What is merit rating and how it helps the industries?
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Merit Rating is also known as performance appraisal or performance evaluation. It is a systematic process for measuring the performance of the employees in terms of job requirements. It utilizes various rating techniques for comparing individual employees in a work group, in terms of personal qualities or deficiencies and the requirements of their respective jobs.
It is an established fact that people differ in their abilities and aptitudes. These differences are natural to a great extent and cannot be eliminated even by providing same training and education facilities to them.
Main objectives of merit rating are as follows:
1. To assess the work of employees in relation to their job requirements.
2. To consider employees/workers for promotions, transfer, layoffs etc.
3. To assess the good and bad points in working of employees and then making suggestions for improvement.
4. To help in wage and salary administrations and taking decisions about incentives and increments to be given to the workers.
5. To evaluate skill and training capabilities of employees and helping in planning suitable training and development programmes for workers.
6. To know the problems faced by workers while doing various jobs.
7. To provide a basis for comparison to segregate efficient and inefficient workers.
8. To help management in placement/transfer of workers according to their capacity, interest, aptitude and qualifications.
9. To help supervisors to know their subordinates more closely for increasing their efficiency and improving productivity of the system.
It is an established fact that people differ in their abilities and aptitudes. These differences are natural to a great extent and cannot be eliminated even by providing same training and education facilities to them.
Main objectives of merit rating are as follows:
1. To assess the work of employees in relation to their job requirements.
2. To consider employees/workers for promotions, transfer, layoffs etc.
3. To assess the good and bad points in working of employees and then making suggestions for improvement.
4. To help in wage and salary administrations and taking decisions about incentives and increments to be given to the workers.
5. To evaluate skill and training capabilities of employees and helping in planning suitable training and development programmes for workers.
6. To know the problems faced by workers while doing various jobs.
7. To provide a basis for comparison to segregate efficient and inefficient workers.
8. To help management in placement/transfer of workers according to their capacity, interest, aptitude and qualifications.
9. To help supervisors to know their subordinates more closely for increasing their efficiency and improving productivity of the system.
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