HOW TOâ€¦evaluate your selection process
- TOM TRIES "RANK-AND-YANK" APPRAISAL. Cutler, Gale // Research Technology Management;Mar/Apr2006, Vol. 49 Issue 2, p58
The article presents a case study on implementing an employee appraisal system in a research and development department of a company. Appraisal ratings used; Reaction of affected employees to the appraisal system; Problem with personnel hiring that resulted from the system's implementation.
- Problems and Pitfalls in Using Capital Budgeting and Financial Accounting Techniques in Assessing the Utility of Personnel Programs. Hunter, John E.; Schmidt, Frank L.; Coggin, T. Daniel // Journal of Applied Psychology;Aug88, Vol. 73 Issue 3, p522
In recent years, it has been advocated that capital budgeting and financial accounting techniques be used in evaluating the utility of human resources programs such as selection, training, and performance appraisal (Cronshaw & Alexander, 1985; Boudreau, 1983a, 1983b). We have demonstrated that...
- A Study of Two Techniques of Measuring "Mechanical Comprehension". McElheny, W. T. // Journal of Applied Psychology;Dec48, Vol. 32 Issue 6, p611
The article presents a study on the strategies used in the selection and placement of employees with high mechanical comprehension. These are measures of the understanding of principles and relationships underlying mechanical operations. It has been stated that this study was designed to provide...
- Is the Time Right for Impairment Testing? Beck, Evelyn // Workforce;Feb2001, Vol. 80 Issue 2, p68
Encourages human resource professionals to use performance-based testing, an impairment testing measures on whether or not an employee is alert enough for work. Advantage of the program over drug testing; Information on drug testing; Obstacle in implementing the program.
- ARE TWO BIRDS IN HAND WORTH MORE THAN ONE IN THE BUSH: THE CASE OF PAIRED EMPLOYEES. Werbel, James D.; Hames, David S. // Human Resource Management Review;Winter92, Vol. 2 Issue 4, p317
Discusses the reduction of the potential disadvantages of paired employees through relatively conventional personnel practices. Potential negative and positive consequences of paired employees; Policies on employee selection, promotion and reassignment; Policies on performance appraisal and...
- PERSON CHARACTERISTIC VERSUS ROLE CONGRUENCY EXPLANATIONS FOR ASSESSMENT CENTER RATINGS. Russell, Craig J. // Academy of Management Journal;Dec1987, Vol. 30 Issue 4, p817
The article presents information on the use of personal characteristics and the role congruency explanations for assessment center ratings. A discussion is presented about the moral and ethical implications of the explanations for development of a theory of managerial selection. Details related...
- Employee Performance Appraisal System Participation: A Technique that Works. Roberts, Gary E. // Public Personnel Management;Spring2003, Vol. 32 Issue 1, p89
Performance appraisal is one of the most complex and controversial human resource techniques. Participatory performance appraisal is an essential and proven attribute of an effective performance appraisal system. This article summarizes the conceptual foundation for participation including its...
- Level pegging. Brown, Duncan; Dive, Brian // People Management;1/15/2009, Vol. 15 Issue 2, p26
The article presents information on the revival job evaluation for employees in Great Britain. The latest job evaluation survey by British-based reward website e-reward reveals a picture of surprisingly robust health and expansion, rather than decay, in organisations employing a total of almost...
- Do you praise poor performers too much? // Executive Leadership;Mar2013, Vol. 28 Issue 3, p4
The article presents a discussion of the need to provide honest appraisals of employees' performance, adapted from the blog "The 10 Elements of Positive Performance Management" by John Mattone.