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This paper discusses the importance of designing valuable feedback into a performance administration program, noting that when a supervisor meets with an employee on an ongoing basis it allows the supervisor to provide feedback through the performance cycle. The paper specifically discusses the performance advancement strategy (PAS) and explains that the PAS can be of immense assistance to those who want to enhance skills and strengths and learn more about matters of interest that are relevant to the performance of the organization. The paper then describes the steps and most common goals of a PAS and looks at how a PAS is relevant to the InterClean company. The paper includes an InterClean Performance Appraisal Report.
From the Paper:"A PAS is a partnership between the employee and the rating official in personal development. Preparing a PAS involves open feedback, clarification and discussion about developmental needs, goals and plans. Intermittent communication with the manager and employee is essential to the PAS. In recent years, the magnitude of flexible and compressed work schedules has been improved by the emergence of work and family issues. As the workforce ages, becomes more culturally diverse, and women make up a greater percentage (, 1992, 92-38), human resources are tackling with ways to resolve conflicts that occur when employee's work and family obligations collide."
Sample of Sources Used:
- The Changing Workforce Demographic Issues Facing the Federal Government. Retrieved August 8, 2008, from GAO/GGD -92-38.
Cite this Case Study:
Performance Appraisal (2008, October 15) Retrieved March 12, 2014, from http://www.academon.com/case-study/performance-appraisal-108554/
"Performance Appraisal" 15 October 2008. Web. 12 March. 2014. <http://www.academon.com/case-study/performance-appraisal-108554/>