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Needs for the Performance appraisal:
1. Provide information about the Performance ranks on which decision regarding salary fixation, conformation, promotion, transfer and demotion are taken.
2. To prevent grievances and in disciplinary activities.
3. Provides information which helps to counsel the subordinate.
4. Provides feedback information about the level of achievement and behaviour of subordinate.
5. Provides information to diagnose deficiency in the employee regarding skill, knowledge, determine training and developmental needs and to prescribe the means for the employee's growth provides information for correcting placement.
Initiating corrective action if any: the last step in the process is to initiate corrective action is of two types: 1. The one which puts out the fire immediately: employee can
Focus Group Interview An interview conducted with 8 to 12 people who present a goal market for a product, where the group is asked exact questions associated to a product and i
QUESTION 1 (a) Fully explain the term training. (b) How would you differentiate between ‘training' and ‘development'? QUESTION 2 (a) Explain the term ‘Job Evaluation
"HRM is relatively new phenomena in Oman, indicating that there are many organizations in both public and private sectors with no HRM departments" (Al Hamadi, 2007). This was t
Q. What is Communication of punishment? Communication of punishment: after a decision is taken regarding punishment, it should be communicated, to the concerned work man as exp
Effective HRM depends upon standard of reward system comment
Q. What do you mean by Job description? Meaning & definition: a job description (JD) is a written statement of what the job holders does, how it is done under what conditions i
assignment
Practices in Organisations Companies like Mastek, Godrej and Boyce have attempted to link their rewards to team based performance in current times quite successfully Team-b
Question: (a) "Current pressures to control labour costs and protect tighter profit margins demands an increasing rather than decreasing emphasis on human resource planning"
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