Why Making CSR Outcomes Part of Performance Appraisals Helps Organizations
February 12, 2025
Having good talented people in your organization was important yesterday, today it is critical! Organizations world over have realized the importance of having talented people. McKinsey was the first to coin this term ‘war for talent’ in the year 1997. They named this for their research for talent management practices and beliefs. This became a […]
Why Occupational Hazards are Not Limited to Manufacturing Firm Employees Alone Historically, manufacturing firms and those firms engaged in construction and jobs involving operation of heavy machinery and the like were thought to have significant Occupational Hazards or the dangers to employees on the job. Occupational Hazards, as the name implies, are the risks to […]
To understand the meaning of Human Capital Management let us first find out the meaning of “Capital”. What does the word “Capital” stand for? Capital refers to already produced durable goods which further contribute to the production of goods and services. In simpler words, capital refers to any produced good/service which enables an individual/organization to […]
What is meant by Boomerang Employees and Why They Have Become So Important Suddenly? Of late, much has been written and said about the so-called Boomerang Employees who are essentially employees who rejoin organizations that they have left earlier. In other words, Boomerang Employees, as the name implies, are staff members who “return” to the […]
Employee Separation is the process of ensuring that an employee who quits the company is exited in a structured and orderly manner. The process of employee separation is taken quite seriously by many firms and there is a dedicated department to handle employee exits from the company. In this article we discuss the process of […]
Managers commit mistakes while evaluating employees and their performance. Biases and judgment errors of various kinds may spoil the performance appraisal process. Bias here refers to inaccurate distortion of a measurement. These are:
Some of the managers are likely to take the line of least resistance and rate people high, whereas others, by nature, believe in the tyranny of exact assessment, considering more particularly the drawbacks of the individual and thus making the assessment excessively severe. The leniency error can render a system ineffective. If everyone is to be rated high, the system has not done anything to differentiate among the employees.
Therefore while appraising performances, all the above biases should be avoidd.
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