Define performance appraisal. Why is performance appraisal done? Explain why performance interview is gradually becoming popular.
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4. a. Define performance appraisal. Why is performance appraisal done? Explain why performance interview is gradually becoming popular.
b. Discuss ways of appraising employee performance.
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- 16 - What is the first thing to do before moving on to performance evaluation in performance management? a) Determination of evaluation criteria B) Determining the target to be reached by the employee NS) Identifying evaluators D) Evaluation of the performance of colleagues TO) Interviewing with the employee1. The purpose of job description is/are to a. Document the characteristics of the job b. Document the requirements of the candidate c. Act as a measure by which the employee performance can be assessed d. None of the above e. All of the above All of the following are elements of human resource management, except Recruitment Termination Leave benefits Information technology2.As the HR Executive of a major engineering company the major challenge is scarcity of engineers and artisans therefore it is imperative that high performance individuals are retained. The CEO wants you to do a Talent Management Strategy that is aligned to the new South African HR Management System Standard Explain how you would apply the Talent Management Standard Element in the workplace The CEO also confronts you about the new term Talent Management. He expressed his concern that HR continuously generates new terms and fads. Explain how you would answer him by explaining what Talent Management is in accordance with the new South African HR Management System Standard.
- A private corporations new CEO took over with the mission of preventing a competitor's proposed takeover. There is a low level of morale, unsatisfactory staff performance standards, and a larger turnover rate than the competition. The performance of the company has been subpar generally due to these and other issues. The CEO is requesting the HR division for clarifications and potential change recommendations and has requested a report detailing the differences between Compensation Systems and Employee Benefits in order to determine the degree to which they boost workplace morale.________ focuses on helping an employee make long-term career plans, while ________ addresses an employee's short-term job skills. A) Mentoring, coaching B) Coaching, mentoring C) Recruiting, coaching D) Recruiting, mentoring E) Mentoring, recruitingIf the company updating employee status is a part of the…. a. None of the statement is correct b. Transactional activity c. Transformational activity d. Traditional activity ............................................ As a strategic tool, HRIS can be used to contribute to the development and modification of HR plans for a. On quantitative bases only b. On feeding most of the HRM functions c. On qualitative bases only d. On feeding into specific HRM function
- Joan decided to engage a HR software designer to automate and manage staff issues. The software should be implemented within 7 months to ensure that Staff remain motivated during the planned acquisition period. Design an Action Plan, to include an advisory mechanism, of the specific four (4) areas that the new HR software should be able to execute. Justifying the reasons for your choicesQ1-(a) Due to a pandemic situation what different types of medium can be used for job interviews? Illustrate the merits and demerits of these media? (b) Explain how to recruit a more diverse workforce? What are the 3 major benefits of diverse workforce for an organization? Q2-The CEO of Japan Moto Mobile Company asked you to cut the cost from $2.5 Million to $2 Million. According to your understanding as a HR Manager, what strategies you will make for the Organization to cut the cost? You can use the diagrams as well. Q3-Effective recruitment and selection are the pre-conditions for achieving higher employee’s performance and ultimately achieving the organization's objectives. Discuss the validity of this statement.As an HR manager at WidgetMaker, you have been tasked with establishing the company's disciplinary action policy. Research current corporate disciplinary action procedures and choose two different styles to compare. Consider steps before terminating an employee, corrective measures, employee appeal rights, industry/job/function suitability, legal factors, and ethical considerations. Based on your research, recommend the most appropriate disciplinary system for WidgetMaker and justify your recommendation.
- A- In Adobe company, Ms. Tia was transferred from another function into an important HR role. It was not long before complaints were coming in, which set the stage for an unpleasant mid-year performance review.“What is your future plan?” asked her boss, trying to build some perspective on the situation rather than jumping into a series of criticisms. The employee had no answers. “Tell me what you would like to achieve in this job?” her boss persisted. After avoiding a direct answer she eventually blurted out, “Why are you asking me this? I love this job.” Then she burst into tears. Her boss knew there was a problem but could not put his finger on why she was doing so poorly. Neither did he have the time to devote to a lot of coaching. He knew she was motivated and had a good track record in her previous job. Despite the complaints from her internal clients he wanted to give her a chance.Now suggest to the boss that what chance should be given to Ms. Tia to improve her performance and…This essay should at least be 1500 words in length. “HRM is regarded by some Personnel Managers as just a set of initials or old wine in new bottles……” (Armstrong, M.,Personnel Management Practices). Based on that quotation, discuss the similarities and differences between HRM and Personnel Management.1) engage a HR software designer to automate and manage staff issues. The software should be implemented within 7 months to ensure that Staff remain motivated during the period. Design an Action Plan, to include an advisory mechanism, of the specific four (4) areas that the new HR software should be able to execute. Justifying the reasons.