6.4 Assignment: Managers and Values...how to complete the Manager Evaluation chart.... human resource management
Below table has depicted the goal setting forms as applicable for Manager and further, based on such Goal setting form and charts, Managers can be evaluated, the evaluation can include the actual result with respect to desired or planned value or outcome,
| Name of Manager | S De | Location | Kolkata | E/Code | 2476 | |
| Weightage | Key Result Area | Key Performance Indicator | Unit of Measurement | Overall Target | Target April-Sept |
Target Oct-March |
| 15 | Job Card Booking within 72 Hrs | % of Compliance | % | 100% | 100% | 100% |
| 10 | Factory Turnover | Turnover value | INR. ( Cr) | 243 | 93 | 150 |
| 10 | Export Turnover | Turnover - Value ( CIF price) | Rs. ( Cr) | 22% | 10 | 12 |
| 10 | Cost Saving ( Innovative work and KAIZEN activities) | Quantity | Each | 4 | 2 | 2 |
| 10 | Delivery Precision ( w/o prototype) | % Compliance | % | 100% | 100% | 100% |
| 10 | Reduction of Actual Man Hours | 15 % on MHS product section | % | 15% | 10% | 5% |
| 10% on EPS product section | % | 10% | 7% | 3% | ||
| 10 | Reduction of throughput | new throughput / existing throughput | % | 25% | 25% | 25% |
| 10 | Introduction of low cost automation | Cost Effective machines introduced | nos | 3 | 1 | 2 |
| 5 | Reduction of Rework hrs | Reduction of rework / repair hrs as % of existing rework | % | 35% | 35% | 35% |
| 5 | Availability of production machines | Reduction in machine downtime | % | 40% | 40% | 40% |
| 5 | New product introduction and development | New products introduced | nos | 2 | 2 | |
| 100 | <===Total Weightage | |||||
| Appraisee | S De | Appraiser | P Paul | Reviewer | M chatterjee | |
| Signature & Date | Signature & Date | Signature & Date | ||||
6.4 Assignment: Managers and Values...how to complete the Manager Evaluation chart.... human resource management
Prepare an evaluation of human resource management within the organization you have chosen. The organization i choose is Goodwill Develop a strategic human resource management plan that addresses the design of work systems, including education, training and development; and employee well-being and satisfaction to support TQM in the organization you have chosen. Paper length: 1250-words
Discuss your personal philosophy regarding the responsibilities of management, especially human resource managers, for the well-being of employees.
1. In 200 words, summarize human resource management. 2. Describe the relationship between HR managers and operating managers. 3. Define equal employment opportunity. 4. Pick one employment law and review.
4.List at least four important human resources manager competencies. 5.Outline the plan of Human Resource Management Fifteenth Edition
International Human Resource Management Identify the key competencies commonly associated with effective global leaders and managers of MNCs. What steps might be taken to design a training program that is capable of developing global leadership and management skills?
The first component of human resource management strategy is human resource planning. Human resources planning involves making assumptions about the future. The text lists five key objectives of human resource planning. Discuss how these objectives shape human resource management.
How ca strategic management within the human resource management department ensure thathuman resource management play an effective rolein the company's strategic management process?
Explain what human resource management (HRM) is and how it relates to the trends that have influenced HRM evolution. Define strategic human resource management. Identify the purpose of Society for Human Resource Management (SHRM).
Many Human Resource managers hold that the priority of an organization should be its employees.e., that when and only when employees see their personal interest met, customers will be well served because satisfied employees make satisfied customers. Critically discuss this view. From human resource management prospective
The role of a Human resource professional is often seen as an advocate for employees; an advisor to supervision/managers; and a defender to the organization (senior management). What kinds of situations might cause this to create challenges for the Human Resource Manager? Have you experienced a time when you were positively or negatively impacted by these roles?