scholarly journals A study on the performance appraisal of employees in jayam engineering works (p) ltd

2018 ◽  
Vol 8 (1) ◽  
pp. 58-75
Author(s):  
Thiagarajan M ◽  
Chandrasekaran S
Keyword(s):  
Job Performance ◽  
Performance Appraisal ◽  
Human Resource ◽  
Human Resource Managers ◽  
Hewlett Packard ◽  
Appraisal Process ◽  
Current State ◽  
Resource Managers ◽  
Performance Appraisal Process ◽  
Structured Questionnaire

Performance appraisal should be a two way approach, both from the supervisor and subordinate. The study presents a review of the performance appraisal process in relation to performance and feedback at Hewlett Packard.  The purpose of PA is  to help the employee perform better, accomplish more and be motivated to work towards making an organization more effective. The performance appraisal is the evaluation of on employee job performance in order to determine the degree to which the employee is performing effectively. Performance appraisal should be designed to show more precisely how well workers are doing their jobs. The Performance Appraisal needs to be very transparent and helpful both to the employees and to the organization. The need is to get a feedback from appraisers and appraises working in the organization, about the current state of the PA. Only after analyzing the current state of PA, the human resource managers can go to the next step of improvements in PA. A survey is therefore required. The type of research chosen is quantitative in nature. The research is undertaken to ascertain the views / opinions of the Raters and Rates working with the company and to suggest appropriate modifications about the existing PA Structured questionnaire has been prepared and discussed personally with the respondents

scholarly journals Employee Engagement Level and Its Key Determinants: a Study in the Context of Nepalese Media Sector

The Batuk ◽  
2020 ◽  
Vol 6 (1) ◽  
pp. 1-16
Author(s):  
Damodar Niraula
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Human Resource ◽  
Questionnaire Survey ◽  
Sampling Method ◽  
Analytical Tool ◽  
Participatory Culture ◽  
Human Resource Managers ◽  
Major Focus ◽  
Resource Managers

 This paper aims to measure the level of employee engagement and to propose employee engagement framework. Following two-step sampling method, a questionnaire survey was conducted among the employees of fifteen media houses. The results of the survey are analyzed with the help of SPSS 18 version. Majority of the employees of Nepalese media houses have been found being engaged to their job. The findings confirm that five HR practices: performance appraisal and recognition; participatory culture; working facility; communication; and job and resources are the determinants of employee engagement. Among those, performance appraisal and recognition, and participatory culture, should be the major focus of human resource managers to make the employees engaged. Additionally, the paper can serve as a reference and an analytical tool to researchers for expanding knowledge on the topic.

EFFECTS OF HUMAN RESOURCE MANAGEMENT ON BUSINESS PERFORMANCE OF SMALL AND MEDIUM SIZE MANUFACTURERS IN HANOI – VIETNAM

2012 ◽  
Vol 02 (06) ◽  
pp. 47-54
Author(s):  
Ngo Van Tuan ◽  
Nguyen Minh Ngoc
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Business Performance ◽  
Business Owners ◽  
Incentive Compensation ◽  
Medium Size ◽  
Human Resource Managers ◽  
Training Performance ◽  
Resource Managers ◽  
And Performance

This research examines the relationships between HRM practices and performance of manufacturing SMEs in Ha Noi. Questionnaires were sent to CEOs, business owners, or human resource managers at 300 manufacturing SMEs in Ha Noi, 245 responses were collected and 200 qualified responses were left after screening. The findings indicate positive relationships between training, performance appraisal, incentive compensation and performance of manufacturing SMEs in Hanoi. This study partly clarifies the conflicting results of the previous studies on the relationships between training, performance appraisal, incentive compensation and firm performances.

Graduates’ employability

2016 ◽  
Vol 30 (5) ◽  
pp. 321-326 ◽  
Author(s):  
Kyriaki Matsouka ◽  
Dimitrios M. Mihail
Keyword(s):  
Higher Education ◽  
Job Performance ◽  
Labour Market ◽  
Human Resource ◽  
Soft Skills ◽  
Personal Attributes ◽  
University Graduates ◽  
Human Resource Managers ◽  
Hard Skills ◽  
Resource Managers

The purpose of this article is to investigate the views of university graduates and human resource managers (HRMs) on graduates’ employability in terms of the soft skills required by the labour market. Soft skills (personal attributes that enhance an individual’s interactions, job performance and career prospects) are necessary in the labour market in addition to hard skills (professional knowledge, tools or techniques). In this study, 178 graduates from the Aristotle University of Thessaloniki and 29 HRMs from Greek companies took part. The research tool was a questionnaire exploring participants’ views on the demand for soft skills as a decisive factor in employability. The findings identify differences between the views of the graduates and the HRMs. The graduates tended to overestimate themselves, while the employers argued that graduates lacked the necessary skills. The findings are discussed in relation to the changes needed in higher education institutions and the importance of appropriate interaction and collaboration between companies and universities.

scholarly journals Factors Affecting the Effectiveness of Employees’ Performance Appraisal in Private Hospitals in Malaysia

2021 ◽  
Vol 22 (1) ◽  
pp. 257-275
Author(s):  
Mandy Kim-Man Mok ◽  
Yeen-Yie Leong
Keyword(s):  
Performance Appraisal ◽  
Public Hospitals ◽  
Performance Standard ◽  
Human Resource Managers ◽  
Perceived Fairness ◽  
Private Hospitals ◽  
Factors Affecting ◽  
Appraisal Process ◽  
Effective Performance ◽  
Performance Appraisal Process

Many organizations conduct performance appraisal to evaluate their employees’ productivity and performance. Effective performance appraisal leads to accurate reviews and thereafter some compensation for the employees who have performed and contributed to their organizations. An effective performance appraisal process is necessary to ensure accurate performance appraisal outcomes. In year 2016, the number of private hospitals in Malaysia is recorded higher than the public hospitals where 216 as compared to 153 (Ministry of Health Malaysia, 2013). Seeing that the healthcare standards demand is high in the private sectors, it is crucial to align employees’ standard of performance with the organizational standards, especially through effective performance appraisal which able to keep track of employees’ performance standard. This study examines the factors affect the effectiveness of employees’ performance appraisal in private hospitals in Malaysia. The factors are performance appraisal process which included planning, controlling and decision making, level of trust, perceived fairness and level of communication. Research questionnaires were distributed to selected private hospitals’ employees to get the relevant data. Data collected were further analyzed using Statistical Package for the Social Science (SPSS) software to find out the results. The results show that only two factors which are performance appraisal process and perceived fairness have significant effect on effectiveness of performance appraisal. The results of the study can be implied by the human resource managers to improve on the significant factors that can affect the performance appraisal system.Keywords: Performance Appraisal, Trust, Perceived Fairness, Communication, Employees.

Human Resource Practices in the Non-Star Category Hotels in Kolkata

2015 ◽  
Vol 8 (1and2) ◽  
Author(s):  
P. R. Sandilyan ◽  
Sutheeshana Babu S.
Keyword(s):  
Empirical Study ◽  
Work Environment ◽  
Human Resource ◽  
Minimum Wages ◽  
Human Resource Practices ◽  
Human Resource Managers ◽  
Large Pool ◽  
Resource Managers ◽  
Safety Work ◽  
The City

In this empirical study, the authors made an attempt to examine the challenges faced by the human resource managers and employees as well as the benefits extended to the employees in the non-star hotel segment in the city of Kolkata It was also endeavored to ascertain the standards maintained by these hotels specifically the hygiene, safety, work environment and to mandatory legal and regulatory compliances. The results show that while these hotels were profitable and enjoyed a healthy market, the human resource practices were unhealthy and discriminatory in nature. Employees were neither provided with minimum wages and benefits nor have the establishments shown any interest in adhering to the mandatory compliances. This could largely be attributed to predominance of largely unskilled or inadequately qualified employees and a large pool of outsourced manpower.

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