Performance Appraisal

Performance Appraisal

               Appraising the performance of individual groups is a common practice of all societies. Appraisal process is formal or informal and is integral part of daily activities.

Meaning:

               Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the qualitative & quantitative aspect of job performance. Here the performance refers to the degree of accomplishment of the task that makes up an individual job. It indicates how well an individual is fulfilling the job demands. Performance is always measured in terms of result and not in efforts.

• Need of Performance appraisal:

1. To create and maintain satisfactory level of performance.

2. To contribute to the employees growth & development through training and self & management development program.

3. To help the superior to have a proper understanding about their subordinate.

4. To grid, the job changes with the help of continuous ranking.

5. To facilitate fair and equitable compensation based on performance

6. To facilitate for resting & validating selection test, interview techniques through comparing their scores with performance appraisal.

7. To providing information for making decision regarding lay off, retrenchment, retirement.

8. To suggest changes in employees behavior.


• Process of performance appraisal:


1. Establish performance standards

2. Communicate standards/ expectation to employees

3. Measure actual performance

4. Adjust the actual performance due to environmental influence.

5. Compare adjust performance with that of other and previous.

6. Compare actual performance with standards and find out deviation if any.

7. Communicate actual performance to concerned employees

8. Suggest changes in job analysis and standards if necessary.

9. Follow up performance appraisal report.

*Modern Methods of performance appraisal:


1. BAARS (Behavioral anchored rating scales):
I. Collect critical incident


II. Identify performance dimension.

III. Reclassification of incidents

IV. Assessing scale values to the incidents.

V. Producing final instruments.

2. 360 degree

3. MBO

Joint goal setting

Action planning

Self-control

Periodic progress review

4. Assessment center

In this approach, individuals from various departments are brought together, to spend two or three days working, as on individual or group assignment similar to the ones they would be handling when promoted. Observers rank the performance of each and every participant in order of merit. This appraisal is mainly used for promotion purpose.

5.Psychological Appraisal:

Large organizations employ full time industrial psychologist. Here psychologists are used for evaluations they assess an individual’s future potential and not past performance.

Selection Process

Selection process

            Selection is the third stage of procurement function. The person who is shortlisted by the recruitment function is called for selection process.

• The essentials of selection process are stated as below:

1. Someone should have authority to select

2. There must be some standards with which employees can be compared.

3. There must be sufficient numbers of applicants.

• Factors affecting selection process:

There are various factors, which affect the whole selection process. They are stated as below:

1. Profile matching

2. Organizational and social environment

3. Successive hurdles

4. Multiple relation


• Selection process:

Selection process is shown in following diagram:

Recruitment

Recruitment

                 

               Recruitment is the second stage of procurement function. Procurement means taking people inside the company. The first step is to analyze the job in this HR Manager have to collect the background information, then selection of representative job and then drafting this information in proper manner.


Meaning of recruitment:

               Recruitment is the process to discover the sources of manpower to meet the requirements of staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of an efficient workforce.

Factors affecting recruitment:

There are two main factors i.e. internal and external factors the sub points that are included in it are stated as below-

*Internal factors:

Company’s pay package

Quality of work life

Organizational culture

Career planning and growth

Company’s size

Company’s product/ services

Geographical spread of company’s operation

company’s growth rate

Role of trade union

Cost of recruitment

Company’s name and fame

*External Factors:

Societal factors

Supply and demand of labor

Employment rate

Labor market condition

Political legal and governmental factors

E.g.-reservation etc.

Sources of recruitment:

As above said recruitment is not the actual selection. It is the way of giving information to society that company have jobs with them so various kinds of sources have been used by the company. They are listed as below-

*Internal sources:

Present permanent employees

Present temporary employees

Retrenchment or retired employees



*External sources:

Campus interviews

Private employee agency

Public employee agency

Professional association

Data banks

Casual applicants

Similar organizations

Trade union



*Modern sources:

Walk-in-interviews

Consult in

Head hunting

Body shopping

Business alliance

Tele recruitment

Difference between PM and HRM

Difference between Personnel Management and Human Resource Management

                    Most of times people use Personnel Management and Human Resource Management as one & same term. However, this not true both are very much different. The difference between both have described in following table…

Employee Motivation

Employee Motivation

              This article is based on project, which I have completed in my bachelors degree. The project was based on Herzberg’s two-factor theory. Some of important points, which can help to motivate and empower employees have mentioned in this article.

Motivation:

                One of the most important and underlying factors that drives every human being to reach their goals is motivation. This includes personal, as well as professional goals and targets. In fact, if this driving force did not exist then people would live in the root of monotony and no great discoveries or inventions would have happened. Motivation is an internal state of being, or an internal condition that activates one's behavior, giving it direction. Motivation has also been defined as a desire or need, which directs and energizes behavior that is oriented towards a goal.

Performance is considered a function of ability and motivation, thus:

Job performance =f (ability)(motivation)

Herzberg’s two-factor theory

• Two-factor theory fundamentals

              According to Herzberg, individuals are not content with the satisfaction of lower-order needs at work, for example, those associated with minimum salary levels or safe and pleasant working conditions. Rather, individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself.

                 However, Herzberg added a new dimension to this theory by proposing a two-factor model of motivation, based on the notion that the presence of one set of job characteristics or incentives lead to worker satisfaction at work, while another and separate set of job characteristics lead to dissatisfaction at work. Thus, satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes, but are independent phenomena.



Motivator Factors
 Achievement

 Recognition

 Work Itself

 Responsibility

 Promotion

 Growth

Hygeine Factors:

 Pay and Benefits

 Company Policy and Administration

 Relationships with co-workers

 Physical Environment

 Supervision

 Status

 Job Security

 Salary



• Two-factor theory distinguishes between:

 Motivators (e.g. challenging work, recognition, responsibility) which give positive satisfaction, arising from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth.



 Hygiene factors (e.g. status, job security, salary and fringe benefits) which do not give positive satisfaction, although dissatisfaction results from their absence. These are extrinsic to the work itself, and include aspects such as company policies, supervisory practices, or wages/salary.




• Suggestions For Employee Motivation:

1. Better carrier development opportunities should be given to the employees for their improvement.

2. If the centralized system of management is changed to a decentralized one, then there would be more active and committed participation of staff for the success of the organization.

3. Skills of the employees should be appreciated.

4. . Proper infrastructure should be provided to them, which will affect in positive manner on their work.

5. Employees should make permanent after certain time.

6. There should be some award schemes for employees.

7. While taking any decision if representative of lower level management is taken into consideration then they will also feel that they are also part of organization.

What is Human Resource Management?

                Human Resource Management is concerned about the human being in an organization. HRM is the process of managing the people of an organization with a human approach.

• Definition:

                HRM involves the total knowledge, skills, creative abilities, talents and aptitude of an organization workforce as well as the value attitudes and beliefs of individual.


• Objectives of HRM:

The objectives of HRM are shown in following diagram-

   • Scope of HRM:     
            The scope of HRM are shown in following diagram:

• Functions of HRM:

                The functions of HRM are shown in following diagram:

Are you eager to start your carrer in HR........?

Many people are eager to start a career in Human Resources, as it is a fast-growing career field with many lucrative opportunities. Career analysts expect the number of Human Resources jobs to increase in the future and the median annual income for careers in Human Resources is above the national average. For these reasons and more, you are probably wondering how to start a career in Human Resources of your own. You will find some useful information below that will guide you through the process.1. How to Break Into a Career in Human Resources Copyright Digital Vision / Getty ImagesIt's easier to break into a career in Human Resources if you plan your life, your education, and your work experience around qualifying for careers in Human Resources. The income and opportunity prospects, according to the Occupational Outlook Handbook, are favorable for the next decade or two. Human Resources is a professional career that demands integrity, confidentiality, and a high level of interpersonal interaction cabability from its practitioners. Increasingly, for a successful career in Human Resources, you will also need business management, finance, and accounting education. You must be prepared to develop a deep understanding of the business your employer is engaged in to succeed in a career in Human Resources.2. How to Prepare for a Career in Human Resources Stockbyte / Getty ImagesLiking people is not the only qualification for pursuing a career in Human Resources. It helps, but it is insufficient for success. Human Resources jobs and careers continue to grow in sophistication and the expectations of employers increase every year. Employee development, employee retention, and a positive, motivating work environment are critical to business success.3. Human Resources Job Prospects and Earnings Copyright Stockbyte / Getty ImagesJob prospects for various Human Resources positions vary by position but they range from growing as fast as the average of other occupations to growing faster than average, according to the Bureau of Labor Statistics in the Occupational Outlook Handbook.4. Transition to a Career in Human Resource Management People take widely divergent paths on their journey to working in Human Resource management. They enter Human Resource management by luck and by design and they stay because they enjoy the work and the people. Common themes emerge when you listen to the stories people tell about their transition into Human Resource management. Readers share their stories about how they made the transition to HR and I have summarized some of their knowledge in this article. Read their transition stories and share your own transition path or add your HR story to this article below.5. How Did You Transition to a Career in Human Resources Management? One of the most frequent questions emailed to this Human Resources site asks how to make a career transition into careers in HR. Many people who work in Human Resources Management made a career transition to enter the HR field. Others planned an HR career from the beginning. Take a look. Readers share their HR career transition stories. Why not share yours?6. Paths to Careers in Human Resources People take many paths on their way to careers in Human Resources. Everyone has a story about how they planned for or transitioned into careers in Human Resources. Won’t you take a few minutes and share your path to a career in Human Resources? Careers in Human Resources are popular reading on this Human Resources site. Any hints or helpful tips you can share will assist other readers.7. Job Search Books for Grads Thinking about your current job search after graduation? These books will help you find your way. Learn about the job market. Translate your most important needs, interests, and goals into a rewarding career. Find techniques for a successful online and offline job search. These are my long term favorite job search, career planning, and career management books for grads.8. Books for Job Seekers and Career ChangersThinking about your current job search or a career change? These books will help you find your way. Learn about the job market. Translate your most important needs, interests, and goals into a rewarding career. Find techniques for a successful job search. These are my long term favorites. Gift a favorite person with the opportunity to explore their desired future.9. Why Human Resources Leaders Need DegreesHuman Resources leaders need degrees. If you are considering a career in Human Resources, or trying to advance your current career, a Bachelors degree, and even a Masters degree, will assist you to achieve your goals and dreams. Degrees have become more important in most fields, but nowhere has the shift occurred quite as dramatically as in HR. As organizational expectations of the potential contributions of an HR pro have increased, the need for the HR leader to possess both experience and a degree has increased, too. In fact, a degree is becoming essential.