加拿大论文代写公司的战略目标和战术目标
Company’s goals and objectives will be well communicated to the employees and in this way this system is also beneficial for employers.The most important benefit of performance management system for employees is the motivation to perform better than others (Lindner, 1998). This will be explained with the help of an example of the performance management system in information technology companies. Other companies might have the same type of appraisal system. Appraisal happens twice in a year i.e. after every six months. In the starting of the year, employees set their goals with the help of their managers and then at the end of six months, human resource department starts the appraisal system. In this system, manager discusses with the employee and tries to find out that if the employee has achieved his goals or not and then on the basis of that he has to give him rating, for example out of 4. 1 is the best and 4 is the least. Those who will get 1 rating will get extra bonus at the end of the quarter and those who will get rating 4 might be thrown out of the company. So extra bonus or incentives always motivate employees to improve their performance. Employee will be able to stay focused to his goals. There will be no confusion in his mind about the roles and responsibilities because all the roles and duties will be clearly defined while setting the goals at the starting of the period. He will align his goals with the objectives of the organization and can work towards it.
加拿大论文代写公司的战略目标和战术目标
公司的战略目标和战术目标会传达给员工,这样该系统也有利于雇主。员工绩效管理系统的最重要的好处是动机比别人表现得更好(林德纳,1998)。这将是解释的帮助下的一个例子信息技术公司的绩效管理系统。其他公司可能有相同类型的评价体系。评估发生两次在一年内即每六个月后。在今年开始,员工设定自己的目标的帮助下他们的经理,然后六个月结束时,人力资源部门开始评估系统。在此系统中,经理与员工讨论,试图发现,如果员工是否已经实现了他的目标,然后在此基础上,他已经给他的评级,例如4。1是最好的和4是最少的。那些将得到1评级将得到额外的奖金在季度末和那些将评级4可能被赶出公司。所以额外的奖金或奖励总是激励员工来改善自己的表现。员工能够保持专注他的目标。不会有混乱在他脑海中关于角色和职责,因为所有的角色和职责将明确而设定的目标开始的。他会使他的目标与组织的目标和努力。
