need to be appraises. The good performance is to be reinforced while the bad performance is to be corrected. Performance appraisal is a process of evaluating an employee’s current and/or past performance relative to his or her performance standard (Dessler & Varkkey‚ 2011). Performance analysis is critical to the success of the performance management. It is directly reflects the organization’s strategic plan. Performance appraisal‚ though often being a negative and disliked activity‚ serves many
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References: Dessler‚ G. (2011). A framework for human resource management. (6 ed.). Upper Saddle River‚ NJ: Pearson Education‚ Inc. New york commission on human rights. (2013). Retrieved from http://www.nyc.gov/html/cchr/html/coverage/employment.shtml Twerski‚ A.‚ Henderson
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activities like Acquisition‚ Development‚ Motivation and Maintenance. Job analysis gives the basis for Human Resource (HR) activities. It produces information on the job requirements and is then used to develop job descriptions and job specifications. (Dessler‚ 2001) And such‚ it uses the requirement for human resources to develop a plan for staff acquisition. Acquisition is the fundamental function in HRM. Appropriate staffing starts from recruitment and selection. Recruitment process aim to build
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Human resources management is define as the process of acquiring‚ training‚ appraising and compensating employees and of attending to their labor relations‚ health and safety‚ and fairness concerns. ( Gary Dessler‚ 2013‚ p.4). Human resources is the backbone of any business. It deals with the most important resource in the business-people. For any business to achieve its objectives they must plan their resources and one of their key resources is people. They need to get the best suited people and
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competitive environment. Angelo needs a good business strategy. A strategic plan is the company’s plan for how it will match its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage (Dessler‚ 2012). Angelo’s early attempts showed the pitfalls in rushing and making assumptions about replicating a viable business unit. Fortunately‚ Angelo has realized his lack of proper planning and the necessity to correct his errors before attempting
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ideas showed that the traditional personnel management is not sufficient enough to manage human resources to create extra profit (Dessler‚ 2006). Based on the aforementioned developments‚ a lot of large sized companies‚ if not all‚ have adapted the idea of establishing a department to manage the human resources during the last quarter of the previous century (Dessler‚ 2006). However it is quite difficult to make a similar statement for the small sized companies. Even companies that are willing
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Running head: SEXUAL HARASSMENT IN THE WORKPLACE: AN EMPLOYER LIABILITY Sexual Harassment in the Workplace: An Employer Liability Angela Brittain Bus310. Human Resource Management Professor Bucholz March 15‚ 2007 Sexual Harassment in the Workplace: An Employer Liability Sexual harassment in the workplace is among the most offensive and demeaning situations an employee can be subjected to. A recent study concluded that at least 40% of women in the workforce have at one time been the object
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Bureau of Labor Statistics: stats.bls.gov/newsrels.htm The Increasing Call for Work-Life Balance. (2009‚ March 27). Retrieved August 24‚ 2011‚ from Bloomberg Businessweek: http://www.businessweek.com/managing/content/mar2009/ca20090327_734197.htm Dessler‚ G. (2011). Human Resources Management 12th Edition. New Jersey: Prentice Hall. Encyclopedia of Business and Finance. (n.d.). Retrieved August 24‚ 2011‚ from www.enotes.com: http://www.enotes.com/business-finance-encyclopedia/employee-compensation
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References: Dessler‚ G. (2008) Fundamentals of Human Resource Management‚ ‚ Florida International University- 2nd edPublisher: Prentice Hall.
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do everything else right as a manager—lay brilliant plans‚ draw clear organization charts‚ set up world-class assembly lines‚ and use sophisticated accounting controls—but still fail‚ by hiring the wrong people or by not motivating subordinates. (Dessler‚ 2013 p.5). 2. What role does HRM serve in your organization (or your previous organization)? 3. What does "strategic" HRM sound like it means‚ in your opinion? What are the four basic HRM functions? How exactly do these functions assist the organization
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