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Q. Objectives of the Performance appraisal ?
Feedback: it serves as a feedback to the employee. It tells him what he can do to improve his present performance and go up the organizational ladder. The appraisal thus facilities self development. It also makes the employee aware of his key performance areas.
Compensation decisions: it provides inputs to system of rewards. The approach to compensation is at the heart of the idea that raises should be given for merit rather than for seniority.
Q. Show Goals of job design? 1. To meet the organizational requirements such as higher productivity, operational efficiency, quality of the product or service etc, and 2. To
Q. Describe Incident method? Incident method: this method was developed by the Paul Pigors. It aims to develop the trainee in the areas of intellectual ability, practical judge
Placement: after all the formalities are completed, the candidates are placed on their jobs initially on probation basis. The probation period may range from 3 months to 2 years. D
Q. Human resource factors of evaluation? Human resource factors: training programme can also be evaluated on the basis of the employee satisfaction which in turn can be viewed
Question: (a) ‘Top managers (and executives) do not have time to study and analyse large volumes of data. Instead they need an information system that will analyse the data a
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Question: (a) ERP systems are designed to provide the information, analysis tools and communication abilities to support efficient and effective business processes. Process map
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