Dilemmas facing managers seeking to develop a performance appraisal system.
Written in 2002; 2,587 words; 7 sources; MLA; $ 78.95
Paper Summary:
This paper discusses the various forms of appraisal systems which exist which managers could use. There are three traditional performance appraisal techniques - rating, ranking and critical incident. Recently, some companies have begun using "360-Degree" performance appraisal. The paper examines the various difficulties associated with performance appraisal and the importance of employee appraisals to companies. It looks at some employment evaluation techniques and discusses the benefit of a good evaluation process. The paper mentions the importance of identifying areas for employee improvement and concludes with stressing the importance of a good appraisal system for the entire company.
From the Paper:
"Performance appraisals occur in every organization, even when the formal process may be no more than continuing to issue paychecks to employees on a regular basis. The most productive companies are those which put a significant amount of resource toward improving the skills of their managers in conducting performance appraisals, and which work with employees so that the entire organization receives the maximum benefit possible from the process. There are three traditional performance appraisal techniques which are commonly used: rating, ranking and critical incident; recently, some companies have begun using "360-Degree" performance appraisal. This latter technique seeks to incorporate not just the supervisor's opinion on how a particular employee is performing, but also seeks feedback from customers, peers and others who interact with the employee. This can help provide the company--and the employee--with a better understanding of the strengths, weaknesses and areas for improvement on which the employee should focus."
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