A look at the difficulties in developing and implementing performance appraisal systems.
Written in 2005; 781 words; 7 sources; APA; $ 27.95
Paper Summary:
This paper discusses what a performance appraisal system is and what difficulties there are in developing and implementing an effective system. It also explains that, when designed and implemented correctly, a performance appraisal system can be a strong competitive advantage.
From the Paper:
"Performance appraisal systems are an integral part of human resources management. In general, they are a set of procedures utilized to judge an employee's efforts and productivity, typically during a specific timeframe. These systems specify who the target of the appraisal is, what type of appraisal will be had (whether it is behavioral or perhaps competency-based), and what sources of data will be utilized. (Scott & Einstein, 2001) They can entail formal meetings of employees and their superiors where standardized assessment guidelines are reviewed and may include measurable objectives that the employee was supposed to have met. Performance appraisals may be less rigid, allowing the superior to customize the appraisal to meet the unique needs of the employee and their specific duties. Typically, the results of the appraisal, at the very least, are documented and maintained for future review and use."
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