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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.
Most certainly. Transition and action processes are more influential for performance outcomes. For example, if a team is facing issues with product development time and quality, de
Define the Positive communication climate? Created when people feel valued. People can interact confidently and courteously. Because of goodwill that follows, relation
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Q. Effectiveness of a recruitment programme? The total recruitment programme should be evaluated in the light of its objective and costs involved. For this purpose, various qua
Advantages of personal Interview: 1.There are sample designs that can be implemented best by personal interview ( e, g, area probability samples). 2.Personal interview proced
What are the parts of knowledge subsystem The knowledge subsystem is designed for a) The acquisition, b) Creation, storage, c) Transfer and utilisation of knowledge.
• Examine the importance of evaluation. How can it help to market the contribution of training and development to the business • Explore the way that evaluation need to be on-going
Question 1: (a) To what extent does Wilmott and Young's analysis of the evolution of the family with industrialisation applicable to the Mauritian setting? (b) How does the
Illustrate the important factors of knowledge management In developing a KMS it is essential to take into account the following factors: 1) KM does not come cheap. 2) Eff
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