HRM

Performance ManagementVs Appraisal  Performance management process steps Performance ManagementVs Appraisal  Performance management refers to the set of activities and tasks that make sure that the employees meet their goals on time. The goals need to be aligned with the objectives of the organization. Performance management ensures the efficiency and effectiveness of the performance of the employees when the goals are reached. Performance management has a holistic approach in the sense, it analyzes employee performance keeping in mind the development needs of the employee & organization. Performance appraisal, on the other hand, is nothing but the evaluation of an employee’s performance. Feedback forms are given to the employee. After the employee has given self-feedback, the manager gives a final review. Performance appraisal also deals with the evaluation of an employee’s competencies such as commitment to the organization’s core values, ability to take initiatives, r...

    Meaning, Advantage- Disadvantage, Objectives, Evolution, Components,   What is a Performance Management System? A performance management system is a continuous methodical process by which the human resources arm of a company makes personnel participatory in advancing the effectiveness of the company, by achieving the stated vision, mission, and objectives of the organization. ·          Performance management encapsulates key human resource functions like frequent communication, employee training for improved performance, acknowledgment of good work, presentation of benefits for improved performance, goal-setting, continuous progress review, and real-time feedback. ·          A performance management system helps leaders continuously track and coach employee performance. ·          These systems ensure that employees are ...

  KRA KPI KSA    KRA KRAs show how an employee performs in a routine agenda, which is of strategic importance for the company or department, and which is part of their job description. Hence, for achieving and meeting KRAs, he/she is paid a regular basic salary. This is the theory, the practice is much more colourful. Working without clear paths and goals is inefficient. It leads to people wasting their time and energy on tasks that don’t yield great results, and then they barely have the resources left for real work. The only way to deal with this problem is to distinguish what is really important, what is less important and what are unimportant tasks, often called nice-to-haves. This is why companies often invest considerable resources and effort to get a good understanding of what their key result areas are.    KRAs are the strategic internal or external areas in which a company seeks to realise its added value a...