netrashetty
Netra Shetty
Big Lots, Inc. (NYSE: BIG) is a Fortune 500 retail corporation with annual revenues well over $4 billion. Its department stores focus mainly on selling closeout and overstock merchandise. The company is based in Columbus, Ohio, USA and currently operates over 1,400 stores in 47 states.
Big Lots store
A typical store sells a wide variety of merchandise, including toys, furniture, clothing, housewares, and small electronics. Most of the items sold in these stores are purchased as they become available. What is in the store one day may not be there the next, and the store may not get further shipments of those particular items. Most of the merchandise in the stores are closeouts and overstocks. However there are some items in the stores, such as foodstuffs, that are replenished on a continual basis.
Human Resource Management System (HRMS) is an Enterprise Resource Planning (ERP) software program that specializes in deals with staff issues. Such systems are often intertwined within other business applications like finance. Throughout the years leading an companies human resources has become progressively complicated since this key operative organization must now follow personnel data including education, job history, skills, as well as private details. For years it has been about hopeless for medium and big businesses to manage the abundance of human resources data effectively and properly without using computers. Throughout the history Human Resource Management System (HRMS) ran on gigantic, centralized mainframe computers however now lots of those systems are available on personal computers. Let's examine some of the standard parts.
The Payroll module stores knowledge on employees' time worked along with absenteeism. Subject on its refinement this module calculates taxes along with extra deductions and creates a arrangement of employee checks, government checks, and multiple abstracts. It must apply to the letter, national, state, and municipal tax administration, and a array of supplementary technical documentation with union and non-union contracts. Some payroll systems appraise and track extra time with many of them automatically depositing workers paychecks. Ideally data originating from the payroll module feeds to financial management systems and assists managers make fiscal choices.
Everyone knows that allowances are an increasingly indispensable section of most worker compensation packages. A Benefits Administration module allows companies to process worker participation in benefits programs such as life and health indemnity, profit sharing, stock purchases, and finally retirement pensions. The efficient systems provide abundant reports that assist the organization devising an desirable but generally inexpensive benefits package for the personnel.
In decent economic times businesses need to always attempt to hire additional employees though even if the organization is not currently hiring, it should get resumes of qualifying hopefuls so it'll can fill jobs rapidly as the need arises. In the technological world, much of this recruiting is done on the web and online hiring has become a major Human Resources tool. Talent Management systems, also named Applicant Tracking Systems, examine the business's current staff usage and requirements, find acceptable aspirants be they internal or external, and handle the actual hiring procedure. A huge part of such systems is enforcing concession with Equal Opportunity Employment laws.
Performance Appraisal
Reviewing performance and taking positive steps to develop employees further is a key function of management and is a major component in ensuring the success of the company through effective employee performance.
A review is about ensuring people know what levels of performance are expected of them and then taking action to ensure they are trained and developed to perform effectively.
Objectives of Performance Appraisals
To measure the work performance
To motivate and assist employees in improving their performance
And achieving their professional goals
To identify employess with high potentials for advancements
To identify employees training and development needs
To provide a solid path for career planning for each individual
Appraisal Policy:
The intent of these appraisals is to review current job performance and responsibilities, set goals and discuss further opportunities with reference to past performance at .
Performance Review:
At a review is intended to be an open and frank discussion between an employee and their Team Leader/Manager. Generally there are two elements: first is the element in which discussion takes place over the strengths and areas which need to be developed as displayed by the job holder over specific time period. The performance is of course judged comparing the performance against the core indicators of Job. The second element is concerned with discussing the training needs/inputs activities that are considered to be appropriate to help the jobholder overcome some of development areas discussed in the review and also those activities that are deemed appropriate to build upon their current strengths.
Sources of Performance Appraisal:
At the primary sources of performance appraisal are the managers and secondary sources are employees themselves. Though the peers also give their opinion but it usually does not have any weightage unless a conflict arises between the manager and the employee.
Feedback:
Workers at are informed of their performance and given the opportunity to express their opinion over their own level of performance against each competence. This serves the following two main purposes:
It enables the reviewer to redefine whether the initial assessment was correct, as circumstances may exist that the reviewer is unaware of.
By asking the worker what he sees to be his own strengths and development areas often help to reduce negative responses and makes planning training needs/inputs activities easier if the person is able to express for himself the areas in which he feels he can improve.
Following the review the final grades are allocated and the issues/points that were discussed at the review are included in the sheet. When the sheet is complete, at the first instance it is sent to the immediate manager who if required adds his comments, and then it is sent to Employee Relations Department.
All job holders are entitled to have a copy of their sheets if they so wish and this is encouraged to ensure that the system is perceived as being ‘Open and Fair’.
Big Lots store
A typical store sells a wide variety of merchandise, including toys, furniture, clothing, housewares, and small electronics. Most of the items sold in these stores are purchased as they become available. What is in the store one day may not be there the next, and the store may not get further shipments of those particular items. Most of the merchandise in the stores are closeouts and overstocks. However there are some items in the stores, such as foodstuffs, that are replenished on a continual basis.
Human Resource Management System (HRMS) is an Enterprise Resource Planning (ERP) software program that specializes in deals with staff issues. Such systems are often intertwined within other business applications like finance. Throughout the years leading an companies human resources has become progressively complicated since this key operative organization must now follow personnel data including education, job history, skills, as well as private details. For years it has been about hopeless for medium and big businesses to manage the abundance of human resources data effectively and properly without using computers. Throughout the history Human Resource Management System (HRMS) ran on gigantic, centralized mainframe computers however now lots of those systems are available on personal computers. Let's examine some of the standard parts.
The Payroll module stores knowledge on employees' time worked along with absenteeism. Subject on its refinement this module calculates taxes along with extra deductions and creates a arrangement of employee checks, government checks, and multiple abstracts. It must apply to the letter, national, state, and municipal tax administration, and a array of supplementary technical documentation with union and non-union contracts. Some payroll systems appraise and track extra time with many of them automatically depositing workers paychecks. Ideally data originating from the payroll module feeds to financial management systems and assists managers make fiscal choices.
Everyone knows that allowances are an increasingly indispensable section of most worker compensation packages. A Benefits Administration module allows companies to process worker participation in benefits programs such as life and health indemnity, profit sharing, stock purchases, and finally retirement pensions. The efficient systems provide abundant reports that assist the organization devising an desirable but generally inexpensive benefits package for the personnel.
In decent economic times businesses need to always attempt to hire additional employees though even if the organization is not currently hiring, it should get resumes of qualifying hopefuls so it'll can fill jobs rapidly as the need arises. In the technological world, much of this recruiting is done on the web and online hiring has become a major Human Resources tool. Talent Management systems, also named Applicant Tracking Systems, examine the business's current staff usage and requirements, find acceptable aspirants be they internal or external, and handle the actual hiring procedure. A huge part of such systems is enforcing concession with Equal Opportunity Employment laws.
Performance Appraisal
Reviewing performance and taking positive steps to develop employees further is a key function of management and is a major component in ensuring the success of the company through effective employee performance.
A review is about ensuring people know what levels of performance are expected of them and then taking action to ensure they are trained and developed to perform effectively.
Objectives of Performance Appraisals
To measure the work performance
To motivate and assist employees in improving their performance
And achieving their professional goals
To identify employess with high potentials for advancements
To identify employees training and development needs
To provide a solid path for career planning for each individual
Appraisal Policy:
The intent of these appraisals is to review current job performance and responsibilities, set goals and discuss further opportunities with reference to past performance at .
Performance Review:
At a review is intended to be an open and frank discussion between an employee and their Team Leader/Manager. Generally there are two elements: first is the element in which discussion takes place over the strengths and areas which need to be developed as displayed by the job holder over specific time period. The performance is of course judged comparing the performance against the core indicators of Job. The second element is concerned with discussing the training needs/inputs activities that are considered to be appropriate to help the jobholder overcome some of development areas discussed in the review and also those activities that are deemed appropriate to build upon their current strengths.
Sources of Performance Appraisal:
At the primary sources of performance appraisal are the managers and secondary sources are employees themselves. Though the peers also give their opinion but it usually does not have any weightage unless a conflict arises between the manager and the employee.
Feedback:
Workers at are informed of their performance and given the opportunity to express their opinion over their own level of performance against each competence. This serves the following two main purposes:
It enables the reviewer to redefine whether the initial assessment was correct, as circumstances may exist that the reviewer is unaware of.
By asking the worker what he sees to be his own strengths and development areas often help to reduce negative responses and makes planning training needs/inputs activities easier if the person is able to express for himself the areas in which he feels he can improve.
Following the review the final grades are allocated and the issues/points that were discussed at the review are included in the sheet. When the sheet is complete, at the first instance it is sent to the immediate manager who if required adds his comments, and then it is sent to Employee Relations Department.
All job holders are entitled to have a copy of their sheets if they so wish and this is encouraged to ensure that the system is perceived as being ‘Open and Fair’.