HumanResorceManagement and its impact.pptx

Human Resource Management (HRM) practices encompass a wide range of strategies aimed at effectively managing an organization's workforce. These include recruitment and selection to find the best talent, and training and development to enhance employee skills. Performance management ensures goals are met through regular evaluations and feedback. Compensation and benefits packages are designed to attract and retain employees, while employee relations focus on maintaining a positive work environment. Talent management identifies and nurtures high-potential staff, and workplace safety initiatives protect employee well-being. HR planning anticipates future workforce needs, while diversity and inclusion efforts create a more equitable workplace. Employee engagement strategies keep staff motivated and committed. HR analytics inform decision-making, and compliance ensures adherence to labor laws and regulations. Together, these practices form a comprehensive approach to managing human capital, supporting both individual employees and overall organizational success.

1. Employee Performance Appraisal

2. In troductio n The term “performance appraisal” refers to the regular review of an employee's job performance and overall contribution to a company. Also known as an annual review, employee appraisal, performance review or evaluation, a performance appraisal evaluates an employee's skills, achievements, and growth, or lack thereof.

3. About the Company Company name: Naeem Majan Medical Complex Location: Ibri , Sultanate of Oman A Google Form was circulated among 14 employees across various clinic departments for data collection. Several Rating based questions were asked to assess the Performance appraisal as perceived by the employees.

4. Objectives To understand the relationship between employees’ perception of the status of the Performance Appraisal System and the Impact of the performance appraisal as perceived by the employees. The Reliability, Validity, Quality, and Effectiveness of the Performance Appraisal are tested against the Skill and Commitment of employees after the Performance Appraisal.

5. Evaluate the transparency and communication within the performance appraisal process. To Assess the alignment of the appraisal system with the organization's goals and employee development needs. To Measure the fairness and accuracy of the appraisal process. To Determine the effectiveness of the system in motivating employees and recognizing achievements. To Investigate the impact of the appraisal system on employee behaviour , including initiative and work ethic. Evaluate the effectiveness of the system in assessing key employee skills and knowledge. To Gather employee feedback on their satisfaction with the appraisal process and their own performance. Secondary Objectives