404 - The content no longer exists on our network.

But we found simillar discussions which you may find interesting... please review them below.

Search for "How High Goals Can Achieved Less Resourses"


Alignment of organisational goals with individual goals
Dear hr s kindly let me know " how alignment of organisational goals can be done with individual goals or team goals ???" which can help in performance appraisals of the employees. it would be great if it supported with an example . thanks in advance . anuja puranik
Human resourses management
I want to do research in hr mgt as of and i want to on so help me
Article: why is it important to have a mix of both short-term and long-term goals?
When setting goals you want to set both shortterm and longterm goals. a shortterm goal is a goal that is designed to be completed in a short period of time. typically shortterm goals span a few days or a few weeks and never last longer than six months. longterm goals span longer periods of time and can take six months or longer to complete. why is it important to have a mix of both shortterm and longterm goals? as you set and reach shortterm goals you will be more motivated to reach your longterm goals. when you set longterm goals you have something to motivate you and give you a sense of purpose. sometimes you have to set shortterm goals to help in reaching your longterm goals more manageable. these are called enabling goals because they enable you to reach your longterm goal. an excellent way to prioritize different goals is to first establish your longterm goals. it will offer you a sense of purpose and direction. once you have set all your longterm goals it is time to start setting your shortterm goals especially those that are relevant to the longterm goals. the benefit of shortterm goals is that they serve as stepping stones toward the achievement of the longterm goals. they are easier and simpler to attain compared to longterm goals. if you set and focus on your shortterm goals and accomplish them on a timely basis it will help you gather momentum and motivation toward the achievement of your longterm plans. hope that information helps do share your opinion as well regards chirag narang
"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.
Father of human resourses
Hi all kindly tell me who is called father of human resources robert own elton mayo peterson or any other.. warm regards preeti
Help with organisational strategy and hr goals
Dear sir/madam our organisation is pursuing to achieve the strategy of reducing employee turnover by 30.how this strategy can impact on our hr goals and objectives.need to include clear link between hr goals and organisational goals. could you please give any examples of hr goals and objectives. thanks very much atif aziz kuwait img