Hi Seema,
Thanks for great links. If you see Maslow never related his theory to HR. It is sociology subject which talks about motivation. Even then we as HR professionals know this topic not only as sociological subject, but you would have studies in Personnel Management. In that subject, Maslow's theory was related to the above points which I have mentioned.
I too agree with your points, Maslow has given this theory not keeping Recruitment, Appraisal, Recognition in mind.
Hope you understand.
Preet
From India, Bangalore
2Thanks for great links. If you see Maslow never related his theory to HR. It is sociology subject which talks about motivation. Even then we as HR professionals know this topic not only as sociological subject, but you would have studies in Personnel Management. In that subject, Maslow's theory was related to the above points which I have mentioned.
I too agree with your points, Maslow has given this theory not keeping Recruitment, Appraisal, Recognition in mind.
Hope you understand.
Preet
From India, Bangalore
such a nice game preet has started or pehle he question pe itni sari discussions?? this way people will loose the spirit of the game. seema mam you were the last one to answer please post a question for us. this game would really help us brushing our knowledge and testing our gray matters.
hurry up. APKA SAMAY SHURU HOTA HAI ABB......!! :lol: :lol: :wink:
From India, New Delhi
hurry up. APKA SAMAY SHURU HOTA HAI ABB......!! :lol: :lol: :wink:
From India, New Delhi
hi all
thank u very much & now my question is
write a short note about Performance Appraisal, classification of P.A. and latest trends
thank u for giving this nice oppurtunity
regards
krishna saladi
+91 98481 04265
From India, Madras
thank u very much & now my question is
write a short note about Performance Appraisal, classification of P.A. and latest trends
thank u for giving this nice oppurtunity
regards
krishna saladi
+91 98481 04265
From India, Madras
Hi krishna,
Nice. Atlast you have posted your question. Make sure the question is compatible to answer in short form. Because you have asked for latest trends. It varies on companies. So let us shorten the question to : Short note on PA and Types of PA.
Hi guys Any answers?
Preet
From India, Bangalore
Nice. Atlast you have posted your question. Make sure the question is compatible to answer in short form. Because you have asked for latest trends. It varies on companies. So let us shorten the question to : Short note on PA and Types of PA.
Hi guys Any answers?
Preet
From India, Bangalore
hi,
I do agreee to the point of Seema siingh as Maslow's Thoery is been connected with motivation . It clearly defines that an employee needs and level moves from the stages of lower to higher to provide a comfort zone and work place staisfaction -the concept discussed by maslow to highlight the importance of motivation
Regards,
Reshmi Raghavan
From India, Coimbatore
I do agreee to the point of Seema siingh as Maslow's Thoery is been connected with motivation . It clearly defines that an employee needs and level moves from the stages of lower to higher to provide a comfort zone and work place staisfaction -the concept discussed by maslow to highlight the importance of motivation
Regards,
Reshmi Raghavan
From India, Coimbatore
Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview (annual or semi-annual), in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development.
Performance evaluation can be divided into two general categories:Ranking and Rating. Former requires comparison of employees against each other to determine relative ordering of the group on some performance measure. Ranking can be Straight Ranking (Relative to each other), Alternation ranking (Best and worst employee are rated and then middle employees are rated accordingly) and Paired - Comparison Ranking (raters make ranking judgments about discreet pairs of people0.
Rating requires rater to evaluate employees on some absoulte standard rather than in relative terms. Performance standard is on a scale whereby appraiser can check the point that describes the employee's performance. performance variation in this way is described along a continuum from good to bad. Descriptors can be adjectives, behaviors or outcomes.
Where adjectives are used as anchors, the format is called as a standard rating scale- Well above avg. to well below avg.
BARS or Behaviorally Anchored Rating Scales are most common behavior descriptor formats.
When outcomes are used as standards the most common one used is Management by objectives (MBO) which is both a planning and appraisal tool that has many variations across firms.
Raters can be supervisors, self, customers, peers and subordinate.
A good performance evlaution depends on a sound basis for establishing performance dimensions and the scale associated with each dimension. It should be relevant to the strategic plan of the company. Also, we should involve employees in developing every stage of performance dimensions and building scales, so that employees have more positive reactions to ratings, regardless of how well they do. Raters should be properly trained and all employees should understand how the system operates and what it will be used for. Raters should be motivated to accurately.
And, lastly a diary or log should be maintained of employee performance for memory and for documentation.
Source: Milkovich and Newman, 2005. Compensation.
[/b]
From India, Lucknow
Performance evaluation can be divided into two general categories:Ranking and Rating. Former requires comparison of employees against each other to determine relative ordering of the group on some performance measure. Ranking can be Straight Ranking (Relative to each other), Alternation ranking (Best and worst employee are rated and then middle employees are rated accordingly) and Paired - Comparison Ranking (raters make ranking judgments about discreet pairs of people0.
Rating requires rater to evaluate employees on some absoulte standard rather than in relative terms. Performance standard is on a scale whereby appraiser can check the point that describes the employee's performance. performance variation in this way is described along a continuum from good to bad. Descriptors can be adjectives, behaviors or outcomes.
Where adjectives are used as anchors, the format is called as a standard rating scale- Well above avg. to well below avg.
BARS or Behaviorally Anchored Rating Scales are most common behavior descriptor formats.
When outcomes are used as standards the most common one used is Management by objectives (MBO) which is both a planning and appraisal tool that has many variations across firms.
Raters can be supervisors, self, customers, peers and subordinate.
A good performance evlaution depends on a sound basis for establishing performance dimensions and the scale associated with each dimension. It should be relevant to the strategic plan of the company. Also, we should involve employees in developing every stage of performance dimensions and building scales, so that employees have more positive reactions to ratings, regardless of how well they do. Raters should be properly trained and all employees should understand how the system operates and what it will be used for. Raters should be motivated to accurately.
And, lastly a diary or log should be maintained of employee performance for memory and for documentation.
Source: Milkovich and Newman, 2005. Compensation.
[/b]
From India, Lucknow
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