Friday, April 27, 2012

How to define Employee’s Goals and work standards? What is the main issue in Goal Definition?

Employees should know ahead of time the basis upon which you’re going to appraise them. The second basic approach is to appraise them relative to specific standards that you expect them to achieve. 

Employers usually write job descriptions not for specific jobs, but for groups of jobs, and the descriptions rarely include specific goals.

Setting motivational goals is an art. The most straightforward way to do this is to set measurable goals or standards for each duty.

· Set SMART goals. These are Specific, Measurable, Attainable, Relevant, and Timely.

·         Assign specific goals. Employees who have specific goal usually perform better than those who do not.

·         Assign measurable goals. Always try to express dates or deadlines along with goals.

· Assign challenging but doable goals. Make them challenging, but not so difficult that they appear impossible or unrealistic.

·         Encourage participation. Goals set through participation usually produce higher performance. 

Other Posts :  - 

Monday, April 16, 2012

Salary Survey 2012

Salary is something which has no satisfaction limit. Whatever be the number employees are always dis-satisfied.
The structure of Salary components is an area where today's HRM people have to work most to retain their employees and attract the new talent.  Here, we are making an effort to capture those elements which gives satisfaction to the employees.

You can help us developing a right salary model by clicking the following Link and filling up the survey.

Very soon on this blog we will put the outcome of this Survey.

Other Posts :

How to make effective management Communication?

Todays dynamic work place.

Does money only motivates?