Employee Recruitment and Job Performance Appraisal Procedures of S. S. Information Technology
EXECUTIVE SUMMARY
The study explores different employee recruitment and job performance appraisal procedures of S.S.Information Technology (SSIT) in Bangladesh. The research focuses on the employee views of employee recruitment and job performance appraisal procedure of the organization. The findings indicate that the HR practices valued by the employees, but it need to be better directed to protect employee benefits. The research recommends that organizations need to ensure the basic employment benefits and that those are not loss in the rush to introduce more complicated approaches to supervising employees.
Chapter- 1: INTRODUCTION
1. Statement of the Research problem
When we think about the HR concept and successful HR practices in the organizations, two main aspects come to our mind. First one is employee recruitment. The terms “successful recruitment” are used with some vigor in business manuals, but how do we actually go about measuring whether a recruitment decision has been successful or not?
Success can be measured in various ways, and it is important to consider our own business goals, culture and strategies when answering what success means to us! One of the easiest ways to measure success is to look at two statistics: the retention rate and the turnover rate. While these are both important, the third measurement of success is vital: how well does this person perform compared to the average employee?
The retention and turnover statistics are quick and easy ways to report on staff movements within the organization. The turnover rate is calculated by looking at the number of people who have left the organization over a set period of time compared to the total employee numbers. For example, if I have 100 employees and during the last quarter 5 people have left the organization, then my turnover rate is 5% per quarter or (extrapolated) 20% per annum (Natasha Wainwright, 2008).
The retention rate is a measure of how long a successful
The study explores different employee recruitment and job performance appraisal procedures of S.S.Information Technology (SSIT) in Bangladesh. The research focuses on the employee views of employee recruitment and job performance appraisal procedure of the organization. The findings indicate that the HR practices valued by the employees, but it need to be better directed to protect employee benefits. The research recommends that organizations need to ensure the basic employment benefits and that those are not loss in the rush to introduce more complicated approaches to supervising employees.
Chapter- 1: INTRODUCTION
1. Statement of the Research problem
When we think about the HR concept and successful HR practices in the organizations, two main aspects come to our mind. First one is employee recruitment. The terms “successful recruitment” are used with some vigor in business manuals, but how do we actually go about measuring whether a recruitment decision has been successful or not?
Success can be measured in various ways, and it is important to consider our own business goals, culture and strategies when answering what success means to us! One of the easiest ways to measure success is to look at two statistics: the retention rate and the turnover rate. While these are both important, the third measurement of success is vital: how well does this person perform compared to the average employee?
The retention and turnover statistics are quick and easy ways to report on staff movements within the organization. The turnover rate is calculated by looking at the number of people who have left the organization over a set period of time compared to the total employee numbers. For example, if I have 100 employees and during the last quarter 5 people have left the organization, then my turnover rate is 5% per quarter or (extrapolated) 20% per annum (Natasha Wainwright, 2008).
The retention rate is a measure of how long a successful
Bibliography: Appointment Letter of SSIT, (2007) Brochure of SSIT, (2008) Boselie et al., (2005). ‘Commonalities and contradictions in HRM and Performance research’. Human Resource Management Journal, 15:3, 67-73 Daily Prothom Alo, (2007) Mayer and Allen, (1997). ‘Commitment in the Workplace: Theory, Research and application’. Natasha Wainwright, (2008) ‘Measuring Success in Recruitment’ Samaria Jones, (2008) ‘Match Employee Performance to Business Performance’