The benefits of an outsider's opinion
- 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...