सर्वांना गुडी पाडव्याच्या व नवीन वर्षाच्या हार्दिक शुभेछा ,
नवीन वर्ष सर्वाना सुख समृध्दीचे जावो ;
HR Department.
नवीन वर्ष सर्वाना सुख समृध्दीचे जावो ;
HR Department.
Thursday, March 22, 2012
Protocol of the weekly meeting .
Protocol of the weekly meeting to be held at 4.00pm every Wednesday.
1) In weekly meeting head of department should be involved e.g. Dispatch, store, account, expiry.
2) The meeting decorum should be maintain, please do not take standing meeting.
3) For meeting separate diary should be maintained.
4) The meeting should be started by taking review of last meeting points.
5) Depot manager should decide what the point he has to discuss with his coleagues before meeting.
6) He should discuss the changes happen in company policy and also company progress news if any, in meeting.
7) He should appreciated good work done by his coleagues and should discussed on the area of work improvement and step to be taken also he should not be critise his colleagues in meeting.
8) Any important information from blog must be shared.
“Together we can achieve more”.
HR Department.
Monday, March 12, 2012
Wednesday, March 7, 2012
Monday, March 5, 2012
Performance Appraisal
WHAT is Performance Appraisal?
All collaborative process between an employee and superior to plan the performance and have periodic check on;
•How the job is going
•How the employee a performing
•How the employee can develop
•What the superior do to make it happen
WHY conduct a Performance
Appraisal
• Good human resources practice
• Facilitate communication between supervisors and employees
• Provide a framework of goals and standards from which to measure performance.
• Act as a forum for individual career development issues
• Develop action and training plans to address performance problems
• Serve as a tool to determine salary increases
• Assure a formal time and place for all these events to happen
WHEN to conduct a
Performance Appraisal
• The performance review must occur at least once in a year
• However, as a part of Performance Management, the performance review is a continuing, ongoing activity
OBJECTIVES of Performance
Appraisal
• Establish a more effective two way communication
• Set performance objectives
• Help improve current performance
• Assess past performance
• Provide feedback on performance
• Identify training & development needs
• Allocate rewards
• Identify staff with promotional possibilities
• Assist in career planning decisions
WHO are involved in
Performance Appraisal
• The Appraise
• The Appraiser
• HR Department
WHAT is involved in
Performance Management
• Goal Setting
• Coaching & Feedback
• Observing & Documenting
• Planning the Appraisal
• Conducting the Appraisal
Attributes measured in
Performance Appraisal
• Job knowledge
• Innovativeness
• Planning & organizing ability
• Communication
• Interpersonal
• Leadership
• Team work
• Decision making
• Commitment & Dedication
• Responsiveness to Change
• Initiativeness
• Cost & Time Consciousness
Common Problems Associated
with Conducting the Appraisal
1 Halo/horn effect -Employee’s extreme competence in one area “shines” over all others. Conversely, employee does poorly in one area and this overshadows all areas.
2. Bias – own prejudices {race, national origin, gender, appearance, etc.} influence the appraisal
3. Comparison Rating – contrasting one employee with another
3. Central Tendency – rate everyone as average
4. Recency Effect – focusing on recent performance instead of entire year
5. Just Like Me – being more favorable to people who are like you
7. Avoidance Rating – giving a positive evaluation on marginal performance to avoid confrontation and controversy with employee or to avoid hurt feelings
8. Favoritism – evaluating friends or those who don’t make waves, etc. more favorably than others
What is 360 DF?
360 Degree Feedback is a multi - rater feedback system where an individual is assessed by a number of assessors including his boss, direct reports, colleagues, internal customers and external customers
Why 360 degree feedback…
• People often tell you what you would like to hear not what they really feel
• This is more pronounced as you move higher up “The higher you go the lonelier it gets”
• Time spent on giving feedback to individuals on their strengths and areas of improvements is minimum and nil in some cases
• Feedback if any is restricted (Boss to Employee and one way)
• A more objective feedback/true feelings/perceptions are very important
• 360 captures the chemistry one is generating at the work place.
IT IS AN EFFECTIVE WAY TO ENHANCE
ONES MANAGERIAL AND LEADERSHIP
EFFECTIVENESS
360 DF is widely used for...
• Leadership Development
• Potential Development
• Training Needs Identification
• Team Building
• Internal Customer Relations building
• Developing Qualities like External Customer Orientation, Initiative, Quality Orientation, Creativity etc.
• Recognition and rewards
• Build New Organizational Culture
HR Velocity,
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