...SCHOOL OF BUSINESS ADMINSITRATION BACHELOR OF BUSINESS ADMISNITRATION Semester: Fall 2015 – 2016 Course Title Performance & Compensation Course Code HURM402 TITLE OF Case Study APPRAISING PERFORMANCE AT PRECISION In submitting this work, I am confirming that it is all my own work, or the work of my group. I have correctly acknowledged the work of others by using references. Once my work is submitted to Turnitin, it becomes part of the database that subsequent works are checked against. Full Name of Student: Submission Date: Nov 27th, 2015 Assessment: CASE-2 Semester: Fall Academic Year: 2015 ------------------------------------------------- ------------------------------------------------- Date of Case-2 Handover Nov 20th, 2015 ------------------------------------------------- ------------------------------------------------- Time Period Start time: 02:00 PM End time: 03:00 PM ------------------------------------------------- ------------------------------------------------- Duration of Case-2 Handover 2 weeks (Due Date: 4th Dec, 2015) ------------------------------------------------- ------------------------------------------------- Number of Case-2 Handover Pages 7 pages (Including this cover sheet-1) ------------------------------------------------- Marking Scheme: Question | Score | Marks | CLO | Achieved | 1 | 7.5 | | 5 | □ Yes □ No | 2 | 7.5 |...
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...EFFECT OF PERFORMANCE APPRAISAL ON EMPLOYEE PERFORMANCE AT LAIKIPIA COUNTY. A CASE STUDY OF NYAHURURU SUB-COUNTY, KENYA BY LUCY WANGARI GACHAU A Research Proposal Submitted To The St. Annes Catholic Insitute in Partial Fulfillment of The Requirements For The Award of Higher Diploma in Secretarial Management of KNEC. JUNE 2014 DECLARATION/RECOMMENDATION Declaration This proposal is my original work and has not been presented in any other, college, university or any other Institution of Higher Learning for academic award. Signature ……………………………… Date ……………………………… Students Name: LUCY WANGARI GACHAU Reg No. Recommendation This proposal has been submitted for examination with our approval as College supervisor Signature ……………………………… Date …………………………… Lecturer name: Department of Higher Diploma in Secretarial Management St. Annes Catholic Institute ABSTRACT Performance appraisal is defined as the process of determining and communicating to an employee how he is performing on a particular Job. Therefor performance appraisal is the process of evaluating an employee’s performance of a job in terms of its requirements and advising on the necessary steps o be taken in order to perform even better next time. This has never been in Laikipia County with the opposite being true. It is for this reason that this study seeks to study the effects of these performance appraisal on employees performance. The...
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...Name………………………………………. Designation………………………………… Department……………………………….. Objective . From the organizational point of view this questionnaire is a part of development exercise to know the strength and the areas needing improvements (possible blind spots) in terms of various competencies at various levels of the Manufacturing department, namely top level, managerial level, executive level, and staff level. (Please return the completed questionnaire to me on or before…………………) Please rate each competency using the 5-point rating scale Exercises outstanding performance on this competency far exceeds acceptable standards 5 Exercises very good performances on this competency better than acceptable standards 4 Exercises quite acceptable performance on this competency and meets requirements 3 Performance on this competency is not quite up to acceptable standards. A development is needed 2 Performance on this competency fails to meet acceptable standards. A major development is needed 1 (Questionnaire used for both self and others rating) Competencies at Top Level Please tick ‘’ what you feel most appropriate 1.Vision and Purpose 1 Sees new possibilities to take the organization to a higher realm 5 4 3 2 1 2 Optimistic. Sees everything with a positive outlook 5 4 3 2 1 3 Creates and communicates compelling vision or direction 5 4 3 2 1 4 Inspires and motivates others with enlightened insights 5 4 3 2 1 ...
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...System Integrity and Validation Justin A. Miller ACC 542 July 9, 2012 Yasin Dadabhoy Introduction Computers are an essential tool for a lot of jobs. Auditors rely on computer technology to execute many job roles, use the benefits of software tools, and use methods to become more well-organized and successful. Computer-assisted audit tools, known as CAATs, and audit productivity tools are two types of software tools. CAATs assist the auditors with the evaluation of application controls. CAATs also choose and examine data for significant audit evaluations. Audit productivity tools assist auditors in reducing the number of valuable time spent on administrative duties by computerizing the audit role and incorporating information assembled from the audit process. This brief will describe how CAAT will be used to validate data and system integrity within the system, explain the functions of audit productivity software, and explain how audit productivity software might be used in the systems designed. Validating Data and System Integrity CAAT consists of the usage of software, applications, extracted and analyzed data, trends within data, identifying with the expectations and detention of potential fraud within data (Gray, et. al., 1989, Pag.109). CAAT makes available information that allows certain aspects to simply be acquired. With the utilization of CAAT, the audit records and practices can be improved with excellence and swiftness. The information systems auditor...
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...corporate targets easily by continuous developments & cost reduction in this field. AREAS OF EXPERTISE Quality Planning ← Analyzing and producing the technical requirements and specifications & recommending design modifications based on client requirements. ← Design Quality System Manual, SOP & format, all Inspection Standards & Control Plan. Quality Assurance ← Monitoring adherence to quality systems, comply with quality standards and maintaining requisite documents. ← Implementing quality systems in the organization to reduce the defects and ensure zero defect products by implementing various techniques (7QC Tools) for Problem Solving. ← Ensuring Capability Study & Inspections at defined frequency to ensure Product Performance. Quality Systems ← Maintain the QA Systems and troubleshooting as per 4M manufacturing. ← Basic system Design, Documentation, and Implementation of ISO/TS-16949: 2002, ISO 14001, ISO 17025 ,ISO9001:2008 ← Practical Implementation of standards on shop floor as per product & process requirements. ← On-hand experience of quality tools & techniques viz. APQP, PPAP, MSA & SPC, 7-QC TOOLS, KAIZEN. Product...
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...Management process, your will improve the quality of your current and future projects. The first process of Project Quality Management understands the scope and deliverables of the project. In order to give high quality to your customer or stakeholders, you must know their expectation of the service or product. The basic approach of quality management is compatible with ISO International Organization for Standardization quality standards. Every project should deliver quality to which a set of inherent characteristics fulfill requirements with a grade as a design intent assigned to deliverables having the same functional use but different technical characteristics. The project team will need to apply appropriate levels of accuracy and precision for use in the quality management plan. Applying ISO compatibility to quality management, you will need to take the approaches below: • Customer satisfaction –Customers expectations are met (PMI, pg 229). • Prevention over inspection –Prevent mistakes than correcting mistakes by planning, designing and building quality in to the project’s deliverables (PMI, pg 229). • Continuous improvement- Apply different quality improvement models to continue improvement (PMI, pg 229). • Management responsibility – Make sure project team has adequate resources to follow the quality plan (PMI, pg 229). • Cost of quality – Total cost of...
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...Strategic Management External and Internal Assessments 1 External Strategic Assessment “It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change.” – Charles Darwin “Nothing focuses the mind better than the constant sight of a competitor who wants to wipe you off the map.” – Wayne Calloway, Former CEO, PepsiCo 2 1 External Audit – Sources of Information •Internet •Libraries •Suppliers •Distributors •Salespersons •Customers •Competition 3 External Strategic Management Audit - The macro environment Scanning (PESTEL analyses, Scenarios) - Industry or Sector Analysis (5 forces, industry/product life cycle) - Competitors scanning (Strategic Group Map, CPM) - The Organization responses (EFEM) 4 2 Layers of the business environment 5 Key Aspects of PESTEL Analysis • Not just a list of influences • Need to understand key drivers of change • Drivers of change have differential impact on industries, markets, and organisations • Focus is on future impact of environmental factors • Combined effect of some of the factors likely to be most important 6 3 Macroenvironment – PESTEL (1) 7 Microenvironment – PEST(EL) Political Economic • Government stability (+) • Taxation policy (+) • Foreign trade regulations (+) • Social welfare policies (-) • Business cycles (-) • GNP trends (-) • Interest rates (--) • Inflation (+) • Unemployment...
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...Appraising Research in Second Language Learning: A practical approach to critical analysis of quantitative research Graeme Keith Porte John Benjamins Publishing Company Appraising Research in Second Language Learning Language Learning and Language Teaching The LL< monograph series publishes monographs as well as edited volumes on applied and methodological issues in the field of language pedagogy. The focus of the series is on subjects such as classroom discourse and interaction; language diversity in educational settings; bilingual education; language testing and language assessment; teaching methods and teaching performance; learning trajectories in second language acquisition; and written language learning in educational settings. Series editors Birgit Harley Ontario Institute for Studies in Education, University of Toronto Jan H. Hulstijn Department of Second Language Acquisition, University of Amsterdam Volume 3 Appraising Research in Second Language Learning: A practical approach to critical analysis of quantitative research by Graeme Keith Porte Appraising Research in Second Language Learning A practical approach to critical analysis of quantitative research Graeme Keith Porte University of Granada John Benjamins Publishing Company Amsterdam / Philadelphia Dr Graeme Keith Porte is currently Senior Lecturer at the University of Granada in Spain, where he lectures on Second Language Writing and Applied Linguistics Research Design...
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...the capital, Dhaka. It is a top bank among the oldest five Commercial Banks in the country which started their operations in 1983. It was the vision of 13 local businessmen who braved the risks and uncertainty with courage and fervor that made the establishment & development of the bank possible. Those sponsor directors initially started the journey with only taka 3.4 crore worth of capital, which now is a respectable taka 330.77 crore of capital & reserve. It is among very few local banks which do not tend to follow the traditional, decentralized, geographically managed, branch based business or profit model. The bank holds 12th position among all the private sector banks in accordance to highest growth sector due to the dismal performances of government banks.According to the definition of human resources planning, it is a process that identifies current and future human resources needs for an organization to achieve its goals. It should serve as a link between human resources management and the overall strategic plan of an organization, and City Bank, apparently, is focusing on right placement of its major resource – human resources. The bank believes in putting the right people at the right place. In maximum part of the year 2010, 2,685 employees worked together to make possible the technological advancement, extension and innovation that has set to achieve and to anticipate the customers’ needs and ensure their satisfaction. | The bank manages its business and operation...
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...| Employability Skills | | [Date] | [Course title] | | | Employability Skills | | [Date] | [Course title] | | Table of Contents Introduction 2 Task 01: Self-Appraisal Form 3 Key Responsibilities at Work 1.1 3 Performance Objectives at Work 1.2 4 Recommendations for Own Improvement 1.3 5 Effective Motivational Techniques at Work 1.4 5 Communication Skills Needed at Work 2.2 6 Task 02: Continuous Professional Development 8 Solutions to Problem 2.1 8 Evaluating Tools and Methods for Developing Solutions 4.1 9 Strategies for Solving Problems 4.2 10 Time Management Strategies 2.3 10 Evaluating the Impact of Implementing Strategies on the Business 11 10. Evaluating the Impact of Implementing Strategies on the Business 12 Task 03: Collaborative Team Dynamics Journal 13 Team roles and my observations 3.1 13 Team Dynamics 3.2 14 Suggestions 3.3 14 Conclusion 16 Bibliography 17 Introduction Employability limits range unit the favors that each individual needs or should strive for to match the necessities of this economy. As economies amendment with time and advancement, the limits needed in business meanders conjointly change. Some individual who had the best possible employability aptitudes 10 years ago without a doubt doesn't have the employability limits for these days. To place it basically, that individual may not have the endowments that will make him employable. Today's administrators don't give off an impression...
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... which of the following is the least predictive set of criteria used to eveluate employees traits if a manager uses critical incidents as a method of performance evaluation, then ____ the focus of the evaluation will center on key bahaviors. ____involves evaluations ones performance against the performace of one or more others Foreced comparison The concept of____can be applied to apprasials to increase the perception that employees are treated fairly. Due process Which of the following is true with reguard to leadership? It focuses on downward influence of followers. ____is the only tactic effective across organizational levels. Rational persuation to avoid poiticking during peroformance evaluations, and orginazation should_____ use objective criteria reactive and protective behavions to avoid action, blame, orcahge are termed____ Defensive bahaviors Mintzberg's managerial four roles entrepreneur role, disturbance handlers, esource allocators, negotiator role The ability to understand, communite with, motivate and support other people, both individually and ind groups, may be defined as____ human skills (human skills- the ability to work with, understand, and motivate other people, both individually and in groups) conceptual skills The mental ability to analyze and diagnose complex situations. According to fred luthans and his associates, managers involved in traditional management activities undertook which...
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...------------------------------------------------- Home Appliance Industry ------------------------------------------------- Designing an HR system for a changing industry Gwendolyn Hill, Cheolhyun Park, and Kexin Xu May 7, 2012 Professor Lepak, HR IV Table of Contents I. Industry Trend & Major Business Implications 3 II. Clear explanation of the impact on managing people 4 1. Employee Competencies 5 2. Motivation/Effort 8 3. Opportunities to Contribute (Work Design) 9 III. Ideal HR System 10 1. Work Design & Workforce Planning 10 2. Managing Employee Competencies 12 3. Managing Employee Attitudes & Behaviors 14 IV. Major Hurdles & Strategies to Overcome Them 17 Bibliography 19 I. Industry Trend & Major Business Implications Home appliance industry includes manufactures of household cooking appliances, laundry machine, refrigerator, dishwasher, water heater, and other household appliances. Like other retail industry, household appliance manufacturing business had hard time with recent recession. Especially fallen housing market directly affects the industry because people generally purchase new appliances for new homes. Moreover, cost of raw material and labor as well as government regulations for energy efficiency product raised price of product. Consequently, industry revenue and employment growth rate were below zero in past five years. According to IBIS industry report, in US market, Whirlpool has 43.8% market...
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...Acknowledgement I take this opportunity to express my profound gratitude and deep regards to our guide, lecturer Mr. C H Liyanage for her exemplary guidance, monitoring and constant encouragement throughout the assignment of this thesis. The blessing, help and guidance given by his time to time shall carry us a long way in the journey of life on which I am about to embark. I am obliged to Institute of Personnel Management, for the valuable information provided by them in their respective fields. I am grateful for their cooperation during the period of my assignment. Table of Contents Acknowledgement 1 Executive Summary 3 Question 01 4 Question 2 7 Question 4 10 Executive Summary This case study, we have done as the assignment of our ninth module in Professional Qualification in Human Resource Management and it is held by Mr. C H Liyanage. According to the given case study, Sharmin Rodrigo is the chairperson of the Mingo Group and she has desired to be the franchisee of one of the leading restaurant in U S A and she wants to operate it in her mother land. Sharmin Rodrigo is a well educated woman and she is successful business woman because she could build the leading business empire with in decade in her country. Mingo Group is a well diversified business. Once the negotiation got successful she invested million of rupees to secure the franchise with McDew which operates the renowned fast food chain in more than 130 countries with over 2000 restaurants...
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...invaluable to the firm’s competitive power. In fact, these invisible assets are often the only real source of competitive edge that can be sustained over time. —HIROYUKI ITAMI, MOBILIZING INVISIBLE ASSETS You’ve gotta do what you do well. —LUCINO NOTO, FORMER VICE CHAIRMAN, EXXON MOBIL OUTLINE l Introduction and Objectives l The Role of Resources and l Organizational Capabilities Classifying Capabilities The Architecture of Capability l Appraising Resources and Capabilities Establishing Competitive Advantage Sustaining Competitive Advantage Appropriating the Returns to Competitive Advantage l Putting Resource and Capability Capabilities in Strategy Formulation Basing Strategy on Resources and Capabilities Resources and Capabilities as Sources of Profit l The Resources of the Firm Tangible Resources Intangible Resources Human Resources Analysis to Work: A Practical Guide Step 1 Identify the Key Resources and Capabilities 123 CSAC05 1/13/07 9:21 Page 124 124 PART II THE TOOLS OF STRATEGY ANALYSIS Step 2 Appraising Resources and Capabilities Step 3 Developing Strategy Implications l Developing Resources and Capabilities The Relationship between Resources and Capabilities Replicating Capabilities Developing New Capabilities Approaches to Capability Development l Summary l Self-Study Questions l Appendix: Knowledge Management and the Knowledge-based View of the Firm l Notes Introduction and Objectives In Chapter 1, I noted that the focus of strategy...
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...Competencies based on the Performance Management Catalog Competency descriptions: Competency groups listed in bold letters with individual components of the group following each group. Accountability: Accept personal responsibility for the quality and timeliness of work. Can be relied upon to achieve excellent results with little need for oversight. Productivity: Meet productivity standards, deadlines and work schedules. Goal measurement: Understand, communicate and measure goals accurately. Focus: Stay focused on tasks in spite of distractions and interruptions. Time efficiency: Make the best use of available time and resources. Balance quality & deadlines: Appropriately balance quality of work with ability to meet deadlines. Bottom line: Clearly see the “bottom line” of customer expectations and ensure that work products meet that bottom line. Acknowledge & correct mistakes: Do not make excuses for errors or problems; acknowledge and correct mistakes. Assume responsibility: Do not attempt to diffuse blame for not meeting expectations; face up to problems with people quickly and directly. Adaptability/Flexibility: Adapt easily to changing business needs, conditions and work responsibilities. Adapt approach, goals and methods to achieve successful solutions and results in dynamic situations. Anticipate change need: Anticipate and effectively communicate need for change. Alternatives: Identify and provide different alternatives to reach a given end. Strategies/tactics:...
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