scholarly journals Employees Performance Prediction

2021 ◽  
pp. 493-497
Author(s):  
B. Prasanthi
Keyword(s):  
Performance Evaluation ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Performance Prediction ◽  
Employee Performance ◽  
Manpower Planning ◽  
Vital Role ◽  
Strategic Decisions ◽  
Work Domain

Employee is an important element of the organization. The success or failure of an organization depends on the employee performance. Human resource plays an important role for the success of the organization. Human Resource Management, HRM is a set of functions to maintain and develop a proficient human resource. A performance prediction procedure helps the human resource management in identifying the strengths and weaknesses of an employee. The performance evaluation of employee is depended on several different parameters based on work domain and objectives of an organization. This process of employee performance evaluation has a vital role in making strong and strategic decisions of manpower planning instead of salary reviews. The main objective of this prediction model constructed in this paper is to assist HR personnel in decision making by predicting the performance of an employee.

An Analytical Employee Performance Evaluation Approach in Office Automation and Information Systems

2017 ◽  
pp. 324-343
Author(s):  
Maryam Kalhori ◽  
Mohammad Javad Kargar
Keyword(s):  
Performance Evaluation ◽  
Information Systems ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Evaluation System ◽  
Employee Performance ◽  
Office Automation ◽  
Performance Evaluation System ◽  
Evaluation Approach

With the extension of information technology, human resource management has experienced fundamental changes. One of the most important issues in human resource management is performance evaluation. Unlike number of studies in employee performance evaluation, there is a lack for systematic and quantitative approaches. Issues such as incomplete information, subjective and qualitative metrics, and also the difficulty of evaluating the performance are the main problems of this field. Hence, the current study exploits the capabilities of information systems and presents an approach for quantitative and automatic evaluation of employee performance in office automation systems. The results reveal the automatic employee performance evaluation system is a discrete dimension for employee performance evaluation systems.

scholarly journals Evaluation Framework of Human Resource Management Effectiveness in Organizations

2019 ◽  
Vol 8 (2S7) ◽  
pp. 566-568
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Vital Role ◽  
Evaluation Framework ◽  
Management Effectiveness ◽  
Technological Age ◽  
Function Information

Human Resource Management (HRM) Play a vital role in today era.HRM Evaluation based on what they do for the Companies that employ them and how they relate to those on the Organization operation side. Human Resource Management takes the decisions for the Organization’s beneficial if the Organization gain the profit that means HRM takes the effective and accurate decisions in favor of Organization’s .HRM are the decisions makers like the Operating function, information and Finance decisions etc. Human Resource Management that role changed with the advent of the technological age. HRM is a play very vital role between employees and management .In other words we can say that Organizations are not mere bricks, mortar, machineries or inventories. .HRM refers to core person of the organization HRM department take the effective decisions in favor of employees and organizations. .HRM takes the effective decisions on the behalf of the organizations

scholarly journals The interrelationship between human resource management and corporate strategy

1983 ◽  
Vol 14 (2) ◽  
pp. 53-59
Author(s):  
R. Abratt
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
South African ◽  
Human Resource ◽  
Corporate Strategy ◽  
Planning Process ◽  
Manpower Planning ◽  
Total System ◽  
Corporate Planning ◽  
Staff Function

The involvement of personnel executives in the strategic planning of the enterprise is a controversial issue. Personnel has been considered a staff function which deals with day-to-day administration issues and as such has often been regarded with some contempt by the top management team. Concomitantly many firms are viewing the personnel function in an entirely different light; it now participates in the decision making of the company. The objectives of this paper are two fold: firstly to find a link between corporate strategy and human resource management and secondly, to find out whether personnel managers of quoted South African companies participate in corporate strategy formation. The company comprises of a number of varying dimensions and systems. Every organizational dimension and system must be consistent, not only with the strategy, but also with every other organizational dimension and system. The personnel department is often excluded from the corporate planning process. This exclusion represents a high cost to the total system due to less than optimum usage of an organization's human resources. This paper discusses the need for planning by management with particular reference to manpower planning in relation to corporate planning.

scholarly journals Sustainable Development of Human Resources in Globalization Period

2020 ◽  
Vol 12 (18) ◽  
pp. 7681
Author(s):  
Zuzana Stofkova ◽  
Viera Sukalova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Questionnaire Survey ◽  
Employee Performance ◽  
Human Resources Management ◽  
Employer Branding ◽  
The Impact

The article deals with human resource management, its theoretical principles, and its use in practice in the era of globalization. The main goal of this paper is to analyze and describe human resource management focused on the process of human resource development and education. The article shows how the principles are applied in a selected Information-Communication Technologies (ICT) company in Slovakia as an attractive employer who is interested in satisfaction, education, and growth of its employees, thus employer branding. The data was collected through a questionnaire survey with employees in the selected company. Secondary data from corporate sources were used, too. The aim of the survey was to point out the human resources management in a selected company and to examine the perception of the impact of employees development on their performance and to design effective approaches to personnel development in a selected company with an impact on employee performance. The aim of the survey was to find out whether there was a dependence between the subjectively perceived performance of the employees and individual aspects, which are the completion of technical training programs, individual evaluation of the employee, relocation of the employee, and the number of completed training activities. A questionnaire survey was used to achieve this goal.

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