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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.
Question 1: Below are criticisms about Training and Development Practices: (a) Training and development are often not fully integrated into the management process. (b) Tra
Uses of the job description: job description has several uses such as: 1. Preliminary drafts can be used as a basis for the productive group discussion, particularly if the
looking for reasons why some companies do not pay sufficient attention to staff orientation and induction?
Question: Human resource planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those re
Arguments against workers participation: workers participation is always not favoured by managers because of the following factors: 1. Inefficient workers: some managers discou
what are the important principles that have to be observed in the maintenance of discipline ?
Question 1: Motivation theories can help managers in their day-to-day dealings with employees through the application of these theories. Explain how, this can be made possibl
Drawadiagramshowingthefivestepsintheselectionprocesss
Research design: This section identifies the way in which you are going to investigate the issue or problem - the nature of the data you intend to collect, the enquiry methods
Question 1: Explain the Guest, Sisson, and Hendry and Pettigrew principles of Strategic HRM. Question 2: Two models of Strategic HRM are the ‘High-performance model'
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