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Search for "Company Peformance Quantifiable"


Need help to introduce pms in the company.
Hi folks i am working with a product company. we dont have any structured pms. it is a small company so mostly performance is judged on individual peformance and project deliverables during the year. now management expects of me to implement pms in the company. so i am looking for some support from you experienced folks in this area. kindly send me a format and help me with kind of question you can frame to check ones stability in the company. same time being an employer how do you check where an employee needs improvement checking and improving work environment sort of questions. your kind help would surely give me to implement pms in the organization. regards binay
Advise me
Dear all 15 days before we have appoint a emplyee for our org. as a accounts assistant now the accounts head or our boss say to me that this guys peformance not up to the level or company expectation. than change this employee and recurit new employee. being a hr guys what i do. what is responsblities being a hr guys. note : now we have to pay rs.14000/ for that emplyee. plz quick reply regars pulkit30
Difference between performance management & planning ?
Dear friends what is the difference between performance managment peformance planning & performance counselling ? pl give some example also. regds vikram singh
"can we eliminate the subjectivity in performance appraisals by automating the rating?" article by elan synergita
There is a general feeling that performance appraisals are subjective and that when managers rate their team members a certain bit of bias seems to creep in. this thought process leads to unnecessary friction between the managers and employees. can we eliminate the subjectivity in performance appraisals by automating the rating? sometimes people ask us if we can automate the rating completely using our software. so they expect that the rating should be automatically given based on employees performance and predefined rating for such performance and managers would not be responsible for rating the performance. so can rating automation be a solution to remove the subjectivity in appraisals? in reality will it be possible to remove the subjectivity element and automate the rating completely without a managers involvement? this is definitely a point to ponder on. first let us understand the parameters or the dimensions which are rated as part of the performance appraisals. generally there are set of performance dimensions or goals that an employee is required to achieve during the course of a year. also there are a set of behavioral dimensions which an employee needs to exhibit to fulfill these goals. so generally rating is given to both these dimensions but the weightage may vary between both. problems in automating the rating the following are some practical problems that we will face when we try to automate the rating during a performance appraisal: 1 performance dimensions or goals are generally quantifiable. but for employees working in some departments setting goals may be quite a challenging task. for instance defining quantifiable goals for a sales department is much more easier than defining goals for people working in a functional team. 2 even when goals are quantifiable setting proper performance measures might be difficult. this will lead to difficulties in finding out the actual achieved numbers. so the input of the actual achieved numbers against a target would be done by a manager or an employee manually and there is bound to be some subjectivity in entering those numbers. 3 behavioral dimensions like communication skills cannot be quantified. so automation of rating cannot be considered for rating behavioral dimensions and so the bias element cannot be totally eliminated. 4 even if we consider that automation of rating is possible the inability to meet the performance target by an employee might be due to various external reasons outside of the control of the employee. penalizing a person for this by automating a rating might be too harsh. some subjectivity of manager involvement in such cases would be better.
Ex-employee joined a competitor with incorrect details about work & lands a personal attack on team lead's fb page
Dear cite contribution i am currently working in xyz bpo as a assistant managerhr. couple of months back i had a team member who had to be terminated in the third month on grounds of non peformance bad attitude and due to uninformed leaves in probation. this employee has joined as an onboarding coordinator recently. to avoid employment verification she has informed her current co that she is a fresher. the candidate has extremely bad attitude.she due to being terminated has posted extremely negative comments about me on the face book. i am not sure in this case if i should inform the current company about this and how to go about this. request your guidance on the same. regards divya chandarana.
Corporate event management and employee engagement programmes
Hi all iventure activation is a corporate event management company practicing various employee retention programmes art of living programmes employee advisory and welfare programmes social responsibility campaigns seminars and conferences. we genuinely implement event planning and management techniques to reap quantifiable results. for more please visit iventure consulting services provides event management hr consulting public relations media planning thank you. prem antony 91 98846 26888