performance.
MR. RODMAN (CONTD)
The government, in its haste, has
employed an army of criminals whose
allegiance to the truth is, at
best, questionable --
Judge Wakefield interrupts --
ROBERT
Mr. Rodman...its too bad your
client didnt show as much sense in
choosing what he planted as he did
in choosing his attorney...
A polite chuckle from the justices --
ROBERT (CONTD)
Lately the only variation
Advisor
Certified Derivatives Investment Advisor
<중략>
They are exempted from taking all or part of the curriculum.
Licensed Public Accountant exam passers
Lawyer certification exam passers
Tax Accountant certification exam passers
Investment Actuary
Property Appraiser
MS holders in Business Administration
MS holders in Economics
MS holders in Financial Planning
Solution
3 Out
When fail to improve performance until three times, staff is fired.
But if he improves performance, his bad records are eliminated
EXPECTAION
Because a company pursues profits, staff who doesn’t have good performances have to be fired.
However, it induces decrease of turnover owing to reduction the pressure
performance rating)이라고 한다. 인사고과는 기업에서는 평가수단으로서 매우 중요할 뿐만 아니라 인적자원관리의 거의 모든 영역에 영향을 미치는 기초자료로서의 역할을 한다
(1) 인사고과는 종업원의 능력개발을 위한 기초자료가 된다.
(2) 인사고과는 종업원의 업적향상을 위한 기초자료가 된다.
(3)
appraisal)이고 다른 하나는 비교평가(comparative appraisal)이다. 반사적 평가과정은 자기 자신에 대한 평가가 다른 사람들과 상호작용하는 동안에 그들의 행동으로부터 추론된다. 즉, 타인의 평가로부터 자신의 입장(position)에 관한 인상을 얻는 것이다. 반사적 평가는 준거인과 평가추구자간의 유사성이나 사
인사고과(personal rating, performance rating)는 종업원 개개인의 업무수행상의 능력과 업적 그리고 근무태도를 객관적으로 평가함으로써, 그들이 조직에 대해서 갖는 현재적.잠재적 능력과 그 유용성을 체계적으로 평가하는 관리기법이다. 즉 종업원의 업무수행상 업적을 측정하는 제도로서 종업원의 업적,
Company in 1892.
CEO and Chairman of the board: Jeffrey Immelt (2001~)
ii. Businesses: Energy, Technology Infrastructure, Capital Finance and Consumer & Industrial
iii. Core Values
1. Integrity
“I believe that our reputation for integrity and honorable dealings is our most important asset. GE believes that strong integrity is the foundation of great performance.” By Jeffrey Immelt
We divided the existing market into four segments by using two criteria.
① Editing focus of the program : Personal issues VS Performance
-One of them emphasizes the personal issues of participants rather than their performance. The other one mainly focuses on participants’ performance.
② Whether the program manage participants or not.
-In one parts, recognized experts cultivate partici
Introduction
1) Study Background
Here we are in the 21st century and Korea’s businesses have become more innovative and global to keep pace with globalization. The businesses are changing quickly. On the contrary, organizational culture and system within them fail to meet speed and direction of theirs. Performance review system for employees is important one of such things. Existing perfor
01. Present conditions of increasing work teams
02. Rapid changes and variable desirables are
increasing → needs for work teams
03. Questions for what types of teams are used
and how they are used
Group VS Team
Share information VS Collective performance
Neutral(sometimes negative) VS Positive
Individual VS Individual and mutual
Problem-Solving Teams
Share id