thank you so much Mr.CRK.
that was excellent and interesting as well and i have never come across such an informative topic .
please widen your knowledge so that we will be beneficial.
thank you once again for your hard work
harini
9884084838
From India, Madras
3that was excellent and interesting as well and i have never come across such an informative topic .
please widen your knowledge so that we will be beneficial.
thank you once again for your hard work
harini
9884084838
From India, Madras
Thankyou Ms.Harini for your feedback.........:):):)
Instead of starting different threads on different topics of same subject....... i have started posting different topics of same subject in one thread...... which would be quite easy for our members to go through, learn, share and contribute......
You can also find interesting tips on various aspects at https://www.citehr.com/290175-some-u...#axzz1AtCE8WQI
Thankyou ones again Harini....... Keep checking for more........
CRK
From India, Vijayawada
Instead of starting different threads on different topics of same subject....... i have started posting different topics of same subject in one thread...... which would be quite easy for our members to go through, learn, share and contribute......
You can also find interesting tips on various aspects at https://www.citehr.com/290175-some-u...#axzz1AtCE8WQI
Thankyou ones again Harini....... Keep checking for more........
CRK
From India, Vijayawada
TRAINING & DEVELOPMENT
Contd..
EVALUATION OF TRAINING
The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.
Purposes of Training Evaluation
The five main purposes of training evaluation are:
Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes.
Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training
<image no longer exists>
Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly.
Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits.
Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.
Process of Training Evaluation
Before Training: The learner's skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style.
<image no longer exists>
During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals
After Training: It is the phase when learner’s skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase.
Techniques of Evaluation
The various methods of training evaluation are:
- Observation
- Questionnaire
- Interview
- Self diaries
- Self recording of specific incidents
Benefits of Training Evaluation
There are a number of reasons why organizations proactively monitor the effectiveness of employee education. These are:
- Helps employees to monitor their own improvement.
- Builds morale, by demonstrating an interest in staff development.
- To maximize the training ROI (return on investment).
- Helps to determine the form of future training programs.
- Assists with identifying the effectiveness of different forms of teaching (such as classroom based or web based).
Organizations that train but do not evaluate that training cannot be certain of its value, either to themselves or their employees.
CRK
crk.mbahr@yahoo.com
From India, Vijayawada
Contd..
EVALUATION OF TRAINING
The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.
Purposes of Training Evaluation
The five main purposes of training evaluation are:
Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes.
Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training
<image no longer exists>
Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly.
Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits.
Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.
Process of Training Evaluation
Before Training: The learner's skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style.
<image no longer exists>
During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals
After Training: It is the phase when learner’s skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase.
Techniques of Evaluation
The various methods of training evaluation are:
- Observation
- Questionnaire
- Interview
- Self diaries
- Self recording of specific incidents
Benefits of Training Evaluation
There are a number of reasons why organizations proactively monitor the effectiveness of employee education. These are:
- Helps employees to monitor their own improvement.
- Builds morale, by demonstrating an interest in staff development.
- To maximize the training ROI (return on investment).
- Helps to determine the form of future training programs.
- Assists with identifying the effectiveness of different forms of teaching (such as classroom based or web based).
Organizations that train but do not evaluate that training cannot be certain of its value, either to themselves or their employees.
CRK
crk.mbahr@yahoo.com
From India, Vijayawada
TRAINING & DEVELOPMENT Some collected files on Training have been attached, which might be useful... CRK
From India, Vijayawada
From India, Vijayawada
Dear CRK, i really like what you borught and wrote down here. I’m working as HR manager and really it is nice to read that and we are looking for more. Regards, yaqoob Oman
From Oman, Muscat
From Oman, Muscat
Dear Yaqoob,
Thankyou......:)
Keep visiting this thread frequently for more useful posts.....
Also you can find useful tips at -
https://www.citehr.com/290175-some-u...#axzz1AuP3Ik7A
Ones again thankyou for your feedback...
CRK
From India, Vijayawada
Thankyou......:)
Keep visiting this thread frequently for more useful posts.....
Also you can find useful tips at -
https://www.citehr.com/290175-some-u...#axzz1AuP3Ik7A
Ones again thankyou for your feedback...
CRK
From India, Vijayawada
PERFORMANCE APPRAISAL
The history of performance appraisal is quite brief. Its roots in the early 20th century can be traced to Taylor's pioneering Time and Motion studies. But this is not very helpful, for the same may be said about almost everything in the field of modern human resources management.
People differ in their abilities and their aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people. Performance appraisals of Employees are necessary to understand each employee’s abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance.
Performance appraisals are widely used in the society. The history of performance appraisal can be dated back to the 20th century and then to the second world war when the merit rating was used for the first time. An employer evaluating their employees is a very old concept. Performance appraisals are an indispensable part of performance measurement.
Performance appraisal is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims.
The latest mantra being followed by organizations across the world being – "get paid according to what you contribute" – the focus of the organizations is turning to performance management and specifically to individual performance. Performance appraisal helps to rate the performance of the employees and evaluate their contribution towards the organizational goals. If the process of performance appraisals is formal and properly structured, it helps the employees to clearly understand their roles and responsibilities and give direction to the individual’s performance. It helps to align the individual performances with the organizational goals and also review their performance.
Performance appraisal takes into account the past performance of the employees and focuses on the improvement of the future performance of the employees.
[img]http://www.thisisfreelance.com/wp-content/uploads/Performance_appraisal_process.jpg[/img]
Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does.
According to Flippo, a prominent personality in the field of Human resources, "performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job." Performance appraisal is a systematic way of reviewing and assessing the performance of an employee during a given period of time and planning for his future.
It is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals.
By focusing the attention on performance, performance appraisal goes to the heart of personnel management and reflects the management's interest in the progress of the employees.
Objectives Of Performance appraisal:
To review the performance of the employees over a given period of time.
To judge the gap between the actual and the desired performance.
To help the management in exercising organizational control.
Helps to strengthen the relationship and communication between superior – subordinates and management – employees.
To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future.
To provide feedback to the employees regarding their past performance.
Provide information to assist in the other personal decisions in the organization.
Provide clarity of the expectations and responsibilities of the functions to be performed by the employees.
[img]http://t0.gstatic.com/images?q=tbn:ANd9GcSlmgXx-mvoNSifDYONerC7MxuHTeJf7Ptdp1KWoUKcZGoc_4PzgQ[/img]
To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development.
To reduce the grievances of the employees.
PERFORMANCE APPRAISAL PROCESS
ESTABLISHING PERFORMANCE STANDARDS
The first step in the process of performance appraisal is the setting up of the standards which will be used to as the base to compare the actual performance of the employees. This step requires setting the criteria to judge the performance of the employees as successful or unsuccessful and the degrees of their contribution to the organizational goals and objectives. The standards set should be clear, easily understandable and in measurable terms. In case the performance of the employee cannot be measured, great care should be taken to describe the standards.
COMMUNICATING THE STANDARDS
Once set, it is the responsibility of the management to communicate the standards to all the employees of the organization.
The employees should be informed and the standards should be clearly explained to the. This will help them to understand their roles and to know what exactly is expected from them. The standards should also be communicated to the appraisers or the evaluators and if required, the standards can also be modified at this stage itself according to the relevant feedback from the employees or the evaluators.
<image no longer exists>
MEASURING THE ACTUAL PERFORMANCE
The most difficult part of the Performance appraisal process is measuring the actual performance of the employees that is the work done by the employees during the specified period of time. It is a continuous process which involves monitoring the performance throughout the year. This stage requires the careful selection of the appropriate techniques of measurement, taking care that personal bias does not affect the outcome of the process and providing assistance rather than interfering in an employees work.
COMPARING THE ACTUAL WITH THE DESIRED PERFORMANCE
The actual performance is compared with the desired or the standard performance. The comparison tells the deviations in the performance of the employees from the standards set. The result can show the actual performance being more than the desired performance or, the actual performance being less than the desired performance depicting a negative deviation in the organizational performance. It includes recalling, evaluating and analysis of data related to the employees’ performance.
DISCUSSING RESULTS
The result of the appraisal is communicated and discussed with the employees on one-to-one basis. The focus of this discussion is on communication and listening. The results, the problems and the possible solutions are discussed with the aim of problem solving and reaching consensus. The feedback should be given with a positive attitude as this can have an effect on the employees’ future performance. The purpose of the meeting should be to solve the problems faced and motivate the employees to perform better.
DECISION MAKING
The last step of the process is to take decisions which can be taken either to improve the performance of the employees, take the required corrective actions, or the related HR decisions like rewards, promotions, demotions, transfers etc.
CRK
crk.mbahr@yahoo.com
From India, Vijayawada
The history of performance appraisal is quite brief. Its roots in the early 20th century can be traced to Taylor's pioneering Time and Motion studies. But this is not very helpful, for the same may be said about almost everything in the field of modern human resources management.
People differ in their abilities and their aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people. Performance appraisals of Employees are necessary to understand each employee’s abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance.
Performance appraisals are widely used in the society. The history of performance appraisal can be dated back to the 20th century and then to the second world war when the merit rating was used for the first time. An employer evaluating their employees is a very old concept. Performance appraisals are an indispensable part of performance measurement.
Performance appraisal is necessary to measure the performance of the employees and the organization to check the progress towards the desired goals and aims.
The latest mantra being followed by organizations across the world being – "get paid according to what you contribute" – the focus of the organizations is turning to performance management and specifically to individual performance. Performance appraisal helps to rate the performance of the employees and evaluate their contribution towards the organizational goals. If the process of performance appraisals is formal and properly structured, it helps the employees to clearly understand their roles and responsibilities and give direction to the individual’s performance. It helps to align the individual performances with the organizational goals and also review their performance.
Performance appraisal takes into account the past performance of the employees and focuses on the improvement of the future performance of the employees.
[img]http://www.thisisfreelance.com/wp-content/uploads/Performance_appraisal_process.jpg[/img]
Performance appraisal is the process of obtaining, analyzing and recording information about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does.
According to Flippo, a prominent personality in the field of Human resources, "performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job." Performance appraisal is a systematic way of reviewing and assessing the performance of an employee during a given period of time and planning for his future.
It is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals.
By focusing the attention on performance, performance appraisal goes to the heart of personnel management and reflects the management's interest in the progress of the employees.
Objectives Of Performance appraisal:
To review the performance of the employees over a given period of time.
To judge the gap between the actual and the desired performance.
To help the management in exercising organizational control.
Helps to strengthen the relationship and communication between superior – subordinates and management – employees.
To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future.
To provide feedback to the employees regarding their past performance.
Provide information to assist in the other personal decisions in the organization.
Provide clarity of the expectations and responsibilities of the functions to be performed by the employees.
[img]http://t0.gstatic.com/images?q=tbn:ANd9GcSlmgXx-mvoNSifDYONerC7MxuHTeJf7Ptdp1KWoUKcZGoc_4PzgQ[/img]
To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development.
To reduce the grievances of the employees.
PERFORMANCE APPRAISAL PROCESS
ESTABLISHING PERFORMANCE STANDARDS
The first step in the process of performance appraisal is the setting up of the standards which will be used to as the base to compare the actual performance of the employees. This step requires setting the criteria to judge the performance of the employees as successful or unsuccessful and the degrees of their contribution to the organizational goals and objectives. The standards set should be clear, easily understandable and in measurable terms. In case the performance of the employee cannot be measured, great care should be taken to describe the standards.
COMMUNICATING THE STANDARDS
Once set, it is the responsibility of the management to communicate the standards to all the employees of the organization.
The employees should be informed and the standards should be clearly explained to the. This will help them to understand their roles and to know what exactly is expected from them. The standards should also be communicated to the appraisers or the evaluators and if required, the standards can also be modified at this stage itself according to the relevant feedback from the employees or the evaluators.
<image no longer exists>
MEASURING THE ACTUAL PERFORMANCE
The most difficult part of the Performance appraisal process is measuring the actual performance of the employees that is the work done by the employees during the specified period of time. It is a continuous process which involves monitoring the performance throughout the year. This stage requires the careful selection of the appropriate techniques of measurement, taking care that personal bias does not affect the outcome of the process and providing assistance rather than interfering in an employees work.
COMPARING THE ACTUAL WITH THE DESIRED PERFORMANCE
The actual performance is compared with the desired or the standard performance. The comparison tells the deviations in the performance of the employees from the standards set. The result can show the actual performance being more than the desired performance or, the actual performance being less than the desired performance depicting a negative deviation in the organizational performance. It includes recalling, evaluating and analysis of data related to the employees’ performance.
DISCUSSING RESULTS
The result of the appraisal is communicated and discussed with the employees on one-to-one basis. The focus of this discussion is on communication and listening. The results, the problems and the possible solutions are discussed with the aim of problem solving and reaching consensus. The feedback should be given with a positive attitude as this can have an effect on the employees’ future performance. The purpose of the meeting should be to solve the problems faced and motivate the employees to perform better.
DECISION MAKING
The last step of the process is to take decisions which can be taken either to improve the performance of the employees, take the required corrective actions, or the related HR decisions like rewards, promotions, demotions, transfers etc.
CRK
crk.mbahr@yahoo.com
From India, Vijayawada
Hi CRK,
Details about different HR Topics have been presented in a clear, understandable and comprehensive manner. First of all thanks for the contributions.
Appreciate the effort that you have taken to avoid repetition of Information.
I would request if you could throw some light of Recruitment Metrics and the method by which you can measure the Effectiveness of a Recruitment Process.
Once again Great Work!!! KUDOS!
From India, Bangalore
Details about different HR Topics have been presented in a clear, understandable and comprehensive manner. First of all thanks for the contributions.
Appreciate the effort that you have taken to avoid repetition of Information.
I would request if you could throw some light of Recruitment Metrics and the method by which you can measure the Effectiveness of a Recruitment Process.
Once again Great Work!!! KUDOS!
From India, Bangalore
Hey CRK i Want to knw about performance appriasal process in deep.which method is useful in software companies.
From India, Ambala
From India, Ambala
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Human Resource Management for diploma in Business administration. pdf