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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.
Mail Interview: The mail interview places a great deal of importance on the construction of the questionnaire because there is no interviewer in mail surveys to ask questions an
Follow up induction programme: the purpose of the Follow up induction programme is to find out whether the employee is reasonably satisfied with the job. It is usually conducted b
Format: There are a number of technical rules and conventions that you must follow in formatting the final layout of the text. These are as follows. ¨ The dissertation must
Looking at the poll results so far, it seems that most of us reacted to what we considered to be an "unfair" policy, but as the course materials point out, an opinion that somethin
full details about person to person appraisal method
philosophy of recruitment
Information Received : You must always read the information you receive. After reading through the information you can decide what needs to be read in depth, what can be scanned a
Methods to collect information for the job analysis: following methods may be used to collect information for job analysis: Questionnaire: this method is usually used to ob
Question 1: (a) In what ways is an Employee Resourcing Strategy helpful to the organisation? (b) What is a retention plan? What are the key areas which it analyses? Ques
#questionfactors influence recruitment..
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