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Steps In Planning The Research Design

By on January 23, 2013 in Research Methods in Business

Steps In Planning The Research Design: There are four broad steps involved in planning the research design as explained below: (1)   Determining work involved in the project: The first step in planning research design is determining the work involved in the project-and designing a workable plan to carry out the research work within specific time [...]

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Definition of Research Design

By on January 23, 2013 in Research Methods in Business

DEFINITIONS OF RESEARCH DESIGN: (1) According to David J. Luck and Ronald S. Rubin, “A research design is the determination and statement of the general research approach or strategy adopted/or the particular project. It is the heart of planning. If the design adheres to the research objective, it will ensure that the client’s needs will [...]

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Research Design

By on January 23, 2013 in Research Methods in Business

The next step after stating the management problem, research purpose, and research hypothe­ses and questions, is to formulate a research design. The starting point for the research design is, in fact, the research questions and hypotheses that have been so carefully developed. In essence, the research design answers the question: How are we going to [...]

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Motivation and Satisfaction

By on January 23, 2013 in Foundation of Human Skill – II

Motivation and Satisfaction Performance appraisal can have a profound effect on levels of employee motivation and satisfaction – for better as well as for worse. Performance appraisal provides employees with recognition for their work efforts. The power of social recognition as an incentive has been long noted. In fact, there is evidence that human beings [...]

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Training and Development

By on January 23, 2013 in Foundation of Human Skill – II

Training and Development Performance appraisal offers an excellent opportunity – perhaps the best that will ever occur – for a supervisor and subordinate to recognize and agree upon individual training and development needs. During the discussion of an employee’s work performance, the presence or absence of work skills can become very obvious – even to [...]

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Recruitment and Induction

By on January 23, 2013 in Foundation of Human Skill – II

Recruitment and Induction Appraisal data can be used to monitor the success of the organization’s recruitment and induction practices. For example, how well are the employees performing who were hired in the past two years? Appraisal data can also be used to monitor the effectiveness of changes in recruitment strategies. By following the yearly data [...]

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Employee Evaluation

By on January 23, 2013 in Foundation of Human Skill – II

Employee Evaluation Though often understated or even denied, evaluation is a legitimate and major objective of performance appraisal. But the need to evaluate is also an ongoing source of tension, since evaluative and developmental priorities appear to frequently clash. Yet at its most basic level, performance appraisal is the process of examining and evaluating the [...]

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Benefits Of Appraisal

By on January 23, 2013 in Foundation of Human Skill – II

Benefits Of Appraisal Perhaps the most significant benefit of appraisal is that, in the rush and bustle of daily working life, it offers a rare chance for a supervisor and subordinate to have “time out” for a one-on-one discussion of important work issues that might not otherwise be addressed.   Almost universally, where performance appraisal [...]

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Objectives Of Performance Appraisal

By on January 23, 2013 in Foundation of Human Skill – II

  Data relating to performance assessment of employees are recorded, stored, stored and used for several purposes. The main purposes of employee assessment are:   To effect promotions based on competence and performance. To confirm the services of probationary employees upon their completing the probationary period satisfactorily. To assess the training and development needs of [...]

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Performance Management

By on January 23, 2013 in Foundation of Human Skill – II

Performance Management Good performance by the employees creates a culture of excellence, which benefits the organization in the long run.  The activity includes evaluation of jobs and people both, managing gender bias; career planning and devising methods of employee satisfaction etc. the efforts are to make to generate the individual’s aspirations with the objectives of [...]

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