Definition of Performance appraisal

According to S.P Robbins, “Performance appraisal process is a formal process in an organization whereby each employee is evaluated to determine how he or she is performing.”

According to Bartol and Martin, “Performance appraisal is the process of defining expectations for employee performance, measuring, evaluating and recording employee performance relative to those expectations and providing feedback to the employee.”

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According to Prof. R.W.Griffin, “Performance appraisal is a formal assessment of how well employees are performing their job.”

Importance of performance appraisal

• Identifying areas of development 
• Basis of selection devices 
• Development of self-awareness 
• Role in motivating the employees 
• Knowing the deficiency and corrective action can be taken 
• Verifying performance 
• Formation of promotion policy 
• Improve morale 
• Providing needed information and 
• Basis for reward allocation  

Process of performance appraisal

• Establish performance standards
• Communicate performance expectation to employees 
• Measure actual performance 
• Comparison of actual performance with standards 
• Discuss the appraisals with the employees 
• Initiation of corrective action where necessary

Steps of effective performance appraisal process

• Prepare for and schedule the appraisal in advance 
• Create a supportive environment to put employees at ease 
• Explain the purpose of the appraisal to employees 
• Involve the employee in the appraisal discussion including a self-evaluation 
• Focus discussion on work behavior, not on the employees 
• Support evaluation with specific examples 
• Give both positive and negative feed-back 
• Ensure employee’s understand what was discussed in the appraisal 
• General a development plan

Techniques of performance appraisal

• Descriptive essay appraisal 
• Critical incident appraisal 
• The check list appraisal 
• Forced choice appraisal 
• Graphic rating scale appraisal 
• Behaviorally anchored rating scales 
• Forced distribution appraisal 
• Alternation ranking appraisal 
• Group order ranking 
• Individual ranking 
• Paired comparison appraisal 
• Point system 
• Confidential report 
• Management by objective

Suggestions for improving performance appraisal

• Clarifying standards 
• Rewards to accurate appraisers 
• Use peer evaluations 
• Use right appraisal tool 
• Diary keeping 
• Train appraisers 
• Behavior based measures 
• Use more than one appraiser 
• Provide on going feedback 
• Equity and justice 
• Post – appraisal interview

Factors considering of performance appraisal

• Acceptability 
• Reliability 
• Suitability 
• Understand ability 
• Determining standard 
• Knowledge and skill 
• Organizational elements 
• Feedback

What is meant by Recruitment

The managerial function of an organization recruitment of human resource activities. Human recruiting is the internal and external searching attracting qualified person to apply for jobs in the organization. Qualified personal appropriate for application, selecting, selection, experience, test and other activities function of human resources recruitment.Right people selected to the achievement of an organization's goal. Human recruitment function also the qualifying person required by the internal and external sources.

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Definition

According to S. P. Robbins, “Recruiting is the discovering of potential candidates for actual or anticipated organizational vacancies. It is linking activity- bringing together those with jobs to fill and those sacking jobs.”

According to Prof. R.W. Griffin, “Recruiting is the process of attracting qualified persons to apply for the jobs that are open.” 

According to Edwin. B. Flippo, “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.”

According to Plumbley, “Recruitment is a matching process and the capacities and inclination of the candidates have to be matched against the demands and rewards inherent in a given job or career pattern.”

Element of recruitment of human resource

• Policy and job assessment 
• Determining sources of workforce 
• Requisition and invitation of application- 

a) Formal advertisement

b) Informal advertisement

c) Various commercial sources

d) Official agencies

• Receiving recruiting evaluation of application 
• Tests and specification for selection 

Factor s affecting recruitment of human resources

• Recruitment either temporary or permanent 
• Goodwill and stability of the organization 
• Expansion of the organization 
• Salary, working environment and other benefits 
• Size of the organization 
• Location of the organization and 
• Public policy and government control

Sources of human resources recruitment

Internal sources of human resources recruitment

• Part time and temporary workforce 
• Friends and relatives of present employee 
• Transfer 
• Promotion of present employee 
• Recommendation of trade union and 
• Recommendation of higher authority

External sources of human resources recruitment

• Internet 
• Former employees 
• Advertising 
• Employment searcher 
• Talent hunting 
• Head hunting 
• Casual application and 
• Direct recruitment

       And also recruitment of institutional sources

• Private employment agencies 
• Professional and vocational institution and 
• Recruitment from college and university

Span of management

Factors limiting effecting span of Management

• Time and ability of an executive
• Time available for supervision
• Mental capacity and personal adaptability
• Layers of management
• Complex of working environment
• Nature of activities
• Qualities of subordinates
• Disadvantages of specialization
• Adverse effect on morale

The importance of determining the optimum span of management

• Proper utilization of executive’s energy and ability
• Effective communication
• Easy co-ordination
• Effective supervision
• Easy controls, creating proper working environment
• Aid to flourishing personality

Factors to be considered in determining the optimum span of management

• Nature of management work
• Time available for management
• Time allocated for supervision
• Efficiency and authority of executive
• Capacity of superior
• Quality of subordinates
• Attitude of subordinates
• Location of subordinates
• Benefits of using a specialist
• The opportunity of using standardized
• Degree of decentralization and delegation
• The opportunity of using staff assistance
• Nature of communication system
• Relative importance of supervisory payroll
• The nature of management, controlling

Management strategic planning

Importance of strategic planning

Strategic planning is the most importance of the organization. Planning is the long term organizational impact of the decision on the strategic plan. They need to know the strategy process will more advantage the organization.

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The strategic planning can provide benefit is following:

• Assistance in preparing operational plan
• Integration in total work
• Overcoming indiscipline
• Facing competition
• Assistance for evaluation and control

Various types of strategic planning

Strategic planning is the process of determining how to move the organization long term objective to the capital expected. There are strategies, planning its business organization used for achieving business organization. The following of various types of strategic planning:

 1. Grand or Corporate level strategy

A) Defensive strategies-

• Harvest strategy
• Turnaround strategy
• Divestiture strategy
• Bankruptcy strategy
• Liquidation strategy

B) Stability strategy-

C) Growth strategy-

• Concentration strategy
• Vertical integration strategy
• Diversification strategy

2. Business- level strategy

• Cost leadership strategy
• Differentiation strategy
• Focus strategy

3. Functional- level strategy

• Growth strategy
• Finance strategy
• Organization strategy
• Personal strategy
• Public relations strategy
• Products or services strategy and
• Marketing strategy

Considering factors for preparing strategic planning

Dreaming long term plan dreams is the first start towards achieving a fulfilling organization's goal. The strategic planning is long term organizational goal achieves that effect in preparing plans. The preparing strategic planning considered creating that action plan:

• Strategic goal
• Growth rate of organization
• Future environment condition
• Present condition of organization
• Possibility of new competitors entrance
• Competitors position and their strategy
• Condition of buyers or consumers
• Availability of required resources
• Condition of substitute products