No Dues Clearance format for organizational purpose
I have Attached No Dues Clearance format for organizational purpose
NO DUES CERTIFICATE
Date:
To,
Advani Pleasure Cruises Company Pvt Ltd
Peninsula centre, House no. 850,
NH 17, Porvorium, Bardez,
Goa – 403521
Sub: No Dues Certificate against outstanding dues for the year 2008-2009 & 2009-2010.
Dear Sir / Madam,
I / We have received payment of Rs. /- towards Full and final settlement of all my dues for the supplies of material/services by me.
It is further certified that subject to the realization of ch no. dtd. , I have no other outstanding demand against the Advani Pleasure Cruises Company Pvt Ltd., having its office at Delta centre, House no. 850, NH 17, Porvorium, Bardez, Goa – 403521 and declare that I have no further claim/Demand for whatsoever against the Company.
Yours faithfully,
Authorised Person
[Designation]
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Categories: HR Tags: organizational, Purpose
Multipurpose Excel sheet for all Conversions
Multipurpose Excel sheet for all conversions. Hope this would be useful to each one of you.
Purpose of Performance Appraisal
Purpose of performance appraisal include elements as follows:
1. Career Development
• This provides an opportunity for discussion of career objectives, and creation of a strategy designed to maximize career potential.
• To provide an opportunity for career counseling
• To help in succession planning.
• To assess training needs
• To plan for career development
• To assess and develop individual abilities
• To provide an objective basis on which to base decisions about training and promotion
2. Feedback
• As well, feedback is encouraged in both directions: as such, employees are encouraged to prepare ratings of their supervisors.
• To provide constructive feedback to the individual regarding how their performance is seen.
• This provides a structured format for the discussion of performance issues
• on a regular basis.
• Feedback either reinforces performance strengths, or provides the opportunity to discuss resolution of performance deficiencies.
3. Administrative Uses of Performance appraisal
• Salary
• Promotion
• Retention/termination
• Recognition of performance
• Layoffs
• Identification of poor performers
4. Performance History
• This provides a performance history which is not dependent upon human memory, and which may be useful in the full range of personnel decisions, including compensation decision-making.
• To review past and present performance, identifying strengths and weaknesses.
5. Organizational Goals
• To clarify, for the individual, organizational expectations
• This provides an opportunity to view one’s performance in the context of broader organizational goals.
• To assess future promotion prospects and potential
• To set objectives for the next period
6. Job Standards
This provides an opportunity for clearer articulation and definition of performance expectations.
7. Documentation use of of Performance appraisal
• Documentation for HR decisions
• Helping to meet legal requirements.
Click Here To Download Purpose of Performance Appraisal
Categories: Compensation and Benefits, Performance management Tags: Performance Appraisal, Purpose
Purpose of Performance Appraisal
Purpose of performance appraisal include elements as follows:
1. Career Development
• This provides an opportunity for discussion of career objectives, and creation of a strategy designed to maximize career potential.
• To provide an opportunity for career counseling
• To help in succession planning.
• To assess training needs
• To plan for career development
• To assess and develop individual abilities
• To provide an objective basis on which to base decisions about training and promotion
2. Feedback
• As well, feedback is encouraged in both directions: as such, employees are encouraged to prepare ratings of their supervisors.
• To provide constructive feedback to the individual regarding how their performance is seen.
• This provides a structured format for the discussion of performance issues
• on a regular basis.
• Feedback either reinforces performance strengths, or provides the opportunity to discuss resolution of performance deficiencies.
3. Administrative Uses of Performance appraisal
• Salary
• Promotion
• Retention/termination
• Recognition of performance
• Layoffs
• Identification of poor performers
4. Performance History
• This provides a performance history which is not dependent upon human memory, and which may be useful in the full range of personnel decisions, including compensation decision-making.
• To review past and present performance, identifying strengths and weaknesses.
5. Organizational Goals
• To clarify, for the individual, organizational expectations
• This provides an opportunity to view one’s performance in the context of broader organizational goals.
• To assess future promotion prospects and potential
• To set objectives for the next period
6. Job Standards
This provides an opportunity for clearer articulation and definition of performance expectations.
7. Documentation use of of Performance appraisal
• Documentation for HR decisions
• Helping to meet legal requirements
Categories: Appraisal Overview, Compensation and Benefits, Performance management Tags: Performance Appraisal, Purpose