TITLE

The benefits of an outsider's opinion

AUTHOR(S)
Howell, Kate; Cameron, Esther
PUB. DATE
August 1996
SOURCE
People Management;08/08/96, Vol. 2 Issue 16, p28
SOURCE TYPE
Periodical
DOC. TYPE
Article
ABSTRACT
Describes the innovative solution to beat the problem on the appraisal system when it has become a lifeless ritual, avoided by managers and disregarded by staff. Reasons why managers failed to carry out appraisal systems; Benefits of the system. INSET: Interview record..
ACCESSION #
9711036670

 

Related Articles

  • Employee evaluation balancing act: Avoid these 6 pitfalls. Perry, Philip M. // Materials Management in Health Care;Mar96, Vol. 5 Issue 3, p40 

    Discusses ways of avoiding common and costly pitfalls in employee evaluation. Avoiding use of personal opinions as basis of evaluation; Identification of causes of poor performance; Setting performance goals; Establishing tactics to reach goals. INSET: Don't let mixed signals to workers trip...

  • First-rate multirater feedback. Church, Allan H. // Training & Development;Aug95, Vol. 49 Issue 8, p42 

    Presents a preparatory method for companies incorporating developmental feedback system as a tool for managing and rewarding performance. Protecting respondents' confidentiality; Choosing assessment instruments; Integrating feedback into performance-improvement plans.

  • Developing job specific appraisal factors in large organizations. Solomon, Robert J. // Public Personnel Management;Spring90, Vol. 19 Issue 1, p11 

    Discusses a method for identifying job specific performance appraisal factors in large organizations across a wide-range of jobs. Range of jobs covered in the study; Development of a duty oriented questionnaire; Evaluation of factor assignment reliability; Validity of factors; Evaluation of cost.

  • More employers plan to use 360-degree evaluations. Leonard, Bill // HR Magazine;Feb1997, Vol. 42 Issue 2, p10 

    Anticipates that by the end of 1997, nearly 40 percent of employers will use 360-degree feedback to evaluate employee performance, according to a study by the consulting firm of William M. Mercer Incorporated. Information on the method; Percentage of the surveyed employers who are already using...

  • Preparing managers for performance appraisal. Zimmerer, Thomas W. // Advanced Management Journal (03621863);Summer74, Vol. 39 Issue 3, p36 

    Deals with employee appraisal programs. Steps in evaluating employee appraisal programs; Weaknesses in employee appraisal programs; Steps for the implementation of an effective appraisal system.

  • `Where's my raise?'. Lindo, David K. // Supervision;Apr99, Vol. 60 Issue 4, p6 

    Discusses the importance of a standard performance appraisal process for supervisors. Benefits of organizing and maintaining an evaluation system; Basic concepts of performance appraisal; Coaching opportunities; Advantages of documenting the rating system; Suggestions to consider when...

  • How do you know if your work teams work? Flynn, Gillian // Workforce;May97 Supplement Tools, Vol. 76, p7 

    Presents ideas on evaluating workforce. How to determine the work involvement of the workforce; Guidelines to determine the quality of involvement of the work teams.

  • THE CASE FOR NON-ANALYTIC PERFORMANCE APPRAISAL. Feldman, Jack // Human Resource Management Review;Spring92, Vol. 2 Issue 1, p9 

    Discusses the non-analytic framework for the construction of performance appraisal systems. Argument that the analytic model is inapplicable to most jobs and fails to recognize its dependence on human value systems; Proposal of a system based on explicit consideration of organizational value...

  • THE ANALYTIC FRAMEWORK: THE MOST PROMISING APPROACH FOR THE ADVANCEMENT OF PERFORMANCE APPRAISAL. Kane, Jeffrey S.; Kane, Kimberly F. // Human Resource Management Review;Spring92, Vol. 2 Issue 1, p37 

    Proposes a set of standards to which appraisal methods and their use should adhere. Consideration of Feldman's (1992) arguments for the preferability of the nonanalytic framework for appraisal; Description of the Performance Review and Information Standardizing Method (PRISM); Rationale for the...

Share

Read the Article

Courtesy of VIRGINIA BEACH PUBLIC LIBRARY AND SYSTEM

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

Try another library?
Sign out of this library

Other Topics