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-

Employees name .
Department .
Raters 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.