The meaning of the acronym 'SHRM' is Strategic Human Resource Management. Strategic human resource management includes typical human resource components such as hiring, discipline, and payroll, and also involves working with employees in a collaborative manner to boost retention, improve the quality of the work experience, and maximize the mutual benefit of employment for both the employee and the employer.
The organization's ____ must be conducive to productivity and quality improvement.
The organization's Culture must be conducive to productivity and quality improvement. The ways the employees interact amongst themselves and with others outside the organization contribute to the culture of the workplace. The culture gives an identity to the organization and makes it distinct from others. Communication and relationship play an important role in a healthy organization culture.
College Professors are generally evaluated on the following Work function(s)
In essay evaluation method, the evaluator is asked to describe the strong and weak aspects of the employee's behavior. In the essay method approach, the appraiser prepares a written statement about the employee being appraised. The statement usually concentrates on describing specific strengths and weaknesses in job performance.
The following system combines the superior and self evaluation systems?
The Management by Objective system combines the superior and self evaluation systems. Management by objectives (MBO) is a strategic management model that aims to improve the performance of an organization by clearly defining objectives that are agreed to by both management and employees.
In this technique, personnel specialists and operating managers prepare lists of statements of very effective and very ineffective behavior for an employee.
In Critical incident technique, personnel specialists and operating managers prepare lists of statements of very effective and very ineffective behavior for an employee. Critical incident method or critical incident technique is a performance appraisal tool in which analyses the behavior of employee in certain events in which either he performed very well and the ones in which he could have done better.
The following technique(s) is based on the critical incident approach.
Behaviorally anchored rating scales (BARS) and Critical incident techniques are based on the critical incident approach. BARS is designed to bring the benefits of both quantitative and qualitative data to employee appraisal process. Critical incident technique is a method of gathering facts (incidents) from domain experts or less experienced users of the existing system to gain knowledge of how to improve the performance of the individuals involved.
The multiple-input approach to performance feedback is sometimes called 360 degree assessment. A 360-degree feedback (also known as multi-rater feedback, multi source feedback, or multi source assessment) is a process through which feedback from an employee's subordinates, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves is gathered.
An incentive plan may consist of both monetary and nonmonetary. Monetary rewards are the incentives which involve direct money to the employees. Non-Monetary rewards are the incentives which do not involve direct money to the employees. Non-Monetary rewards are usually given to all the employees of a certain level to offer them convenience and security.