Employee performance and his or her motivation is a key issue in an organization. The latter impacts the former: the more an employee is motivated, the better he is likely to perform. An important problem is that motivation is a complex undertaking: it is not always the financial package that is fundamental to an employee's performance. Studies have shown that employees are also motivated (quite often even more motivated) by other

He could for example, provide a different chapter for each type of performance review currently used, and a list of organizations that likely use it. He can then outline the strengths and weaknesses of these reviews, before he provides an explanation of the fixes he would use to change the outcome and perceived lack of interest in performance management. Rudman also gives a very brief explanation of the complaints managers

The initial recommendation comes from the employee's direct supervisor and is then discussed with the general director and the payroll manager. At the fourth stage, the performance review, the employee and his direct supervisor come once again face-to-face to discuss the outcome of the performance appraisal process. The employee is informed of the managerial decision regarding future remunerations, and a date for a new meeting is set. The new meeting

Customer Satisfaction Importance of customer satisfaction The effect of customer satisfaction on a firm's profitability Why measure customer satisfaction How to measure customer satisfaction The affective measures of the degree of customer satisfaction Employee performance The need for measuring employee performance The contemporary business environment which is dynamic and highly competitive requires firms to have a high level of business intelligence. In this paper, we explore the concepts of customer satisfaction as other internal business processes such as

Human Resource Management -- Employee Performance Human resource management (HRM) has developed into a crucial component of the contemporary business organization and the professional business environment (Fyock, 2001; George & Jones, 2008; Robbins & Judge, 2009). Today, formal approaches, practices, and procedures dominate employee recruiting, hiring, training, supervision, appraisal, and advancement and only the smallest organizations still perform those functions in the informal ad-hoc manner that used to be common throughout

In the present day intensely competitive marketplace, businesses must incessantly enhance the level of quality of their products and services in order to gain competitive advantages. Corporations have to attain and capitalize on their resources in an efficacious manner. As a result, it is of the best interest for the corporations to improve the job performances of their staff by carrying out training and education as one of the fundamental