Performance appraisal is only for the motivation of employees.

During performance appraisal the appraiser will provide a form to employee in which  their will be some questions related to his work knowledge. Based on the answers he will find out  the employee's strengths and weakness.

Because he knows what should be appraised, the contents of job and the standards of the contents.

It is originated from USA.

Under this type of promotion, the employee is moved to the next level in the hierarchy, with greater responsibility, authority and status, without any increase in salary.

Under this type of promotion, the employee is moved to the next level in hierarchy, with greater responsibility, authority, pay and status.

Employees will behave as they are infront of the customer instead of pretending/making any impression.

Under this type of promotion, the job is upgraded in the hierarchy. Consequently, he gets more salary, with more authority and greater responsibility.

 When the employee is moved from one job to another, with or without promotion, demotion, or no change in the job profile, it is called Transfer.

 Job analysis, human resource planning and recruitment, are parts, of the scientific selection process.

Basically, the aim of a selection process, is to choose the candidate, who fits the job profile.

Transfer caused due to initiation or replacement of a long standing employee, in the same job, is called Replacement transfer.

 Job analysis means the study and collection of information, related to the nature, of a specific job.

 Application blanks are used to collect in-depth information about a candidate, which helps in screening.

 Situational tests evaluate a candidate, in a real life situation. In this test, the candidate is asked, to cope up with the situation or solve a critical issue related to the job.

Informal interviews are conducted, to secure the basic and non- job related information. In this interview, the candidate and the H.R. manager, discuss about the vacancies or additional particulars, taking the employment advertisement into consideration.

 Multi-dimensional test evaluates, whether the candidate has a variety of skill sets or not, as most of the companies are facing severe competition and want employees who can multi task. 

 In a discussion interview, the candidates is given a topic, to be discussed in detail.

 In a group interview, all the candidates are brought into one room and then the interviewer, will interview them, one by one.

In a formal interview, all the formalities and procedures, like fixing the value, time, panel of interviewers, opening and closing, etc, are conducted. It is a pre-planned action.