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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.
This is the combination of rewards and penalties which is given to managers to dissuade them from leaving an organization.
Regional levels regional aspects and considerations are of interest if regional programmes projects or institutions can provide useful guidance and support to governments and priva
‘Globalisation has brought on dynamic markets and competition, and that have obliged companies to focus on long-term strategies and a greater focus on attracting, developing and
Question 1: (a) In modern organisations, who performs the Human Resource Management tasks? (b) How do the different providers of HR services affect the traditional role play
what are the skills gained by attachment students in HR department
BREIFLY DISCRIBE THE GUEST MODEL OF HRM?
how to apply chi square in hrm project
i have written my final assignment on OD and recieved few comments for re drafting the same. can you help me in that?
Job characteristics approach: The Job characteristics approach theory of Hack man and Oldham states that the employees will work hard when they are rewarded for the work they
The critical contact theory views that the typical candidate is unable to make a meaningful differentiation of employment offers in the terms of objective and subjective factors wh
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