Digitally Wise...Dreams Realized
Learn and Experience the Power of Digital.
Delight your Target market by Content.....Communities and Commerce.
Leverage Smartly numerous Apps, tools and Techniques for your Career and Business Growth.
Understand your Strengths, (Limitations of your Competitors)
POSITION YOUR VALUE-CONTENT to Attract..Convert and Delight Visitors on your Web, Mobile app, social media.
29 March 2014
human resource management
“ I have six honest
They taught me all I knew,
Their names are What and Why and When
How and Where and Who.”
ASPECTS OF PERFORMANCE
WHAT: It is an
assessment about how the employee is performing on the job. Is it as per
expectations, below expectations or above expectations.
WHY is it necessary to
have an appraisal systems? Two objectives are there- what are these ?
WHEN are appraisals to
be done? Once a year? Twice a year ? Or once in two years?
Is there a process
involved in appraisals? WHO is to be involved and why must they be involved?
WHERE is it to be
done? In the open or behind closed doors?
HOW- Methods of
Performance Appraisal .
PURPOSES OF APPRAISAL
Types of Appraisal Systems
Targets and Traits appraisal
360 Degree appraisal system.
TRAINING OF THE RATER:
The halo error
The central tendency
(a) too harsh
(b) too easy or lenient
(a) similar-to me.
(d) biases of sex, race, religion, and nationality.
TRAINING AND DEVELOPMENT
‘Training”- is a process of learning a sequence of programmed behaviour.
It attempts to improve performance on the current job or prepare for an
‘Development’ – it is related to
training and covers not only activities which covers improvement in job
performance but also brings about growth of the personality; helps individuals
in the progress towards maturity and self-actualization of the person’s potential
capacities so that they become not only better employees but also better men
and women.Training a person for a bigger job is Development which would include
not only specific skills and knowledge but also personality and mental