hi i am posting ppt on benchmarking and its concepts with case study ! from soniya ludhani
From India, Mumbai
1From India, Mumbai
Hi,
This is a good ppt with good content. The sequence followed is mehodical and logical.
This would help all HR professionals and Trainers to share with their internal audience for raising the standards of performance.
sukumar
This is a good ppt with good content. The sequence followed is mehodical and logical.
This would help all HR professionals and Trainers to share with their internal audience for raising the standards of performance.
sukumar
than q for sending us the ppt on 'bechmarking' it is for persons who are doing projects on benchmarking the methods and process are clear and transparent with regards from praveen
From India, Hyderabad
From India, Hyderabad
Dear Soniya,
All of you have done a fairly wonderful job. It is sequential and comprehensive.
Thanks for sharing.
However, most performance appraisal systems in real life cause resentment and heartburning. It is very difficult for the evaluators to keep bias out of it. Hence, most PA systems continue for some time and then they are dropped.
The solution lies in devising a system where self evaluation is continuous and superviser evaluation is weekly or fortnightly and logged. For this to happen without bias, there has to be total agreement between both as to what would constitute good performance - it will very from job position to job position and flow out the KRAs - tangible and intangible.
Balanced Scorecard is the possible solution if simplified and adopted wisely.
Members comments are solicited.
Regards,
Sunil Chandra
www.piiconsultants.com
From India, Gurgaon
All of you have done a fairly wonderful job. It is sequential and comprehensive.
Thanks for sharing.
However, most performance appraisal systems in real life cause resentment and heartburning. It is very difficult for the evaluators to keep bias out of it. Hence, most PA systems continue for some time and then they are dropped.
The solution lies in devising a system where self evaluation is continuous and superviser evaluation is weekly or fortnightly and logged. For this to happen without bias, there has to be total agreement between both as to what would constitute good performance - it will very from job position to job position and flow out the KRAs - tangible and intangible.
Balanced Scorecard is the possible solution if simplified and adopted wisely.
Members comments are solicited.
Regards,
Sunil Chandra
www.piiconsultants.com
From India, Gurgaon
Thanks a lot for sharing this. Really helped me out. Especially since am workin on appraisal. So do u have any inputs on how weightage support an appraisal?? If so, please share. Regards, Gowri.
From India, Madras
From India, Madras
Dear Sonia , It is indeed a fine piece , keep up the good work . Will share some views on BSC (balance score card ) am working on a intersting presentation cheers !! Milan Thakkar
Hello Soniya,
Good and informative PPT. Soniya, the way you framed the "Types of Bench Marking" was really a good Job.
I appreciate your work and keep on giving such usefull information.
The Pictures added the value to your theory.
Bye.
From India, Hyderabad
Good and informative PPT. Soniya, the way you framed the "Types of Bench Marking" was really a good Job.
I appreciate your work and keep on giving such usefull information.
The Pictures added the value to your theory.
Bye.
From India, Hyderabad
hi soniya its a vry excellent presentation...really a gud one thnx for sharing regards rajinder
From India, Mumbai
From India, Mumbai
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Erp_-laedership .ppt