Using Balanced Scorecard for Subcontractor Performance Appraisal S. Thomas NG‚ Hong Kong‚ China Key words: Subcontractor performance‚ performance appraisal‚ balanced scorecard SUMMARY Several influential industry reports have pointed out that a decline in construction quality and productivity could be attributed to the performance of subcontractors who are entrusted to complete the actual works‚ yet subcontractor performance appraisal is a much neglected subject in construction. To facilitate
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al performance appraisal form template Part A Appraisee to complete before the interview and return to the appraiser by (date) A2 Pontos de discussão: Part B To be completed during the appraisal by the appraiser - where appropriate and safe to do so‚ certain items can completed by the appraiser before the appraisal‚ and then discussed and validated or amended in discussion with the appraisee during the appraisal.
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The Use of 360-degree feedback in performance appraisals Introduction The focus of this essay will be “The Use of 360-degree feedback in performance appraisals". My understanding of 360 degree feedback is that it gives employees feedback from the people they work around‚ including managers‚ peers‚ customers and even suppliers. It measures behaviours and competencies and provides feedback on how others perceive an employee it also addresses employers if employees are not up to scratch and if
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Appraisal & Performance Management Words of Wisdom ‘A managerial witch-hunt and a general gripe and groan session about what I had or hadn’t done over the last year.’ ‘Performance appraisal is‚ in practice‚ more of an organizational curse than a panacea.’ ‘Assessment of performance has become a pervasive feature of modern life.’ Appraisal & Performance Management Appraisal is a process that provides an analysis of a person’s overall capabilities and potential‚ allowing informed decisions to
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Individual Case Study #3 “How UPS Delivers Objective Performance Appraisals” Executive Summary: In the analysis below you will read about UPS and how they deliver objective performance appraisals. You will gain an understanding of how the implementation of PDAs has standardized their evaluation process. It will further explain why UPS is not a people-centered company‚ how they incorporate the critical incidents appraisal technique‚ the legally defensibility of their evaluation program‚ how they
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continuing supply of experienced and capable personnel ? A performance appraisal (PA)‚ performance review‚ performance evaluation‚[1] (career) development discussion‚[2] or employee appraisal[3] is a method by which the job performance of an employee is evaluated. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. Performance evaluated cause Employee performance evaluations may seem like a lot of work for very little
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eliminating the use of appraisal forms and ratings. Appraisals are used by companies to identify employees‚ strengths and weaknesses. This process occurs annual or semi-annually. The appraisal provides employers with an assessment of how the employee does their job‚ interacts in a team environment‚ how they handle responsibilities‚ training and development opportunities‚ and areas of improvement. According to Mathis & Jackson (2008)‚ “Organizations generally use performance appraisals in two potentially
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this paper‚ and emphasis will be placed on the performance appraisal and improvement practices at the company. At KFC‚ a recognition culture is very much in practice. According to a restaurant manager‚ recognition is everybody’s responsibility. KFC has implemented large-scale recognition efforts in all its restaurants and Debbie Riggs is in charge of this program which spreads over both formal and informal ground. There are service awards‚ performance programs and according to Riggs‚ “We all work
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address Performance Appraisal Bias? by Jerry Lane Silmon A Research Paper Presented in Partial Fulfillment of the Requirements for Human Resource Development Texas A & M University MAY 2010 © 2010 BY JERRY LANE SILMON ALL RIGHTS RESERVED TABLE OF CONTENTS How can Human Resource Development address Performance Appraisal Bias? 1 Integrity of the System 1 Leadership 2 Feedback and Communication 3 Forced Ranking 4 Values 6 Clear Goals and Objectives 7 Alignment 7 Performance Coaching
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OJT PERFORMANCE EVALUATIONFORM Name of Trainee: ______________________________________________________________________ Name of the Company or Office: __________________________________________________________ Name of the Supervisor : ________________________________________________________________ Date: TO THE SUPERVISOR: Please use this information to evaluate the trainee’s performance. After completing this form‚ please put it inside the envelope and close the envelope together with your
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