The movement of personnel within an organization- their promotion, transfer,demotion, and

separation is a major aspect of human resource management. Theactual decision about whom to

promote, and whom to fire can also be among themot difficult, and important, a manager has to

make. For every organization promotion is extremely important, when the process based on

merits and skillsof the employee. The employee of Orion Infusion Limited are gets both

rewardsand punishment from their employer based on their performance. Usually moneytransfer

or other benefits are provided as rewards. On the other hand a major  problem of promotion is

discrimination and favoritism.

A successful training needs analysis will identify those who need training and what kind of

training is needed. It is counter-productive to offer training to individuals who do not need it or

to offer the wrong kind of training. A Training Needs Analysis helps to put the training

resources to good use. Today's workplace often requires employees to be independent thinkers

responsible for making good decisions based on limited information. This kind of work may

require training if the employee does not have these skills.

At the same time as the need for employee training and development is increasing, it can be

argued that the time and money available in organizations for traditional forms of learning such

as formal training courses has decreased. To meet this gap between the need for training and its

accessibility, we've identified a variety of inexpensive methods for employee development that

can offer longer leaves than the law requires. Or, your policy can stipulate that employees will

be paid while they are on leave. By using these methods in a deliberate and thoughtful way,

performance of your employees and your organization can be improved.

Employee training is the responsibility of the organization. Employee development is a shared

responsibility of management and the individual employee. The responsibility of management is

to provide the right resources and an environment that supports the growth and development

needs of the individual employee.

The process of evaluating the performance of the employee of Orion InfusionLimited are shown

in the following chart-

Employee’s name …………………………………………………………….

Department …………………………………………………………….

Rater’s name ……………………………………………………………

Date ……………………………………………………………

ExcellentGoodAcceptableFairpoor 1. Attendance2. Attitude3. Cooperation4. Initiative5.

Dependability6. Quality of work,7. Ready to take challenge8. Overall output9. Honesty10.

Personality

TotalTotal ScoreBased on the above mentioned criteria the rater provides score to the

employeeand according to the total score their performance is appraised.The humanresource

department (HRD) of OIL usually designed and administers the above performance appraisal

systems. For evaluating the performance appraisal OILmostly follows the rating scale method.

6. Promotion Policies of Orion Infusion Limited

The movement of personnel within an organization- their promotion, transfer,demotion, and

separation is a major aspect of human resource management. Theactual decision about whom to

promote, and whom to fire can also be among themot difficult, and important, a manager has to

make. For every organization promotion is extremely important, when the process based on

merits and skillsof the employee. The employee of Orion Infusion Limited are gets both

rewardsand punishment from their employer based on their performance. Usually moneytransfer

or other benefits are provided as rewards. On the other hand a major  problem of promotion is

discrimination and favoritism.