Examination of the Impact of Performance Appraisal on Employees at Workplace
Performance Appraisal File
26/04/2013
Employee Performance Appraisals
Research and practice in performance appraisal: evaluating employee performance in America's largest companies.
Abstract:
There is a growing debate about the relevance of employee performance appraisals. On the one hand, performance ratings are considered by many academics and practicing managers as essential personnel management tools. They are used in recruiting and hiring, in compensation administration, in training and development, and as a motivational tool. On the other hand, a sizeable number of business managers believe that this practice may generate more problems than it solves. For one thing, the design of performance appraisal systems is usually flawed. A recent survey of Fortune 100 companies shows that practicing managers and performance appraisal researchers have very different concerns. For instance, the former tend to place more importance on the appraisals' processes and behaviors, while the latter attaches more value on its cognitive aspects.
Subject:
Performance appraisals (Evaluation)
Authors:
Thomas, Steven L.
Bretz, Robert D., Jr.
Pub Date:
03/22/1994
Publication:
Name: SAM Advanced Management Journal Publisher: Society for the Advancement of Management Audience: Trade Format: Magazine/Journal Subject: Business; Business, general Copyright: COPYRIGHT 1994 Society for the Advancement of Management ISSN: 0036-0805
Issue:
Date: Spring, 1994 Source Volume: v59 Source Issue: n2
Accession Number:
15703609
Full Text:
Introduction
Many academics and practicing managers regard performance appraisal as one of the most valuable human resource tools. It is a vital component in recruiting and hiring employees, where it is used to validate selection tests, and in staffing, where transfer, layoff, termination, or promotion decisions are made on the basis of appraisal results. In compensation administration, performance appraisal forms the basis for the
26/04/2013
Employee Performance Appraisals
Research and practice in performance appraisal: evaluating employee performance in America's largest companies.
Abstract:
There is a growing debate about the relevance of employee performance appraisals. On the one hand, performance ratings are considered by many academics and practicing managers as essential personnel management tools. They are used in recruiting and hiring, in compensation administration, in training and development, and as a motivational tool. On the other hand, a sizeable number of business managers believe that this practice may generate more problems than it solves. For one thing, the design of performance appraisal systems is usually flawed. A recent survey of Fortune 100 companies shows that practicing managers and performance appraisal researchers have very different concerns. For instance, the former tend to place more importance on the appraisals' processes and behaviors, while the latter attaches more value on its cognitive aspects.
Subject:
Performance appraisals (Evaluation)
Authors:
Thomas, Steven L.
Bretz, Robert D., Jr.
Pub Date:
03/22/1994
Publication:
Name: SAM Advanced Management Journal Publisher: Society for the Advancement of Management Audience: Trade Format: Magazine/Journal Subject: Business; Business, general Copyright: COPYRIGHT 1994 Society for the Advancement of Management ISSN: 0036-0805
Issue:
Date: Spring, 1994 Source Volume: v59 Source Issue: n2
Accession Number:
15703609
Full Text:
Introduction
Many academics and practicing managers regard performance appraisal as one of the most valuable human resource tools. It is a vital component in recruiting and hiring employees, where it is used to validate selection tests, and in staffing, where transfer, layoff, termination, or promotion decisions are made on the basis of appraisal results. In compensation administration, performance appraisal forms the basis for the