RECOMMENDATION APPRAISAL SHEET Why all the good people are leaving ?

1. A proper carrier management plan should be in place in the organization to take care of the career need of an employee. Individual and organizational career management plan , when in sync, fetch good results altogether. Evidences Author and Date Populatio n and Organizati on Type Firms Desig Measures n Outcome Comme nts

Budhwar, Pawan S

Surv ey

Empirical

Eby, Lillian T, 2005

MNC

Surv ey

Quantitat ive

Longeneck er, Clinton O Orpen, Christoph er

Large Organizati on Superviso ry managers

Stud y Surv ey

Interview

Quantitat ive

A factor analysis procedure suggested five groups of practices: formal planning, formal active management, developmental, career stages and assessment. These are found to be associated with certain organizational and cultural characteristics A significant interaction was also found between the career management bundle of future strategic planning and sex, in terms of predicting satisfaction with the promotion process. management development practices are the most important to improving management performance in rapidly changing organizations Individual career planning and tactics added significantly to the amount of variation in career success explained by organization career management, supporting a "joint responsibility" perspective of career management in organizations.

Good sample size.

1876 Sample size. Prone to bias. Prone to bias.

2. Compensation and reward It should be proper so that employee must get motivated from time to time. At least for time being people are motivated by monetary compensation. When a company rewards a good performance people are motivated to work for the company more and more. Proper recognition is what an employee is seeking throughout his whole career and the organization which values it will reap more advantage from it.

Evidences Author and Date Population and Organization Type ?, 1992 Technology firms Design Measures Outcome Comments

Survey

Tsun Jin Chang, 2007

MNC

Survey

Smith Ian, 1993

Study

Danish, Rizwan Qaiser, 2010

MNC professionals

Questionaire Survey

Response to Moderately reward system high and moderately low performers are likely to depart from an organization. Joint reward No System relationship was found over reward incentive on knowledge sharing and NPD performance. Retrospective Reward assessment management is justified and increase performance. Impact of Reward and Reward and recognition recognition are significantly correlated to job satisfaction and motivation

May be biased. Good sample.

Large sample size

Good sample size.

3. Proper communication channel (counseling, grievances, etc.) It is much needed in an organization to take care of the employees. An Employee Assistance program (EAP) can dramatically increase the efficiency and organizational commitment of an

employee. It helps an employee to take assistance on personal issues which are affecting its job performance.

EVIDENCES Author & Date Burke, Ronald, 1996 Population & Organization Type Professionals and managers. Design Survey Measures Response to performance appraisal and Counseling . Outcome Comments Prone to bias. Sample is from a single organization.

Thorlakson, Alan, 1997

Report

David, Ann ; Gibson, Lucy, 1994

Organization

Report

Stiles, Philip, 1997

Managers and Professionals

Study

It provided a mixed result. But people agree that to some extent it helps in developing ang managing talent. Personal Counseling opinion helps employees to achieve its full potential and interpersonal relationship. Personal EAP approach report offers an employee commitment and support from an organization. Study on Strategic organizational changes commitment should be brought to define new expectation and alter employee relationship.

May be biased.

Small sample size

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Group 6 Underdogs