HUMAN RESOURCE MANAGEMENT

Presented by
Pooja Kumari 1TB18MBA07
Rajiv M S 1TB18MBA19
Ronit T E 1TB18MBA25
Thrupthi K U 1TB18MBA54
Vishwa Sangappa Shirol 1TB18MBA58

Under the guidance of

Mrs. Karpagam B A
(Assistant professor ,Dept. of MBA,BNMIT)
CHARACTER INTRODUCTION

JAYITA MITA

ARAVIND ANAMIKA
STORY SNEAK PEAK
 PROBLEMS FACED BY MITA
ARAVIND ANAMIKA

DIFFICULTY IN NEGOTIATING WITH  RESISTANCE TOWARDS TRVELLING.

GOVERNMENT OFFICIALS.  HAS LESS EXPERIENCE IN
NOT EFFECTIVE DUE TO JAYITA’S MANAGEMENT FIELD.
WRONG MENTORSHIP.
 WRONG IMPRESSION BY OTHER
FALSE SENSE OF SUPPORT FROM OTHER EMPLOYEES WHEN MITA TRIES TO
FELLOW EMPLOYEES. PROMOTE ANAMIKA.
 FRICTION BETWEEN MITA’S BOSS AND
ANAMIKA
 RATING SCALES
Each employee trait or characteristic is rated on a bipolar scale that usually has several points
ranging from "poor" to "excellent“

It can be used as performance management tools.

Desire of better rating can be created and get the work done.
Efficiency of work can be increased upto desired stage by controlling the rating.
By linking the rating score with the salary of the employee.
 CHECKLIST
In this method, the rater doesn’t evaluate employee performance; he
supplies reports about it and the final rating is done by the personnel
department.
A checklist is a list of statements that describe the characteristics
and performance of employees on the job.
The rater checks to indicate if the behaviour of an employee is
positive or negative to each statement.
The performance of an employee is rated on the basis of number of
positive checks
 FORCED CHOICE METHOD
In this the rater is given a series of statements about am employee and he is suppose indicates which
statement is most or least descriptive of the employee.
It provides a realistic scenario of the performance of an employee, rather than biasness where only
the good or the bad boxes are checked.
Eg: The question may ask the rater to forcefully choose any one of the following options available:
Understand the problem and provides valuable alternative solutions to it
Leads and shows proper direction to each of its team member
 Always comes up with a new idea
Takes up challenges eagerly
CRITICAL INCIDENTS METHOD
The approach focuses on certain behaviours of an employee that makes all the difference
between effective and non-effective performance of a job. Such incidents are recorded by the
superiors as and when they occur.
This is the most difficult form of appraisal it requires more than ticking off things on a form.
 How can she create performance based
culture in her unit.
Clarify values and communicate them every day
Reinforce positive behavior
Encourage open communications
Employee empowerment
Collect Feedback
Focus on what matters