Adobe Systems Incorporated (pronounced /dobi/ -dOE-bee) (NASDAQ: ADBE) is an

American computer software company headquartered in San Jose, California, USA. The company
has historically focused upon the creation of multimedia and creativity software products, with a
more-recent foray towards rich Internet application software development.
Adobe was founded in December 1982[4] by John Warnock and Charles Geschke, who
established the company after leaving Xerox PARC in order to develop and sell the PostScript page
description language. In 1985, Apple Computer licensed PostScript for use in its LaserWriter
printers, which helped spark the desktop publishing revolution. The company name Adobe comes
from Adobe Creek in Los Altos, California, which ran behind the house of one of the company's
founders.[4] Adobe acquired its former competitor, Macromedia, in December 2005, which added
newer software products and platforms such as Coldfusion, Dreamweaver, Flash and Flex to its
product portfolio.
As of August 2009, Adobe Systems has 7,564 employees,[4] about 40% of whom work in San
Jose. Adobe also has major development operations in Orlando, FL; Seattle, WA; San Francisco,
CA; Orem, UT; Ottawa, Ontario; Minneapolis, MN; Waltham, MA; San Luis Obispo, CA; Hamburg,
Germany; Noida, India; Bangalore, India; Bucharest, Romania; Beijing, China.

The Human Resource Management (HRM) practitioners should also engage in developmental
planning, based upon corporate goals and objectives and the proper allocation of physical,
financial, and human resources management as an essential part of their human resource
planning responsibilities. Human resource planning is viewed as a process, not merely as a part of
the personnel staff function. It is viewed as a process of analyzing an organization's human
resource needs under changing conditions and developing the activities necessary to satisfy these
needs. From this definition, human resource planning is a two-step process consisting of need
forecasting and program planning. From the analysis of needs, priorities can be determined and
human resources can be allocated to satisfy existing future needs through either performance
management or career management. By determining the future human resources required and
future human resources available, the Human Resource Management (HRM) department can
determine their surplus or deficiency of personnel. Hence, the career development may be
executed.
Importance of HRM to Employee Relations
The growth of human resource management could be seen, to some degree, as an attempt to
resurrect some of the key principles of the Human Relations tradition, but in a way, which involved
the whole structure of the organization. Its objective was not only to build up the skill base, but also
to develop direct ties between employees and the organization that would ensure higher levels of
commitment to the objectives of the firm. With the growth of 'human resource management', the
role of the supervisor has once more become a prime focus of attention. The active transmission of
the organizational ethos through the supervisor is viewed as one of the keys to effective
management. At the same time, there is a greater emphasis on the role of the supervisor in

maintaining the flow of communication between higher management and employees and in
providing support for employees (Gallie et al 1998).
All employees need interpersonal relationship skills in order to have a smooth relationship within
the organization. Interpersonal relations skill is the ability to effectively interact with other people. It
is the ability to work with and through others. With high and good interaction skills, employees will
be able to properly coordinate their efforts with the hard work of others in the organization.
Possession of this ability contributes to one's effectiveness as a real team player. Persons with
strong interpersonal relations skills tend to be excellent two-way communicators. They are able to
express themselves verbally and in writing so that others easily understand them. They are
sensitive listeners and able to readily interpret messages sent to them. This capability includes
leadership skill and the ability to influence others.
In order to accomplish assignments in an organization, one must frequently persuade others to
pursue certain courses of action. Without being able to win the support of others, one cannot long
survive. Employees cannot function on their own, apart from the cooperation of others (Hanada,
1989). All employees require interpersonal relations skills, because all employees must interact
with other people. Though these skills are probably most important for the human resource
management personnel such as supervisors and mid-level managers who must regularly interact
with bosses and subordinates as well as peers, at various levels and in various departments, they
are also vital for employees dealing with customers, chairing committees, serving as receptionists,
doing interviewing, working in public relations, and performing similar tasks.
After training, the trainee performance is appraised by the immediate supervisor. The immediate
supervisor in PEARL CONTINENTAL HOTEL evaluates trainee performance on trainees
assignment, tests and on the job work. This appraisal is very important and it helps a lot in judging
trainees behavior. This appraisal also helps to evaluate employees for promotion.
This appraisal shows trainees:
Ability/Desire to learn new things.
Knowledge.
Leadership qualities.
Quality Consciousness.
Discipline.
Attitude.
Flexibility.
Personality.
Strengths.
Weakness.
The immediate supervisor gives his remarks (assessment) according to trainees work and also
attaches his tests and assignments during training with that form.
These appraisal forms are sent to HRD for re evaluation and they keep these forms as a record of
employees performance.

. PERFORMANCE APPRAISAL PROCESS AND METHODS

Appraisal is essential for enhancing the productivity of employees and to bring quality
improvements in the overall performance of the organization.
At PC appraisal is done by the head of the specific department whose employee is being
appraised. The appraisal method used at PC is Graphical Rating Scale.
Employees promotion (or demotion) is finally approved by the HR Manager. Appraisals are
conducted every three months a year.
The most important factors that are considered while appraising an employee are:
o Appearance
o Conduct
o Professional Work
o Leadership & Teamwork
o Planning & Organization
o Initiative & Creativity
o Communication
o Training Skills
o Business Attitude & Operational Performance
o Achievements of Objectives
Besides this they also consider their customers feedback regarding employee performance in order
to bring quality improvements.
An immediate supervisor plays an important role in performance appraisal. The actual appraising
is done by the immediate supervisor of each employee. After rating an employee the supervisor
consults with the HR manger and then both of them decide how much to compensate each
employee and who is to be promoted?
When an employee is promoted, he/she is required to meet the new post requirements. For
example qualification, the employee is ought to assure that he/she is the student of the required
program.

It is essential that in any organization (may it be international or domestic organisation); the human
resource management should be able to provide a working place with harmonious and good
employment relationship. In the field of the international organization, the quality of management
seems to be even more critical than in domestic operations. This is primarily because the nature of
international business operations involves the complexities of operating in different countries and
employing different national categories of workers (Oden, 1997). Yet, while it is recognized that
HRM problems become more complex in the international arena, there is evidence to suggest that
many companies underestimate the complexities involved in international operations.
The organization can use empowerment as a technique for improving employees satisfaction
which is being undertaken by many organizations. Satisfying the employees can significantly create
a good working relationship among employer and the employee. It involves responsibility and

authority for decisions affecting the workplace, downwards through the organization. Thus, in an
organization, employees need to be equally empowered. This empowerment results to an
increased competence, self-esteem and self-respect, which are very important to ones well-being.
Moreover, creating an environment in the workplace that results in employees feeling better about
themselves when they are in it results in love of their work.