Putting HR on the Score Card
- PERSONAL EVALUATION--A PROPOSAL FOR EMPLOYMENT STANDARDS. Liberman, Aaron; Amidon, Roger L.; Retish, Paul M.; Arbeit, Byron; Williams, Eugene // Public Personnel Management;Jul/Aug75, Vol. 4 Issue 4, p248
Proposes a personal evaluation for employment standards. Importance of the need for a comprehensive and continuously monitored performance evaluation program to personnel management; Conditions of evaluation techniques in assessing employee performance; Guidelines for the implementation of an...
- Personnel Management: The Starting Place. Staats, Elmer B. // Public Personnel Management;Nov/Dec76, Vol. 5 Issue 6, p434
Focuses on the effect of personnel management on job performance. Identification of advantages of an employment program; Ability of the government to implement revised workweek concepts; Effort to measure and improve productivity in the federal government.
- Performance Appraisal: Some Dynamics and Dilemmas. Finn, R.H.; Fontaine, P.A. // Public Personnel Management;Fall84, Vol. 13 Issue 3, p335
Examines the performance standards in both the private and the public sectors in the U.S. Utilization of customary performance appraisal; Failure of performance appraisal programs to produce the expected benefits of enhancing work effectiveness; Documentation of employee work performance.
- Personnel Research Perspectives on Human Resource Management and Development. Roback, Thomas H. // Public Personnel Management;Summer89, Vol. 18 Issue 2, p138
Addresses the state of research contributions in human resource management and development. Emphasis on public personnel perspectives; Establishment of research agenda for personnel management; Concern on the workforce performance in human resource development.
- Isoperformance and personnel decisions. Jones, Marshall B.; Jones, M B // Human Factors;Summer2000, Vol. 42 Issue 2, p299
Isoperformance curves are contour lines or surfaces that trace all combinations of two or more determinants that suffice to produce a specified level of performance hence the term isoperformance. When the determinants are aptitude and training time or time on the job, an isoperformance curve...
- Scorecard broadens HR's strategic reach. Elswick, Jill // Employee Benefit News;Apr2001, Vol. 15 Issue 4, p1
Focuses on the concept of the balanced scorecard in human resources (HR) for measuring business performance. Key to HR scorecard effectiveness; Challenges facing HR departments in implementing a scorecard; Benefits of scorecard; Outcome of the scorecard implementation of GTE or Verizon.
- What a performance. // Personnel Today;11/12/2002, p23
Explores the elements of performance management applied in management of Human Resource. Comprehension of the business objectives; Definition of the corporate strategy; Efficiency in management of information; Rewards for individuals to encourage them for improvements.
- Dear Workforce. // Workforce;Dec2013, Vol. 92 Issue 12, p11
Several questions and answers related to personnel management are presented including a question on Performance Management Leadership and a question on transition from an administrative human resource (HR) to strategic.
- Performance Appraisal: Some Shortcomings. Burns, John E. // Industrial Management;Jun65, Vol. 7 Issue 6, p1
Editorial. Discusses the limitations of employee ratings. Inclusion of the failure to establish standards of measurement against which individuals are to be judged; Lack of training of raters; Importance of providing adequate definitions of traits being measured.