MAKALAH MANAGING PERFORMANCE Diajukan untuk memenuhi salah satu tugas pada mata kuliah Modal Intelektual dan Manajemen Pengetahuan Dosen : Dr. Joeliaty, SE., MS. Disusun Oleh: Maria Anindita Deitas | 120820140002 | | | MAGISTER MANAJEMEN FAKULTAS EKONOMI DAN BISNIS UNIVERSITAS PADJADJARAN BANDUNG 2015 DAFTAR ISI BAB 1 PENDAHULUAN 1 1.1. Latar Belakang 1 1.2. Rumusan Masalah 2 1.3. Tujuan Makalah 3 1.4. Kegunaan Makalah 3 BAB 2 TINJAUAN PUSTAKA 4
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offer new solutions based services to its current and future clients. For this merger to be successful and generate the most benefit for the company, the human resources department (HR) has been tasked with creating a new career development plan. This plan is multi faceted and includes job analysis and selection, employee training, performance and career management and employee compensation. As sales and customer service are the customer’s first and continual contacts, HR has focused on this newly
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Case 7.1: The Politics of Performance Appraisal In most organizations managers are tasked annually to evaluate their employees' performance. During this time of evaluation, it is important for managers to thoroughly analyze each individual employee's quality of work as accurately as possible and without bias. The performance appraisal process can be difficult and is often dreaded by most managers. One of the major challenges that managers face when evaluating employees is accuracy. A manager
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Term paper on Human Resource Management Practices of Bangladesh: A Case Study on Orion Infusion Limited (OIL) Letter of Transmittal Date: August 17, .... Lecturer Department of Management Studies Faculty of Business Administration and Management Subject: Submission Report on Human Resource Management Dear Sir, Here we are submitting our report on “Human Resource Management Practices of Bangladesh: A Case Study on Orion Infusion Limited”
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12 Unit 13 Unit 14 Unit 15 Unit 16 Unit 17 Unit 18 Unit 19 Human Resource Management: Present & Future Information Technology for Human Resources Equal Employment Opportunity Job Analysis and Job Design Human Resource Planning Recruiting Employees Selecting Employees Orientation and Employee Training Management and Organizational Development Career Development Job Satisfaction and Employee Motivation Conflict management Performance Appraisal Systems Organizational Reward System Base Wage and Salary
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Phoenix Human Capital Development MBA 530 Mar 18, 2007 Gap Analysis: Riordan Manufacturing This analysis looks at situations, challenging issues and opportunities facing Riordan Manufacturing, a global plastics maker headquartered in San Jose, California. Through this analysis, problems will be identified that Riordan Manufacturing would have to resolve in order to be successful. By resolving their problems and realizing their opportunities, Riordan will improve their human resource practices
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employees and in return they align such structures with their objectives and goals. Thus came the 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
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Sara Thomas hms/220 Nikkia Fuller APPRAISAL systems Sara Thomas hms/220 Nikkia Fuller APPRAISAL systems To appraise or to conduct an appraisal on something or someone means to assess, to understand or give value. An appraisal system is essential tool and means of communication for a human service organization. All effective work environments need some type of an appraisal system to ensure employee productivity is positive and consistent. There are several elements and factors that go into
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Psychology. 1754-9426/08 Inaccurate Performance Ratings Are a Reflection of Larger Organizational Issues MICHAEL M. HARRIS University of Missouri-St. Louis DAN ISPAS AND GREG F. SCHMIDT University of South Florida Murphy (2008) suggests that there is generally only a ‘‘weak’’ relationship between job performance and ratings of job performance, arguing that supervisory performance ratings get little respect, and he questions whether the benefits of performance appraisal even outweigh the costs. Despite
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IIBM Institute of Business Management Examination Paper Human Resource Management Subject Code-B102 Section A: Objective Type & Short Questions (30 marks) MM.100 Part Two: Answer 1. Career planning involves efforts on the part of the organizations to provide avenues for growth to its employees. Certainly this growth should be accompanied by development. The other side of the coin is the role of employees in career planning. It involves effort on the part of employees
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