Not all groups are always successful in meeting their objectives. A group or team which constantly achieves its goals and which consists of team members working for the common goal is said to be high performing. For a team to be high-performance, it should have the characteristics needed to succeed. Any group can become a high-performance team if the group members are willing to contribute […]

Abstract— bettering public presentation of package, sites and services is a holy grail of package industry. A new attack for execution of Poka-Yoke method in package public presentation technology is proposed. Poka-Yoke is a error proofing technique used in merchandise design. The effectivity of Poka-Yoke in package development was evaluated utilizing two instance surveies: merchandise redesign mini-project given to six groups of pupils and a […]

EXPLORING THE EFFECTIVENESS OF PERFORMANCE APPRAISAL IN MULTI NATIONAL COMPANY. BY MITHILA S. PARAB 2007-08 A Dissertation presented in part consideration for the degree of “MA MANAGEMENT” ACKNOWLEDGEMENT I would like to thank my supervisor, Nick Bacon for his invaluable advice and guidance throughout the project. I would like to thank all the participants who participated in my research. I would like to thank my […]

Financial Analysis Common-Size Analysis Common-Size Income Statement Analysis The common-size income statement for Dell shows a relatively flat history for cost of goods sold compared to sales from 82. 27% in 2006 to 82. 49% in 2010. Dell’s five year average for cost of goods sold to sales was 82. 23%, which is bit higher than HP cost of goods sold to sales five year […]

In the new global economy, corporate social responsibility has become a fundamental issue for every company that exists at present. Neither new nor established companies can steer clear of this responsibility, which is pursuing long-term objectives that will carry an assortment of benefits towards the stakeholders such as employees, customers and the community (Aravossis, Panayiotou and Tsousi 2006). Companies are ought to execute this inevitable […]

As a Human Resource Performance Management Implementer, discuss the prior training you would give to line the four group head with reference to Identifying performance gap? Training Is the most Important factor In order to achieve goals more effectively. Head of groups need to be able to develop a AMPS by setting objectives and standards. They should also be able to monitor these AMPS and […]

Q1 . Distinguish between ‘Performance Appraisal’ and the”potentialAppraisal’. Also discuss, in bief, the methods of performance appraisal. Ans. A performance appraisal system judges the performance of an employee over a given period of time. It is an indication of how he has performed in the PAST, but may necessarily not be an indication of his performance in the future. Depending on his past performance, a […]

Introduction             Companies and corporations exist to conduct businesses as established in their respective mission and vision statements.  These goals, mission and vision statements are achieved through the employment of a workforce.  The workforce therefore of a company is as important as the mission or vision statement as the case may be.             The employees are the backbone of the corporation.  They move the company […]

Performance Based Pay Plans As organizational structures have become more complex to keep pace with the ever increasing complexity of the business environment, it has become crucial to institute an effective and efficient compensation system that provides not just offers fair rewards to employees but also motivational incentives. The two basic types of compensation plans in practice today are the pay for performance and pay […]

Perhaps one of the most challenging aspects of managing a company is to provide a performance evaluation technique that does not frighten employees. The fear in my organization, among those marginal performers, is that the evaluation may cause their being fired. “One of the most controversial tools for boosting performance is ranking employees and dismissing the laggards. Proponents argue that the practice stretches star employees…(Marchetti […]