netrashetty
Netra Shetty
Blockbuster Inc. is an American-based chain of VHS, DVD, Blu-ray, and video game rental stores currently under Chapter 11 bankruptcy. At its peak in 2009, Blockbuster had up to 60,000 employees.[1] As of January 3, 2010, there were over 5,000 Blockbuster stores in the U.S. and 17 countries worldwide. It is headquartered in the Renaissance Tower in Downtown Dallas, Texas.[2] Because of competition from other video rental companies like Netflix, Blockbuster has seen significant revenue losses. The company filed for bankruptcy on September 23, 2010.[3] Some Blockbuster Video stores in the nation have been taken over by Houston, Texas based Mattress Firm, Grapevine, Texas based GameStop, and others.
Types of Performance Appraisal Systems
A. Rating Scale Method
The rating scale method is the most common performance appraisal system being used by most companies and organizations. A particular employee trait is rated on a scale that typically has choices ranging from "poor" to "excellent".
The employee characteristics being appraised on these scales include critical traits such as punctuality, honesty, and overall competence. The components of the scale are dependent on the creator of the scale.
Benefits
The most important benefit of rating scales is that they are highly systematized. This enables the organization to easily decipher the results of the rating scales. For equality purposes, every employee undergoes the same evaluation process.
2. Essay-Type Method
In the essay appraisal system, the person who performs the evaluation issues an essay regarding the employee being evaluated. The essay typically focuses on identifying the positive and negative characteristics of the employee in terms of his / her activities at work. The essay also includes a part where the evaluator indicates several options in order to allow the improvement of his / her co-employee.
How can organizations ensure that performance appraisals are fairly carried out and assist in improving employee performance?
All companies and organizations are governed by their basic goals and objectives. These objectives are often regarded to as the “corporate vision” or “corporate philosophy” (Condrey, 2001). Thus, certain strategies are being implemented with the aim of achieving these goals and objectives, and this constitutes a key element in the characterization of a company or organization. Personnel are undoubtedly an important indicator in determining the characteristics of a company or organization.
It is a well known fact that human resources play a crucial role towards differentiation and a potent source of competitiveness for any organization or company. Therefore, any organization must constantly invest in performance appraisal as part of its human resource development programs even during periods of recession. However, the determination of the extent to which an organization can invest in terms of performance appraisal schemes depends on the financial capabilities of the company or organization (Ulrich, 2004). Finances will also be carefully considered in determining the target for training and development, because it should jive with the basic policies of an organization’s human resource development strategy.
Performance appraisal schemes in most organizations and companies in the past decade has gradually transformed from low-level activities into high-profile contributors to organizational success (Connolly et al. 2002). However, budgets are also elevating at a faster rate than the gross national product. In the midst of this growth and increased influence, managers and executives of companies and organizations are left with confusing question: How can organizations ensure that performance appraisals are fairly carried out and assist in improving employee performance? Definitely the answer won’t be easy, especially because the actual levels of improvement needed is often an elusive figure, depending on the capabilities of the organization. However, in this scenario the role of the managers as the performance evaluators of their employees plays a crucial part.
Planning Procedures Of Mobilink GSM
At Mobilink, our belief is that "Our people are our greatest asset”. We take great pride in acknowledging the contribution each one of us makes.
We focus on People Development and for that we ensure:
Staff Mobilink with world class Professionals and ensure that the right systems are in place to encourage them to develop to their full potential.
Create a collaborative and mutually supportive work environment that encourages people to grow.
Build a team of professionals who deliver expertise by participating in business decisions.
Develop Performance Management and reward systems underlying our Business strategy.
We aim at making Mobilink a great place to work
Recruitment
The development of a pool of job candidates in accordance with a human resource plan
It is the process of locating, identifying, and attracting capable applicants.
Recruitment….(continued)
Job description :
A written description of a non-management job, covering title, duties and responsibilities and including its location on the organization chart.
Position description:
A written description of a management position.
Hiring specification:
It defines the education, experience and skills an individual must have in order to perform effectively in the position he/she is applying
Sources Of recruiting Potential Job Candidates
Labor market:
Easy to recruit in large labor markets.
The type or level of the position:
The more specialized the position the more recruitment efforts .
The size of the organization:
The larger the organization the easier it is to recruit.
Process of Recruitment
Steps in the Recruitment process:
Internal Search
Advertisement of a job vacancy.
Web based advertising.
Preliminary contact with potential job candidates.
Initial screening to create a pool of qualified applicants.
Types of Performance Appraisal Systems
A. Rating Scale Method
The rating scale method is the most common performance appraisal system being used by most companies and organizations. A particular employee trait is rated on a scale that typically has choices ranging from "poor" to "excellent".
The employee characteristics being appraised on these scales include critical traits such as punctuality, honesty, and overall competence. The components of the scale are dependent on the creator of the scale.
Benefits
The most important benefit of rating scales is that they are highly systematized. This enables the organization to easily decipher the results of the rating scales. For equality purposes, every employee undergoes the same evaluation process.
2. Essay-Type Method
In the essay appraisal system, the person who performs the evaluation issues an essay regarding the employee being evaluated. The essay typically focuses on identifying the positive and negative characteristics of the employee in terms of his / her activities at work. The essay also includes a part where the evaluator indicates several options in order to allow the improvement of his / her co-employee.
How can organizations ensure that performance appraisals are fairly carried out and assist in improving employee performance?
All companies and organizations are governed by their basic goals and objectives. These objectives are often regarded to as the “corporate vision” or “corporate philosophy” (Condrey, 2001). Thus, certain strategies are being implemented with the aim of achieving these goals and objectives, and this constitutes a key element in the characterization of a company or organization. Personnel are undoubtedly an important indicator in determining the characteristics of a company or organization.
It is a well known fact that human resources play a crucial role towards differentiation and a potent source of competitiveness for any organization or company. Therefore, any organization must constantly invest in performance appraisal as part of its human resource development programs even during periods of recession. However, the determination of the extent to which an organization can invest in terms of performance appraisal schemes depends on the financial capabilities of the company or organization (Ulrich, 2004). Finances will also be carefully considered in determining the target for training and development, because it should jive with the basic policies of an organization’s human resource development strategy.
Performance appraisal schemes in most organizations and companies in the past decade has gradually transformed from low-level activities into high-profile contributors to organizational success (Connolly et al. 2002). However, budgets are also elevating at a faster rate than the gross national product. In the midst of this growth and increased influence, managers and executives of companies and organizations are left with confusing question: How can organizations ensure that performance appraisals are fairly carried out and assist in improving employee performance? Definitely the answer won’t be easy, especially because the actual levels of improvement needed is often an elusive figure, depending on the capabilities of the organization. However, in this scenario the role of the managers as the performance evaluators of their employees plays a crucial part.
Planning Procedures Of Mobilink GSM
At Mobilink, our belief is that "Our people are our greatest asset”. We take great pride in acknowledging the contribution each one of us makes.
We focus on People Development and for that we ensure:
Staff Mobilink with world class Professionals and ensure that the right systems are in place to encourage them to develop to their full potential.
Create a collaborative and mutually supportive work environment that encourages people to grow.
Build a team of professionals who deliver expertise by participating in business decisions.
Develop Performance Management and reward systems underlying our Business strategy.
We aim at making Mobilink a great place to work
Recruitment
The development of a pool of job candidates in accordance with a human resource plan
It is the process of locating, identifying, and attracting capable applicants.
Recruitment….(continued)
Job description :
A written description of a non-management job, covering title, duties and responsibilities and including its location on the organization chart.
Position description:
A written description of a management position.
Hiring specification:
It defines the education, experience and skills an individual must have in order to perform effectively in the position he/she is applying
Sources Of recruiting Potential Job Candidates
Labor market:
Easy to recruit in large labor markets.
The type or level of the position:
The more specialized the position the more recruitment efforts .
The size of the organization:
The larger the organization the easier it is to recruit.
Process of Recruitment
Steps in the Recruitment process:
Internal Search
Advertisement of a job vacancy.
Web based advertising.
Preliminary contact with potential job candidates.
Initial screening to create a pool of qualified applicants.