爱尔兰论文代写：人力资源
选择过程完成后,下一步是将新的人力资源培训专家。甚至从培训绩效评估的员工开始。这是最重要的一个因素来判断公司的业绩。如果公司的员工做他们的工作,奉献和承诺,这意味着公司发展。绩效管理是人力资源的重要工具来评估性能。作为国家铁路公司在使命声明中表示,公司的使命是持续改进的一个方面,增长和发展。所以是一个进步的公司有必要人力资源也应该进步在货币条款以及技能。
绩效管理是一个过程,管理者和员工一起工作计划、监控和评估一个员工的工作目标和整体对组织的贡献(保持正确的人,2014)。是很重要的,因为它有助于区分有效员工员工适得其反。一个主要目的是检查员工是否给予他们最好的公司。同样重要的是保持员工积极性。它还有助于通过提供信息不足的员工可以提高设计的训练员工。
有不同的技术来评估员工的表现。绩效考核是主要来源来评估员工的表现。它有三个主要的角色即管理、开发等。行政方面的绩效管理系统是使人事决定员工的晋升或降级。开发方面,它可以帮助员工对个人发展的形式反馈。它还可以帮助组织通过提供有价值的信息功能和差距。
爱尔兰论文代写：人力资源
After selection process completed, next step will be transferring the fresh human resource by training into experts. Even from the time of training performance evaluation of the employees starts. It is one of the most important factors to Judge Company’s performance. If employees of the company are doing their work with devotion and commitment, it means that company is progressing. Performance management is one of the important tools to evaluate performance of human resource. As national railroad company expresses in the mission statement that an aspect of company mission is continual improvement, growth and development. So to be a progressive company it is necessary that company human resource should also progress in monetary terms as well as in skill.
Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization (Keeping the Right People, 2014). It is important as it helps in differentiate effective employees with counterproductive employees. One main objective is to check whether employees are giving their best to the company or not. It is also important to keep staff motivated. It also helps by providing information about the deficiencies in the employees which can be improved by designing training for the employees.
There are different techniques to evaluate performance of the employee. The performance appraisal is the main source to evaluate an employee’s performance. It has three major roles i.e. administrative, Development and others. The administrative aspect of the performance management system is to make personnel decisions like promotion or demotion of the employees. Development aspect is that it helps employee in the form of feedback for personal development. It also helps organization by providing valuable information about capabilities and gaps.
