Tips for Minimizing Workplace Negativity

 

Workplace negativity can manifest, transforming a team, spreading to departments and eventually, impacting organizations company-wide. It’s infectious - think about it. When one employee loses confidence in their work or meaning for their job, they consult with their peers, which gets others' gears turning (Manning, et al., 1996). Unlike the trickledown effect, workplace negativity grows from the inside out. As such, addressing and minimizing this attitude also begins from the inside out. 

Take these tips on both prevention and lessening workplace negativity:

Use Positive Language, But Sympathize

Recognize your employees' loss or motivation. Using positive language while sharing problems, adjustments, triumphs, and even mistakes promotes future open communication. Encourage leaders to share success stories and thank all involved. Positive talk can diminish negative conversation and improve team spirit.

Work With Leadership to Organize Team-Building Events

Team-building events allow employees to bond with co-workers outside of the office. Attending workshops and conferences can assist enhance skills, but activities like indoor rock climbing can help boost team morale and productivity. Outside-the-office events can boost creativity, teamwork, and productivity. When employees feel appreciated, it shows in their work.

Provide a Clear, Strategic and Organizational Framework

While we can emphasize the significance of communication, it is critical that departments, teams, and employees have a clear framework and direction. Employees who are unsure about their job and team's progress may lose interest in the company's objective, motivation, and productivity. Organizational design helps improve culture and efficiency by identifying inefficient procedures and workflow.

Create Opportunities to Express Opinions

While higher-level policy and procedure may appear to work effectively, some employees may feel their input is invalid or their effort is undervalued. Create a survey or quarterly evaluation to find out what your employees think about their jobs, co-workers, and management. Employers should ask staff “what procedure can be repaired or improved?” and “what do you need help with this quarter?”.

References

Gupta, C. B., 2008. Human Resources Management. 1st Edition ed. New Delhi : Sultan Chand & Sons Publishers.

Lynton, R. P. & Pareek, U., 2000. The Human Development Handbook. London: Kogan Page Limited.

Manning, G., Curtis, K. & McMillen, S., 1996. Building Community: The Human Side of Work. 2nd ed. West Michigan: Whole Person Associates.

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How to Become a Boss People Admire?

 

What is a boss? Do you want to be a respected boss? A boss is a leader who oversees a team, group, or company (Armstrong, 2014). It's far easier to be a boss than to be admired. People enjoy and respect bosses who have good manners and etiquette (Rees & French, 2016).

Here are some suggestions for becoming a people-pleasing boss

Be honest - You should always be truthful about your work. Being truthful increases your demand and value at work. Additionally, the ideal policy is one of condor

Motivate your people - Motivation is critical if you want any task completed completely. You must understand what inspires your employees. You may assist them in developing their skills, engage with them, and believe in them, among other things. Moreover, "A good boss makes his men realize they have more ability than they think they have so that they consistently do better work than they thought they could." (McCourt & Derek, 2003)

Keep mentoring - You must be aware of your team's or employees' activities. You should be aware of whether they are performing well or poorly, or if they are completing the task whole or partially. However, you must maintain an air of humility while monitoring.

Give feedback to staff - It is critical for everyone to be informed of any progress. When you provide feedback to your team or employees, you enable them to operate more efficiently and effectively. Additionally, this will assist you in maintaining a positive relationship with your constituents.

Reward in public and educate in private - You should praise your employees for their progress. It will boost their resolve. And doing it in public motivates them even more. Err is human, they say. We all make errors, and that's fine. As a leader, you must help your staff learn from their mistakes. But educate them privately so they don't feel humiliated or insecure.

Inspire people - Inspiration boosts people's willpower. You need to inspire more. People are slow; inspiration will speed them up. And it will make the people better.

Speak gently - Positive speaking increases chances of acceptance when you say something harsh. Saying something positive negatively reduces the possibilities of positive acceptance. A good impression is essential. You must communicate kindly to your people so that they will respect you and your understanding will grow.

In conclusion, as a good boss, you should know your employee's needs and have compassion. When you will know your employee's needs, it will create a strong bond between you and your employees. Besides, it will create a beautiful workplace environment.

References

Armstrong, M., 2014. A guide to people management. In: Armstrongs Essential Human Resource Management Practices. s.l.:s.n., pp. 143-151.

McCourt, W. & Derek, E., 2003. Global Human Resource Management: Managing People in Developing and Transitional Countries. Cheltenham: Edward Elgar.

Rees, G. & French, R., 2016. Leading, Managing and Developing People. London: Chartered Institute of Personnel and Development..

 

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Recruitment and Selection Strategies for the Modern Workforce

Recruiting strategies are evolving along with technology. It's critical to meet prospects where they are. It's also vital to have a good selecting procedure. Personnel is vital to any business, so finding the appropriate fit is critical (Bratton & Gold, 2017).

Here are some tips that can help guide you in your recruitment efforts:

Know Your Culture

When we have an opening, we often focus on the candidates' required abilities and qualifications. Finding the correct cultural fit for your team is crucial. The company's identity should be part of the recruitment process. Identifying yourself and expressing it in your job postings will help you attract people who share your beliefs. Include questions in your interviewing process that highlight key personality traits and attributes you appreciate to better understand possible candidates and their values.

Job Descriptions that Stand Out

There are probably several vacant roles that match your hiring needs right now. With so many job boards and websites available, job seekers are spoiled for choice. Make your job posting stand out from the crowd. Candidates must now show why they are worth recruiting. Why should you hire them? Don't merely build a wish list of desired abilities and certifications. These are vital, but also include what sets you distinct from competitors. Tell prospects what makes you exceptional, what you offer, and how you appreciate your staff.

 

Improve Interview Process

As an employer, the interview should reveal a candidate's experience, talents, and personality. After an interview, you should know if they can do the job and if they are a good fit for your company. Make sure you're asking the correct questions to find out. It should include questions about abilities, behaviors, ideals, and ambitions.

Use Social Media

As a result of the present volatile environment most of the companies are adapting digital at a rapid pace. Thereby social media platform has taken prominent in the recruitment environment, where the companies have the luxury of recruiting most suitable candidate across the borders in addition to the work from home concept. But, not all companies can capitalize on this opportunity as not all companies entertain WFH concept. Therefore, for companies that thrive on Technology, Remote work the recruitment process via social media is beneficial.  

In Conclusion, ew investments in your company are as vital as your personnel. Therefore, selecting the proper individual (or persons) to join your team is crucial. HR should know what it takes to develop a successful recruitment process. Every industry has used us to discover their ideal candidate. Companies’ recruitment staff must be driven to assist organizations to build the greatest team possible.

References

Bratton, J. & Gold, J., 2017. Human Resource Management: Theory and Practice. London: Palgrave.

Deckop , J. R., 2006. Human Resource Management Ethics. Greenwich: Information Age Publishing .

Derek, T. & Laura, H., 1998. Human Resource Management. Europe. Prentice Hall: s.n.

 

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Steps to Improve Your Employer Branding

 

A positive employer brand can help your company stand out in a crowded job market. Employers should always be open to new and innovative ways to recruit new talent. Building a great employer brand is one of the best methods to attract top talent (Dubois, 2004). Your company's culture and atmosphere are vital to your recruitment process. Here are 11 easy steps to building a good employer brand.

Be authentic - Leadership has a huge impact on both corporate culture and employee happiness. Authentic business leadership is the strongest predictor of job satisfaction, dedication to the organization, and happiness at work.

Be human - When selecting which positions to apply for, job seekers want to see that your company is humane. People — not impersonal companies – attract and like people. A strong and authentic employer brand message includes displaying a brand personality, thinking like a human and emphasizing relationships.

Ask for (and act on) feedback - Staff must feel comfortable to provide comments without fear of retribution. Honest feedback is impossible without trust between workers and leaders. Remember that soliciting and asking for feedback is simply the first step: as an employer, you must continuously follow up on employee comments and suggestions.

Flex the rules - Workers now expect firms to offer flexible work choices to help them balance work and personal obligations. Flexibility with employees benefits your company. Building employee trust, retaining critical talent, and collaborating to discover solutions that work for all parties involved. In a 2015 survey, 67% of employers stated their employees had good work-life balance, but only 55% of employees concurred.

In Conclusion, employer branding is dynamic. There are always new trends, new technologies, and differing opinions on what works. To preserve and develop your employer brand, you must consistently learn from your failures and external comments

References

Dubois, F., 2004. Competency-Based Human Resource Management. 1st Edition ed. New York: Davies - Black Publishing .

Edwin, V., 2005. Human Resources Management. 10th Edition ed. New Delhi : Hill Publishing Co. Ltd.

Gareth, J., 2008. Human Resources Management. 9th Edition ed. New Delhi: Sultan Chand & Sons.

 

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Building a Successful Internship Program

 

A successful internship needs not just the intern's effort but also that of managers and supervisors to guarantee the intern has a meaningful experience. We continually work with students to improve their interning skills (Armstrong, 2014). For example, we discuss the qualities a company seeks in an intern. We also discuss workplace manners, as the job environment differs greatly from that of college. Experts believe that employing internship programs to attract new talent is a good idea. Employers who manage effective internship programs say intern-to-hire processes dramatically boost the recruiting process (Abraham, 2009).

Develop a Clearly Defined Job Description

Nobody works well without guidance. This is especially true for college students who enter the internship with limited experience and knowledge of the employer's expectations. This first phase allows supervisors to start planning for their interns' success. Students want to do well, and employers who clearly explain the work assignments and expectations of the intern will help them succeed and contribute significantly to company projects. A job description can assist define the internship as well as evaluate performance during and after the internship.

Schedule Regular Performance Reviews

Schedule regular performance reviews to provide students honest feedback on their progress. A good performance evaluation helps an intern learn and determines if they are meeting an employer's expectations. Don't use a performance review to point out all the intern's flaws. You've probably heard of the sandwich strategy when evaluating employees or delivering constructive criticism.

Keep Your Intern Busy

Creating short- and long-term projects for your intern helps keep them interested and motivated. Interns often complain about not having enough work to accomplish or being assigned work that is menial and does not engage them in concrete assignments that will benefit both them and the business.

In Conclusion, Providing enjoyable events for students is a terrific approach to make interns feel valued. Meeting with employers and other interns can substantially improve their work and push them to do well. Many firms plan outings and social events for their interns, as well as volunteer opportunities for the whole company.

References

Abraham, K., 2009. Managing Human Resource. 4th Edition ed. New York: Prentice Hall .

Armstrong, M., 2014. A guide to people management. In: Armstrongs Essential Human Resource Management Practices. s.l.:s.n., pp. 143-151.

Asare-Bediako, K., 2002. Professional skills in Human Resource Management. Accra: Kasbed Ltd.

 

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EMPLOYEE RETENTION

 

 EMPLOYEE RETENTION

Strategies to retain top talent employees

Employee retention is an important part of every organization since, Smart working, Hardworking talented employees are an asset to every organization. A company is nothing without its talented employees, but not all companies thrive on retaining its biggest assets. These employees identify that there are more opportunities outside and try to seek suitable opportunity for their own betterment. Factors like, handsome pay cheque, healthy work life balance, recognition monetary and non-monetary factors influence employee retention.

Tech giants like Google, Apple, and Facebook are known to go well beyond their way in keeping their employees happy through the use of various motivation and retention strategies. They have to, with enormous profit they are well aware that their success rests on the shoulders of the people who work for them. If they don’t work hard to keep their talent happy and satisfied, the most valuable parts of the company can go and work for any of their many competitors Tech giants offer a lot of benefits for their employees that should make them happy to come to work every day, feel valued and listened to, and increase their loyalty to the company.  (Rogers, 2016)

Why Employee Retention is Important?

Higher rate of employee turnover can be harmful for the organization to carry outs its normal functions and duties, which in return will affect the production line and ultimately the profits. Other aspect is the high cost involved in hiring new staff which incur cost of recruiting, training and etc.

Companies can adapt several strategies in order to retain their smart workers through:

1.  Maternal and Paternal Leave

Most of the developed countries attract smart employees through maternal and paternal leave system, which gives a moral support and belongingness in the mindset of its employees. Most of the countries provide the maternity leave for the new mothers but not paternity leave, which we believe is in the consideration stages in most of the companies.

While the United States dosen't have such legislation, a lot of the big tech companies have instated paid maternal and paternal leave. Yahoo has a reputation for having one of the best paid parental leave policies in the industry. Google gives mothers five months of paid leave with all benefits, and fathers up to 12 weeks. Facebook offers four months of leave and even Mark Zuckerberg made use of it.  (Rogers, 2016)

2. Work Life Balance

Employees love to spend time with their families as family commitments are equal important to have a balanced work life environment. Companies that encourage its employees to have work life balance are more likely to be retained as they are comfortable and happy being here.

3.      Compensation, Benefits and Recognition

Smart and Talented employees do come with a price tag as their valuable services are highly valued in the job market. Thereby, an employees work should be compensated in terms of handsome pay cheque, other financial and non-financial benefits and of course recognition pays a huge role in the mindset of the employee for being recognized for his/her job.

4.      Training and Career Development

On the job training and any external training provided for the employees will come handy in terms of their productivity and performance. Also, companies should look at part funding their employees’ external qualification and provide external training session which will benefit the company itself in absorbing the trained employees service for its betterment.

In conclusion, employee retention is a vital pillar of any organization as it is costly to replace a talented employee which will affect the productivity and the financial of the company. Also it is time consuming as to find the right person to fit to the job and the market being highly competitive in attracting these talented employees in order to gain competitive advantage.

References 

Jones, K., 2021. Forbes.com. [Online]
Available at: https://www.forbes.com/sites/forbesagencycouncil/2021/05/19/how-to-increase-your-employee-retention-rate/?sh=1dc94f15fe5c
[Accessed 2021 August 2021].

Rogers, M., 2016. business.com. [Online]
Available at: https://www.business.com/articles/7-employee-motivation-and-retention-strategies-used-by-tech-giants-you-can-make-use-of/
[Accessed 20 August 2021].

Sutner. S, 2018. TechTarget. [Online]
Available at: https://searchhrsoftware.techtarget.com/definition/employee-retention
[Accessed 20 August 2021].

 

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GENDER EQUALITY IN WORKPLACE!

In a global context can we come to a conclusion that men and women are treated and given equal opportunities in a workplace? Arguably, most parts of Europe and Latin America follow gender equality for certain extent. Thus there is no any global standards, even for the world’s largest companies to follow in terms of gender equality.  

What is Gender Equality?

Both men and women are given the equal treatment in terms of performance to recognition etc. Simply, it can be assessed over few organizational tools such as, equal pay for equivalent work, recruitment or promotion, training and mentoring, work-life balance and etc. In a study conducted by World Economic Forum, 72% of the companies to surveyed covering 20 countries members of the Organization for Economic Co-operation and Development (OECD) reports that they do not monitor potential salary gaps between men and women.  Similarly, 12% of their companies do not know how many women occupy their eligibility for management positions. As a result, based on the study, only 5% held by the CEO’s positions. (Schwab & Unguresan, 2010)

Global Context!

''GATES foundation pleas to give $2.1 Billion to advance Gender Equality around the world" that is the impact individual companies has toward Gender Equality and its importance. (Sandler, 2021)

How to improve Gender Equality?

1.      Make a longer shortlist when recruiting

Recruitment and selection process is the first check point of gender representation. Recruitment process can be held bias especially in male dominant industries which needs to be eliminated.

The companies should make longer shortlist to attract highest participation possible for the suitable candidates for the published job.

2.      Remove the gender pay gap

The gender pay gap is measured by the difference in average earnings between male and female. In 2020, women worldwide earned 81 cents for every dollar men earned.

Employers can eliminate this by being transparent about remunerations that men and women are paid equally in the same roles.

3.      Use skill based assessment

Companies should adapt skill based assessment when recruiting in order to eliminate bias. Asking candidates to perform on the job duties as part of assessment in order to identify the most suitable candidate for the position.

4.      Have women mentor men

Mentoring a person can really add more value to an employee’s career and also for his/her personal life too. Having a female mentor can benefit both parties in numerous ways like learning and practicing new leadership styles, work ethics which will benefit their career progression.

5.      Make work-life balance a priority

Improving and prioritizing work life balance can benefit both men and women. “Insurance company Zurich saw 16% increase in women applying for jobs after it became first firm in the UK to advertise all its vacancies as Part Time or Flexible working hours” It also saw a rise of men candidates.  (Marchant, 2021)

In Conclusion, gender equality come into lime light in workplace when the family makes a baby and it can be resolved in terms of shared parental leave policy which will benefit the employees state of mind which will reflect in employee retention and productivity in the long run. It is also important that equal treatment needs to be given to both men and women in terms of remuneration, training, promotions etc. Women as a community has evolved immensely and right now women are more empowered in an organization.   

References 

Marchant, N., 2021. World Economic Forum. [Online]
Available at: https://www.weforum.org/agenda/2021/03/gender-equality-in-the-workplace-ways-to-improve/
[Accessed 13 August` 2021].

Sandler, R., 2021. Forbes. [Online]
Available at: https://www.forbes.com/sites/rachelsandler/2021/06/30/gates-foundation-pledges-21-billion-to-gender-equality-over-next-5-years/?sh=4468811f7824
[Accessed 13 August 2021].

Schwab, N. & Unguresan, A., 2010. Harvard Business Review. [Online]
Available at: https://hbr.org/2010/04/a-global-standard-for-gender-equality?registration=success
[Accessed 13 August` 2021].

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Parental Leave Can't Just be for Mothers

(www.asmofnsw.org.au, 2021)

PARENTAL LEAVE CAN’T JUST BE FOR MOTHERS

Parental Leave is Labor Law related concept where every country has its own law in relation to Parental Leave. Many companies and countries look upon children have only mothers! They emphasize on “Maternity Leave” and “Flex time for mothers” and “On ramping for new mothers”. Meantime there are few countries have moved to a new environment where parenthood has become gender neutral.

The example that everybody knows is Sweden, where “Parental Leave” replaced “maternity leave” back in 1974, to ensure that women and men enjoy same opportunities, rights and obligations in all areas of life. Therefore, men and women are allowed to share almost 70 weeks of paid leave. The policy states that men are obliged to take at least 8 weeks of that or lose the benefit. In Norway, its 14 weeks. Realizing the importance and the suit requirement on the same Germany, United Kingdom have both now passed similar policies. Italy offers 3 months of paid leave for new dads. Governments of Luxemburg and the Czech Republic also offer paid leaves to both parents. (Wittenberg-Cox, 2015)

As contrast the global economy giant United States offer zero paid parental leave. There isn’t a law of maternity leave and some other countries with same policies are Lesotho, Swaziland and Papua New Gunea. Given this situation the individual companies decide on what to do. (Wittenberg-Cox, 2015)

Global Context!

Vodafone has announced that it will offer 16 weeks of maternity leave to all its workers, including those in the U.S. Moreover, it has offered the additional innovation that for the first six months after returning from maternity leae, new mothers can work 30 hours a week at full pay. “We think it’s unique in its nature,” says Chuck Pol, Vodafone’s president of the Americas.

The drawback to this policy is that it is aimed at only women. Again women are streamlined into the stereotype gender roles where women are mothers and men are workers. The biggest challenge is in the younger generation where they are more focused on family centric that they want to spend more time with their families. It is rigid for older companies to adapt to the change but tech giants like Facebook, Instagram offer 17 weeks off to the fathers. (Wittenberg-Cox, 2015)

Table 1

Perks of Parental Leave
Employer	Employee	Children
Happy and motivated workforce	Strengthening partnership with family	Lower infant mortality rates
Increased female labor force	Establishing a parental role from the very beginning stages	Parents love and affection from the time of birth
Decrease in leave requirement	Securing a lifelong  strong bond with their children	Will increase child brain development and output
Less employee turnover due to their belongingness	Feeling energized, belonging as an employee	All their health benefits (Vaccination, Breastfeeding) are met on time.
Increased productivity / outcome	Helping spouse career and funding family expenses	Decrease in Underweight and mal nutrition state in their early childhood.

Source: (Hayes & Barnhorst, 2020) ,  (Colantuoni, et al., 2021)

(www.change.org, 2021)

In conclusion, we should applaud the countries who has accepted that both men and women should be given same benefits in terms of parental leave, and they an example for emerging growing countries to adapt same as its gives gender equality in workplace and also increase work life balance which is reflect in their performances due to the importance and respect shown by their employers.

Source: https://www.youtube.com/watch?v=YMxqlo_4Hhw

References

Colantuoni, F. et al., 2021. McKinsey & Company. [Online]
Available at: https://www.mckinsey.com/business-functions/organization/our-insights/a-fresh-look-at-paternity-leave-why-the-benefits-extend-beyond-the-personal#
[Accessed 10 August 2021].

Hayes, T. O. & Barnhorst, M., 2020. AMERICAN ACTION FORUM. [Online]
Available at: https://www.americanactionforum.org/research/how-children-benefit-from-paid-family-leave-policies/
[Accessed 10 AUGUST 2021].

Wittenberg-Cox, A., 2015. Harvard Business Review. [Online]
Available at: https://hbr.org/2015/03/parental-leave-cant-just-be-for-mothers
[Accessed 10 August 2021].

 

 

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Modern Performance Evaluation Methods

 Employee Performance Appraisal Methods

The employee performance appraisal is a systematic process for an organization to evaluate and improve employee productivity and to boost their output. Usually these appraisals are carried out on an annual basis where an employee’s performance is evaluated against a set target. Further it is used to analyze the Strength and Weaknesses of an employee and also to measure how well the employee has performed on the job.

Performance appraisal assists an organization to determine the below facts:

- It provides information to make decisions in terms of Salary Increment, Promotions, tangible and intangible benefits

- It assists to compare and contrast the performance of subordinates and implement changes and strategies where required.

- Being able to know about the employee’s skill and knowledge from his/her immediate supervisor.

- To prevent grievance and provide transparency among subordinates.          (Chand, n.d.)

Figure 1: https://lh3.googleusercontent.com/

Several authors have interpreted the Categories of Performance Appraisal over a period of time:

Authors	Categories
DeCenzo and Robbins	Absolute Method Relative Method Objective Method
Aswathappa	Past-oriented Future-oriented
Michea R Carrell et. Al	Rating Scales Comparative Methods Critical Incidents 6ssay MBO Combination Methods
Strauss and Sayles	Traditional Methods Modern Methods

Table: 1(Chand, n.d.)

Let’s discuss about the 3 Modern Performance Appraisal Methods widely used by organizations

1.      Management by Objectives (MBO)

MBO is an appraisal method, where the managers and subordinates work towards a common goal which is identified, planned, organized and communicated to focus on a specific period of time. It is the superiors’ responsibility t periodically review the subordinates progress towards achieving the set common goal.   

The set common goal should be SMART:

-          S – Specific

-          M – Measurable

-          A – Achievable

-          R – Realistic

-          T – Time-sensitive

MBO has 4 steps to it:

1.Goal Setting – Individual goals are set in order to attain the common goal of the organization

2.Performance Standard – Employees are being evaluated on the process of their set target against the specified time frame.

3.Comparison – Employees periodically review their performance against the set target and discuss on drawbacks to achieve the set target.

4.Feedback – Finally the employees’ get-together to evaluate their final performance within the set period and reward accordingly. And to evaluate on areas to improve and set new targets and continue the process. (Anon., 2020)  

Figure 2: https://cdn.corporatefinanceinstitute.com/assets/management-by-objectives-mbo1-1024x535.png

2. 360 Degree Appraisal Method

This is an appraisal method where an employee’s performance is determined based on the views and reviews from his/her direct supervisors, Managers, Peers and Customers. This enables the employer to assess the employees’ fullest competent in a holistic view.   

This Appraisal method has 5 integral components:

1. Self-Appraisal – Employee gets an opportunity to assess themselves on their goal attainment

2. Managerial Reviews – Performance reviews conducted by Managers’ which includes employee ratings and rewarding.

3. Peer Reviews – Co-workers get a unique opportunity to express their insights about the employees’ performance and contribution individually as well as to the team.

4. Subordinate Appraising Managers – Evaluation done from managerial point of view.

5. Customer / Client Reviews – Feedback can be gathered from Internal and External customers who dealt with the employee on a regular basis. (Anon., 2020)

3.  Human Resource (COST) Account Method

Cost accounting method analyses the performance by means of financial income the employee has brought into the company against the cost of retaining the employee.

Retaining Cost would comprise of Financial Benefits, cost on training and development etc. meantime financial benefits a company has yield from the employee, in a Banks perspective, How Many Accounts, Personal Financial Services canvassed, Value of deposits canvassed and so on.

In conclusion, performance appraisal is a clinical aspect in every industry since these appraisal decides their financial benefits which motivates the employee to contribute his fullest to the organization. (Anon., n.d.)   

References

Anon., 2020. www.Kissflow.com. [Online]
Available at: https://kissflow.com/hr/performance-management/employee-performance-appraisal-method/
[Accessed 24 July 2021].

Anon., n.d. www.shareyouressay.com. [Online]
Available at: https://www.shareyouressays.com/knowledge/4-main-steps-involved-in-the-mbo-technique-of-performance-appraisal-to-improve-the-efficiency-of-your-organisation/94520
[Accessed 24 July 2021].

Chand, S., n.d. www.yourarticlelibrary.com. [Online]
Available at: https://www.yourarticlelibrary.com/performance-appraisal/performance-appraisal-methods-traditional-and-modern-methods-with-example/35492
[Accessed 24 July 2021].

 

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