Staffing Mgt

Research Paper

Creating an Ideal Performance Appraisal in an Imperfect Society: Companies are having problems with disloyal employees and the maturity of the workforce. Is there a need for sufficient worry?

By:

Hernando C. Roberts

Staffing Management 4481

2/06/2011

Professor Hunter

TABLE OF CONTENTS

I. Introduction …………………………………………………………………. 2-3

II. Performance Appraisals ……………………... ……………………………... 3-4

A. Performance appraisal process and purpose……………………………4-5

III. Confronting “Politics”…………………………………………………..……5-6

B. The Big Issue ………………………………………………………………6-7

IV. Appraising the Mature Workforce …………………………………………...7

C. HR appraisal practices……………………………………………………..7-8

V. Importance of Performance Appraisals to Organizations……………………8

D. Top Ten Tips………………………………………………………………8-9

VI. Conclusion……………………………………………………………………..10-11

VII. References……………………………………………………………………...11-13

Abstract

The performance appraisal is directed toward two fundamental goals: to create a measure that accurately assesses the level of an individual’s job performance and to create an evaluation system that will advance one or more operational functions in an organization. All performance appraisal systems encompass both goals which are reflected differently in two major research orientations, one that grows out of the measurement tradition, the other from human resources management and other fields that focus on the organizational purposes of performance appraisal.

Although the appraisal is goal oriented, there are some aspects that continue to hinder organizational success. Be able to adapt to a continual growth of society and understanding the level of growth is essential in evaluating the future of an organization.

Introduction

Every organization needs a way for its employees to get continual and meaningful feedback from their managers. Most large...