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Human resources and labor relations

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Performance appraisals: no appointment needed

Article Abstract:

Annual job performance reviews should not take the place of on-going performance management. Managers should be in a constant formal or informal process of evaluating employees. This entails defining two criteria for every job: elements and standards. Elements are the individual tasks to be performed. Standards are set rules against which performance of tasks will be judged. Employees must be made well aware of job descriptions and standards. Managers must routinely monitor progress or its lack. This method of employee performance appraisal links with other processes in the firm, including recruitment, training and development, quality control, financial control and planning, finance and budgeting, productivity, and the overall company plan.

Evaluation, Performance standards, Job performance standards, Job analysis, Job descriptions, Job qualifications

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Fixed-fee pricing returns

Article Abstract:

Fixed-fee pricing of relocation services offers home-sale assistance at a commodity or fixed-unit price. This practice was briefly popular during the 1970s but had damaging economic consequences on the relocation firms that used fixed fee pricing. There are indications that relocation services are again using fixed-fee pricing to attract customers. Fixed-fee pricing exposes relocation firms to the risks of a volatile real estate market. Unsold inventory can inflict serious financial losses on the relocation company and impair the firm's ability to provide good client services.

Human resource management, Finance, Storage and moving industry, Employee relocation

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