Performance Appraisal – MCQs with answers

1. “The person who was a good performer in distant past is assured to be okay at present also”. This is an example of ________________ bias in Performance Appraisal (adsbygoogle ...

What are the Benefits of Skip Level Meetings?

Skip Level Meetings provide a way for employers and employees to interact and get to to know each other. Beyond this, skip level meetings can be very helpful when moving into a leadership, ...

How does a Skip-Level Meeting work?

The key to achieving the round table objectives is process (adsbygoogle = window.adsbygoogle || []).push({}); The method of gathering the feedback, creating action plans and ...

Skip-Level Meeting

(adsbygoogle = window.adsbygoogle || []).push({}); A Skip-Level Meeting is a meeting between managers and team members who are at least two levels below them. The purpose of ...

7 steps to help write employee Goals

1. Identify the appropriate Organization KPIs where the employee can contribute meaningfully. It is important to note that all KPIs are not applicable to each employee. 2. Document ...

Difference between a KRA and a KPI

A key result area (KRA) is an strategic factor either internal to the organization or external, where strong positive results must be realized for the organization to achieve its strategic ...

Top 12 HR Trends for 2021

Trends: ==> Virtual work is here to stay ==> Companies double down on digital ==> Teams play an essential role ==> HR design is a strategic focus ==> Employee experience is redefined ==> ...

Steps of Performance Appraisal Process

Step 1: Establish performance standards Performance standards are set to ensure achievement of departmental goals and objectives and the organization’s overall strategy and objectives. ...

Key Skills of HR Management

1: Organization HR management requires an orderly approach. Organized files, strong time management skills, and personal efficiency are key to HR effectiveness. You’re dealing with ...

5 Component of a Good Job Description

A good job description should be based on a job analysis and should be brief and factual as possible. The headings under which the job description should be written and notes for guidance ...
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