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Category: Business and Industry
Date Submitted: 07/05/2011 11:49 AM
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...