The Social Teacher

It is the method of evaluating the behavior of employee in the workplace, evaluating the quantitative and qualitative aspects of job performance. Objective of Performance Appraisal Compensation decisions Promotion Decisions Training and Development Programmes Transfers Feedback Self-Improvement who will do Performance Appraisal Supervisior Peers Subordinates Self-Appraisal Users of Service Consultants Methods of Performance Appraisal Individual Evaluation Techniques confidential Report Essay Evaluation Critical Incident Technnique Checklist Graphic rating scale Forced choice mathod Behaviorally Anchored Rating Scale (BARS) Multi-Person Evaluation Techniques Ranking method Paired Comparisons Management by objective Field Review Method Forced distribution Method Problems with Performance Appraisal 1. Judgement Errors First Impression Halo Effect Horn effect Leniency Central Tendancy Stereotyping Recency effect 2. Poor Ap

Recruitment It is the process of searching candidate for employment and stimulating them to apply for the job in the organisation. Sources of Recruitment Internal Sources   Internal Job Posting (IJP) External Sources   Recruitment at factory gate Advertisements Educational Institutes Telecasting Unsolicited Applications Employment Agencies Refrences Selection It is the process of picking individual who have relevant qualifications and experiences to fill jobs in an organisation. This process establishes a contractual relationship between the employer and the worker. Factors in selection  Physiological Features - Physique, Height, Weight, Sight, Endurance Personal Characteristics - Marital status, Size of family, Economic Position Proficiency - Qualification, Training, Experience Competency - Potential for learning and performaing  Temperament - Mental and emotional stability, Honesty, Loyalty, Social skills Aptitude and Attitude - Findin

Job Analysis It is a formal and detailed examination of job in order to understand the tasks and needs to be done and the skills required to do these task under the job. Job analysis provides the analyst with basis data related to specific jobs in terms of duties, responsibilities, skills, knowledge, degree of risk etc. Benefits of Job Analysis 1. Helps HRP in determining the number and kinds of jobs and qualifications needed to fill the jobs. 2. Makes recruitment and selection process easier 3. Placement, orientation, training and development program makes easy 4. Helps in determining the relative worth of various jobs 5. Establishes standards of performance and appraisal 6. Helps in vocational guidance and counselling of employee 7. Provides opportunity to trace out health hazard related with job Job Analysis Process  1. Organisational Analysis 2. Collection of Job Analysis Data 3. Preparation of Job description 4. Preparation of Job Specification