HOW TO…improve appraisals

January 2009
People Management;1/29/2009, Vol. 15 Issue 3, p57
The article considers some solutions to improving employee appraisals. There is a need for human resources (HR) to say what appraisals should achieve and empower managers to deliver those standards with their desired results. Particular focus is given to the approach taken by Skandia to provide honest feedback to their employees. Another option is to tailor or customize things to the organisation's aims, people and resources. It is important for HR professionals to lead by example.


Related Articles

  • Do We Need More Atypical Human Resource Persons? Wynter-Palmer, Jennifer // Journal of Eastern Caribbean Studies;Dec2007, Vol. 32 Issue 4, p57 

    The author reflects on the need of organisations for more atypical human resource (HR) personnel. She stresses that the main function of HR is to mollify the impact of technology innovations and changes in job and occupational trends, demography and culture while balancing the business...

  • Curing What Ails Performance Reviews. Fox, Adrienne // HR Magazine;Jan2009, Vol. 54 Issue 1, p52 

    The article outlines the steps that human resources (HR) departments can take to improve performance reviews or annual appraisals of employees. HR professionals need to assess all complaints against performance reviews. If compensation negatively affects performance reviews, some experts suggest...

  • Need to know. Hills, Jan // Personnel Today;6/17/2008, p32 

    The article offers suggestions to human resource (HR) professionals on measuring the performance of employees. It is stated that HR person needs to know and understand key measures to ensure that they understand individual and team performance. It is stated that formal measures will constitute...

  • Under review. HIBBERD, GILLIAN // People Management;2/24/2011, p15 

    The author looks at the decline of performance appraisals as means of evaluating workers in terms of performance. He tells that managers who conduct appraisals had faced difficulties including their discomfort at judging workers and relying on opinions instead of performance measures. The author...

  • Mistakes To Avoid When Preparing For Your Review. Hosking, Robert // OfficePro;May/Jun2010, Vol. 70 Issue 3, p3 

    The article discusses mistakes that an employee should avoid when preparing for performance reviews. An employee is advised to request pertinent documents from human resources representatives. The author emphasizes that an employee should not believe that the evaluation meeting will be entirely...

  • Forced Rankling. Bates, Steve // HR Magazine;Jun2003, Vol. 48 Issue 6, p62 

    Focuses on the forced ranking practice among organizations in the U.S. Advantages and disadvantages of the practice; Role of human resource professionals in the practice; Reasons behind the organizations' selection of force ranking system. INSETS: Graph Paper and Post-it Notes;Flexibility And...

  • The Competence Marketplace. Hawkins, Scott // T+D;Dec2002, Vol. 56 Issue 12, p60 

    Reports on an employee development program modeled by Sweden-based life-insurance firm Skandia SA that promotes employee retention. Factors that motivated Skandia to invest in employee retention; Categories into which intellectual capital is divided at Skadia; Factors on which the company...

  • Have a rant… professional development.  // Personnel Today;7/18/2006, p13 

    The article presents the experiences of a human resource (HR) personnel about the lack of professional development opportunities at all levels of HR profession. He is unable to move on to the next level despite of working at adviser/officer level for major organizations for six years. This lack...

  • It's not about The Numbers. Docker, Peter // Human Resources Magazine;Aug/Sep2014, Vol. 19 Issue 3, p2 

    The author argues that human resources (HR) professionals have an incredible opportunity to keep people connected to people and not just consider people as statistics to be manipulated or juggled like other figures or statistics. He says that numbers are to be managed while people are to be led....


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics