Effective Appraisal Methods Undertaken By Companies Commerce Essay

Effective Appraisal Methods Undertaken By Companies Commerce Essay With the increase of globalisation and new technologies of information and communication, businesses are facing more challenges than before. Furthermore, people are moving from their own country to relocate elsewhere. This give more difficulties to businesses to understand not only their customers, but also their workforces as they are coming from different part of the world and might have different way of thinking and acting. An organisation is a group of people working together in order to achieve the goals and objective that have been set. Therefore managing those people effectively and efficiency must be a company primary focus. This research is based on the type of performance appraisal that a company should be used in order to evaluate correctly its workforce. In order words, there are many different methods such as: 360 degree feedback systems, critical incidents, forced distribution, self-evaluation, essay evaluation, behavioural observation scales and management by objectives. These methods can be divided into two categories: past-oriented methods and future-oriented methods Statement of the problem Human Resource Management is the management of the human capital, workforce within an organisation. It has many functions which are: recruitment and selection, training and development, performance appraisals and employees promotion. M. Armstrong define it as: a strategic and coherent approach to the management of an organisations most values assets- the people working there who individually and collectively contribute to the achievement of its objectives (G. Armstrong, 2006, P.3). As people make an organisation, it is important for managers to deal with their personnel enquiries effectively. Evaluate or conducting performance appraisal on employee is also very important and it is one of Human Resource Management functions. There are no standard performance evaluation methods; companies chose the method that satisfies their needs and requirement. A method is chosen according the nature and the culture of the business. Also it is important to say that each method have both advantages and disadvantages and must be analysed carefully before taken into practice. Aims and objectives of the study In order to carry out properly, accurately and normally this research, it is crucial and important to point out it aims and objectives. The research aims are: The first objective of this research is to underline the importance of performance appraisal within an organization. Why Human Resource Managers conduct or evaluate their employees. What is the reason why employees should be evaluated after a certain period of time? What is the main purpose of employee evaluation? Is employee performance related to his/her pay? Or is it because the company just want to know who is performing very well and who is not? Also has the business notice that performance appraisal lead to a kind of motivation factor for its workforce? Because some employees would like to be rewarded whenever they think they are doing a good job. The second objective of this research is to find out which performance appraisal method is undertaken by PEABODY and why have they chosen that particular method Thirdly, it is also essential to notice that performance appraisal do not only matter for the organization but also influence employees. Therefore whenever a company evaluate their employees how do they do it? Which evaluation process to do take to appraise them? Are employees getting feedback on their performance? Finally, what strategy is used by human resource manager for employees with good and poor performance appraisal? LITERATURE REVIEW According to G. Dessler, performance appraisal can be defined as: the process of evaluating an employees current and/or past performance relative to his or her performance standards. (G. Dessler, 2008, P.336). In other words, performance appraisal helps the management to identify and evaluate their employees strengths and weaknesses. As result of conducting performance appraisal by an organization, managers will be able to adopt the best suitable motivation method. For example: if an employee feedback is positive, managers should motivate or reward him because they want him to keep having good performance in the future. M. Foot C. Hook added: Managers conduct performance appraisal for variety of reason such as: improve current performance, identify training needs, to award salary increases, to increase motivation [] (M. Foot C. Hook, 2005 P.268). It can also be seen as a motivation factors when employees have the feedback on their appraisal. Managers should take different strategies with employees who have poor performance. For example they can b e sent for training and development. But before doing so, the Human resource manager should identify the reason why they have poor performance. Figure 2 explains the steps and procedures to follow when dealing with poor performance. (S. Gilmore S. William, 2009, P.247). Performance appraisal is directly link with employees training and development because when it has been conducted that an employer might be able to identify whether if their employees have to go for a training program or not. Additionally, some employees are paid depending on their performance especially those who work in the marketing department. Therefore, the company must carry out performance appraisal after a certain period of time. (G. Dessler, 2008, P.339). Furthermore, for a company to achieve their goals and objectives, each and every worker in the organization should achieve their own target. DIFFERENT TYPE OF PERFORMANCE APPRAISAL There many different types of performance appraisal such as 360 degree appraisal, forced distribution method, self-appraisal, rating scales method, critical incident method, ranking method, essay method and management by objective. 360-Degree Feedback Systems Armstrong stated: 360-degree feedback is also known as multi source assessment, is a process in which someones performance is assessed and feedback is given by number of people who may include their manager, subordinates, colleagues and customers (Armstrong, 2009, P.644). This assessment method is done by different persons in order to reduce or eliminate judgmental decision and bias. As an employee performance needs to be looked in a wider aspect, internal assessment done by managers only will not be as accurate as possible. This method is useful when appraising employees who work in call centres, receptionists and customer service. Where pass the majority of their working time dealing the customer enquiries. It is also a combination of different sources of performance appraisal information to create many different evaluator or 360-degree appraisal and feedback system. Jobs are multifaceted, and different people see different things. As the name implies, 360-Degree feedback is intended to provide employees with as accurate a view of their perf ormance. As all others methods of appraising workers performance, this method has both advantages and disadvantages. Advantages 360-degree feedback has many advantages such as: firstly, it looks at the employee performance from different point of view. It includes collecting multiple perspective of managers performance by allowing employees to compare their own personal evaluation with others people point of view. (R. Noe et al, 2003, P.388). Secondly, Armstrong argued that it increases awareness by senior management that they too have development needs. Sometimes managers and board director believe that they know everything and therefore do not need to be appraised on their performance. (Armstrong, 2009, P.646). This frequently happens in organization where autocratic management style is adopted which stipule that managers are always right employees should always follow without any suggestions. Finally, feedback receive are more reliable and objective, therefore adequate actions can be undertaken. (Armstrong, 2009, P.646) Disadvantages According to Armstrong, people are not always honest and therefore wrong analysis can be made by managers. Also, people mind can change time to time. J. Ivancevich added that: providing constructive feedback require a plan and well-trained rater. And this is not typically found in organization. (J. Ivancevich, 2007, P.260). However some has strategies to make sure that 360 work as effectively as possible. For instance: to encourage participation in its customer performance appraisal process, Xerox business services plant a tree for each customer who return a completed form. (Jackson et al, 2009 P. 334). The introduction of 360-degree feedback in place where pre-evaluation had not been conducted can be very dangerous. For instance: in place where there is low level of trust and high level of competition. When conducting your 360-degree, customers might not give their real opinion about an employee performance. Furthermore, this can also lead to an increase in bias. If an employee is assessed by customers who are friends and/or family, t hey might rate the employee according to their personal feeling rather than the employees performance. Another disadvantage of 360-degree feedback is that, it does involve too much bureaucracy as everyone will be asked to assess the particular employee. Therefore this may require lots of time. Additionally, conducted performance appraisal is not enough but taking effective decision after having performance appraisal result is very important. Lack of feedback may de-motivate employees to take another one next time. Moreover, they need to know what are their strengths and weakness. This is the reason why some companies conduct self-assessment method of performance appraisal. Forced Distribution G. Dessler says: The forced distribution method is similar to grading on a curve; predetermined percentages of rates are placed in various performance categories. (G. Dessler, 2008, P.345). Most of the time, companies divide it into three where there is the first category w here companys best employees are placed, then the second category where the second best in located and finally the last category where usually poor performance is found.(Jackson et al, 2009 P. 335). Those who fall in the first group are encouraged continuing with great performance with some options available. Employees in the second group category are also encouraged to increase their potentiality in order to reach the top first group and can get some bonuses or promotion relative to their performance. But those in the group are not given any kind of bonuses. This is where the management will look at the various reasons why there is poor performance and may decide whether training needs to be undertaken or not. Some managers will give a warning if poor performance continues and others may even be harsher and fired. Jackson et al added: In this method, the appraiser distributes employees across several categories of performance following a set rule about the distribution of rating that are permitted. (Jackson et al, P. 335) Self-Appraisal Self-appraisal method is the form of performance appraisal technique where employees appraise their own performance. Before adopting this method, HR manager should make sure that their employees understand their objectives and the criteria used for evaluation. (Mondy, 2008, P.251). This method prone the fact that only the employee is able to know what he/she does well and what he/she is lacking and need to be improved. J. Beardwell and T. Claydon added: self-assessment is the only way to give a complete picture of the performance of the employees and to avoid a criticise-defend scenario (J. Beardwell T. Claydon, 2007, P.512). Furthermore, this method require the employee to have a good knowledge of the job requirement and role so that he/she will easily identify the gap between what he is doing and what he is require to do. METHODOLOGY In order to carry out the aim of this project, it is essential to build a very good research methodology. This will include the framework that will be used in order to answer the question. Knowing what the different types of performance appraisal are, research methodology will elaborate all the different methods that will be used to collect as much information as possible relating to the topic Research Methods The aim of the project is to find out what performance appraisal method should be undertaken by company to evaluate with effectiveness and accuracy their workforce, therefore qualitative and quantitative research will be useful to conduct the project efficiently. Quantitative research is mostly used when question beginning by how many are often used. Quantitative analysis deals with the numbers and uses mathematical operations to investigate the properties of data. (N. Walliman, 2006, P.113). As compared to qualitative research, quantitative researches develop technique that produce quantitative data and which can be classified easily. Qualitative research on the other hand is a method which leads to the collection of qualitative data which are data that cannot be quantified. Qualitative research usually answer question such as: what do think about? What is your opinion about one particular product? Qualitative research deals with feeling, attitudes, opinions and ideas. It is very difficult to analyse as people might change mind or opinion time to time. J. Creswell added by saying that: qualitative research begins with assumptions. A worldview, the possible use of a theoretical lens, and the study of research problem inquiring into the meaning individuals or groups ascribe to a social or human problem. (J. Creswell, 2007, P.37) Data collection The data will be collected using many sources of data collection. Secondary data collection such as: books, magazine, articles and academic journals will be used to gather much information as far as performance appraisal is concerned. Although secondary data are often books and journals, it is important to note that this source also entails non-written materials such as: voice and video recordings, pictures, drawings, films and television programmes. (M. Saunders et al, 2007, P.248). Any kind of secondary materials on performance appraisal and human resource management related to the research question will be used for the project. Primary data collection such as: questionnaire, interviews and observation will be adopted to collect information. Those data are not available on books and are more reliable than secondary data. In order to collect primary data, questionnaire will be designed and given to one HR manager and two assistant at PEABODY. The questionnaire will carry some useful questions such as: are you conducting performance appraisal on your employees? What is the importance of doing it? Which performance appraisal method have you used or are you using at the moment? What are the reasons why that method was chosen? After appraising your employees do you give them feedback on their performance? What step or strategy do you adopt with poor performance and good performance employees? Interviews will also be done to some workers in order to have an overall picture of the topic. Data analysis Data will be analysed by looking at the findings from all those different sources of data collection. Primary data analysis will be compared to the literature review in order to know if what is written in the books is followed by organisations. Findings might be presented as graph, diagrams or charts. GANTT CHART Time Activities April May June July 15th 30th 15th 30th 15th 30th 15th Introduction Literature review Research Methodology Primary Data collection Data analysis Conclusion

Characters of Sir Walter Elliot and Anne Elliot in Jane Austens Persua

The Characters of Sir Walter Elliot and Anne Elliot in Persuasion  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In Persuasion, by Jane Austen, there are many exceptional characters. Perhaps two of the most memorable are Sir Walter Elliot, and his daughter, Anne Elliot. These characters are well shaped and have something about them that transcends time and social class, enabling readers of the all ages, to feel they have something in common with them. Jane Austen has created a very silly, vain man with immense family pride in Sir Walter Elliot. Sir Walter is extremely proud of his good looks, his family connections and above all, his baronetcy. The reader is introduced to Sir Walter at the beginning of the novel. Immediately his family pride is seen and the reader cannot help but associate Sir Walter with the aristocracy known to Austen. A simple character sketch of him reveals much: Vanity †¦ was the beginning and the end of Sir Walter Almost unconsciously, the reader feels a strong dislike for a man who: considered †¦ beauty as inferior only to †¦ a baronetcy. Sir Walter’s pride and vanity is reinforced in many different ways: the way he acts in certain situations, his opinions of others, his dialogue, and others opinions of him. Sir Walter is a character who will always act in the same manner, no matter what situation he is involved in. Sir Walter uses his family name for authority and decision making. For example, when Lady Russell suggests economizing Sir Walter reacts: What! Every comfort of life knocked off!†¦even of a private gentleman. Another example is when Sir Walter leaves Kellynch Hall and is "prepared with condescending bows". In each of these examples, Sir Walter reminds others of his title, and that they are l... ... Persuasion is still popular today that emphasizes this universal and realistic world of Austen’s characters.    Works Cited and Consulted Austen, Jane. Persuasion. New York: Oxford, 1998 Curran, Stuart. "Women Readers, Women Writers." The Cambridge Companion to British Romanticism. Ed. Stuart Curran. Cambridge: Cambridge University Press, 1993. Fergus, Jan. â€Å"The Professional Woman Writer† The Cambridge Companion to Jane Austen. Eds. Edward Copeland and Juliet McMaster. New York, Cambridge UP, 1997. (12-32). Radway, Janice. "Reading Reading the Romance." Cultural Theory and Popular Culture: A Reader, Second Edition. Ed. John Storey. Athens: University of Georgia Press, 1998. Wiltshire, John. â€Å"Mansfield Park, Emma, Persuasion† The Cambridge Companion to Jane Austen. Eds. Edward Copeland and Juliet McMaster. New York, Cambridge UP, 1997. (58-84).

Modern medicine helps to live a longer life Essay

Modern medicine helps to live a longer life. Do you agree? The modern medicine is very important for living a long life. It is depend on new technology. People take very easy and quickly. Also modern medicine is very quick absorbing to human body. It is helps to back to normal for people health condition. Therefore I agree that the modern medicine is helps to live longer. First of all, the modern medicine can prevent incurable diseases. Doctors can find some diseases very early. Then doctors can give suitable medicines to patients. New modern equipments are helpsdoctors is going to correct way. Also intelligent people in the world live a long life on helps from modern medicine. That is very important in the human society because their creative things are coming with them and they can help others for a longer time when they are livingin long life with comfortably. Beside, old population is increasing in the country. It is badly effect incountry’s economy and especially for third world countries. But old people are very important in human society because their experience definitely helps to living safely and planning to new project. ‘Experience is better than qualifications’ However, old people are living a long life; it is helping others to live a long life because we can get advice from them and they are covering our culture and society. Moreover, modern medicine is being addictive for some people, so that they cannot live without medicine. They should take medicine all their lives. Also modern medicine is very expensive. Therefore most of poor countries couldn?t take modern medicine and it has taken a commercial shape, also it is depending on money. In the modern medicine have not facts of human kindness. People who have money can take modern medicine. But indigenous medicine has well human friendly shape. It does not depend on money. To summarize; in my personal view, modern medicine is helping to live a long life with comfortably. Modern technologies are being supported to find unburnable diseases very early. So doctors can takecorrect path immediately. Therefore, may I not hesitate to agree with the above mentioned statement.

Hector Lavoe - 2997 Words

Hà ©ctor Lavoe: El Cantante de los Cantantes Karen Rodriguez April 16, 2008 Florida International University Hà ©ctor Lavoe Hà ©ctor Lavoe revolutionized the Latin salsa boom of the 1970s. He was a man born to sing and his passion for music led him on a remarkable journey of attaining endless dreams. Born Hà ©ctor Juan Perez Martinez on September 30, 1946 in Ponce, Puerto Rico, he lived a life full of achievements, setbacks, and tragedy that made a way for his life long addiction with cocaine, marijuana, and heroine. His drive to succeed in the music industry started in his early childhood years and was triggered by his idolization of famous Latin singers of the 30s and 40s like Daniel Santos, Jesà ºs Sà ¡nchez Erazo, and the†¦show more content†¦With his newfound success, the artist’s life began to take a turn for the worse. According to Hà ©ctor, in one of the many private parties he went to after shows he came across a table full of drugs and drug users. Some say the drug addiction was sparked when he married Puchi since she was well known for moving in an environment of drug s and conflict. He began to smoke marijuana and snort cocaine, but his true love became heroin. He fell so in love with the drug that it began to take over his life until his continuous use of the drug managed to infiltrate and ruin his personal and professional life. Heroin became more important to Hà ©ctor and he began to miss practices and show up late to events (Rodriguez, 2007). The lack of punctuality to his events gave rise for a nickname, a sarcastic name that titled him â€Å"The King of Punctuality,† which later was the name of a song written for him by Pacheco (Perez, 1999). By 1974 his drug use was completely out of control and because of this, the Colon and Lavoe band began to gain a bad reputation and bad publicity (Torres, 2005). Willie tried desperately to help Lavoe, but he refused to get clean. Because of the strength of the addiction, Willie ultimately had to break apart from the group. In 1978 the loss of his band and personal setbacks combined