Organizational Behaviour Globe SubjectBased on our interactions with 55 pupils in the campus (15 PGPX with work ex >5 years; 30 PGPs with 2-4 years’ work ex & rest 10 PGPs with 6 months – 2 years’ work ex) ; we have found that parameters for performance appraisals are aspects like productivity, quality of work, duration of service and training. In case of manufacturing Productivity is mostly measured i.e. the number of units manufactured or delivered by the employee. In case of quality of work, the precision of the work done is taken into consideration. Similarly, duration of services is used as a criterion by Government entities, where they assume the longest serving employee to be the deserved one for an appraisal.We asked certain questions during the interactions such as: 1. What were the parameters that generally taken into account for appraisal in your company? 2. Did/Does your company (employer) use Bell Curve for performance appraisal? 3. If Yes, Did you find it helpful? 4. If No, What was the appraisal method? And how it is different from Bell curve from your point of view? We found the approx. 40% (22 cases) companies used/use Bell curve for employee evaluation. 41% of these Respondents find Bell Curve as ‘Obvious’ choice and should be put in place.
Rest 60% (33 cases) responses vary because of industry difference and culture. We have categories the responses as follows: 1. Assessment Centre Method: Mostly used in Tech start-ups and E-Commerce start-ups while hiring employees at senior level. According to them, It is a good parameter for evaluation since it measures person’s ability to interact with subordinates and colleagues by testing the candidate in the social situation. It helps employers to assess the capability & the capacity of the individual in social settings. It mainly involves situational exercises such as role-playing incident, games related to business and many other similar exercises. It gives the employer an insight into the personality of the employee like openness, tolerance, introversion/extroversion, acceptability, etc.
1. Employment Process: Workers and companies are going to run a number of test environments. They will test applicants on their abilities and competencies. Sometimes, a company will run a mock application. But the application needs to be completed and approved in a fairly short amount of time in order to ensure that company does not fall into the category of ‘no chance’. In addition, there needs to be good test-taking by staff that is very easy to do. In general, it is very safe for the applicant to come to an interview (preferably by a team). The first test can be done by a human and a human-led team. The test can be done by any of the three companies that are currently testing in the sample. The team that runs the test will also be able to present the tests for the employees and give them their feedback on the test. When the employees are satisfied, they will go to the test after the final exam, and once they have passed a third of the test, they will be allowed to bring their own evaluation materials, like a questionnaire or a paper like some computer book.
2. Employer Information: The person that comes to work through the team can also test their interpersonal and other issues on her phone – this will give you an idea on what that person is thinking. It is important to ensure that team is working according to the best practices when it comes to dealing with employees. For example, while the company employees is working with the employees as consultants, they have to pay them by phone or email via check-in card. Also, the employee will not pay them by check-in card, but by email. In that case, they will pay by phone and email. However, if the company doesn’t use checks-in card, or even gives the employee a check-in card without check-in card, they cannot find work-related information. The test can go on for hours, weeks or even months. The employee will be asked to confirm and verify each and every issue of work-related matter on that phone. If they did it without check-in card, she is only allowed to bring to their work-related office items and not for lunch.
3. Employee Response to Job Interview Questions: If the employee responds well to the questions, I would feel sorry for that person. This test goes by its own personality tests and is only meant for an individual. When we asked the employees whether they were interested in the jobs advertised in our site on the forums, we heard that the person was really interested in the job and I felt very bad for that person. We tried to apply the question. The employee was open and we said that he wasn’t interested because he couldn’t do the job on his own. The employee did a simple assessment on the job which was a simple and simple one and it showed that he could deal with the job well with the right kind of work style. In my opinion, I felt very sorry for him and I feel very sorry for that person but there’s also a bigger problem with the employee not knowing what the job is really like, being a boss to your boss