Performance management - The process of supervising performance of employees, departments and

organizations to ensure the activities and outputs meets an organization's goals in an effective and
efficient manner. It helps improved organizational performance, employee retention and loyalty,
improved productivity. In management, will overcoming the barriers to communication, clear
accountabilities, and cost advantages. And saves time and reduces conflicts, ensures efficiency and
consistency in performance. It also gives clear expectations to employees, self assessment opportunities
clarifies the job accountabilities and contributes to improved performance, clearly defines career paths
and promotes job satisfaction.

performance appraisal - Is a process of evaluating and provides feedback on employee job

performance, including steps to improve or redirect activities as needed. Documenting performance
provides a basis for pay increases and promotions. Appraisals are also important to help staff members
improve their performance and as an avenue by which they can be rewarded or recognized for a job
well done. In addition, they can serve a host of other functions, providing a launching point from which
companies can clarify and shape responsibilities in accordance with business trends, clear lines of
management-employee communication. However, Performance Appraisals has also disadvantages if
not done right, the performance appraisal can create a negative experience for both the employee as
well as the manager. Because in doing it, this could be time consuming, stressful and it can be natural
biases.

Recruitment - refers to the overall process of attracting, shortlisting, selecting and appointing suitable
candidates for jobs within an organization. Job analysis for new jobs or substantially changed jobs, a job
analysis might be undertaken to document the knowledge, skills, abilities and other characteristics
(KSAOs) required or sought for the job. From these, the relevant information is captured in a person
specification. Sourcing is the use of one or more strategies to attract or identify candidates to fill job
vacancies. It may involve internal and/or external recruitment advertising, using appropriate media,
such as job portals, local or national newspapers, social media, business media, specialist recruitment
media, professional publications, window advertisements, job centers, or in a variety of ways via the
internet.

Recruitment policy - A recruitment policy is a statement on how you hire. It outlines your company’s
preferred hiring practices and promotes consistency within your employee recruiting process. The
primary aim of a recruitment and selection policy is to ensure a transparent and fair hiring process that
can assist the HR personnel to select the right candidate on the basis of merit and relevance with the
job.

Recruitment process - is the first step in creating a powerful resource base. The process undergoes a
systematic procedure starting from sourcing the resources to arranging and conducting interviews and
finally selecting the right candidates. The process comprises five related stages, planning, strategy
development, searching, screening, evaluation and control. Employing the right people in business is the
most important part of the organization. It is essential to have a good recruitment process to attract the
right kind of employees for the business needs. The recruitment process should be cost effective as well
as time effective.
Job description - A job description is a written narrative that describes the general tasks, or other
related duties, and responsibilities of a position. It may specify what are positions functions and
specifications such as the qualifications or skills needed by the person in the job, information about the
equipment, tools and work aids used, working conditions, physical demands, and a salary range. Job
descriptions are usually narrative, but some may comprise a simple list of competencies; for instance,
strategic human resource planning methodologies may be used to develop a competency architecture
for an organization, from which job descriptions are built as a shortlist of competencies. Job description
helps the employees to clearly identify the responsibilities of a particular job and can also be used to
determine areas in need of training and development when expectations or requirements are not being
met.

Job satisfaction - is defined as the extent to which an employee feels self-motivated, content & satisfied
with his/her job. Job satisfaction happens when an employee feels he or she is having job stability,
career growth and a comfortable work life balance. This implies that the employee is having satisfaction
at job as the work meets the expectations of the individual. One of the biggest factors of job satisfaction
are the compensation and benefits given to an employee. An employee with a good salary, incentives,
bonuses, healthcare options etc is happier with their job as compared to someone who doesn’t have the
same. A healthy workplace environment also adds value to an employee.

Staff performance appraisals – staff performance Appraisal helps the supervisors to chalk out the
promotion program for efficient employees. In this regards, inefficient workers can be dismissed or
demoted in case. compensation packages which includes bonus, high salary rates, extra benefits,
allowances and pre-requisites are dependent on staff performance appraisal. Performance appraisal
serves as a motivation tool. Through evaluating performance of employees, a person’s efficiency can be
determined if the targets are achieved. This very well motivates a person for better job and helps him to
improve his performance in the future. helps the supervisors to frame training policies and programs. It
helps to analyze strengths and weaknesses of employees so that new jobs can be designed for efficient
employees. It also helps in framing future development programs.

Evaluation of performance appraisals system – A performance evaluation system is a systematic way to

examine how well an employee is performing in his or her job. If you notice, the word systematic implies
the performance evaluation process should be a planned system that allows feedback to be given in a
formal—as opposed to informal—sense. Performance evaluations can also be called performance
appraisals, performance assessments, or employee appraisals. To create a performance evaluation
system it must, develop an evaluation form, Identify performance measures, set guidelines for feedback,
create disciplinary and termination procedures, set an evaluation schedule.

Channel on recruitment and development - is the process of searching for and obtaining applicants for
job, from among whom the right people can be selected. This process it can be use a different ways on
recruitment, employee referrals, Company website, social media and professional networks, internet
job boards, internal recruitment, recruitment agencies / Headhunters, college recruitment programs,
company internal candidate / database.

Stress management - Stress is basically the tension or anxiety caused by any sort of pressure in everyday
life. The ability to handle or minimize the physical and emotional effects of such anxiety is known as
one's stress management skills. There are simple basic tips to help manage and reduce your stress
levels, Avoid Caffeine, Alcohol, and Nicotine, Indulge in Physical Activity, Get More Sleep, Try Relaxation
Techniques, Talk to Someone, Keep a Stress Diary, Take Control, and Manage Your Time.

Employee recognition - is the acknowledgment of a company's to employees for the exemplary

performance. Essentially, the goal of employee recognition in the workplace is to reinforce particular
behaviors, practices, or activities that result in better performance and positive business results. When
employees and their work are valued, their satisfaction and productivity rises, and they are motivated to
maintain or improve their good work. Praise and recognition are essential to an outstanding workplace.
People want to be respected and valued by others for their contribution.

Job Security - is an assurance that an individual will keep his or her job without the risk of becoming
unemployed. S/he will have continuity in employment and it may be from the terms of a contract of
employment, collective bargaining agreement, or labor legislation that prevents arbitrary termination.
However, there are some things you can do to increase your job security, Know how to communicate
with your manager, Understand manager and company goals, Stay on top of commitments, Stand out,
Use your expertise, Grow your skill set, and Be willing to help others.

Absenteeism - refers to an employee's intentional or habitual absence from work. While employers
expect workers to miss a certain number of workdays each year, excessive absences can equate to
decreased productivity and can have a major effect on company finances, morale, and other factors.
Causes of Absenteeism in the Workplace, Illness or Injuries. Sometimes, absences are unavoidable due
to illnesses or injuries, Bullying, Disengagement - employees who are not committed to their jobs tend
to find excuses not to come, Low Workplace Morale, Child or Elder Care Issues, Stress, Burnout and time
Theft. In this case, it can lead to termination if not put attention.

Safety health and welfare measure - Occupational safety and health, also commonly referred to as
occupational health and safety, occupational health, or workplace health and safety, is a
multidisciplinary field concerned with the safety, health, and welfare of people at work. The
organization must create safety measures to prevent accidents, injuries and work-related illnesses in the
workplace. Their role is to create and implement health and safety policies in accordance with the latest
legislation and to ensure that these policies are implemented by management and employees.

Welfare measure - Employee welfare entails everything from services, facilities and benefits that are
provided or done by an employer for the advantage or comfort of an employee. It is undertaken in order
to motivate employees and raise the productivity levels.