meaning, Definition, Features, Purpose, Need, Significance and Objectives
Human Resource is the most vital factor for the survival and prosperity of the organization. The human resource asset in a firm has the potential to appreciate the value of the firm. Though all the firms buy the same material and machines, the people in a firm make the difference in the final product. So the success of any organization mainly depends upon the quality of its human resource and their performance. Any forward looking management will be concerned with the problem of procuring or developing adequate talent for manning various positions in the organization. The success of a human resource planning process not only helps the organization itself, but also helps the society’s prosperity. The losses a firm suffers from inadequate human resource planning and utilization, is a loss to the nation. When these individual losses are added up the total losses may be very significant to the economy Continue reading
Difference between Coordination and Cooperation
Co-ordination and co-operation — the two should not be confused because the two terms denote quite different meanings. Co-operation refers to the collective efforts of people who associate voluntarily to achieve specified objectives. It indicates merely the willingness of individuals to help each other. It is the result of a voluntary attitude of a group of people. Co-ordination is much more inclusive, requiring more than the desire and willingness to co-operate of the participants. It involves a deliberate and conscious effort to bring together the activities of the various individuals in order to provide unity of action. It requires concurrence of purpose, harmony of effort and concerted action. It is much more than mere reconciliation of differences or avoidance of friction. Co-operation provides the foundation for co-ordination by enlisting voluntary efforts which facilitate co-ordination, but by itself it cannot guarantee co-ordination. Co-ordination does Continue reading