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It is important to go into individual achievements and personal growth of an employee with regards to his terms of employment. This is done periodically which may be quarterly, half-yearly or annually (Chapman, Alan; 2009).
In terms of recruitment, it is important to support the new recruit or else the new recruit will continue keep struggling and perhaps even failing.
Training needs are assessed through group interactions and observations by the human resource departments. The methods and techniques of training must be scientifically objective. This requires appropriately scaling the individual employee's performance through scores such as "needs improving, good, and excellent" (Chapman, Alan; 2009).
Teams work best when they are given specific projects to work on. The selection and structure of teams depend on the size of the project and number of qualified personnel required in each team. They are trained on the basis of the job requirements and they are appraised through tests and observation by superiors as well as the human resource departments (Chaudron, David).
Our business follows various strategies. We recognize good performance with a good back pat. We also recognize good performances through cash prize, good performance certificates and promotions (Employee Motivation & Job Satisfaction, 2009).
Business hires a flexible leader. The flexible leader is a manager as well as leader. He knows a leadership is not manager and manager is not a leader. At the same time, he is capable of bonding with his men on a personal and emotional level. He has business targets. He meets his business targets using personal and emotional skills (Fletcher, Douglas; 2010).
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