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This paper defines and examines the many issues involved in employee performance appraisals. Several problems in performance appraisals are discussed, such as evaluator bias. Also considered is the relationship of an evaluation to pay raise, which some feel put employees and managers on opposite sides. Another problem that is explored is the lack of continuous communication between managers and employees between appraisals. The author offers several recommendations to make performance evaluations fair. The paper concludes by stating there are a number of things an employer can do to improve the performance appraisal process.
Sample of Sources Used:
- Alternative performance reviews. http://www.toolpack.com/performance.html
- Bascal, R. Seven stupid things employees do to screw up performance appraisal. http://work911.com/performance/particles/stupemp.htm
- Billikopf, G. Performance appraisal. http://www.cnr.berkeley.edu/ucce50/ag-labor/7labor/06.htm
- Culbert, S.A. (2003, July). Two-sided accountability. Executive Excellence, Vol. 20 Issue 7, p 20.
- Dutton, G. (2001, April). Making reviews more efficient and fair. Workforce, Vol. 80 Issue 4, p76, 6p.
Cite this Research Paper:
Performance Management (2007, July 12) Retrieved September 27, 2016, from http://www.academon.com/research-paper/performance-management-96614/
"Performance Management" 12 July 2007. Web. 27 September. 2016. <http://www.academon.com/research-paper/performance-management-96614/>