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Yes I agree with this statement.
add element of LUCK ,,,,,,,,,,,,,, REST AGREED WITH THE STATEMENT.
Partially agree.
Performance appraisal measure the set objectives whether it is completed or not and identify gap as well as address future actions.
These three items has significant impact on performance. If we talk firstly about skills, employee skills creates an understanding of work duties and how to effectively perform daily job tasks, how to plan each day activities, so he can reach his production goals.
We often infuence the outcome of an event because of our attitude going into it (when morale is low, ethics will not be the priority).
The knowledge have a significant impact on performance, and let us take an example here, the knowledge of risk differ from company to other, if risk is known in a company as bad thing and is always negative the company will assess risk wrongly as very high in most times, as we all know risk is not always negative and companies need take the risk in sometimes to prosper and stay ahead of competition, accordingly the plans, outcomes and goals will be affected.
A huge demand for highly skilled employees, tight labour markets and a new appreciation of the value of intellectual capital caused by technological advances have initiated a revolution in the human resource management. The world of Human Resource(HR) has changed radically within the last few years. Even the academic skill sets necessary to move to the top of the HR ladder have changed. Russo (1999)says “Years ago many HR professionals were getting their Master’s degrees in organizational psychology. Today, an impressive number are MBAs, who have a clear understanding of the intricate details of their organizations”.Employers are now expecting a higher level of skills from their employees. Studies have concluded that the long term shift away from unskilled to highly skilled jobs will continue in many countries throughout the world. However, despite this increasing requirement for higher skilled employees, there is evidence that the skills gap in many countries is widening with a growing deficit in key or core skills, which does not bode well for the future.The development of employee capacity through education and training is becoming more important due to a range of changes affecting organizations: increasing organizational complexity, technological advances, legislation, employment levels, need for higher productivity and the application of behavioural science knowledge, together with changing social values and employee expectations.Training and education programmes are best developed when employees see the benefit of such programmes to himself, as well as to the organization. Rana reports that Project2001, an employee training and development project in the voluntary sector of Great Britain have shown increased staff motivation and improved customer service. Of the first organizations to receive help from Project2001, run by the RSA arts and research body,80 Per cent had reported improved teamwork among staff and half said they were able to reach more clients since they had better-trained teams.In a changing external environment, it may well be that the most efficient means of equipping staff with the necessary skill is to send them on the courses which are offered at universities and local colleges of further education. Many of the courses, such as MBA,provide a grounding in basic business skills which will be useful in the working environment.Unfortunately, however, many countries in the world have no legislation which makes this obligatory; staff who wish to follow a course of study must, therefore, rely on the goodwill and the foresight of employers, some of whom are happy to support staff by granting day release, paying fees, etc.There is little doubt that, in the long term, human resources planning is simplified somewhat when an employer adopts an enlightened attitude to employee training and education. However, in the absence of any legislation which would make this mandatory,developing and preserving the organization’s human resources is dependent on management’s willingness to realize its importance voluntarily. Thus, the support of both top management and the employees’ supervisors is important in making a training and education programme effective.
Partly correct. Delegation of authority, motivation, support from senior management and fair & impartial appraisal and reward systems are also important factors that contribute to better performance.
That is the personal-level.
But org-level needs more by adding: Motivation, Controlling, Common understanding, ...
That is not enough, I can add:
- Resources and tools
- Rules and regulations
Knowledge provides certain ways in performing duties/ job. Skills provide knowledge applications of someone to perform duties/ job. Attitude is related to someone's behavior and traits to organize and managing in performing duties/ job. Surely all above would be reflected on performance of someone. Thank you.
• The human performance is the basis for guiding the behavior of the machine or article.
• It is necessary to carry out the planning, organization and performance monitored and assessed for continuing to control it in different directions of the goals.
• There are always variables and factors that lead to the deviation of performance and scalability and improved and rationalized so as to achieve the objectives set.
• administrative mechanism must be found to guide the performance and scalability and improved and rationalized so as to achieve the objectives set.
• overlap may occur between performance and effort Valjhd refers to the energy expended.
• Performance is measured on the basis of the results achieved by the individual.
• Director has made a great effort in preparing for work and production, but it may get low scores in the In such case, the effort high and low performance can be said here of the futility of the effectiveness of development programs and performance.
No comment because every sentence needs a book to write abut it
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