英语论文网

留学生硕士论文 英国论文 日语论文 澳洲论文 Turnitin剽窃检测 英语论文发表 留学中国 欧美文学特区 论文寄售中心 论文翻译中心

Bussiness ManagementMBAstrategyHuman ResourceMarketingHospitalityE-commerceInternational Tradingproject managementmedia managementLogisticsFinanceAccountingadvertisingLawBusiness LawEducationEconomicsBusiness Reportbusiness planresearch proposal

英语论文题目英语教学英语论文商务英语英语论文格式商务英语翻译广告英语商务英语商务英语教学英语翻译论文英美文学英语语言学文化交流中西方文化差异英语论文范文英语论文开题报告初中英语教学英语论文文献综述英语论文参考文献

ResumeRecommendation LetterMotivation LetterPSapplication letterMBA essayBusiness Letteradmission letter Offer letter

澳大利亚论文英国论文加拿大论文芬兰论文瑞典论文澳洲论文新西兰论文法国论文香港论文挪威论文美国论文泰国论文马来西亚论文台湾论文新加坡论文荷兰论文南非论文西班牙论文爱尔兰论文

小学英语教学初中英语教学英语语法高中英语教学大学英语教学听力口语英语阅读英语词汇学英语素质教育英语教育毕业英语教学法

英语论文开题报告英语毕业论文写作指导英语论文写作笔记handbook英语论文提纲英语论文参考文献英语论文文献综述Research Proposal代写留学论文代写留学作业代写Essay论文英语摘要英语论文任务书英语论文格式专业名词turnitin抄袭检查

temcet听力雅思考试托福考试GMATGRE职称英语理工卫生职称英语综合职称英语职称英语

经贸英语论文题目旅游英语论文题目大学英语论文题目中学英语论文题目小学英语论文题目英语文学论文题目英语教学论文题目英语语言学论文题目委婉语论文题目商务英语论文题目最新英语论文题目英语翻译论文题目英语跨文化论文题目

日本文学日本语言学商务日语日本历史日本经济怎样写日语论文日语论文写作格式日语教学日本社会文化日语开题报告日语论文选题

职称英语理工完形填空历年试题模拟试题补全短文概括大意词汇指导阅读理解例题习题卫生职称英语词汇指导完形填空概括大意历年试题阅读理解补全短文模拟试题例题习题综合职称英语完形填空历年试题模拟试题例题习题词汇指导阅读理解补全短文概括大意

商务英语翻译论文广告英语商务英语商务英语教学

无忧论文网

联系方式

力资源管理论文 Human Resource Management [3]

论文作者:佚名论文属性:短文 essay登出时间:2009-03-14编辑:点击率:14606

论文字数:1200论文编号:org200903142257307174语种:英语论文 English地区:英国价格:免费论文

关键词:力资源管理论文Human Resource Management

ve progress and
performance. As a tool to monitoring performance, the council does an
internal Assessment (not linked to the government set BVPI's)
involving one year and three year measurable outcomes. Many of the
three-year outcomes deal with continuous improvement and change,
through the implementation of the new Information System (IS). The
council also focuses on delivering effectively and efficiently the
ongoing and new operational HR activities that are more closely linked
with customer requirements.

The HRM issues needing to be addressed are resourcing, organizational
and employee development, communication and consultation, performance
management and reward recognition.



Performance and Reward Management
=================================

Performance management systems are increasingly seen as a way to
manage employee performance rather than relying on appraisal alone.
(Torrington & Hall, 2002)



The system should not be limited to just the setting of individual or
team performance standards, measuring performance through appraisals
and reviews and identifying training and development needs. At ABC
County, the cascade of strategic aims of individual performance is
mapped. One and three year outcomes using measurable targets are used
as an internal assessment of the progress. The Best Value Review
carried out the previous year highlighted the areas of concern:
=====================================================================

* Local priorities over powered by central government targets.

* Professional visions and values were at discord with that of the
county council's

* Inconsistent Performance management culture with examples of good
and poor practice identified.

* Irregular Individual performance appraisals.

* Poor performance were not backed by strong leadership

* Language tough to comprehend

* Relevance of performance monitoring not communicated to all levels

* Performance monitoring considered tedious and distracting by line
managers

* Improper use of information gathered- "blame culture"

* Good performance not encouraged through rewards.

These issues can be tackled by an effective performance appraisal
system such as the MBO (Management By Objectives) technique.

" Performance appraisal data can determine employee rewards and are
also used as predators in the human resource planning, recruitment and
selection process".

-Bratton & Gold (1999)

The reasons for performance review are many:

* Assessment of training and development needs

* Improvement of current performance

* Review past performance

* Asses future potential and promotability

* Assist career planning decisions

* Set performance objectives

* Asses increase in pay -Bratton & Gold (1999)

In general, a performance appraisal includes firstly, the
determination and communication of certain performance standards. This
is followed by the measured performance that is then compared with the
set standards to consequently take required measures. These may be
either corrective or rewarding. An effective performance appraisal
system must incorporate the following essentials, these include mutual
trust; clear objectives; sta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。
英国英国 澳大利亚澳大利亚 美国美国 加拿大加拿大 新西兰新西兰 新加坡新加坡 香港香港 日本日本 韩国韩国 法国法国 德国德国 爱尔兰爱尔兰 瑞士瑞士 荷兰荷兰 俄罗斯俄罗斯 西班牙西班牙 马来西亚马来西亚 南非南非

   Europe (24-hours)
   EN:13917206902
   china (24-hours)
   CN:13917206902
在线客服团队
    全天候24小时在线客服
      QQ:949925041 
  

微信公众订阅号