netrashetty
Netra Shetty
Fisher Electronics is a US based subsidiary company of Japanese electronics conglomerate Sanyo specialising in the field of hi-fi electronics.
The goals of Performance Management are employee development and organizational improvement. It is not to criticize employees that they didn’t attain the goals that the company expected them to have. It is not to question the competence of supervisors in handling their employees. Performance Management is focus on what you want your company to be.
Performance Management program in a company should:
· Define of the purpose of the job, job duties, and responsibilities
· Define of the performance goals with measurable outcomes
· Define of the priority of each job responsibility and goal
· Define of the performance standards for key components of the job
· Hold interim discussions and provide positive and constructive feedbacks about employee performance at least, quarterly.
· Maintain a record of performance through critical incident reports.
· Provide the opportunity for broader feedback from the employee's peers, customers, and people who may report to him.
· Develop and administer a coaching and improvement plan if the employee is not meeting expectations.
The company has adapted progressive policies in scientific planning, acquisition, utilization, training and motivation of the team. At everybody matters, every soul counts.
has a unique distinction of being company with in house service capabilities in all he activity areas of exploration and production of oil & gas and related oil field services. Company has adapted progressive policies in scientific
The men & women behind this machine made this possible. Over 18,000 experienced and technically competent executives mostly scientists and engineers from distinguished Universities /Institutions of India and abroad from the core of our manpower.Theyinclude geologists,geophysicists,geochemists,drilling engineers ,reservoir engineers ,petroleum engineers ,production engineers ,engineering & technical service providers ,financial and human resource experts IT professionals and so on.
Behind the excellent results achieved is a work force of 35000 strong belonging to various discipline of the company actively in the persistent search of oil and infuse with a new –ethos and productive work culture. The Company is aware that its success is mainly due to its greatest assets –its people a multifaceted, multidisciplinary group with complete n- house capabilities for all activities in the industry. To meet the requirement of manpower ,revised manpower norms for operation of drilling rigs have been approved and implemented .Exercise for other operational utilization of existing human resource special need based studies are being carried out region-wise.
To meet the challenges of the future has to diversify its activities with zero manpower growth. Attempts have been made to form out the low technology jobs. A major thrust is being given to the introduction of multi-craft manning. This will result in job enrichment.
Screening
The screening process provides information about an individual's skills, knowledge and attitudes,
enabling a potential employer to determine whether that person is suited to, and qualified for, the
position. Experience has shown that hiring an overqualified person can be as harmful as hiring an
underqualified person. The application form is the place to begin screening candidates for a job. It
provides information on the person's background and training and is the first means of comparing
the applicant with the job description. This will ensure that you don't waste time on applicants who
clearly do not meet the minimum requirements for the job.
Generally, the following information is asked on an employment application form: name, address,
telephone number, social security number, kind of work desired,
The personal interview is the second step in the screening process. During the interview, the
manager learns more about the applicant through face-to-face contact, including observation of
personal appearance. The interview should be guided, but not dominated, by the manager as it is
important to let the candidate speak freely. Whenever possible, the interviewer should ask questions
that are directly related to the job. Devise a list of questions that will adequately assess the
applicant's qualifications while meeting the specifications for the job. Three major errors often
committed in the personal interview are
!
!
!
Failure to analyze the requirements of the job in sufficient detail to generate valid
questions.
Failure to ask candidates the right questions to determine their strengths and
weaknesses, and their fit with the job.
Too much reliance on gut reaction instead of objective evaluation of candidates
based on criteria established in the job specification.
Interviewing makes the selection process more personal and gives the interviewer an overall idea of
whether the applicant is appropriate for the job. The following list of techniques in Box 3 will help
you select the right applicant for the job.
The goals of Performance Management are employee development and organizational improvement. It is not to criticize employees that they didn’t attain the goals that the company expected them to have. It is not to question the competence of supervisors in handling their employees. Performance Management is focus on what you want your company to be.
Performance Management program in a company should:
· Define of the purpose of the job, job duties, and responsibilities
· Define of the performance goals with measurable outcomes
· Define of the priority of each job responsibility and goal
· Define of the performance standards for key components of the job
· Hold interim discussions and provide positive and constructive feedbacks about employee performance at least, quarterly.
· Maintain a record of performance through critical incident reports.
· Provide the opportunity for broader feedback from the employee's peers, customers, and people who may report to him.
· Develop and administer a coaching and improvement plan if the employee is not meeting expectations.
The company has adapted progressive policies in scientific planning, acquisition, utilization, training and motivation of the team. At everybody matters, every soul counts.
has a unique distinction of being company with in house service capabilities in all he activity areas of exploration and production of oil & gas and related oil field services. Company has adapted progressive policies in scientific
The men & women behind this machine made this possible. Over 18,000 experienced and technically competent executives mostly scientists and engineers from distinguished Universities /Institutions of India and abroad from the core of our manpower.Theyinclude geologists,geophysicists,geochemists,drilling engineers ,reservoir engineers ,petroleum engineers ,production engineers ,engineering & technical service providers ,financial and human resource experts IT professionals and so on.
Behind the excellent results achieved is a work force of 35000 strong belonging to various discipline of the company actively in the persistent search of oil and infuse with a new –ethos and productive work culture. The Company is aware that its success is mainly due to its greatest assets –its people a multifaceted, multidisciplinary group with complete n- house capabilities for all activities in the industry. To meet the requirement of manpower ,revised manpower norms for operation of drilling rigs have been approved and implemented .Exercise for other operational utilization of existing human resource special need based studies are being carried out region-wise.
To meet the challenges of the future has to diversify its activities with zero manpower growth. Attempts have been made to form out the low technology jobs. A major thrust is being given to the introduction of multi-craft manning. This will result in job enrichment.
Screening
The screening process provides information about an individual's skills, knowledge and attitudes,
enabling a potential employer to determine whether that person is suited to, and qualified for, the
position. Experience has shown that hiring an overqualified person can be as harmful as hiring an
underqualified person. The application form is the place to begin screening candidates for a job. It
provides information on the person's background and training and is the first means of comparing
the applicant with the job description. This will ensure that you don't waste time on applicants who
clearly do not meet the minimum requirements for the job.
Generally, the following information is asked on an employment application form: name, address,
telephone number, social security number, kind of work desired,
The personal interview is the second step in the screening process. During the interview, the
manager learns more about the applicant through face-to-face contact, including observation of
personal appearance. The interview should be guided, but not dominated, by the manager as it is
important to let the candidate speak freely. Whenever possible, the interviewer should ask questions
that are directly related to the job. Devise a list of questions that will adequately assess the
applicant's qualifications while meeting the specifications for the job. Three major errors often
committed in the personal interview are
!
!
!
Failure to analyze the requirements of the job in sufficient detail to generate valid
questions.
Failure to ask candidates the right questions to determine their strengths and
weaknesses, and their fit with the job.
Too much reliance on gut reaction instead of objective evaluation of candidates
based on criteria established in the job specification.
Interviewing makes the selection process more personal and gives the interviewer an overall idea of
whether the applicant is appropriate for the job. The following list of techniques in Box 3 will help
you select the right applicant for the job.
Last edited: