netrashetty
MP Guru
Colt Defense was split off from Colt's Manufacturing Company in 2002 in order to focus on the military, law enforcement and security markets. It is based in West Hartford, Connecticut
The VC is also applied in the initial recruitment interviews. Conducted by the human resources, the purpose of the VC is to narrow the filed of the candidates. After the interviews, the upcoming interviews are conducted personally. In a broader sense, the use of the strategy in the human resource function is a great advantage for the company to create more advantage in the company. Through the strategic motivation of the Vodafone, the introduction of the VC reduces the travel costs, the employee’s exhaust feeling like wear and tear, and the emission of the pollutants or carbons due to the excessive travel. This VC application can fulfill the corporate responsibility of the company and furthermore, attract the competitiveness in the internal operations of the business. Taking the perspective of the employees on the application of the VC or audio, video, or web conferencing in the system, depends on their option and the company suggests the need for travel if the virtual conferencing is not appropriate or available.
The application of the VC in meeting the goals and objectives of the organization is preferable in Vodafone. The contribution of the VC made significance difference such in minimizing the expenses due to mileage or air travels. In fact, the Vodafone crafted another innovation that will definitely change the traditional training and development for the employees to make their performance enhance and meet the corporate objectives. The Vodafone serves as an example in the technological industry and their example is one of the recommended strategies in gaining the competitiveness for the people. This evidence is one of the strong factors that justify the existence of the technology and its collaboration toward the organizations’ purpose to meet its goals.
PROCESS OF PERFORMANCE APPRAISAL
ESTABLISHING PERFORMANCE STANDARDS
The first step in the process of performance appraisal is the setting up of the standards which will be used to as the base to compare the actual performance of the employees. This step requires setting the criteria to judge the performance of the employees as successful or unsuccessful and the degrees of their contribution to the organizational goals and objectives. The standards set should be clear, easily understandable and in measurable terms. In case the performance of the employee cannot be measured, great care should be taken to describe the standards.
COMMUNICATING THE STANDARDS
Once set, it is the responsibility of the management to communicate the standards to all the employees of the organization. The employees should be informed and the standards should be clearly explained to the. This will help them to understand their roles and to know what exactly is expected from them. The standards should also be communicated to the appraisers or the evaluators and if required, the standards can also be modified at this stage itself according to the relevant feedback from the employees or the evaluators.
MEASURING THE ACTUAL PERFORMANCE
The most difficult part of the Performance appraisal process is measuring the actual performance of the employees that is the work done by the employees during the specified period of time. It is a continuous process which involves monitoring the performance throughout the year. This stage requires the careful selection of the appropriate techniques of measurement, taking care that personal bias does not affect the outcome of the process and providing assistance rather than interfering in an employees work.
COMPARING THE ACTUAL WITH THE DESIRED PERFORMANCE
The actual performance is compared with the desired or the standard performance. The comparison tells the deviations in the performance of the employees from the standards set. The result can show the actual performance being more than the desired performance or, the actual performance being less than the desired performance depicting a negative deviation in the organizational performance. It includes recalling, evaluating and analysis of data related to the employees’ performance.
DISCUSSING RESULTS
The result of the appraisal is communicated and discussed with the employees on one-to-one basis. The focus of this discussion is on communication and listening. The results, the problems and the possible solutions are discussed with the aim of problem solving and reaching consensus. The feedback should be given with a positive attitude as this can have an effect on the employees’ future performance. The purpose of the meeting should be to solve the problems faced and motivate the employees to perform better.
DECISION MAKING
The last step of the process is to take decisions which can be taken either to improve the performance of the employees, take the required corrective actions, or the related HR decisions like rewards, promotions, demotions, transfers etc.
The VC is also applied in the initial recruitment interviews. Conducted by the human resources, the purpose of the VC is to narrow the filed of the candidates. After the interviews, the upcoming interviews are conducted personally. In a broader sense, the use of the strategy in the human resource function is a great advantage for the company to create more advantage in the company. Through the strategic motivation of the Vodafone, the introduction of the VC reduces the travel costs, the employee’s exhaust feeling like wear and tear, and the emission of the pollutants or carbons due to the excessive travel. This VC application can fulfill the corporate responsibility of the company and furthermore, attract the competitiveness in the internal operations of the business. Taking the perspective of the employees on the application of the VC or audio, video, or web conferencing in the system, depends on their option and the company suggests the need for travel if the virtual conferencing is not appropriate or available.
The application of the VC in meeting the goals and objectives of the organization is preferable in Vodafone. The contribution of the VC made significance difference such in minimizing the expenses due to mileage or air travels. In fact, the Vodafone crafted another innovation that will definitely change the traditional training and development for the employees to make their performance enhance and meet the corporate objectives. The Vodafone serves as an example in the technological industry and their example is one of the recommended strategies in gaining the competitiveness for the people. This evidence is one of the strong factors that justify the existence of the technology and its collaboration toward the organizations’ purpose to meet its goals.
PROCESS OF PERFORMANCE APPRAISAL
ESTABLISHING PERFORMANCE STANDARDS
The first step in the process of performance appraisal is the setting up of the standards which will be used to as the base to compare the actual performance of the employees. This step requires setting the criteria to judge the performance of the employees as successful or unsuccessful and the degrees of their contribution to the organizational goals and objectives. The standards set should be clear, easily understandable and in measurable terms. In case the performance of the employee cannot be measured, great care should be taken to describe the standards.
COMMUNICATING THE STANDARDS
Once set, it is the responsibility of the management to communicate the standards to all the employees of the organization. The employees should be informed and the standards should be clearly explained to the. This will help them to understand their roles and to know what exactly is expected from them. The standards should also be communicated to the appraisers or the evaluators and if required, the standards can also be modified at this stage itself according to the relevant feedback from the employees or the evaluators.
MEASURING THE ACTUAL PERFORMANCE
The most difficult part of the Performance appraisal process is measuring the actual performance of the employees that is the work done by the employees during the specified period of time. It is a continuous process which involves monitoring the performance throughout the year. This stage requires the careful selection of the appropriate techniques of measurement, taking care that personal bias does not affect the outcome of the process and providing assistance rather than interfering in an employees work.
COMPARING THE ACTUAL WITH THE DESIRED PERFORMANCE
The actual performance is compared with the desired or the standard performance. The comparison tells the deviations in the performance of the employees from the standards set. The result can show the actual performance being more than the desired performance or, the actual performance being less than the desired performance depicting a negative deviation in the organizational performance. It includes recalling, evaluating and analysis of data related to the employees’ performance.
DISCUSSING RESULTS
The result of the appraisal is communicated and discussed with the employees on one-to-one basis. The focus of this discussion is on communication and listening. The results, the problems and the possible solutions are discussed with the aim of problem solving and reaching consensus. The feedback should be given with a positive attitude as this can have an effect on the employees’ future performance. The purpose of the meeting should be to solve the problems faced and motivate the employees to perform better.
DECISION MAKING
The last step of the process is to take decisions which can be taken either to improve the performance of the employees, take the required corrective actions, or the related HR decisions like rewards, promotions, demotions, transfers etc.
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