...introduction of Performance Management. Organizations as a whole initiated this system of appraising and evaluating employees’ performance to gauge and measure productivity in work- related situations and operation. This work will try to seek a thorough discussion on the topic “Performance Management can be a useful tool to align company objectives and individual objectives. This results in successful operations.” A vast methodology of research has been done to find a correlation between theories and practices including examples. Literature reviews have been made in order to arrive at a definitive conclusion about the above-mentioned topic. This paper shows an in-depth analysis of the factors affecting Performance Evaluation system and likewise the underlying need for organizations to have a robust performance management system in place. The different Performance measurement systems were discussed to show the relevance of such in achieving organizational strategic goals. To further illustrate the points, data and information were derived from different sources. Sources of information from vast outlets are used to identify and to make a thorough comparison of different criteria that organization use. 4 II. Performance Management Organizations began using Performance Management around 60 years ago with the main intention of determining employee’s wage based on individual work performance. It was also...
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...Shankar Deb. The paper also employs unobtrusive methods which include Content analysis of company website and life histories. In order to effectively analyse the Human resource strategies an obtrusive and unobtrusive research method has been adopted. Results of data analyzed show that the Human resource practice adopted is effective however they do have minor floss. In particular, Orientation program, Performance appraisal, Benefit plan and Job Evaluation method is poor in the areas HR management. The report finds the prospects of the company in its current position are positive but the few areas of weakness require upgradation of practice and remedial action by management. Recommendation discussion includes introduction of new practices and new changes like: • After Recruitment and selection process there should be an Orientation program about the organization and rules and regulation because it portraits the organization aptly. • An addition of a performance appraisal form which includes all the forms of appraisal like 360 degree appraisal method. • New benefit plans should be added to motivate employees to be loyal to the organization. The report also...
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...employee recognition programs, employee involvement programs, skill based pay programs, give monetary and non- monetary rewards, provide good work environment, flexibility. 2. Which techniques you use to motivate? Provide meaningful and challenging work, Set clear targets and expectations and measure performance, Give regular, direct, supportive Feedback, Design people's roles so they can use their strengths, Enable input and choice in how work gets done, Reward them for their work 3. What is the theory of motivation? Motivation is an internal drive that activates behaviour and gives it direction. There is not one but many theories of motivation: Content theories, Process theories 4. If one beautiful girl/ smart boy who is working with you in the same floor and if she/ he is after you and don’t like to work how will you manage her/him? Call him/ her and tell him that I don’t like the person and being a HR professional counsel him and tell the consequences of being like that can affect the career. 5. How do you handle people, if some people come late and some people come regularly? Make the work timings flexible; handle it like a performance issue—show them benefits of coming early. 6. What is meant by culture of an organisation? It is a system of shared value and beliefs held by organizational members that unite the members of an organization and determine how they act. 7. What is Maslow theory of motivation? Maslow's Hierarchy...
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...THE Professional Practice S E R I E S James W. Smither Manuel London EDITORS Performance Management Putting Research into Action A Publication of the Society for Industrial and Organizational Psychology Performance Management The Professional Practice Series The Professional Practice Series is sponsored by The Society for Industrial and Organizational Psychology, Inc. (SIOP). The series was launched in 1988 to provide industrial and organizational psychologists, organizational scientists and practitioners, human resources professionals, managers, executives and those interested in organizational behavior and performance with volumes that are insightful, current, informative and relevant to organizational practice. The volumes in the Professional Practice Series are guided by five tenets designed to enhance future organizational practice: 1. Focus on practice, but grounded in science 2. Translate organizational science into practice by generating guidelines, principles, and lessons learned that can shape and guide practice 3. Showcase the application of industrial and organizational psychology to solve problems 4. Document and demonstrate best industrial and organizationalbased practices 5. Stimulate research needed to guide future organizational practice The volumes seek to inform those interested in practice with guidance, insights, and advice on how to apply the concepts, findings, methods, and tools derived from industrial...
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...Professional Practice S E R I E S THE James W. Smither Manuel London EDITORS Performance Management Putting Research into Action A Publication of the Society for Industrial and Organizational Psychology Performance Management The Professional Practice Series The Professional Practice Series is sponsored by The Society for Industrial and Organizational Psychology, Inc. (SIOP). The series was launched in 1988 to provide industrial and organizational psychologists, organizational scientists and practitioners, human resources professionals, managers, executives and those interested in organizational behavior and performance with volumes that are insightful, current, informative and relevant to organizational practice. The volumes in the Professional Practice Series are guided by five tenets designed to enhance future organizational practice: 1. Focus on practice, but grounded in science 2. Translate organizational science into practice by generating guidelines, principles, and lessons learned that can shape and guide practice 3. Showcase the application of industrial and organizational psychology to solve problems 4. Document and demonstrate best industrial and organizationalbased practices 5. Stimulate research needed to guide future organizational practice The volumes seek to inform those interested in practice with guidance, insights, and advice on how to apply the concepts, findings, methods, and tools derived from industrial and organizational psychology...
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...Acknowledgement It is a great pleasure for me to acknowledge the assistance and contributions to this assignment; First of all I would like to thank to my lecturer Mr. Kanchana Wimalasurendra who helped me to understand the problems of the scenario that helped me to approach the problems confidently. I would like to acknowledge to the lecturers of ICBT Kandy Campus, my friends and the people who helped me to finish the assignment successfully. Finally, I gratefully acknowledge to the support, encouragement, and patient of my parents. Thank You Ahamed Rikaz Contents Introduction - 4 - Organizational Structure - 5 - Tools Used For Business Analysis - 10 - SWOT Analysis - 11 - New Steps In Strategic Plan - 19 - Market Analysis: - 19 - Risk management, Contingency plan - 26 - Impact of internet on the organizational environments and strategic planning - 28 - Utilization of Information System in Strategic Plan - 31 - Management Information Systems (MIS) - 32 - Discussion of appropriate IT tools - 42 - Recruitment and Employment - 55 - Future Considerations - 87 - Conclusion - 88 - Gantt chart - 89 - References - 90 - Introduction Today’s Managers have to be like artist. They work in a global economy where the relationships among nations and corporations, emerging economies, outstanding partners, and the fast-paced...
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...Open systems – organizations that are affected by and that affect their environment Inputs – goods and services organizations take in and use to create products or services Outputs – products and services organizations create. External environment – all relevant forces outside a firm’s boundaries, such as competitors, customers, the government and the economy Competitive environment – immediate environment surrounding a firm; includes suppliers, customers, rivals and the like Macroenvironment – includes governments, economic conditions and other fundamental factors that generally affect all organizations. All organizations operate in a macroenvironment which comprise of the following: Laws and regulations * The government can affect business opportunities through tax laws, economic policies and international trade rulings. * Regulators are specific government organizations in a firm’s more immediate task environment. The economy * Economic environments dramatically affect managers’ ability to function effectively and influences their strategic choices. * The stock market is an important economic influence. It may also have profound effects on the behavior of individual managers. * Economic conditions change over time and are difficult to predict. Technology * Technological advances create new products, advanced production techniques and better ways of managing and communicating * Also, new industries, markets and competitive niches develop...
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...2000 ASSESSING QUALITY, OUTCOME AND PERFORMANCE MANAGEMENT Dr Javier Martinez The Institute for Health Sector Development London World Health Organization Department of Organization of Health Services Delivery Geneva Switzerland 2001 © World Health Organization, 2001 This document is not a formal publication of the World Health Organization (WHO), and all rights are reserved by the Organization. The document may, however, be freely reviewed, abstracted, reproduced and translated, in part or in whole, but not for sale nor for use in conjunction with commercial purposes. Assessing quality, outcome and performance management Dr Javier Martinez The Institute for Health Sector Development London Contents Introduction ..................................................................................................................... 1 1. Background, objectives and methods ................................................................... 1 2. Mapping out the topic and this review .................................................................. 1 Chapter 1 1.1 1.2 1.2.1 1.2.2 1.2.3 1.2.4 1.2.5 1.2.6 1.2.7 1.2.8 What is performance management? How have the concept and practice of performance management evolved over time? ............................ 3 Definition .............................................................................................................. 3 How have the concept and practice of performance management evolved in recent years? ...
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...All 3 interact with one another ICAF |Lecturer: Bilal Khalid 2 3 E 16 – Business Management Strategy Process Central to Strategy is positioning 3 Processes of Strategy are: Analysis Choice Implementation In the Real world all the stages are not sequential and are not easily distinguished from one another. Three types of strategic management methods:‐ 1. Rational/Structured Approach or model 2. Incrementalism 3. Emergent Strategy ICAF |Lecturer: Bilal Khalid 3 4 E 16 – Business Management Rational / Traditional or the Structured Approach to Strategy:‐ Purposes Visions & Mission Strategic Intent Goals & objectives Internal Analysis or Appraisal strength & weaknesses Leveraging Resources Functional Analysis Value Chain Analysis Benchmarking...
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...P r a c t i c e s o f W I P R O ” under the guidance of Prof Sana Danani in partial fulfillment of the requirement for the award of degree of Bachelor of Management Studies at Rizvi College of Arts, Seience & commerce. This is an original piece of work & we have not submitted it earlier elsewhere. ROLL NO. 105 86 100 89 71 NAME: Jyoti Singh Atul kumar Pandey Muzaffar Shaikh Asim Qureshi Jangle Sanchit SIGN ACKNOWLEDGEMENT We would like to thank my Project Guide Prof. Sana Danani for her immense guidance, valuable help and the opportunity provided to us to complete the project under his guidance. I would like to thank all faculty members of Rizvi College of Arts, Science & Commerce for guiding and supporting me in the completion of project from time to time. Last but not the least, my gratitude to great almighty and my parents without whose concerned and devoted support the project would not have been the way it is today. ROLL NO. 105 86 100 89 71 NAME: Jyoti Singh Atul kumar Pandey Muzaffar Shaikh Asim Qureshi Jangle Sanchit SIGN SUBJECT PROFESSOR (Prof. Sana Danani) CO-ORDINATOR (Furkan Shaikh) CERTIFICATE This is to certify that the project titled “ HR p r a c t i c e s o f W I P R O ” is an academic work done by the following student submitted in the partial fulfillment of the requirement for the award of the degree of bachelor of management studies under my guidance & direction. To the best of my knowledge and belief the data & information presented...
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...The Truth: About Managing People . . . and Nothing but the Truth Stephen P. Robbins, Ph.D. PEARSON EDUCATION, INC. “If someone wants to unleash the truth of people management, read this book. Author Robbins addresses the most critical challenges organizations face today in a concise and entertaining way.” — SUBIR CHOWDHURY Executive Vice President, American Supplier Institute Author of the best-selling The Power of Six Sigma and The Talent Era: Achieving a High Return On Talent “Stephen Robbins does it again! A prolific scholar and writer, he cuts through the research and theory to deliver immediately useful and essential insights for the effective management of people. I have never seen anything quite like The Truth. Excellent for all of us who don’t take the time to keep up with leading edge thinking and practice in the field of management.” — ERIC G. STEPHAN, Professor Organizational Leadership & Strategy Marriott School of Management, Brigham Young University “This is a clever book. Stephen Robbins has put together a book I wish I had written. It’s a quick reference written for practicing managers, social scientists, and anyone interested in managing people. Robbins’‘best of ’ approach, as well as the reference materials each section draws on, make this book a ‘must have’ for practical, reliable, and valid information on the important leadership/management/people topics of the day.” — RANDALL P WHITE, PH.D. . Principal, The Executive Development Group LLC Co-author...
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...Chapter 1: Strategic Role of HRM Strategic Role of Human Resources Management Human Resources Management (HRM): management of people in organizations to drive successful organizational performance and achievement of organization's strategic goals - Attract, retain, engage diverse talent - Hire best, develop talent, create productive work environment ** HR Strategy align with Company Strategy Better HR practices = Better Organizational performance Which practices? ○ Profit Sharing Result? Positive Relationship with turnover, productivity, corporate performance ○ Results Oriented Performance Appraisal ○ Employment Security Human Resource Management Responsibilities 1) Traditional: Operational (Administrative) Category - Hire/maintain employees - Offer advice - Plan future workforce requirements - Appraising performance - Disciplining/counselling - Health and safety - Complaints Handling Outsourcing: using outside vendors to handle specified functions on permanent basis Employee counselling, recruitment, payroll, training, benefits administration 2) Strategic Category - Strategic partner ○ Help achieve strategic objectives Strategy: company's plan on how it will balance internal strengths and weaknesses with external opportunities and threats to maintain competitive advantage • HR Challenge: building leadership pipeline (manage talent shortage) Role in Formulating Strategy - HR professionals + line managers do environmental scanning: identify and analyze...
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...SECTION - I 1 INTRODUCTION TO MARKETING PART I Unit Structure 1.0 Objectives 1.1 Introduction 1.2 Meaning & Definitions of marketing 1.3 Importance of marketing 1.4 Scope of marketing 1.5 Concepts of marketing 1.6 Role of marketing manager in changing environment 1.7 Summary 1.8 Exercise 1.0 OBJECTIVES After studying this chapter students will be able to: Understand the meaning and definition of marketing. Explain the nature of marketing Discuss the importance of marketing Know the scope of marketing Explain the concepts of marketing 1.1 INTRODUCTION The emergence of ‗marketing‘ as a business discipline is of relatively recent origin. Though it has been practiced from the time of barter through money economy to today‘s modern complex marketing system, exchanges have been taking place. The ideas associated with marketing have undergone a great deal of change over centuries. Even after marketing became a full–fledged business discipline. Marketing, more than any other business function, deals with customer. It revolves around the customer. Building relationship based on customer value and satisfaction is at the very heart of modern marketing. The pricing strategies adopted the promotional tools selected; the design, shape and size of the product and the place of sales etc. are all decided after finding out the lifestyle, culture, buying habits and media consumption habits etc of all customers Marketing links producers and consumers together for mutual...
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...2001, 2002) 1 INDEX HUMAN RESOURCE MANAGEMENT ( H R M ) STRATEGIC HUMAN RESOURCE MANAGEMENT: HUMAN RESOURCE DEVELOPMENT TEAM EFFECTIVENESS HUMAN RESOURCE PLANNING ( H R P ) JOB ANALYSIS JOB DESCRIPTION JOB SPECIFICATIONS JOB EVALUATION JOB DESIGN DESIGNING JOBS – MOTIVATING JOBS JOB SATISFACTION WORK SAMPLING RECRUITMENT & SELECTION TRAINING & DEVELOPMENT INDUCTION & ORIENATION PERFORMANCE APPRAISALS INCENTIVES BASED COMPENSATION HUMAN RESOURCE AUDIT MOTIVATION THEORIES MORALE PERSONNEL POLICIES WORKERS’ PARTICIPATION IN MANAGEMENT UNIONS ORGANIZATIONAL DOWNSIZING MEANING OF ORGANIZATION STRUCTURE HUMAN RESOURCE MANAGEMENT ( H R M ) Definit io n 1 – Inte gr atio n “HRM is a series of integrated decisions that form the employment relationships; their quality contributes to the ability of the organizations and the employees to achieve their objectives.” Definit io n 2 – Influe ncing “HRM is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true, regardless of the type of the organization – government, business, education, health, recreational, or social action.” 2 Definit io n 3 – Applica bil ity “HRM planning, organizing, directing and controlling of the procurement, development...
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...Unit - 1 : Introduction to Human Resource Management Structure of Unit: 1.0 1.1 1.2 1.3 1.4 1.5 1.6 1.7 1.8 1.9 1.10 1.11 1.12 Objectives Introduction Opening Case What is Human Resource Management? Nature of HRM Scope of HRM Objectives of HRM Functions of HRM Role of HRM HRM in the New Millennium Summary Self Assessment Questions Reference Books 1.0 Objectives After studying this unit, you will be able to: 1.1 Understand the basic concepts of human resource management (HRM). Explain what human resource management is and how it relates to the management process. Provide an overview of functions of HRM. Describe how the major roles of HR management are being transformed. Explain the role of HRM in the present millennium. Introduction Human beings are social beings and hardly ever live and work in isolation. We always plan, develop and manage our relations both consciously and unconsciously. The relations are the outcome of our actions and depend to a great extent upon our ability to manage our actions. From childhood each and every individual acquire knowledge and experience on understanding others and how to behave in each and every situations in life. Later we carry forward this learning and understanding in carrying and managing relations at our workplace. The whole context of Human Resource Management revolves around this core matter of managing relations at work place. Since mid 1980’s Human Resource...
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