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人力资源管理在衰退

论文作者:www.51lunwen.org论文属性:作业 Assignment登出时间:2016-02-29编辑:zhaotianyun点击率:3218

论文字数:2345论文编号:org201602212033159342语种:英语论文 English地区:丹麦价格:免费论文

关键词:绩效考核performance appraisal人力资源管理策略

摘要:摘要:本文介绍了在经济衰退时期,人力资源经理失业员工以更大的速度,目前几乎国家走出经济衰退的时候人力资源经理继续前进,把重要的和适当的决策保持员工和组织当然经理面临很多问题是由于当前的市场状况。

人力资源管理在衰退
Human Resource Management in a time of recession


在一个组织中的每个经理人力资源管理是最重要的责任之一。这纯粹是人们通过一个有组织的方式去做。这包括活动列表,其中一个重要的因素就是将合适的人做合适的工作,招聘和培训他们专业化并协助员工福利,奖励和其他政策。

在经济衰退时期,人力资源经理失业员工以更大的速度,目前几乎国家走出经济衰退的时候人力资源经理继续前进,把重要的和适当的决策保持员工和组织当然经理面临很多问题是由于当前的市场状况。任务就是牢记组织面临的所有问题和人力资源经理如何处理的情况而走出衰退。


绩效考核:

绩效考核是自上而下的评估通常每年发生一次或两次,取决于组织评级根据他们的个人表现。现在评估主要集中只在哪里搞错了,不期待未来改进的组织。绩效考核的一个不诚实的年度仪式(Armstrong and Murlis, 1998).一旦评估是由经理和在某些情况下,他们确实发现缺乏技能的员工,使员工消极,他们不可能将全心全意投入工作就像他们之前。

现在记住当前场景评估必须以这样一种方式,它不应该影响和伤害的员工在任何情况下,但它应该帮助他们改善的技能和纠正他们的错误,在他们之前提交。

Human Resource Management is one of the most essential responsibilities of each and every manager in an organization. It purely involves people for getting things done through them in an organized manner. This comprises a list of activities and one important factor among them would be placing right person for the right job, recruiting and training them in their specialization and also assisting employees for benefits, rewards and other policies.

During recession HR managers downsized the employees to a larger rate and at present when almost countries are coming out of recession it's time for the HR Managers to move on and take important and proper decisions keeping the both employees and organization in mind and of course managers are facing a lot of issues due to the current market conditions. The task is all about bearing in mind all issues the organizations face and how the HR managers will handle the situations while coming out of recession.


绩效考核:——PERFORMANCE APPRAISAL:


Performance Appraisal is top-down assessment which usually take place once or twice a year that depends on the organization for rating the individuals based on their performance. Nowadays appraisals are mainly concentrating only on what went wrong and does not look forward to future improvement of the organization. Performance Appraisal 'a dishonest annual ritual '(Armstrong and Murlis, 1998). Once appraisals are conducted by the managers and in some cases they do find lack of skills in the employees and that will make the employees demotivated and they could not put their heart and soul into work as like they were working before.

Now keeping the current scenario in mind appraisals must be in such a way that it should not affect and hurt employees in any case but it should help them in improving the skills and correcting their mistakes which they were committing before. During performance appraisals the HR managers have some types of rating scales to judge the individuals performance and that should be in favor of the employees even if they are under-performed they should be given proper training to perform well in the future. Now in the current global market as the organizations are slowly coming out of recession the following can be done to improve the appraisals and make employees come out of demotivation, a proper training which helps the employees to learn what when wrong and where. Peer reviews are the best way to achieve consistency in performance from other fellow mates by sharing the knowledge of each other's performance and it helps them to improve a lot. While dealing with the under-p论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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